Scottish Developing Practice Stakeholder Event

1st July 2010Dr Carol Evans

Agenda● 10.00 John Cromarty (Scottish Board) – Open Event   ● 10.10 Vision for Developing Practice and Overview of current structures – Carol Evans ● 10.30 Scottish Hospital Pharmacy Vocational Training Scheme - Fiona McMillan● 10.55 Issues and Opportunities for a common pharmacy career path & consistent credentialing – John

Cromarty ● 11.10Community perspective, current career paths and the issue and opportunities from both an employer

and employee perspective – George Romanes ● 11.30 Primary Care Scotland - opportunities for a common GB career path – Alpana Mair ● 11.45 Q&A● 12.00 Discussion: Career path for pharmacy ● 13.00 Lunch● 14.00 Discussion: Credentialing● 15.10 Group feedback ● 15.40 Actions and next steps and agree priorities ● 15.50 Summary and Close

Overview of Career Paths

MedicsNursing

Pharmacy

Medic Career Path – Clearly Defined

● Pre-registration house officer (1 year)

● Senior house officer (2 to 3 years)● Train in a number of specialties ● Consider career path e.g. GP or speciality consultant

● Specialist registrar (4 to 5 years) or GP registrar (1 to 2 years)● Specialist training ● Royal college exams for chosen specialty

● Consultant or GP Principal● Postgraduate training in chosen specialty

Medical Credentialing & Support

● Strong Support via Royal Colleges

● Credentialing in the various specialism's via clearly defined curriculum

● Well defined assessment process

● Tendency toward over specialisation● Can be hard to change track

Nursing Career Path

● Modernising Nursing Careers

● Level 5 – Registered Practitioner● Level 6 – Senior Practitioner● Level 7 – Advanced Practitioner● Level 8 – Consultant Practitioner● Level 9 – Senior Leader

● Capability, skills and knowledge development and assessment

● Supported by RCN

Pharmacy Career Pathways

Different across the sectors

Hospital Pharmacy - Typical Career Path (Approx 15% of pharmacists)

● Band 5 – pre-reg● Band 6 ● Band 7 ● Band 8a● Band 8b - Specialist● Band 8c - Consultant or team manager● Band 9 - Consultant (England) or Chief Pharmacist

● Opportunity for flexible working, often good support staff, good carer structure, NHS benefits.

● Salaries may be lower, especially in lower grades

Community Pharmacy - Typical Career Path60-65% PharmacistsAround 14% (7000) own their pharmacies

● Years 1-30● Responsible Pharmacist● Locum● Pharmacy owner

● Years 4-30 – Managerial Path● Superintendent Pharmacist● Pharmacy Manager● Several shops or area manager

● Opportunities to be own boss, salaries start higher● Less defined career structure, pharmacist must be on premises at

all times, may work in isolation

Academic Pharmacy - Typical Career Path. (Approx 3000 pharmacists)

● Lecturer / Senior Lecturer in Pharmacy● Chair / Reader in Pharmacy● Head of Pharmacy School

● Career expanded to include clinical practitioners who pursue careers in academic pharmacy.

● Some teacher practitioner posts.● Most split with NHS or funded by multiples e.g. Boots

● The academic pharmacy disciplines include:● pharmacy practice, biological sciences, clinical science, continuing education,

experiential education, drug discovery, pharmacology etc

● Work is varied, possibilities to peruse research, opportunities for self development, currently good employment opportunities

● Teaching post often full time

Industrial Pharmacist - Typical Career Path (Approx 2800 pharmacists)

● Approx 2000 pharmacist

● 3-7 Years – Qualified Person● 7years+ – Band Director

● Typical roles include:● Quality assurance, development, production, registration, marketing

research, sales, drug information, clinical trials.

● Career path usually management or leadership related and determined by the organisation.

● Travel often possible, perks of a large organisation● May need to move to forward your career, post may be limited

Other

● Many other areas where pharmacist are employed e.g. ● Primary Care● Prison● Government● Consultant ● Director of pharmacy

● Pharmacist have potential for broad and varied careers with many moving between the different sectors.

● The majority work in community.

Credentialing

● Many definitions, most recognised in NHS is:

● “The formal accreditation of capabilities at defined points within a career pathway that takes into account knowledge, capabilities, behaviours, attitudes and experience”

CredentialingDH Literature Review Relating to Credentialing in Medical

Training Feb 2010 suggests the following benefits for credentialing:

● Supports professional development trough training● Could support revalidation● A means of demonstrating achievement in competence areas

not currently or consistently recognised● Providing employer confidence in workforce● Providing better patient care and outcomes (evidence in US)

Specialist Career Path and Credentialing

● There are large number of specialist groups● Mostly hospital sector based● Many have curriculum, assessment processes and

credentialing.● Specialist Curriculum Group (SCG) support development,

assessment and credentialing for various specials groups.

● Critical care group assessment process● Collage of Mental Health pharmacists

Credentialing in other Sectors

● Community● PhwSI (England only)● Pharmacy prescribers (numbers still low 1000 , approx 100

practising)

● Industry● Qualified Person

● Academia● Professor

What is the problem for Pharmacy?

