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Understanding pathways to health-system pharmacy administration: A journey mapping study
Jacqueline E McLaughlin1, Kathryn A Morbitzer1, Jacqueline M Zeeman2
1Division of Practice Advancement and Clinical Education, UNC Eshelman School of Pharmacy, UNC Chapel Hill, Chapel Hill, NC, and Center for Innovative Pharmacy Education and Research, UNC Eshelman School of Pharmacy, UNC Chapel Hill, Chapel Hill, NC, USA.
Summary
Exploring career paths to pharmacy administration reveals varied routes, often starting in high school or pharmacy school, with residency training being common. Key challenges include stress and time constraints, while mentorship and exposure to diverse roles are crucial resources.
Area of Science:
- Health Systems Pharmacy Administration
- Leadership Development
- Career Pathways
Background:
- Pharmacy administrators are vital for health system success.
- Understanding their career trajectories is essential but often unclear.
- This study addresses the need to elucidate these pathways.
Purpose of the Study:
- To explore and describe the pathways to becoming a health-system pharmacy administrator.
- To identify challenges encountered by aspiring administrators.
- To determine the resources needed for successful entry and progression.
Main Methods:
- Utilized journey mapping with 21 participants to detail career pathways.
- Employed small group and large group discussions to identify common themes.
- Applied thematic analysis to synthesize findings from journey maps and discussions.
Main Results:
- Pathways varied, frequently commencing with pharmacy school, high school, or undergraduate education.
- Residency training or dual master's degrees were common (69.6%).
- Identified challenges: distractions, time, finances, stress. Needed resources: career exposure, support, mentorship, leadership development. Themes: defining the role, core competencies, entry strategies, networking.
Conclusions:
- Understanding pharmacy administration pathways is critical for workforce development.
- Strategies are needed to identify, train, and retain health-system pharmacy leaders.
- Further work should focus on developing robust support and development processes.
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