Transcript How Aggressive Recruitment and Training of

How Aggressive Recruitment and Training of
Pharmacists and Pharmacist’s Assistants is
Being Utilized to Improve Management of
Drug Supplies
ICIUM CONFERENCE 2004
Chiang Mai, Thailand
Ms Lullu Peteni & Ms Sizi Qolohle
Eastern Cape Province
South Africa
Background
Before 2002:
 90 hospitals provincially
 53 pharmacists in Public Sector
 60% of population in the Eastern part
 Only 4 Pharmacists in this area
 The rest of Pharmacists in the
western part of the Province where
only 40 % of the population is
Background contd.
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Head of Pharmaceutical Services a Deputy
Director
Principal Pharmacist seconded to Provincial office
since 1995
Chief Pharmacist in western part of Province
Hospitals with no Pharmacy Managers
Pharmacists long serving with no career, notch &
rank progression for years
Pharmacy Support staff with no training, rank or
career progression
Lots of dissatisfaction, lack of commitment,
accountability & interest in the profession
Background contd.
Come 2002:
 Head of Pharmaceutical Services a Director
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2 Deputy Directors at Provincial office
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Hospital Complex Pharmacy Managers in the 3 major centres
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Control posts at Chief Pharmacist level for Hospitals
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Local Service Areas managed by District Pharmacist at Chief
Pharmacist level
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Promotion to those deserving Pharmacists
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Retention of Community Service Pharmacist at attractive &
competitive salary levels
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Filled vacant Pharmacist posts, including the Depots
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Pharmacy Support Staff registered, trained & put on the
category Pharmacist’s Assistants
Recruitment Process
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Job Evaluation Done by Work study
Creation of Control Posts
 Hospital Pharmacy Manager
 District Pharmacist
 Complex Pharmacy Manager
Policy Decisions
 Improving entry point for Community Service
Pharmacists (Upgrade to competitive salary
level)
 Pharmacy Support staff placed in
Pharmaceutical Services structure as
Pharmacist’s Assistants
Recruitment Process
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Funding for identified critical posts
Advertisement
 Pharmaceutical Journal
 Access by all Pharmacists (9 provinces)
 Wider Pool of people targeted
 Posts available in all hospitals (EC Province)
Training
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Pharmacists
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Induction Programme for new recruits
Drug Supply Management (Selection, Procurement, Distribution,
Rational Drug Use)
Legislative Framework
Human Resource Management
Tools
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Stock Card Management
Drug Management Information Systems
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RX Store
Infomaker
District Health Information System
Drugs and Therapeutics Committees
Financial Management & Budgeting
Rational Drug Use Programme
Training
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Pharmacist’s Assistants
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Before Intervention
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Initiated in South Africa to address human
resource needs in public sector
In-service non-accredited course
Legislation Requirements
Intervention
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Accredited Course
Assessment every 6 weeks if ready
Duration at least 12 months
Pharmacist’s Assistants
Training- Challenges
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Availability of pharmacists as tutors and
assessors
Approval of revolving pharmacist mentor
concept by South African Pharmacy Council
Approval of training facilities
Funding for training
Developing guidelines for learner selection
criteria
Learners placed on developed career path
Linking Programme to Pharmacy as Degree
Critical Success Factors
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Upgrading of Head of Pharmaceutical Services to
Director Availability of funds for Critical posts
Improved salary packages
Fully functional Provincial Office
Political will by Head Of Dept & MEC
Good working relations with colleagues
Provincially- HR, Treasury, Premier’s office
Evaluation of posts & subsequent creation of
control posts
Access to Donor Funds – EQUITY & SADAP
Centralization of Recruitment process
Ring fencing of drug budget
IMPACT OF INTERVENTION
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Expenditure of drug budget stabilised
More accountability by Pharmacy staff
Improved working conditions
Career progression implemented
Posts created & filled
Better management of stock & less stock
outs