Community Chain

Background

Chain community pharmacy provides two primary career paths for pharmacists at the store level, including management and staff roles. As a general definition, a community pharmacy is considered a “chain community pharmacy” if the organization consists of four or more stores.

Chain community pharmacy is often seen as an excellent opportunity to conduct basic preliminary health assessments of patients. Quick evaluation of symptoms, laboratory values, and other indicators can be helpful in directing patients’ therapy, especially as the community pharmacists’ role in overall patient care continues to expand, such as by providing immunizations, disease state management, preventive care, ensuring patient safety, medication therapy management (MTM) services, and providing point-of-care services.

In chain community pharmacy, the breadth of duties of a staff pharmacist is defined by the size and requirements of the pharmacy or organization. At the store level, the staff pharmacist is primarily involved with patient care services, inventory management, and oversees the staff working with them. As the provision of pharmacists’ patient care services within the community setting expands, there are new positions emerging in chain community pharmacy that are focused expanded patient services.

Characteristics

One-hundred eighty-one chain staff pharmacists responded to the 2024–2025 APhA Career Pathways Program Survey. One hundred forty-three (78.9% percent) reported having a PharmD degree. Eleven percent obtained an advanced degree such as an MS, MSA, MHA, MBA, PhD, or others. Five percent had been through a residency and/or fellowship, and 8% had completed some other type of training.

Respondents’ average age was 42 years old with over half being 40 or younger. Slightly more than half (54%) of respondents were female. The salary range for a staff chain pharmacist is between $115,146 and $145.411. The average time worked per week was 44 hours. Twenty-five percent indicated that they do travel for work. Another 68.0% indicated that they work nights and weekends.

A total of 138 chain staff pharmacists responded directly to a question about what they felt was an important skill for their role. Those mentioned with the highest percentages included: Being knowledgeable (22.4%), multitasking (14.4%), being patient centered (11.0%), having empathy (11.0%), and having patience (7.7). Many others included different critical factors that follow this discussion.

One respondent from Texas mentioned the “Immediate application of knowledge for best patient outcomes.” One additional respondent from Louisiana added, “ability to effectively communicate our knowledge as a pharmacist to the lay public so it is easily understood and acted upon.”

Another respondent from Wyoming stated the importance of being, “Personable and able to communicate clearly with patients and providers.”

Insider’s perspective

Top 5 - first tier

Respondents listed the following critical factors as those being the most important to them. Please note that a factor can rank high based on wanting the factor or wanting to avoid the factor. As an example, some may rank repetitive activities as a top factor as this is something that they look to avoid in their practice. The factors listed below are based on the number of respondents that indicated these would be the top five factors they would like to have in a role. Note that there are 25 total critical factors to select from. Note that the top three factors are the same percentage.

• Leisure and family time (10.5%)
• Compensation (10.5%)
• Ongoing coworker/client relationships (10.5%)
• Community impact (9.4%)
• Repetitive versus variable work (6.3%)

In addition to the top 5 factors, the second tier of critical factors is listed below. Note that two of the factors—compensation and repetitive versus. variable work—are listed in both areas. This can be interpreted to mean that for some of these factors, they are in their top five list, while for others, they are a close second.

Top 5 - second tier

• Compensation (9.4%)
• Opportunities for advancement (8.8%)
• Repetitive versus variable work (6.6%)
• Organizing/management/supervision of people (6.6%)
• Community impact/employee benefit package (4.4%)

There are many rewarding and challenging experiences in serving patients and the public. Thirty-three percent of the respondents indicated that helping/working with patients is the most rewarding aspect of their role. One pharmacist from New York stated, “Helping a patient with sorting out their medications via either review or helping with insurance coverage is the most rewarding.”

Another respondent from Arkansas provided the following, “Helping people identify adverse reactions and counseling them on how to mitigate them or what their next steps need to look like to mitigate serious adverse events.” A respondent from North Carolina also looked at this a little more broadly when they added, “Most rewarding is interactions with students and patients. Teaching opportunities tend to be challenging yet rewarding.”

On the other side of this is looking at the challenges. One respondent from Maine said, “Challenging is keeping good technicians and being sure they are performing the most important task at the time.” Another from Virginia added, “Dealing with the public is both the most rewarding and most challenging. Also dealing with a big corporation and their metrics is very challenging.”

