Insider’s perspective
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 want or 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.
Top 5 – first tier
Of interest is that this group listed several more factors that were about 10%
- Ongoing coworker/client relationships (19.6%)
- Leisure and family time (18.4%)
- Application of knowledge (clinical or scientific) (17.8%)
- Collaborating with health professionals (16.6%)
- Problem solving (14.7%)
In addition to the top 5 factors, the second tier of critical factors are listed below. Note that three
of the factors, ongoing coworker/client relationships, collaborating with health professionals, and
problem solving, are listed in both areas. This can be interpreted to mean that for some these factors
are in their top five list while for others are a close second.
Top 5 – second tier
- Collaborating with health professionals (24.5%)
- Problem solving (15.3%)
- Compensation (12.9%)
- Ongoing coworker/client relationships (11.0%)
- Innovative thinking (8.59%)
One respondent from Georgia wrote about the importance of ongoing coworker/client relationships
indicating that they, “Strive to have a positive and enjoyable workplace. Coworker relationships can
make or break a job.” A different respondent also from Georgia supported this when they stated, “This is
who you spend most of your day with, so it is great when you enjoy these people. We spend more time with
each other than our families.”
Regarding the ranking of collaborating with health professionals, a respondent from Connecticut
indicated, “This is what keeps work bearable. Small opportunities for levity.” Another respondent from
Michigan added, “Participation in team rounds allows me to interact with other health care professionals
and helps optimize treatment plans.”
When looking at compensation, a few pharmacists had additional comments. One from North Carolina stated,
“I want to feel like I am being paid what I am worth in the role.” Another respondent from Georgia
added, “Pay is great, but it's really important to feel satisfied with what you do in a day.”
There are many rewarding and challenging experiences in being a clinical pharmacist in a health system
setting. Thirty-six percent of the respondents indicated that a rewarding and challenging aspect is
supporting patients in various areas. Another area highlighted was helping others at 7.98%. Numerous
other areas were highlighted by the respondents.
A respondent from Ohio stated it is rewarding, “Helping audiences (patients, nursing, physicians)
understand drug regimens/reasoning at their level.” Another respondent from California added, “Improving
patient outcomes through clinical interventions.”
A couple of additional rewarding and challenging statements from respondents include one from the North
Carolina, “Most rewarding would be seeing the improvement in patient functional status. Most challenging
is optimizing therapies in patients with low health literacy or limited access to care.”
A respondent from Illinois discussed both the rewards and challenges when they stated, “Being
appreciated by patients and providers. A challenge would be the amount of patients.”
Twenty-three percent indicated that work schedule is an additional factor that is important to them. In
addition, the following factors were also listed as important factors to consider pressure/stress
(16.6%), self-worth (12.9%), and job security (10.2%).
The clinical pharmacists in the health system setting listed a variety of responses that they consider
highlights of their career and where they see the future of the role. Several of the responses are
listed below.
- “Becoming BCPS certified and serving as a preceptor for the residency program and for APPE
students.”
- “Presenting at a national conference with National Association of Community Health Centers (NACHC),
very few, if any, pharmacists were in attendance. I felt the enthusiasm and support for our work
from the greater health care community was invigorating.”
- “Seeing so many students develop into amazing pharmacists.”
- “Being selected by my boss and administrative team as clinical coordinator. I enjoy being an
advocate for my clinical team.”
- “Implementation of new clinical services - including e-ICU and pharmacy heart transplant services.”
- “The long-term relationships I have built with some patients and watching them grow older and
achieve life's milestones, such as starting to speak and graduating high school.”
- “Leading an innovative, cutting edge, collaborative team clinical practice.”
- “Optimized patient care through strong collaboration with other healthcare professionals.”
- “The acute care setting continues to grow, with the creation of new specialties and patient care
areas.”
- “More pharmacists working with provider teams so that patients can receive the best transitions of
care when they leave the hospital.”
- “Probably increased automation as AI and technology improves allowing more interaction with patients
and the need to develop skills in decentralizing and improving patient care.”
- “I see outpatient oncology pharmacy services expanding to encompass more pharmacist driven
medication management through oral chemotherapy clinics.”
