Background: Inconsistency in the practice of clinical pharmacy at a junior level encouraged our group to develop a general level competency framework (GLF) to facilitate practitioner development and assessment. The framework consists of patientrelated, personal and problem-solving clusters of competencies assessed on a four-point frequency scale. This study describes a large, controlled study to determine whether the framework could improve the clinical practice of junior hospital pharmacists.Method: One hundred and two junior grade pharmacists in 22 acute NHS trusts in the south of England were recruited. The hospitals were enrolled as either intervention (n ¼ 13; 72 pharmacists) or non-intervention sites (n ¼ 9; 30 pharmacists). The pharmacists ("tutees") and senior supervisors ("tutors") in the active sites used the competency framework for practice development. Tutees and tutors in the control sites did not have access to the competency framework, and measures were taken to ensure these trusts remained isolated from the assessment outcomes. All pharmacists were assessed at baseline, 3, 6 and 12 months. Non-intervention pharmacists were assessed by external evaluators.Results: A repeat measures analysis (month-6 compared to baseline, month-12 compared to baseline) revealed that the intervention group showed an improvement in 24 of the 25 competencies at month-6, which was sustained at month-12. In contrast, the non-intervention pharmacists demonstrated an improvement in just 7 of the competencies at month-6 increasing to 12 competencies by month-12 (Table III). Using an aggregated competency score for each recruit, intervention and nonintervention pharmacists were compared using an application of Kaplan-Meier analysis. Event status was defined as the achievement of competence, detected by the attainment of a predefined threshold score. A significant difference existed between the groups at all time points (log rank ¼ 7.97, p ¼ 0.0048).Discussion: This controlled study demonstrates that tutees in the intervention sites improved significantly in 24 of the 25 patient-related competencies at 6 months and that this was sustained at 12 months. By contrast, non-intervention candidates showed progression in only 12 of the 25 competencies.
Objectives To compare practice pharmacists and community pharmacists based on the use of the General Level Framework (GLF) as a tool to support continuing professional development (CPD). Setting Primary care and community pharmacy in London and the East of England. Method The study pharmacists were self‐selected after distribution of recruitment packs in the study area through local pharmaceutical committees, primary care trusts and two large multiples. Sixty‐nine pharmacists used the framework to support their CPD (42 community pharmacists and 27 with a role in primary care pharmacy). Pharmacists made an initial self‐assessment against the GLF and then used the framework over a 12‐month period to identify learning needs for CPD. Pharmacists identified their desired performance levels for the behaviours in the framework, based on guidance from the project team, and then identified their learning needs by comparing the desired performance level with their self‐assessment. Pharmacists were visited at 4 and 8months by a trained facilitator to support their self‐assessment and progress with CPD. Final self‐assessments were collected at 12months. Assessment ratings for the delivery of patient‐care competencies were compared. Key findings There was no difference in the probability of either group achieving their desired performance level (log rank = 0.023, 1 df, P = 0.878): pharmacists achieved their desired performance level irrespective of their sector of work, demonstrating the applicability of the GLF to the different sectors of practice. Practice pharmacists had a higher aggregated score for the desired performance levels than the community pharmacists (Mann‐Whitney U = 10.500, P < 0.001; median = 133.0 and 119.5 respectively). Conclusion Both groups of pharmacists were able to apply the framework to their practice and use it to support their CPD, resulting in increasing self‐assessed competency scores over time. The higher desired performance level for practice pharmacists compared with community pharmacists conveys a difference, perceived or actual, between the two roles. Irrespective of the difference in desired performance levels, both groups of pharmacists have improved, to meet their level of expectation, over the 12‐month period.
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