Episode 27: Survey of Health-System Pharmacy Administration & Leadership Residencies

Definitions

• What is an HSPA Residency
  1.  The Health-System Pharmacy Administration and Leadership (HSPA-L) Residency is a 24-month post- Doctor of Pharmacy training program. The PGY1 and PGY2 years are designed to flow seamlessly together, with no need to re-apply or participate in the early commitment process.

Background

1. (ASHP) discerns leadership as an executive obligation to impact patient care and advance the profession.
   • In an ASHP Foundation Scholar-in-Residence report, Sara White identified a leadership gap within the pharmacy profession due to a disproportion of pharmacists with interest and preparation to engage in formal leadership positions.
   • Criteria for implementation of a HSPAL residency program conventionally includes the following components: business proposal, rotation development, preceptor recruitment, marketing plan, financial provision, and ASHP accreditation
   • An inquiry with response measurement from health-system pharmacy administration and leadership (HSPAL) residency program directors and residents to distinguish variances between the programs and identify enhancement opportunities for key stakeholders

Major End Points

• Nearly half of the residency program directors within the listserv (40.74%, 33/81) participated in the survey.
  • The recognized areas of opportunity by residency program directors include community pharmacy leadership, professional organization involvement, sterile compounding, and supply chain management.
  • About a third (32.54%, 41/126) of the residents participated in the survey.
    1. Residents reported the least exposure to community pharmacy leadership, human resources, informatics, professional organizations, and ambulatory care/specialty rotations. The overall recommendations for HSPAL residency programs are to incorporate C-suite level experiences, improve alumni engagement, develop longitudinal human resource experiences, and encourage resident credential obtainment.
  • RPD Survey
    • More than half of participants came from academic facilities of > 1,000 beds
    • 70% Stated program design was Traditional PGY-1 experience and administrative PGY-2 experience
    • 48% of HSPA actively managed or supervised < 10 team members
    • Over 80% participation in recruiting and hiring decisions
      1. A similar result in the resident survey
    • Over 80 % have some/limited involvement in HR mgmt. decisions
      1. A similar result in resident survey ~ over 70%
    • Over 60% of the residents end up as a pharmacy manager or ops manager
      • A similar result in the resident survey
      • The resident survey showed diverse ideal positions upon completion operations, clinical, ambulatory, and policy/safety

Summary Of Recommendations

• Incorporate C-suite level experiences –>essential for residents to acquire exposure to the perception of pharmacy and understand pharmacy expectations from C-suite officials
  • Encourage Alumni engagement –> networking/mentorship opportunities
  • HR mgmt. as longitudinal experience à residents may need to assume more supervisory roles –> recruitment/disciplinary/coaching experiences
  • Finance experience as longitudinal –> Budgeting is a continual process.  Residents should be exposed to proactive methods of productivity and cost mitigation strategies to help prepare for future roles.

References

Oscar Santalo, PharmD, MHA, MBA, BCPS, Joelle Farano, PharmD, MBA, Jacqualine Igwe, PharmD, Niaz Deyhim, PharmD, Survey of health-system pharmacy administration and leadership residencies, American Journal of Health-System Pharmacy, Volume 77, Issue 6, 15 March 2020, Pages 449–456, https://doi.org/10.1093/ajhp/zxz327

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