- “Expanding transition of care management.”
Critical factor ratings
Opportunities for advancement
[To what degree does your work allow for advancement?]
Respondents indicated that they are mid-range in their response to opportunities for advancement with a
rating of 6.39.
One respondent from Georgia indicated, “My work has many opportunities for advancements (board
certification, conferences, teaching, precepting) but it is challenging at times to take full advantage
due to the demanding requirements from the intensive care unit (ICU).” A different respondent from
Georgia added, “There's lots of opportunity for lateral movement (covering a different area or getting
involved with different projects). For advancement in job title/responsibilities, I would have to
transition to more of a manager role.”
One respondent from Alabama had a different perspective and stated, “Very limited in the state of
Alabama. My opportunities were much greater 20 years ago in another southern state than they are today
in AL.” Another respondent from Wisconsin added, “I would need to look outside my institution if I were
going to ‘advance’ at all other than my own personal advancement in knowledge base and credentials.”
A pharmacist from Massachusetts is employed by a group that is forward looking and stated, “My practice
site is always looking to innovate and utilize the pharmacy team to the top of our licenses. We have
implemented three collaborative practice agreements (CPAs) in the past several years with plans for
expansion. We are currently researching feasibility of pharmacist-led point of care A1C testing to
complement our CPA for diabetes management.”
0
1
2
3
4
5
6
7
8
9
10
0 = Little advancement opportunities
10 = Great opportunities for advancement
Leadership development/professional involvement
[To what extent does your work allow for the development of leadership skills and
professional involvement in the pharmacy profession?]
Respondents rated this factor mid-range with a score of 7.35.
One pharmacist from North Carolina stated that, “My job allows me ample time to be involved in several
pharmacy organizations.” Another respondent from Georgia feels that the employer provides, “Membership
to my national organization. Many opportunities to lead stewardship initiatives, work on a
multidisciplinary team, precept residents/student pharmacists, and collaborate with other professionals
and disciplines.”
A respondent from Massachusetts felt that they were supported as they are, “given a budget for
continuing pharmacy education (CPE) and conference spending. I am also allowed to utilize a bank of CPE
or conference time to attend or speak at conferences as a paid day that does not subtract from my
vacation time.” A different practitioner from Massachusetts supported this when they added, “I have been
given the opportunity to conduct grant work which has connected me to a wider community of practitioners
providing care to the underserved. Via this connection I present nationally once or twice annually.
0
1
2
3
4
5
6
7
8
9
10
0 = Little development of leadership skills and professional involvement
10 = Great opportunities for leadership development and professional
involvement
Community impact
[How much impact does your work have in terms of serving the community?]
Respondents rated community impact in the mid-range with a score of 7.25.
One respondent from Missouri stated, “I work within a safety net institution, so the vast majority of
patients I see experience health disparities, including often being un- and under-insured. I also serve
as the only pharmacist on our interprofessional LGBTQ+ care team, and our clinic is the only of its kind
within the region.” Another pharmacist from Wisconsin serves their community as they indicated, “I work
in an HIV clinic with some of the lowest level of health literacy and inequities. Challenges arise every
day to overcome.”
A respondent from South Carolina said, “Disease state management and medication access clinic, huge
impact on the community.” Another respondent grom Georgia added, “We offer various services that are not
really available anywhere else in our area.”
0
1
2
3
4
5
6
7
8
9
10
0 = Little impact
10 = High level of impact
Autonomy
[To what extent does your work allow for autonomy in decision making?]
Respondents were in the mid-range in response to autonomy with a rating of 7.59.
A respondent from Maryland stated, “My current practice site allows for high degree of autonomy, with
robust protocol and provider partnerships which allow for independent practice.” This was followed up by
another practitioner from Georgia who indicated, “My training has allowed me to become an independent
practitioner, and I have been able to use my knowledge very autonomously in my career.” Both statements
were supported by a respondent from Massachusetts who added, “The clinical team makes decisions jointly
and have a very open and direct line of communication to our pharmacy director. Changes or other
implementations we would like to propose are considered and implemented swiftly.”