Finally, a respondent from North Carolina expressed their rewards and concerns when they stated, “[Being] able to help patients is the most rewarding. Most challenging is maintaining good mental and physical health while working. Mental and physical abuse from both patients and employers is out of control.”

Respondents were asked to select an additional factor from the full list that they consider to be the most important. The following were listed by the group: Pressure/stress (26.5%), job security (10.0%), and self-worth/work schedule both (7.7%). They also listed automation as the primary impact for future practice at 30.3%.

Pharmacists had a variety of responses that they provided as highlights of their career, as well as what they see as the future of their practice, of which several are listed below:

• “Customers who say, "I'm so glad to see you today." “I was hoping it was you who answered the phone." "Thanks for your time.” “You gave me more help than my physician.”
• “Helping patients when they feel overwhelmed by a diagnosis, learn how to manage their medications.”
• “Helping patients with all aspects from saving money, adherence, stop potential drug interactions/duplicate therapy. Building strong, and trustworthy relationships.”
• “Having a good network of coworkers and outside pharmacists to ask questions and be available to them as well.”
• “As a pharmacy manager for 5 years, we took a store that was the worst in the area to one of the best and busiest while giving excellent service!”
• “Expanded opportunities and pay for technicians who can easily perform functions that the pharmacist currently has to do such as testing, and immunizations. Hopefully, this will give the pharmacist more time for cognitive services.”

Most appealing aspects

What aspects of the role are most appealing?

Spending time interacting with patients is one of the most appealing aspects of their role (39.8%). Some mentioned that the appreciation shown to them by customers and the ability to meet their needs are particularly rewarding. One respondent from Iowa stated, “Directly helping patients feel better and take better care of themselves whether by a prescription or over the counter product.”

A respondent from Tennessee added, “Every now and then I am able to work with my patients to educate them [on] what they need to know and how to resolve some challenge they are working through regarding their medications.” Another from South Carolina provided the following, “Working with awesome pharmacists and technicians.”

Least appealing aspects

What aspects of the role are least appealing?

Many pharmacists made comments about how difficult it can be at times to operate under the stress of filling a large volume of prescriptions quickly. Others say that it is sometimes difficult to take breaks when there are many patients waiting for their medications. One pharmacist from Indiana said that the least appealing aspect are the “Metrics to meet.”

One respondent from California expressed concern that, “Patients (are) not appreciative of the role pharmacists play in disease management at the retail community setting.” Keep in mind that patients often go to the pharmacy at the end of a long day of being sick and waiting for doctor appointments, it makes sense that some pharmacists say that patients are sometimes difficult to deal with (11.5%). Many pharmacists also said that it is challenging to work through billing and insurance problems.

Advice

What advice should student pharmacists and practitioners consider when selecting a position in chain community pharmacy?

Respondents provided several areas of advice for student pharmacists. Twenty-one percent of the respondents indicated that you need to really understand what the role is in chain staff pharmacy—it is not for everyone.

One pharmacist from South Carolina stated, “Examine the full spectrum of pharmaceutical opportunities before planting your base. You will have a favorable salary, but money is not everything. Find yourself a position that allows work/personal life balance.”

Below is a partial list of additional comments provided by the respondents.

• “This is an exciting career option with many different opportunities. Don’t forget to advocate for yourself and go for what you want.”
• “Stand up for yourself. You are knowledgeable and a valuable player in the health care industry. Don’t let others dim your light.”
• “Be part of the solution.”
• “Support each other regardless of who you work for—we are all pharmacists and here to support each other along with the communities we serve.”
• “You choose this field if you really care about people and have empathy, you must love what you’re doing, otherwise this is one of the most stressful and unappreciated roles.”

Critical factor ratings

Opportunities for advancement
[To what degree does your work allow for advancement?]

Chain staff pharmacists are mid-range in their response to opportunities for advancement with a 5.05 rating. Based on the individual site that a staff pharmacist is employed, there may only be one level up to the pharmacy manager. However, there are other opportunities that can be available in a corporate environment—manager, director, regional director, etc. One item to consider is the size of the pharmacy chain. Pharmacists in smaller chains may have less opportunities to move into corporate roles based on the needs of the company.

One respondent from New York summed this up well when they stated, “Many opportunities available for not just working at the store level. Management is also very well available with plenty of positions.” Another from Illinois added, “Advancement possible, but with much less involvement in pharmacy practice.”

