Patterns in recruitment
Subtle changes in the patterns of pharmacist recruitment are beginning
to be seen, according to The Journal’s annual Special feature
(PDF 380K) examining the market (p793). Concerns are being raised that the changes
to the Royal Pharmaceutical Society’s Register and the increase
in fees are having some impact, as well as a reluctance for pharmacists
in hospital to move to new posts until they understand the implications
of Agenda for Change.
In community pharmacy one effect is that more locums are seeking permanent
posts, possibly tempted by employers’ willingness to pay pharmacists’ retention
fees. However, locum agencies are being innovative in their efforts to
attract and retain locums. As reported previously (PJ, 21 May, p603)
agencies are now devising loyalty
schemes that enable locums to earn
points for every hour they work that can be put towards paying the retention
fee, among other benefits.
These reports, however, are anecdotal and it is difficult to gauge whether
or not the shifting patterns are national or local and only a feature
of 2005. Moreover, there have been shortages of pharmacists in different
parts of the country for many years and this year’s picture may
be little more than a variation on a theme.
In the hospital sector, problems are still being experienced. In addition
to the stagnation seen while Agenda for Change banding decisions are
made, there remain many vacancies for pharmacists — possibly a
reflection of the “fallow year” when the pharmacy degree
course was extended to four years.
However, in the long term hospital recruitment may have been given something
of a boost through because of the development of consultant pharmacy
posts. In a Vision for pharmacy (p797 PDF (140K)) The Journal visited one foundation
hospital trust that has no less than three consultant pharmacists in
post. What is clearly exciting about these appointments is that the pharmacists
involved are practising as clinicians at the limits of their experience
and knowledge.
As a model for hospital pharmacy in the future, one can imagine the benefits
of this sort of structure being felt in the lower rungs of the career
ladder. Being part of a department that does not entail having to relinquish
clinical work and join the management team as chief pharmacist in order
to reach the top rung will be appealing, and it should help encourage
younger pharmacists to stay in the hospital sector and not, as some fear,
be attracted to the community sector by the promises of the new contract,
now with a more clinical profile.
Back to Top
|
The
Pharmaceutical Journal