On the other side of the spectrum a respondent from Louisiana stated they have “Low autonomy in decision
making. Most things are decided for us, and we are not involved in those decisions.”
0
1
2
3
4
5
6
7
8
9
10
0 = Very little low autonomy
10 = High level of autonomy
Focus
[To what extent does your work allow you to be focused on the future versus a focus only on
immediate tasks?]
Pharmacists indicated that they are mid-range in where their focus is with a score of 5.62, a very
slight lean toward the future.
One respondent from Georgia stated, “We stay very busy, and it is hard to concentrate on future things,
but is encouraged.” Another from North Carolina put it bluntly, “We are so busy putting out fires for
immediate tasks (high patient load and drug shortages) that we don't have time to think about the
future.”
A pharmacist from Washington, DC, added, “Part of expectation to be involved in many committees and
system councils to advance care and quality but no protected time is provided.” This was supported by a
pharmacist from Arizona who indicated, “My position was created in order to be the workhorse of our
pharmacy team in terms of meeting patients and optimizing their therapies. Pharmacy leads are currently
more focused on projects and initiatives.”
0
1
2
3
4
5
6
7
8
9
10
0 = Immediate tasks only
10 = Tasks focused on the future
Prestige
[To what extent does your work provide professional prestige?]
Respondents were mid-range with a rating of 6.07 related to prestige of their work.
One respondent from Illinois summed this up when they stated, “Pharmacy is viewed as a member of the
healthcare team, but we don't receive any particular bells and whistles or recognitions.” Another
respondent from Oklahoma added, “Our pharmacy celebrates itself on professional prestige, and do it
well, but the hospital itself does not.”
A respondent from South Carolina had a different perspective and indicated that they have a, “High level
of prestige being involved in this practice setting at this institution.” This was supported by a
respondent from Florida who added, “I feel I am highly respected by physicians and nurses as well as
other professional staff.”
0
1
2
3
4
5
6
7
8
9
10
0 = Provides low prestige
10 = Provides high prestige
Creating value/positive outcomes
[To what extent does your work allow for personal fulfillment through the creation of value
and positive outcomes?]
Pharmacists rated this factor at 7.18, which is a mid-range response.
A respondent from Georgia provided a very positive look at their role when they stated, “Helping
children beat and fight through terminal illnesses is extremely fulfilling.” Respondent from Wisconsin
has mixed feelings about this factor when they indicated, “I would rank this higher from a personal
perspective in that I am very happy with what I do and the outcomes I get for patients, I rank this
extremely low if it is feeling fulfilled by the institution I work for.”
Another respondent from South Carolina stated, “The impact on the community it undeniable, which leads
to personal fulfillment/value.” Another from Georgia added, “I am fulfilled by helping patients get pain
relief. This brings tremendous value to the care they received while admitted to our hospital.” One
additional respondent from Pennsylvania indicated, “It is a rewarding experience when your knowledge and
experience on drug and disease management has improved quality of life for patients in the community.”
0
1
2
3
4
5
6
7
8
9
10
0 = Little extent
10 = High extent
Patient relationships
[To what degree do you have ongoing or long-term relationships with
patients?]
Respondents related patient relationships in the low range with a 3.60 rating.
One respondent from Oklahoma looked broadly at the relationships they have and indicated that, “All of
these relationships are long-term, and we become invested in our patients and coworkers’ successes.” On
the other side, a different respondent from Oklahoma stated, “We are not direct patient facing. We want
to do more patient care, but we need the infrastructure developed for it.”
A respondent from Missouri provided a different perspective, “I work in a clinic, so I usually see my
patients for months or years. I also work with the same group of providers in the clinic.”
0
1
2
3
4
5
6
7
8
9
10
0 = No ongoing/ long-term relationships
10 = All are long-term relationships
Coworker/client relationships
[To what degree do you have ongoing or long-term relationships with coworkers or
clients?]
Coworker/Client relationships were rated as the second highest critical factor by the group at 8.03, an
upper-range response.
