Pharmacy technicians, supporting our past, shaping our future: Implementing an ASHP-ACPE–accredited pharmacy technician training program in an academic medical center

Abstract

Purpose Pharmacy technician training and education vary depending on practice site and state law. Although technician certification provides a national standard for credentialing, not all states require it, making certification a voluntary process for technicians or the organizations employing them. As the role of the pharmacist has evolved, the need for highly trained pharmacy technicians has grown. The pharmacy technician’s expanded role in specialized areas of pharmacy practice has created new opportunities that require advanced training. Summary Research is lacking on return on investment for workforce development programs, making it difficult to advocate for pharmacy technician training programs. Therefore, it is important to create internal metrics that link one’s program to business performance. This begins with conducting a job market analysis for the geographic area. It is imperative to identify the current occupational outlook for pharmacy technicians, identifying areas with potential for growth as well as where there are shortages or high turnover. Successful development of an American Society of Health-System Pharmacists (ASHP) and Accreditation Council for Pharmacy Education (ACPE)–accredited pharmacy technician program requires a long-term strategy to address key market issues as well as social and economic barriers and financial data to secure funding. Conclusion This case study details Yale New Haven Hospital’s journey from proof of concept to implementation of an ASHP-ACPE–accredited pharmacy technician training program.

Expansion of MyDispense: A Descriptive Report of Simulation Activities and Assessment in a Certified Pharmacy Technician Training Program

“…Although simulation is a required component of the ASHP/ACPE Accreditation Standards curriculum’s educational requirements, published reports of the simulation types employed in pharmacy technician training programs are limited to inpatient settings or customer interaction in the community pharmacy setting [ 8 , 9 ]. This is the first report, to our knowledge, of using a community pharmacy-based simulation program that focuses on the role of the technician in a community pharmacy setting.…”

“…The Pharmacy Technician Training Program at YNHH was established in 2016, as a product of blending ASHP/ACPE national standards with the needs of their hospital system [ 8 , 19 ]. The 23-week program curriculum combines didactic and simulation hours (280 h in total), followed by 360 h of experiential learning [ 8 ].…”

“…The Pharmacy Technician Training Program at YNHH was established in 2016, as a product of blending ASHP/ACPE national standards with the needs of their hospital system [ 8 , 19 ]. The 23-week program curriculum combines didactic and simulation hours (280 h in total), followed by 360 h of experiential learning [ 8 ]. The idea of bringing MyDispense to a pharmacy technician training program was initially brought about by a UConn student on experiential rotations, who had a history of MyDispense use, as it was utilized within their pharmacy curriculum.…”

“…This will create a standard of expectation for training programs that previously was lacking [ 5 , 6 , 7 ]. As a result of such efforts, technician programs around the country have focused on increased curriculum offerings (didactic, simulation, and experiential training) to ensure pharmacy technicians who enter the workforce are ready to fulfill their duties within the healthcare team [ 8 , 9 , 10 ].…”

Optimization of inpatient medication administration among persons with Parkinson’s disease: recommendations on pharmacy technology and workflow

“…A pharmacy technician shortage in these areas has spread staffing thin, making the essential functions of medication procurement and order fulfillment another barrier to the timely administration of medications. Hospitals can implement internal pharmacy technician training programs to promote internal relief from staffing shortages ( Pereda et al, 2022 ).…”