Scientific Poster Session II - Clinical Pharmacy Forum

Abstract

We describe a model in which two faculty members share an inpatient clinical service of 44 patients with autonomy to structure time on-site vs off-site as needed throughout the month. Alternating as preceptor of record each month, both are often present throughout the month and share clinical APPE students (up to 24 annually) and residents (up to 6). This model was developed in discussions between faculty, the pharmacy practice chair, and hospital pharmacy administration.

Justification/Documentation:

With increasing workload on both the clinical and university sides, especially with the addition of an online pharmacy program, faculty were having difficulty balancing workload. This clinical workload adjustment allows individual faculty to maintain a full-time position, have more control over protected time in an inpatient clinical setting, and still maintain a high-level clinical service.

Adaptability:

This model is sufficiently generalized for adaptation. To be successful, paired faculty should demonstrate clear communication, a similar patient care approach, and be willing to utilize a joint rotation syllabus and other rubrics/documents. The benefit to this practice model is the ability to adopt this model without making major shifts in all faculty models or significantly affecting non-faculty clinical pharmacy colleagues. Ongoing assessment will be via learner evaluations and feedback.

Significance:

This model is a unique opportunity for faculty to have autonomy over their clinical schedules and to be able to help provide for more sufficient time to engage in university responsibilities and scholarly activity. By working together with another faculty member, student rotations will have more continuity and consistency with the faculty having close communication while also benefiting from combined faculty experiences. Flexible scheduling minimizes the need for non-faculty precepting of students as well as cross-coverage for other pharmacists for PTO coverage. Overall, we anticipate this model that increases protected time will improve co-funded faculty satisfaction and result in less burnout.

Presenting Author

Authors