One respondent from Illinois stated, “Our clients are the physicians and nurses. We get to know them
very well. Many of them have been at the hospital for many years.” Another respondent from North
Carolina indicated, “Working in a relatively small community hospital setting, we develop relationships
with our coworkers and our providers that build solid trust. Our providers depend on us for medication
expertise.”
A nuclear pharmacist from Michigan added, “Nuclear pharmacists have little interaction with patients,
and it is often limited when they do. Nuclear pharmacists will work very closely with pharmacy
technicians, nuclear medical technologists, and physicians.”
0
1
2
3
4
5
6
7
8
9
10
0 = No ongoing/ long-term relationships
10 = All are long-term relationships
Writing/conducting research
[How often do you engage in writing and/or conducting research?]
Respondents rated this factor in the lower range with a 3.01 rating.
A pharmacist from North Carolina indicated that, “resident trainees research is an annual expectation,
but no additional time is given for review of protocols or manuscript.” A pharmacist from Georgia
stated, “I think this is an important piece of pharmacy work that needs dedicated work time, as much as
possible to be able to complete.”
A respondent from Wisconsin has a different viewpoint and stated, “Personal preference, I do not enjoy
writing, so I choose not to do that. I am better at teaching/precepting.” A different respondent from
Georgia added, “No opportunities for any research nor evaluation of your work.”
0
1
2
3
4
5
6
7
8
9
10
0 = None of my time
10 = All my time
Generating new ideas
[To what degree does your work involve generating new ideas?]
Respondents were mid-range with a score of 5.85.
A pharmacist from Florida indicated, “Our institution encourages new ideas and institutionalizes
this. I am a key member of our organization innovation group.” Another pharmacist from Wisconsin
stated that, “New ideas are welcome. Management prefers when you have an idea on how you would
implement that though.” One additional respondent from Virginia put it simply, “Best part of my
job!”
One respondent from Florida stated, “Self interest in growth, development and encouraging
leadership.” A different respondent from Florida supported this by adding, “Ideas/initiatives are on
my own. Employer does not encourage or support.”
0
1
2
3
4
5
6
7
8
9
10
0 = Little innovative thinking
10 = High degree of innovative thinking
Supervision/management
[To what extent do you spend your time organizing, managing, or supervising others and/or
business operations?]
Respondents rated their role in supervision/management as mid-range with a 4.31 rating.
One respondent from Missouri stated, “I provide a small amount of support unofficially to the clinic
through process quality improvement and resource investigation, but I don't have any official role
in this area.” A respondent from Michigan looked at this differently and added, “Supervise residents
and student pharmacist on rotation.”
A respondent from Pennsylvania indicated, “I am involved in training new pharmacist, mentoring
residents and students (pharmacy and medicine) in pain management.” Another from Arizonia added,
“Mainly through technician work is when I am managing others.”
0
1
2
3
4
5
6
7
8
9
10
0 = None of my time
10 = All my time
Patient interaction
[How much time do you spend interacting with patients?]
Respondents rated patient interaction with a mid-range score of 4.32. The majority of respondents
indicated that they spend little time with patients when looking at the entire day’s activities.
One respondent from South Carolina indicated that they, “Spend almost all of our time interacting
with patients. Very little time interacting with the public that are not our patients.” Another from
Georgia added, “I interact with patients and/or their families on bedside rounds every day.”
0
1
2
3
4
5
6
7
8
9
10
0 = None of my time
10 = All my time
Public interaction
[How much time do you spend interacting with the public?]
Respondents rated public interaction as the lowest critical factor in the profile with a score of
2.19.
Although the group rated this the lowest factor, one respondent from Wisconsin had a different view
of the public when they stated they, “Included patient families as part of the public (pediatric
hospital).” A different view was presented by a pharmacist from Michigan who added, “Very little
opportunity for interaction with patients or public outside of a hospital nuclear pharmacy
position.”
0
1
2
3
4
5
6
7
8
9
10
0 = None of my time
10 = All my time
Collaboration
[How often do you work or collaborate with other health professionals or educate other
professionals in your work?]
Respondents rated collaboration an upper mid-range score of 7.54.
