Lately, I've been conducting my own preliminary research on the quantifiable value of a pharmacist to a facility or employer. Most of the information I've found has been eye opening, to say the least. Current information supports that pharmacists' true value to their organization comes from their role in a risk management position. Stopping or minimizing medication errors and making clinical interventions on behalf of the patient to improve outcomes and reduce cost. As for how that affects the facility on a monetary basis, some facilities have these numbers and some are just now starting to track this.
OK, so that's not news - that's stuff most informed pharmacists know right?
From a recruiting perspective, I want to offer the thought that an A-level pharmacist employee can outperform a B or C level employee over time 80% of the time. I would also venture to propose that 80% of the clinical interventions are done primarily by the top 20% of the pharmacy staff - the A level employees. That hypothesis means that the more A-level talent an employer has on staff the higher the value is of the pharmacy staff to the facility. Over the course of the next 6 months, I will be conducting informal interviews with clients and facilities to determine if this is true. (Contact me if you would like to help contribute)
If this does hold true, facilities should look to upgrade staff and reallocate B and C level employees to other roles or help them find a more suitable situation. That may be harsh, but in the current economy value is created on a daily basis starting with 1 person. And the more A-level employees an organization has the higher the value to cost benefit is.
Potential reading on this topic:
Topgrading: http://www.topgrading.com/
Performance Based Hiring: http://www.adlerconcepts.com/
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