A respondent from Missouri provided a broad-based view when they indicated, “There are plenty of opportunities for a pharmacy manager position, and occasional positions for clinical services manager. Also, for anyone really wanting to expand their career, the market level, regional level, etc. is a way to "climb the corporate ladder" and advance their career! It would be a lot of work, but the opportunities are there.”

Leadership development/professional involvement
[To what extent does your work allow for the development of leadership skills and professional involvement in the pharmacy profession?]

Staff chain pharmacists were mid-range at 5.51 when looking at this factor. The respondents varied in their thoughts based on location and the support provided by the organization. It should be noted that several respondents do not feel that based on increased responsibilities, leadership has taken a back seat in training and advancement.

One respondent from Wisconsin indicated that the “Company is supportive of involvement in professional organizations.” Another from Hawaii added, “My supervisor really allowed me to be involved in pharmacy association work locally and nationally.”

Community impact
[How much impact is your work in terms of serving the community?]

Respondents rated this the highest critical factor for the group at 7.43. This is an indication that they feel that their work has a higher level of impact.

One respondent from Ohio looked at this from a different perspective and stated, “I get recognized at, say, the grocery store or the mall and people stop me to ask my opinion or answer questions.” A different respondent also from Ohio supported this by adding, “I work in a rural town, so I am known to the majority of my patients.”

A respondent from Arizona indicated, “As a community pharmacist, that is where my impact is felt the most.” Finally, another respondent from Texas stated, “Our location is within a community. Thus, we are regarded as a neighborhood pharmacy. There appears to be a high degree of trust and confidence shared between our staff members and the community.”

Autonomy
[To what extent does your work allow for autonomy in decision making?]

Respondents were mid-range with a rating of 5.13 regarding autonomy.

One respondent from Wisconsin did provide a reason for being mid-range as they stated, “Certain decisions while working give some autonomy, but the overall structure is based of corporate rules/guidelines.” Another respondent from Ohio indicated, “There is absolutely a level of professional decision making here. Sometimes it feels like you are playing detective, and you get to choose the best agent for a patient.”

A pharmacist from Missouri felt that they do have autonomy even within the corporate guidelines when they indicated, “Our leaders understand the demands of the job, and will allow us significant autonomy in "running our business" as opposed to micro-managing. We do have to make sure we are following policies, procedures, and directives that are in place from corporate, and meeting metrics, but they encourage us to find new ways of doing things.”

Focus
[To what extent does your work allow you to be focused on the future versus a focus only on immediate tasks?]

Most of the respondents who provided written comments (63%) indicated that their focus is on the day-to-day activities that need to be completed, yielding a rating of 4.15. However, there are some who do feel they can look to the future.

A respondent from Hawaii stated, “They want us to focus on the here and now but try to make time to think of the future to anticipate the changes. It keeps me motivated, inspired, and passionate about our profession and its future. Otherwise, it’s just a job and it gets boring to just count, pour, lick, and stick.”

In addition, a respondent from Ohio indicated, “In a retail setting I am not usually thinking about far in the future too much because there are a lot of tasks at hand but honestly that is a good thing to me. You can absolutely pursue more through retail, but it is nice that you do not necessarily have to. There is a level of looking out for the short-term future such as with inventory and patient interactions, but it is not to an overwhelming degree.”

Prestige
[To what extent does your work provide professional prestige?]

Prestige is held by the individual. In the case of chain staff pharmacists, they rated this factor mid-range at 4.62.

One aspect that was an interesting perspective came from a pharmacist in Iowa when they indicated that, “Some doctors are open to suggestions or correcting drug interactions. Others, don't want the input and refuse to listen.” Another from Oregon looked at this from the patient side and stated, “Some of the public appreciates our professional prestige the rest look at us as gatekeepers or expect us to be actors and always be smiling and happy.”

One respondent from Michigan differed in their response when they stated,” Our community appreciates the pharmacists and are very kind and appreciate our time and advice when asked.”

Creating value/positive outcomes
[To what extent does your work allow for personal fulfillment through the creation of value and positive outcomes?]

Respondents rated this factor in the mid-range at 5.11.

One respondent from Texas expressed concern for this area when they stated, “Personal fulfillment would require valuable time spent with the patients and the team. In my setting, it’s hard to find time for that at work.” Another respondent from New York had a different perspective when they indicated, “The positive outcomes and personal fulfillment come from patients who value the pharmacist going the extra mile to help them pay for something, or answer questions about drug interactions, or OTC concerns, or just get them their meds quickly and accurately.”

