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Related Experiment Videos

Method for evaluating performance of clinical pharmacists.

G T Schumock1, K A Leister, D Edwards

  • 1College of Pharmacy, University of Illinois, Chicago.

American Journal of Hospital Pharmacy
|January 1, 1990
PubMed
Summary

A new three-part performance evaluation system for clinical pharmacists was developed. This criteria-based tool was found to be objective and constructive, improving manager-pharmacist interaction.

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Area of Science:

  • Pharmacy Practice
  • Healthcare Management
  • Performance Improvement

Background:

  • Healthcare organizations require robust performance evaluation systems.
  • Accreditation bodies like the Joint Commission mandate specific evaluation criteria.
  • Existing performance tools may not adequately assess specialized roles like clinical pharmacists.

Purpose of the Study:

  • To describe a novel, criteria-based performance evaluation process for clinical pharmacists.
  • To develop a tool that meets accreditation and state policy requirements.
  • To enhance objectivity and communication in performance reviews.

Main Methods:

  • A three-part, weighted evaluation tool was designed: self-appraisal/goal setting, peer evaluation, and supervisory evaluation.

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  • Objective criteria were weighted based on job relevance for clinical pharmacists.
  • Supervisory evaluations combined standard university forms with institution-specific criteria.

    • Main Results:

    • The new system was implemented in two University of Washington-affiliated institutions in May 1989.
    • Pharmacists perceived the system as more objective and enhancing manager-pharmacist dialogue.
    • Peer evaluations were considered particularly constructive.

    Conclusions:

    • The developed three-part, criteria-based system offers an objective method for evaluating clinical pharmacist performance.
    • The system facilitates improved communication and constructive feedback.
    • This adaptable model is suitable for adoption by other pharmacy departments.