A pharmacist from Maryland stated, “As emergency medicine pharmacists, we have ample opportunities
to provide both curbside informal education to other professionals, as well as more formal didactic
training to doctors, nurses, and emergency medical service (EMS) providers.” Another respondent from
Florida indicated, “Our practice is dependent on referrals from providers, and we practice as
patient teams.”
One respondent from Colorado looked at the team they work with and stated, “Round with physicians,
nurses, respiratory therapy, dietician, and palliative care every day.” Another from Georgia added,
“All aspects of my work involve multi-disciplinary activities.”
0
1
2
3
4
5
6
7
8
9
10
0 = None of my time
10 = All my time
Family/leisure time
[How much free time do you have for leisure and family activities in your work?]
Respondents were mid-range with a 5.43 rating for family/leisure time.
One respondent from Pennsylvania stated it is “Important to strike work-life balance! However, I
find myself taking projects home to keep up with multiple responsibilities with direct patient care
and projects/formulary review.” Another respondent from Georgia was straight forward when they
indicated, “Leisure and family time is important for building and maintaining resiliency and
avoiding burn out. Too often many of us do not take enough time to do this or ensure our teams are
taking time to do this.”
One respondent from Illinois was straight to the point, “7 days on, 7 days off.” A respondent looked
at this differently and stated, “I have family and leisure time on the weekends and have never had
an instance when a PTO request was rejected.”
0
1
2
3
4
5
6
7
8
9
10
0 = Little free time
10 = Plenty of time for family and leisure activities
Impact on well-being
[To what degree do you impact the well-being of individuals?]
Respondents feel that they do impact the well-being of individuals with a 7.20 rating.
One pharmacist from Missouri indicated that they “constantly have experiential learners with them
(P3s, P4s, pharmacy residents) and my preceptor style impacts their well-being, I impact the
well-being of all the patients I interact with.” Another respondent from Georgia has a little more
direct impact as they stated, “I coordinate our pharmacists' schedules, so I directly impact
well-being through ensuring that time off is approved and coverage is provided when time off is
needed for full days or scheduled appointments. I have learned that treating colleagues as people
with families and outside-of-work activities pays dividends when it comes to job satisfaction and
retention.”
A different perspective was provided by a pharmacist from Georgia who stated, “Pain management is a
huge part of well-being for our patients.”
0
1
2
3
4
5
6
7
8
9
10
0 = Low degree
10 = High degree
Problem solving
[To what degree do you solve problems with tried-and-true alternatives versus untested
alternatives in your work?]
Pharmacists rated problem solving as a mid-range factor with a score of 6.14.
One respondent from South Carolina indicated, “We solve problems with both tried-and-true and
untested methods. We do not like to take no for an answer, and we will do whatever we can to help
our patients.” Another respondent from Pennsylvania stated:” We practice evidence-based medicine, as
do most.”
A respondent from Florida said, “Pediatrics requires less evidence-based decision making and more
educated deduction.” Another respondent from Missouri stated, “I am frequently seeking solutions for
patients due to language barriers, health literacy concerns, affordability and access issues, and
complex disease burden. My clinical service is very much a combination of evidence-based therapy
plus the logistical knowledge of the medical system.”
0
1
2
3
4
5
6
7
8
9
10
0 = Tried and true
10 = Untested alternatives
Expertise
[How general or specialized is the expertise required in your work?]
Respondents indicated that they lean a little toward being specialized with a rating of 6.67.
One respondent from Minnesota indicated that they “specialized in critical care but there are
general topics mixed in.” Another respondent from Maryland added, “Emergency medicine practitioners
must be very well versed in general pharmacotherapy, but also highly specialized in advanced life
support pharmacotherapy interventions.”
A nuclear pharmacist from Michigan indicated, “Working with radioactive material requires extra
training not normally encountered in pharmacy curriculum.” A respondent from Pennsylvania added,
“Specialized in pain management/and support for addiction medicine.”
0
1
2
3
4
5
6
7
8
9
10
0 = Generalized
10 = Specialized
Repetition
[To what degree is your work composed of activities and tasks that are highly repetitive
versus highly variable?]
Respondents were mid-range regarding repetition as they rated the factor 5.33.