Aa respondent from Michigan looked at a variety of impacts and added, “The workload is rough, the blueprint of our pharmacy is small, coworkers get under your skin sometimes but love my customers and the interaction with them.”

Patient relationships
[To what degree do you have ongoing or long-term relationships with patients?]

Respondents indicated that they are at the mid-range for patient relationships with a rating of 6.05.

One respondent from Virginia put this simply, “My patients and the gratitude they show is the most fulfilling part of being a pharmacist.” A respondent from Missouri added, “We've certainly built many exceptional long-term (numerous years) relationships with both patients and colleagues.”

Coworker/client relationships
[To what degree do you have ongoing or long-term relationships with Coworkers or clients?]

Respondents ranked relationships with coworkers/client relationships slightly higher than that of patients with a 6.48 rating.

A respondent from Ohio has a different perspective as they, “Travel in our market and enjoy my coworkers, but that being said, I don’t make lasting relationships with patients since I work at all different stores.” Another from Illinois added, “Sometimes a turnover of personnel diminishes relationships.”

Writing/conducting research
[How often do you engage in writing and/or conducting research?]

This factor was rated the lowest by the chain staff pharmacists at 1.02, meaning that they spend little to no time writing or conducting research.

A respondent from Arizona provided a perspective of time available when they stated, “Not in the community pharmacy setting. I do this through my other affiliations.” Another from Virginia added, “This is not an area that I am involved in my current work environment.”

Generating new ideas
[To what degree does your work involve generating new ideas?]

This is the second lowest rated factor for this group. At 3.09, respondents do not feel that the work involves a high level of innovative thinking.

One respondent from Illinois stated, “We can submit ideas to corporate, but no idea if they are even looked at.” Another from Ohio added that they look at, “Ways to expedite processes. Thinking of a solution on the spot.”

A pharmacist from Wisconsin also felt that “Innovative thinking can be applied with how to optimize workflow and be efficient in delivering results within the scope of corporate rules/guidelines. Working in a corporate setting would involve more innovative thinking and generating new ideas.”

Supervision/management
[To what extent do you spend your time organizing, managing, or supervising others and/or business operations?]

As the respondents to this factor are staff pharmacists, they do have some supervision and management skills that they apply some of the time with a mid-range rating of 5.87.

One respondent from Illinois put this succinctly when they stated, “Constant supervision of technicians.” Another from Virginia added, “As a pharmacist, we are constantly supervising and managing technicians.”

Patient interaction
[How much time do you spend interacting with patients?]

With a 6.73 rating, respondents indicated that they do spend time interacting with patients.

One respondent from Michigan provided a sound response when they stated, “Get to know your patients—that is where the reward comes in. Try to learn their names—people love to be addressed by their first name when they show up. Acknowledge the patient, don't ignore them. You get back what you give—treat with respect and they will return the favor.” Another respondent from Maine suggested, “Need to come out from behind the counter and meet patients.”

Public interaction
[How much time do you spend interacting with the public?]

Public interaction is very similar to patient interaction for this group as they rated this at 6.24.

One respondent from Massachusetts looked at how pharmacists in general are rated and stated, “Most trusted profession, can really help to close some of those gaps for patients.” Another from Virginia added, “As a community pharmacist interacting with patients and the public, [we] are an integral part of daily functions.”

Collaboration
[How often do you work or collaborate with other health professionals or educate other professionals in your work?]

Most respondents indicated that they have little time for collaboration with other professionals as they rated the factor a 4.09.

One respondent from Illinois stated, “I work by myself all day, so no colleagues immediately to collaborate with. Only collaborate with MD's if there are issues regarding prescriptions.” Another respondent from Minnesota added, “Calling physician’s office for clarification.”

Family/leisure time
[How much free time do you have for leisure and family activities in your work?]

Participants rated this factor at 4.51, a mid-range response.

One respondent from Virginia was thankful for the time they do have off when they stated, “I do not work 40 hours a week and I am blessed to have a pharmacy manager that allows me to take the time to support my children’s activities.” Another respondent from Massachusetts added, “Need to make time for this. It is good for your family and good for your soul.”

Impact on well-being
[To what degree do you impact the well-being of individuals?]

Well-being is the second highest rated critical factor for this group at 6.94.

