university of kentucky kelly m. smith, pharmd, bcps, fashp,...
TRANSCRIPT
Plumbing the Pharmacy Pipeline
Career Pathways Programs to Cultivate Interest in Pharmacy Careers
ParticipantsUniversity of KentuckyKelly M. Smith, PharmD, BCPS, FASHP, FCCP [email protected] Associate Dean, Academic and Student AffairsKristan Vollman, PharmD Candidate [email protected] Wurth [email protected] Director of Admissions and Student Diversity
UNC Eshelman School of Pharmacy Carla White Harris, RPh [email protected] Director, Recruitment and Diversity Initiatives
Midwestern University Chicago College of PharmacyAvery Spunt, RPh, MEd, FASHP [email protected] Associate Dean of Clinical Affairs
University of Arkansas for Medical Sciences College of PharmacyRenee M. DeHart, PharmD, BCPS, [email protected] Associate Dean for Student Affairs and Faculty Development
Session Overview Pressures to successfully recruit students
to Pharmacy Continuing innovations in long-term
efforts to prime the pipeline Case studies from peer institutions Panel discussion
Pharmacy Student
Recruiting: A Competitive
SportStephanie D. WurthDirector of Admissions and Student DiversityUniversity of Kentucky College of Pharmacy
Lexington, Kentucky
Recruitment Challenges: Pharmacy as a Career
Pharmacy as a career option/career exploration
What the patient sees in the pharmacy versus what the pharmacist does
Recruitment Challenges: Competition
Number of pharmacy schools 2000-2010:
U.S. population rose by 9.7% Number of pharmacy schools increased by 50% to 120*
Competition for targeted students
Tuition rates Value
Workforce/Economic Trends Rural versus urban settings Oversupply of pharmacists has reduced wages by 20%
nationally*
* Mayer, F.S. Drug Topics, 2011.
Recruitment Challenges: Diversity
Underrepresented populations University Colleges of Pharmacy Nationally
Less than 37% of PharmD graduates are underrepresented minorities - more than half of those are Asian/Pacific Islanders*
Healthcare/Faculty/Mentors
Importance of early introduction to pharmacy and mentors
*Chisholm , M.A. American Journal of Pharmaceutical Education, 2004.
Pharmacy Career Development
Programs: Keeping Score
Kristan VollmanPharmD Candidate (Class of 2012)
University of Kentucky College of PharmacyLexington, Kentucky
Objectives Environmental scan of US Colleges of
Pharmacy (COP) to determine: Prevalence Specific characteristics
Methods Website of ACPE-accredited college or
sponsoring institution Search terms used were:
Pharmacy camp Pharmacy enrichment Health camp Pre-health camp Health career camp Summer science camp
Programs not pharmacy-specific were excluded
Results 120 ACPE-accredited COPs – September 2010
Pharmacy-specific programs: 19 (16%) Target audience
High school students (89%) Application components
Application required: 13 (68%) At least one letter of recommendation: 11
(58%) GPA component: 7 (19%)
Results Program components
Hands-on activities: 14 (74%) Others: career panel, shadowing, research
Program duration < 7 days: 10 (52%) > 1 month: 5 (26%)
Limitations Website only Single point in time “Pipeline” not included in search terms
Target audience
Implications Further assessment of effectiveness as
recruitment tool Tool for implementation of pipeline
program
Carolina Pharmacy
Leadership, Excellence and Development
(LEAD) ProgramCarla White Harris
Director of Recruitment, Development and Diversity Initiatives
LEAD 2011 Demographics
Established in 2009 Model for inclusive excellence Exploratory and preparatory program Develop innovative recruitment strategy for
fostering diversity
“Conversing with my peers, I discovered, each student was searching for the directional pathway for admission to pharmacy school and longing to quench the fear and
curiosity of what it would be like to attend the program in the future. Thank you and the staff (Office of Recruitment, Development and Diversity Initiatives), who quenched
our thirst and offered a pathway.”
LEAD 2011 Description
Held annually over a two day period, for high school and college students
Selection process based on leadership potential, academic performance, and community engagement
Exposure to a host of contemporary, relevant and interactive activities focused on enhancing leadership and fostering professional development
“Overall, the event was very informative; I have learned a great deal about pharmacy school admission, professionalism, and the different types of
pharmacy professions.”
Resources Corporate sponsorship Team approach Facilities
“I would like to thank Carla White Harris and the entire office of recruitment development and diversity initiatives for allowing me the opportunity to be involved
in such a beautiful and well organized and informative program.”
Impact
“The day event was inspiring and motivational being surrounded with such knowledgeable students, faculty and staff.”
Profile of Admitted ApplicantsYear of PharmD Program Entry
Caucasian African American
Native American
Hispanic American
Asian/Pacific Islander
Total Minority
Fall 2009 70% 3% 0% 3% 15% 21%
Fall 2010 68% 8% <1% < 1% 17% 25%
Fall 2011 64% 9% 2% 3% 15% 29%
Impact
Lessons Learned High levels of school and community engagement
significantly increases the ability to expand outreach to prospective students
A strong commitment through administrative leadership, attitudes and beliefs of students, faculty, alumni, and innovative program development must be in place to provide the foundation necessary to guide a results oriented process
A dynamic and well-developed program ensures a sustained recruitment effort
“Prior to attending the program, I was unclear of exactly what opportunities the pharmacy degree had to offer but the program gave me significant knowledge and understanding of
the many areas in which a pharmacist could be involved with society.”