A pharmacist from Pennsylvania stated, “With the daily task in repetitive, each patient brings a
different set of complexities.” Another respondent from Louisiana added, “Should be highly variable
but are highly repetitive.”
0
1
2
3
4
5
6
7
8
9
10
0 = Highly repetitive
10 = Highly variable
Applying scientific knowledge
[How much of your time is spent applying scientific knowledge in your
work?]
Respondents rated the application of scientific knowledge at 5.79, a mid-range response.
A respondent from Missouri indicated, “I do use my basic science knowledge some, especially when
interpreting literature or answering clinical questions. But my clinical knowledge is used every
day.”
0
1
2
3
4
5
6
7
8
9
10
0 = No application
10 = High level of application all the time
Applying clinical knowledge
[How much of your time is spent applying clinical knowledge in your
work?]
Application of clinical knowledge was rated the highest critical factor at 8.20.
A respondent from Florida stated, “We operate at a high-level using evidence-based medicine.”
Another from South Carolina added, “Clinical knowledge is necessary and applied all the time.”
0
1
2
3
4
5
6
7
8
9
10
0 = No application
10 = High level of application all the time
Parental leave
[To what extent does your work setting offer parental leave opportunities?]
Respondents rated parental leave mid-range with a score of 5.37. The responses vary depending on the
age of the pharmacist and if they have a need for the benefit.
One pharmacist from Michigan indicated that, “Our institution offers 12 weeks of paid parental leave
for the birth parent and 6 weeks for the non-birth parent.” A respondent from New Hampshire had a
different perspective when they stated, “Only short-term disability/PTO — which is the one thing I
find very disappointing in hospital setting (likely 70% female employees).”
Another respondent from North Carolina added, “This has improved over time with maternity leave
increasing and now offering parental leave for fathers/sig others.”
0
1
2
3
4
5
6
7
8
9
10
0 = Limited opportunities
10 = Unlimited opportunities
Compensation
[To what degree do you feel compensated for your responsibilities in your work?]
These respondents were mid-range while looking at compensation with a 6.39 rating.
One pharmacist from Florida simply stated they are, “Adequately compensated.” A different respondent
from Florida added, “Compensation is ok but raises continue to be well below cost of living.”
Another respondent from Maryland provided a detailed response, “Until a recent market adjustment
(that took effect within the last month) our practice site was undercompensated by as much as 20–30%
below the market rate. In addition, a market adjustment was last undertaken 9 years prior, instead
of on a regular basis. So, while we now are more than fairly compensated, I am concerned that we
will again begin to lag as time goes on.”
0
1
2
3
4
5
6
7
8
9
10
0 = Not well compensated
10 = Well compensated
Benefit package
[How comprehensive is the employee benefit package offered in your work setting?]
Respondents rated the overall benefit package a mid-range score of 6.73.
A respondent from Pennsylvania indicated, “Our health care organization is known for offering good
benefits, and one of the top employers in the state.” Another from Oklahoma added, “No complaints on
benefits. Aside from having to use the organization (employer) health care facilities for all health
care (minus dental) to get the cheapest/lowest costs, it is great.”
A pharmacist from North Caolina stated, “It would be nice to have educational support for board
certification maintenance and attendance to educational meetings.”
0
1
2
3
4
5
6
7
8
9
10
0 = Not comprehensive
10 = Very Comprehensive
Advice for students
Respondents provided advice across several areas and what the future brings. No specific trend came
across in the comments from these pharmacists. Information from several of the pharmacists is listed
below:
- “Explore all clinical career options and consider not only the day-to-day clinical
responsibilities but other things that come with the role of a clinical specialist.”
- “Seek out opportunities in a variety of fields to learn what areas you might wish to practice in
after graduation. Always be open to feedback and developing your skills. Learn to work well with
others.”
- “Be open minded when exploring career opportunities; never stop learning new things.”
- “Develop strong communication skills, stay organized and detail-oriented, be adaptable and open
to innovation, build strong personal relationships, and commit to lifelong learning!”
- “Learn everything possible in school or residency, it is not good enough to slide by.”
- “Growth in locations of clinic and practice so that we can better reach all patients in our
health system region.”
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