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Apart from
much information the consultation and ideas that flowed from the
participants assured me of the promising success this scheme will
be for pharmacy and for the future of the profession as a stimulating
and interesting arena to work in.
One that will truly utilise all the skills and knowledge pharmacists
have and gather as they progress through a pharmacy career.
The operative word here is career.
I note that the above study does not address this concept and
looks at work force issues as it sets out to do.
I believe that these cannot be isolated from each other because
people are involved at one of the most keenly felt levels of life's
satisfaction.
Young people today and probably for the past twenty years, enter
a course of study with an understanding of utilising this basic
knowledge plus development gathered in the working arena to progress
their career through many work situations.
This is the expectation and it is acknowledged that graduates
will have up to seven career changes. In other words they expect
to further their career throughout their working life.
They leave one area and enter others perhaps with supplementary
study or pursue a study program after obtaining the basic degree.
Along with career advancement goes a commensurate salary rise
that takes into consideration the new skills and knowledge they
have and increased responsibility.
The flow of people across areas of work recognises the value that
can be offered by cross fertilisation of knowledge and skills.
I wonder how this happens for pharmacy?
Pharmacists leave to further their careers and in a variety of
work experiences.
They leave for many opportunities outside the traditional concepts
of community and hospital pharmacy. Unfortunately there is not
a movement in the other way unless exceptionally someone starts
a career afresh at first year pharmacy along with the 18-year-olds.
This happens rarely.
Should not the profession be thinking about career development
opportunities?
Can you imagine a graduate these days being content with the same
workplace situation for 40 years?
To answer the question of 'wastage' from the report the real life
scenarios need to be thought through.
Even without the 'feminisation'difficulties that are still quoted
and now with the necessity for double income families, routine
child care etc that exist in society as the usual, the retention
of pharmacists and the full utilisation of the workforce may not
be solved by a simplistic approach.
If all the graduates were men would they stay?
For 40 years?
Ownership is an important issue but career aspirations are also
significant and will probably become even more important to many
graduates.
Many of the participants that I met at the seminar had left pharmacy
for new opportunities outside the traditional community or hospital
pharmacy.
Many of my other colleagues have moved on to other careers totally
unrelated to pharmacy but at the same time appreciating their
competence in management, scientific thinking and capacities built
on their prior work life.
They are challenged and feel they have progressed from the routine
they were in.
Their salaries also reflect a progress in their career.
They also cite such benefits as free time to relax and have a
lunch break (a small but important thing) not having to be on
their feet all the time, time off to study and for professional
development and not being expected to do menial totally unrelated
to their profession tasks.
Those with children who do get sick sometimes do not have the
worry of being shackled to a place and unable to tend them and
to be able to slip out to a school function occasionally without
jeopardising their work or the boss!
I cite this here as it is important for policy makers and decision-makers
to look to the 'people'involved. This is where the answers to
dilemmas will be found and with pharmacy it is the 'wastage'that
is one of the concerning factors.
I will be pleased to see some progress and thought given to investigating
the issues now not so apparently obvious.
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