Career Explorers Program
Avery Spunt Associate Dean for Clinical Affairs
Midwestern University
Genesis Response to national pharmacist and
pharmacy technician shortage in 1999. First program offered in 2000 with the
partnership of Walgreens. Expanded in 2001 with the additional
partner of Jewel-Osco Expanded in 2009 to included hospital
component with support of federal grant.
Original Purpose Increase the number of students applying
to pharmacy schools Increase the number of students applying
to MWU CCP Increase the number of trained pharmacy
technicians in the Chicago land area Increase the number of pharmacists in the
U.S.
Description Six week summer program Monday-Friday, 6-8 hours per day Integrated campus-based learning activities and
experiential learning at a community or hospital pharmacy
College faculty and community and hospital preceptors
One faculty serves as Program Manager with the support of two student teaching assistants
Students receive stipend for completing program
Eligibility Completed junior or senior year in high
school 16 years or older Minimum cumulative grade point
average of 3.0 or in top 30% of class Good verbal communication skills Applicant pool has grown from 80 in
2000 to 192 in 2011
Support Annual funding from Walgreens and
Jewel-Osco to support student stipends and operations, including student TA salaries
College in-kind support for faculty University support for in-direct costs
Assessment 603 CEP alumni by the end of summer 2011 Regular assessments and evaluations are
conducted within the program to measure learning and skill development
Estimated 88% retain their interest in pharmacy based on telephone interviews
Track the number of students who are offered and accept pharmacy technician jobs.
Lessons Learned Marketing to high school guidance
counselors is key. Curriculum is reviewed annually. Faculty need to teach to high school level. Great learning opportunity for student
Teaching Assistants Promotes the entire University and all its
programs
UAMS College of Pharmacy PCAT Prep Summer
ProgramRenee M. DeHart, PharmD, BCPS, FCCPAssociate Dean for Student Affairs and
Faculty [email protected]
Stimulus for the program
Lack of comprehensive test preparation opportunities viewed as a potential barrier for URM students’ successful application to the College of Pharmacy (COP)
Long-standing one-day PCAT prep workshop by the National Pharmacists Association of Arkansas (NPAA) at a local HBCU
Stimulus (Cont’d): Baseline
NumberMean composite
PCAT score
# (%) meeting our minimum
required PCAT score
URM applicants 47 45 35 (74.5%)
Non-URM applicants
235 65 218 (92.8%)
Purpose The UAMS College of Pharmacy’s mission to
improve the health of culturally diverse populations
NPAA’s desire to provide equal opportunity for PCAT preparation
The UAMS Center for Diversity Affairs’ (CDA) effort to recruit and retain URM students
Partnership of these 3 groups with support from Walgreens to establish our program
Description Eligibility Requirements
URM and/or Pell Grant eligible U of A residency/citizenship standards Preference for prior COP applicants
Academic Requirements 2.5 GPA (increased to 2.7 in 2010) Completion of Chemistry I/II and
Organic I w/ labs with at least C or better
At least 20 on ACT or PCAT (added 2010) Timeline
Application Cycle: April/May Program Cycle: May-Aug
2009: All sessions in Little Rock 2010: Sessions offered at other locations
and online
Session Topic
1Admissions & Financial planning
2Time Management, Professionalism
3Interview Preparation
4-18 Kaplan Sessions
19Networking Reception
Support Resources Fiscal: Walgreens, UAMS COP Personnel: CDA staff, NPAA & SNPhA
members, COP faculty & staff Space: meetings rooms with computer
access
Assessment
YearAverage
GPA
Average baseline PCAT
(range)
Average post-course PCAT
(range)
Students admitted to UAMS COP
2009 (n=14) 2.96 20.5 (3-47) 28.5 (4-74) 2
2010 (n=7) 3.25 36.2 (22-53) 53.6 (29-73) 3
2011 (n=7) 3.29 24.4 (21-26) Pending Pending
2009: 9 had score increases; 2 had decreases (3 without both scores available)2010: 5 had score increases (2 without both scores available)
Eligibility changes:2009: GPA > 2.5 and Org Chem I w/ grade of C or higher2010: GPA > 2.7, Org Chem I w/ grade of C or higher, and composite PCAT > 20
Take Home Collaboration among several
stakeholders is key Eligibility criteria should be carefully
evaluated Methods to enable full participation
should be considered with care
Acknowledgments Walgreens Corporation Stephanie F. Gardner, UAMS COP Dean Vivian Flowers, UAMS CDA Director of
Diversity Recruitment Otis Tyler, UAMS CDA Assistant Dean for
Diversity NPPA leadership and members Student members of SNPhA at UAMS
Panel Discussion
Contact InformationUniversity of KentuckyKelly M. Smith, PharmD [email protected] Associate Dean, Academic and Student AffairsKristan Vollman, PharmD Cand. [email protected] Wurth [email protected] Director of Admissions and Student Diversity
UNC Eshelman School of Pharmacy Carla White Harris, RPh [email protected] Director, Recruitment and Diversity Initiatives
Midwestern University Chicago College of PharmacyAvery Spunt, RPh, MEd, FASHP [email protected] Associate Dean of Clinical Affairs
University of Arkansas for Medical Sciences College of PharmacyRenee M. DeHart, PharmD [email protected] Associate Dean for Student Affairs and Faculty Development