A respondent from Illinois felt positive that, “(Community pharmacy) helps me catch patients who fall through the health care system.” Another from Texas added, “Most of the time, thoughts and actions are positive and encouraging—naturally.”

A respondent from Michigan summed this up well when they stated, “People appreciate the help I give and feel heard—often hear that I helped them more than their doctor appointment.”

Problem solving
[To what degree do you solve problems with tried-and-true alternatives versus untested alternatives in your work?]

Respondents indicated that they lean toward using tried-and-true solutions with a mid-range rating of 4.87.

A respondent from Missouri provided a unique perspective when they stated, “Problem solving skills are extremely important (that would be a 10+) but we use both methods—whichever will solve the problem!” Another respondent from Illinois added, “For patient care, almost always tested options.”

A respondent from Maine had a slightly different take on this critical factor when they indicated, “When I have a problem at work, I try to involve the whole team and ask for input on how to solve it then we can make a change and move forward.”

Expertise
[How general or specialized is the expertise required in your work?]

Pharmacists were mid-range in their response to expertise with a rating of 4.43. This makes sense as most lean toward being generalists. However, some are specialists if their store has a clinic or other therapeutic center.

A respondent from Virginia provided the following, “In my setting, all of my peers have a PharmD or bachelor’s degree. I am the only one with a residency and national certification. These are not required of a community pharmacist, but I believe this training and specialization has allowed me to better serve my patients.” Another pharmacist from Missouri added, “I wouldn't say our expertise is general or specialized, but high degree of expertise is important for keeping the whole operation running smoothly.”

Repetition
[To what degree is your work composed of activities and tasks that are highly repetitive versus highly variable?]

Repetition is a critical factor that some may rate higher if they are looking to avoid this. The group overall rated this factor 3.88, a low-range response.

A respondent from Massachusetts stated, “We do the same things everyday, which can soon become a checklist rather than trying to be more proactive than reactive.” Another respondent from Wisconsin looked at this as process versus patient interactions/activities and added, “The process is repetitive, but day to day activities/tasks can vary.”

Applying scientific knowledge
[How much of your time is spent applying scientific knowledge in your work?]

Respondents were low mid-range in their rating of this factor with 4.70.

One respondent from Texas summed it up this way, “Health care inquiries are supported by current scientific and clinical knowledge and facts.”

Applying clinical knowledge
[How much of your time is spent applying clinical knowledge in your work?]

Respondents rated this factor slightly higher with a rating of 6.11.

A respondent from Missouri indicated the importance of this factor when they stated, “Though our setting is community, I think it's important to still apply high degrees of clinical knowledge, e.g. be thinking about appropriate antibiotics for the infection being treated, understanding complexities of psychiatric treatments, etc.”

Another respondent from Maine indicated that, “I can sometimes draw on the experiences I have had to calculate and dose or correct a provider.”

Parental leave
[To what extent does your work setting offer parental leave opportunities?]

Respondents were mid-range in their rating of parental leave with a 5.13. What must be considered is that many do not leverage this benefit if they do not have children or their children are older.

A respondent from Iowa indicated that they get, “Two weeks of parental leave and 6 weeks of short-term disability.”

Compensation
[To what degree do you feel compensated for your responsibilities in your work?]

Compensation differs based on the parent company, location, and experience. In general, respondents are mid-range in their response with a rating of 5.61. One general theme is there has been little provided as far as raises since the pandemic and salaries are not keeping up with inflation.

One respondent from Illinois reflected on their years of employment when the stated, “Was considered well compensated at start of career, but pay has stagnated for last decade with no signs of increases.” Another pharmacist from Missouri added, “Our hourly rate is under at least one other community chain that I'm aware of, but it's still great pay (OT opportunities, bonus plan all help too).”

Benefit package
[How comprehensive is the employee benefit package offered in your work setting?]

The respondents to the survey were again mid-range with a rating of 5.59.

A respondent from Oregon stated, “Benefit package is ok—people need to take advantage of the free benefits: mental health counseling, virtual physical therapy, pelvic wellness, and be sure to get annual wellness exam.” Another respondent from Missouri added, “401k, health insurance, bonus plan, plus many other perks as part of this company.”

One different respondent from Missouri expressed concern when they indicated that, “Profit sharing, retirement, and performance evaluations with commensurate raises lag severely.”

Advice for student pharmacists

Practitioners’ advice to student pharmacists varied as the role of staff pharmacist in a chain environment has changed over the years. The future looks very bright to some and very dark for others.

