Background: There is a paucity of literature describing the incidence of burnout among Canadian pharmacy residents, despite evidence that pharmacy professionals are at high risk of burnout. Objectives: To characterize Canadian pharmacy residents experiencing high levels of burnout, as defined by the Maslach Burnout Inventory (MBI), to describe existing interventions that Canadian pharmacy residents perceive to be effective in managing burnout, and to describe opportunities for Canadian pharmacy residency programs in managing resident burnout. Methods: An online survey, consisting of 22 validated questions from the MBI and 19 nonvalidated questions developed by the investigators, was distributed by email to 558 Canadian pharmacy residents from the 2020/21, 2019/20, and 2018/19 residency years. Results: A total of 115 partial or complete survey responses were included in the analysis, and 107 respondents completed the MBI section of the survey. Of these, 62% (66/107) were at high risk of burnout according to at least 1 MBI subscale, with a slight majority of the entire sample being at high risk of burnout on the emotional exhaustion subscale (55/107 [51%]). The most common interventions offered to pharmacy residents to reduce or prevent burnout were mentorship programs, schedule changes, and promotion of self-organization. Current interventions reported to be the most useful were self-care workshops, discussion groups, and workload adjustment. Potential future interventions perceived to be most useful for reducing and preventing burnout were schedule changes and workload adjustment. Conclusions: More than half of Canadian pharmacy residents who responded to the survey were at high risk of burnout. Canadian pharmacy residency programs should consider implementing additional interventions to help reduce and prevent resident burnout. RÉSUMÉ Contexte : Il y a peu de documentation qui décrit l’incidence de l’épuisement professionnel chez les résidents en pharmacie canadiens, malgré les preuves de risques élevés auxquels les professionnels en pharmacie sont exposés. Objectifs : Décrire les résidents canadiens en pharmacie qui connaissent des niveaux élevés d’épuisement professionnel, tels que définis par l’inventaire d’épuisement mis au point par Maslach et Jackson [en anglais Maslach Burnout Inventory (MBI)]; décrire les interventions existantes que ces personnes perçoivent comme efficaces pour le gérer; et décrire les possibilités de gestion de l’épuisement professionnel dans les programmes canadiens de résidence en pharmacie. Méthodes : Une enquête en ligne comprenant 22 questions validées du MBI et 19 questions non validées, préparées par les enquêteurs, a été envoyée par courriel à 558 résidents canadiens en pharmacie des années de résidence 2020-2021, 2019-2020 et 2018-2019. Résultats : Au total, 115 réponses partielles ou complètes ont été incluses dans l’analyse, et 107 répondants ont rempli la section MBI de l’enquête. Parmi ces derniers, 62 % (66/107) présentaient un risque élevé d’épuisement professionnel selon au moins 1 sous-échelle du MBI, une légère majorité de l’ensemble de l’échantillon présentant un risque élevé d’épuisement professionnel sur la sous-échelle d’épuisement émotionnel (55/107 [51 %]). Les interventions les plus courantes offertes aux résidents en pharmacie pour réduire ou prévenir l’épuisement professionnel étaient les programmes de mentorat, les changements d’horaire et la promotion de l’auto-organisation. Les interventions actuelles signalées comme étant les plus utiles étaient les ateliers d’autosoins, les groupes de discussion et l’adaptation de la charge de travail. Les interventions futures potentielles perçues comme les plus utiles pour réduire et prévenir l’épuisement professionnel étaient les changements d’horaire et l’adaptation de la charge de travail. Conclusions : Plus de la moitié des résidents canadiens en pharmacie qui ont répondu à l’enquête présentaient un risque élevé d’épuisement professionnel. Les programmes canadiens de résidence en pharmacie devraient envisager de mettre en oeuvre des interventions supplémentaires pour aider à le réduire et à le prévenir.
Disclaimer In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. Purpose Pharmacists’ clinical competency is necessary to ensure patient safety and medication optimization. There are many barriers to the implementation of competency assessments and scant literature on their implementation. We aimed to determine if a competency assessment program for hospital pharmacists is feasible, acceptable, and effective. Methods Clinical competency assessments of hospital pharmacists were conducted. During the assessments, pharmacists presented a patient case or completed patient care activities while a leadership team member evaluated them using a competency rubric and provided feedback. A postevaluation electronic survey adapted from validated tools regarding perceptions of program feasibility and acceptability was emailed to the pharmacists following each competency assessment and to evaluators at study conclusion. Feasibility was also measured through reviewing rubrics for completion within the 1.5- to 2-hour assessment timeframe. Effectiveness was captured by comparing results to expected competency levels based on experience. Results In total, 20 assessments were completed. Fifty percent of assessments required longer than the allotted timeframe. Most participants surveyed found the competency assessments implementable, possible, doable, and easy to use. The majority also approved of the implemented assessments and found them appealing, likable, and welcomed and commented that they aided in professional development. For 50% of the competencies assessed, most participants aligned with competency expectations based on years of experience. Conclusion The implementation of these competency assessments was found to be feasible and acceptable to hospital pharmacists. The rubric used was found to be moderately effective. Major implementation barriers were related to time constraints and criteria for success. Future work will be done to enhance the program’s effectiveness.
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