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Clinical career ladders: Hamot Medical Center.

J D Meyer1, M M Chrymko, W N Kelly

  • 1Pharmacy Operations, Hamot Medical Center, Erie, PA 16550.

American Journal of Hospital Pharmacy
|November 1, 1989
PubMed
Summary
This summary is machine-generated.

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The Hamot Medical Center developed a clinical career ladder program for pharmacists, enhancing job satisfaction and improving patient care. This program fostered the growth of clinical pharmacy practice and diversified pharmaceutical services.

Area of Science:

  • Pharmacy Practice
  • Hospital Pharmacy Administration
  • Clinical Pharmacy Development

Background:

  • The Hamot Medical Center (HMC) established a clinical career ladder program for pharmacists between 1980 and 1989.
  • The program's evolution paralleled the expansion of clinical pharmacy services and satellite pharmacy operations.
  • A formal plan was implemented in 1984 with the opening of the first satellite pharmacy.

Purpose of the Study:

  • To describe the development and structure of a clinical career ladder program for pharmacists at HMC.
  • To highlight the impact of the career ladder on professional development and patient care quality.
  • To identify challenges encountered during the implementation and management of the program.

Main Methods:

  • The program established parallel administrative, business, and clinical tracks.

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  • Defined progression criteria for entry-level pharmacists to staff pharmacist, clinical pharmacist II (CP II), and clinical pharmacist specialist (CP I).
  • Outlined requirements including experience, Pharm.D. degree, and demonstrated clinical expertise for advancement.

    • Main Results:

    • The clinical ladder enhanced pharmacist job satisfaction and encouraged the development of clinical practitioners.
    • Promoted improved patient care through specialized clinical roles.
    • Facilitated the diversification of pharmaceutical services and growth of pharmacy practice.

    Conclusions:

    • The HMC clinical career ladder program successfully enhanced pharmacy practice and improved the quality of pharmaceutical care.
    • Challenges such as time constraints and competition for positions were noted.
    • The parallel career ladder structure supported professional growth and service expansion.