Below is a partial list of advice.

• “Bridge gaps in primary care in a community-based setting.”
• “Every patient is an opportunity to apply your clinical knowledge.”
• “All jobs as pharmacists are great if they allow you to educate patients on medications.”
• “Gain some experience in the field prior to working to get an idea/feel for the practice and ask if you see yourself doing this for many years in the future.”
• “We need a way to signal the clinical aspect of community pharmacy from the typical retail experience.”
• “Learn how to actually listen to people. Do not ask a question if you aren't willing to hear the answer. Remain empathetic and practice your people skills. Lower your ego and look at people at eye level.”
• “Be passionate.”

References/resources

Schommer JC, Sogol EM, Brown LM. Work profile factors identified from the career pathway evaluation program, 2018 pharmacist profile survey. Am J Pharm. 2019;83(10):7480.

Pharmacists Demographics. DataUSA. Available at: www.datausa.io. Accessed August 2025.

Professional organizations

Academy of Managed Care Pharmacy (AMCP)

675 North Washington Street, Suite 220, Alexandria, VA 22314
(703) 684-2600 |www.amcp.org

Accreditation Council for Pharmacy Education (ACPE)

190 South LaSalle Street, Suite 3000, Chicago, IL 60603-3446
(312) 664-3575 |www.acpe-accredit.org

American Association of Colleges of Pharmacy (AACP)

1400 Crystal Drive, Suite 300, Arlington, VA 22202
(703) 739-2330 |www.aacp.org

American Association of Pharmaceutical Scientists (AAPS)

Avedisian Hall, 7 Greenhouse Road, Kingston, RI 02881
(703) 556-0650 |www.aaps.org

American Association of Psychiatric Pharmacists (AAPP)

8055 O Street, Suite S113, Lincoln, NE 68510
(402) 476-1677|www.aapp.org

American College of Apothecaries (ACA)

2830 Summer Oaks Drive, Bartlett, TN 38134
(901) 383-8119 |www.acainfo.org

American College of Clinical Pharmacy (ACCP)

13000 West 87th Street Parkway, Lenexa, KS 66215-4530
(913) 492-3311 |www.accp.com

American Foundation for Pharmaceutical Education (AFPE)

11325 Random Hills Road, Suite 360A-105, Fairfax, VA 22030
(571) 404-0471 | www.afpenet.org

American Pharmacists Association (APhA)

2215 Constitution Avenue, NW, Washington, DC 20037
(202) 628-4410 | www.pharmacist.com

American Society of Consultant Pharmacists (ASCP)

1240 North Pitt Street, Suite 300, Alexandria, VA 22314
(703) 739-1300 | www.ascp.com

American Society of Health-System Pharmacists (ASHP)

4500 East-West Highway, Suite 900, Bethesda, MD 20814
(866) 279-0681 | www.ashp.org

Board of Pharmacy Specialties (BPS)

2215 Constitution Avenue, NW, Washington, DC 20037
(202) 946-5026 | www.bpsweb.org

Hematology/Oncology Pharmacy Association (HOPA)

555 East Wells Street, Suite 1100, Milwaukee, WI 53202
(877) 467-2791 | www.hoparx.org

National Alliance of State Pharmacy Associations (NASPA)

2530 Professional Road, North Chesterfield, VA 23235
(804) 285-4431 | www.naspa.us

National Association of Boards of Pharmacy (NABP)

1600 Feehanville Drive, Mount Prospect, IL 60056
(847) 391-4406 | www.nabp.pharmacy

National Association of Chain Drug Stores (NACDS)

1776 Wilson Blvd, Suite 200, Arlington, VA, 22209
703-549-3001 | www.nacds.org

National Association of Specialty Pharmacy (NASP)

300 New Jersey Ave, NW, #900, Washington, DC 20001
(703) 842-0122 | www.naspnet.org

National Community Pharmacists Association (NCPA)

100 Daingerfield Road, Alexandria, VA 22314
(703) 683-8200 | www.ncpa.org

National Pharmaceutical Association (NPhA)

10810 North Tatum Boulevard, Suite 102-965, Phoenix, AZ 85028
(480) 405-9291 | www.nationalpharmaceuticalassociation.org

Pharmaceutical Research and Manufacturers of America (PhRMA)

670 Maine Avenue, SW, Suite 1000, Washington, DC 20024
(202) 835-3400 | www.phrma.org