● Lack of clear career pathways (unlike medicine)

● Where career pathways do exist (NHS) they have been established by the employer for their needs.

● Career progression not based on professional competence as no recognised framework for post registration development and assessment

● No recognised way to “carry” knowledge and capabilities from between sector or country.

What’s the Solution?

Developing Practice Project

Developing Practice Vision

● To lead and support development of a flexible and sustainable workforce in order to deliver high quality services to patients and public across the entire profession.

Developing Practice Mission

● Providing consistent, portable acknowledgement of practice through credentialing of individual achievement, recognized through professional designations applicable to all sectors.

● Success is members working towards and achieving professional designations.

● Employers seek to employ those with RPS (Royal Pharmaceutical Society) designations.

Ambition

● Aim to establish clear, common levels of practice across profession.

● Develop an inspirational career ladder (especially in community), building on what has worked.

● Encourage and enable pharmacists to pursue professional development post registration through clear advancement mechanisms in addition to CPD

Why?

● Critical to up skilling workforce and achieving the flexibility needed in economically challenging times.

● Coordinate /harmonise process across different sectors, interests and specialism's in pharmacy

● Seek external views from all countries and sectors around: ● where this “fits” in workforce planning- advancement rather than

the focus on specialization● the benefits to patients and public rather than a focus on self

interest (badge collecting)

Work to date

● TransCom report on Improved, Advanced and Specialist practice.

● Work on-going within and across specialist groups

● PLB project started July 2009

● 5 Project meetings and a stakeholder event

Output from ASP meetings: July 30th, 1st & 29th October 09

• Proposed ASP Governance structure

• Reviewed existing framework approaches plus open consultation with reference group

• Created professional designations paper for wider consultation and engagement.

• Reviewed existing models for specialist curriculum development.

• Reviewed various curriculum assessment process

Developing Practice Project Progress Continued

26th November & 13th January 2010

● Created engagement plan

● Definition of faculty approach and possible structure.

● Agreed personal specifications and experience needed for roles on the governance bodies.

● Reviewed current processes for recognition of prior experience for professional designations

● Proposed model for individual assessments at the lower levels

● Renamed the project Developing Practice

Stakeholder Event 23rd February 2010

● Over 100 attendees● Discussions flowed and positive feedback

● Key points● Keep it simple and relevant● Sense check across the sectors and public● We can learn from QP, skills and competency that is key rather than

how you achieved it. ● PLB have a key role in moving this forward● No conclusion on levels or designations.

Next Steps

● Build on the hard work to date

● Engage widely with the profession via stakeholder events and engagement ● listen and get views● all sectors, 3 countries, employers, profession

● In-depth internal project reviews

● Build further evidence base● Evaluate available methods of assessment and

credentialing● Seek agreement around levels and labels

● simple is best

Issues

● Pharmacy career paths are less defined than medical or nursing pathways. ● Hospital has most definition

● Current paths are employer driven● No recognised professional driven paths across all

sectors

● No consistent, recognised, post graduate, credentialing.● Most credentialing in hospital sector

Opportunities

● Create a clear, recognised professional career path for all pharmacists in all sectors.

● Path way to facilitate more easy movement between sectors ● recognition of professional advancement from job to job● Facilitate a more flexible work force

● Opportunity for consistent, nationally recognised credentialing via RPS professional designations ● Improved patient care● Raise the profile of pharmacy through raised profile of pharmacists.

What are your thoughts?

● What do you want from your future career?

● What would be use full for you to support this?

● What do you want your future workforce to be able to do?

● How could a common professional career path with consistent credentialing help?● Professional Designations

● How can we work together on this?

Scottish Hospital Pharmacy Vocational Training Scheme

Fiona McMillanNES

Q&A

Discussion Groups – Career Paths

● Strengths, weaknesses, issues and opportunities for a common, national career path for Pharmacy across all sectors.

● Considerations for Scotland?● How to move forward the opportunities?● How to get employers on board?● Future pharmacy workforce? ● How to engage community & other sectors?● Your future career aspirations?● Role of new Society?

Lunch 1-2pm

Group Discussion - Credentialing

● What are the specific considerations for consistent, credentialing of post graduate advancement via professional designations for:

● Scotland?● Community pharmacy and other sectors?● The chronic disease agenda?● Pharmacy future workforce?

● How could consistent credentialing help?● How many levels of credentialing?● What credentialing for your career?● What support would be useful?

Feedback from groups

Flipcharts5min per group

Actions and Next Steps

● Summary of today pulled together

● Article in enews

● Slides to all participants

● Similar events in Wales and England

● Report from all events key findings

● Further sector, employer, commissioner engagement plus wider profession.

Objectives of Meeting

● Overview career paths the various sectors.● The issues and opportunities for a common career

path with consistent credentialing in each sector. ● Discussion on ways we can move forward to

support advancing pharmacists’ practice.  ● Discussion on ways to consistently recognize

practitioners who have advanced.● How this could support specific needs such as

community pharmacists and the chronic disease agenda etc.

Thank you

Feedback forms