Addenbrooke’s Hospital Rosie Hospital

An innovative visual tool to promote and facilitate the development

of knowledge, skills and competencies across the pharmacy

workforce in order to deliver excellent patient care

Alison Burt, Jade Darler, Vanessa Eggerdon, Mandeep Matharoo, Lindsay Morgan,

Gill Shelton, Chava Yanay

Pharmacy Education & Training Team

Introduction

Figure 4: Embedding the tool into the

appraisal process

Objectives

To standardise practice, facilitate equity of opportunity and to promote

development of core skills and competencies for delivery of high quality

patient care.

Aim

CUH Pharmacy department constitutes 191 staff in a range of job roles,

geographically spread across the site, with a diversity of line managers.

Staff feedback demonstrated poor awareness of available Education and

Development (E&D) opportunities and lack of personal development

plans (PDPs) (Figure 1).

The Pharmacy Education & Training (E&T) team present work undertaken

to address these issues through the development and implementation of

an innovative suite of staff development posters.

Designed a visual interpretation of available E&D

opportunities for each staff group; Pharmacy Technicians,

Pharmacists, Pharmacy Support Staff and Admin & Clerical

staff (Figure 2)

Focus group feedback obtained from representative cross-

section of pharmacy staff and incorporated into tool

Innovative departmental launch (e.g. rolling road shows),

displayed in Inpatient Pharmacy main corridor (Figure 3)

Embedded within induction processes, PDP discussions and

annual appraisals (Figure 4)

Tool shared across Trust and through professional bodies

Method

A novel, innovative, multi-dimensional tool demonstrating equity of E&D opportunities across all pharmacy staff groups was created and

embedded across the department

Core focus on ensuring staff have the knowledge, skills and attributes to maximise efficacy of every patient interaction5

Post launch survey results demonstrated an increase to 80% of staff having a PDP and 61% of staff stating that they are ‘confident in their

knowledge of available development opportunities’ (Figure 1)

Concept underpins Trust Education and Training strategy(approx. 7000 staff), with Administration Staff poster being implemented from this year

Double awards success for the Pharmacy Technician development poster when presented at Association of Pharmacy Technicians UK national

conference (Katherine Miles Poster Award and Pharmacy Technician of the Year Award – Innovation, 2015) (Figure 5)

Results and Conclusion

[1] Addenbrooke’s Hospital NHS Trust performance standards & Trust learning directory (updated and accessed July 2016)

[2] RPS Foundation Pharmacy Framework. Royal Pharmaceutical Society. January 2014

[3] RPS Advanced Pharmacy Framework. Royal Pharmaceutical Society. 2013

[4] APTUK Foundation Pharmacy Framework. Association of Pharmacy Technicians (United Kingdom)

[5] Operational productivity and performance in English NHS acute hospitals: Unwarranted variations.. Department of Health February 2016

Figure 1: Comparison of survey responses before and after implementation

Identify available E&D opportunities

for all pharmacy staff at all stages of the

career pathway and create visual

representation

Map to:

• AfC banding

• Trust Performance Standards [1]

• Professional development frameworks [2,3,4]

Embed into appraisal process and enhance staff

personal development plans

(PDPs)

Share best practice across the pharmacy profession at local ,

regional and national level

Figure 5: Award-winning

innovation (APTUK)

Figure 3: Prominent display in high traffic

areas of department

Figure 2: Posters and flyers developed

to demonstrate development

opportunities for all

Pharmacy staff groups