Insider’s perspective
Respondents listed the following critical factors as those being the most important to them. Please note
that a factor can rank highly 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 who indicated these
would be the top five factors they would like to have in a role. Note that there are 25 total critical
factors from which to select.
Top 5 – first tier
Of interest are the two areas that were rated the same across the group.
- Collaborating with health professionals (40.0%)
- Autonomy (33.3%)
- Work type (e.g., repetitive versus variable work) (20.0%)
- Problem solving (13.3%)
- Communication (13.3%)
In addition to the top 5 factors, the second tier of critical factors are listed below. Note that just
one of the factors, collaborating with health professionals, is listed in both areas as the highest
rated in the tier. In addition, four of the second tier factors have identical ratings.
Top 5 – second tier
- Collaborating with health professionals (26.6%)
- Ongoing coworker/client relationships (13.3%)
- Organizing/management/supervision of people (13.3%)
- Innovative thinking (13.3%)
- Leisure and family time (13.3%)
One respondent from Indiana indicated that they “love the challenge of figuring out a problem and
successfully solving it.” Another respondent from Iowa added, “I love variety and new pathways.
Innovative thinking gets us the great new paths to better outcomes.”
A pharmacy manager from Florida stated, “Work life balance is important.” A different respondent from
Iowa added, “This goes with my problem solving and innovative thinking. I want to use my foundational
knowledge to be the problem-solver. I went into pharmacy to be this resource and love being the one
people call.”
There are many rewarding and challenging experiences with being a pharmacy manager in a health system.
Twenty percent of the respondents indicated that working with patients was a rewarding experience. Ten
percent of the respondents indicated that another rewarding aspect is working with the staff/team to
help them meet their goals. There was no specific theme when it came to challenges. Numerous other areas
were highlighted by the respondents.
A respondent from Georgia stated, “Most rewarding–supporting the clinical pharmacists to positively
impact patient care.” Another respondent from Florida added, “Helping other pharmacists achieve their
career/clinical goals.” Supporting these statements was a different respondent from Georgia who
indicated, “Improving someone's day to make their job more fulfilling.”
A couple of additional rewarding and challenging statements from respondents include one from Iowa,
“Most rewarding are those homeruns when you pull a solution off that permanently fixes a problem like
hyponatremia. Most challenging is when the right treatment is not financially attainable for the
patient.”
A respondent from Indiana discussed challenges when they stated, “challenging communication throughout
the hospital, market, and national teams.”
Thirty-seven percent indicated that work schedule is an additional factor that is important to them. In
addition, the following factors were also listed as important to consider: pressure/stress (13.3%) and
self-worth (10.0%).
The managers that work in health system settings 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:
- "Being recognized by my peers as pharmacist of the year at my hospital."
- "Our clinical skills are pivotal for the future of medicine. More and more things may become
automized, but that will create more opportunities for critical thinking."
- "Having worked with a group of folks long enough to walk with them through pharmacy school,
residency
training, getting a job, and seeing what all they achieve."
- "Converting the pharmacy from a centralized distribution to decentralized distribution."
- "More challenge and complexity and need for more specialists with expertise."
- "Robotics."
Critical factor ratings
Opportunities for advancement
[To what degree does your work allow for advancement?]
Respondents rated this factor with a mid-range score of 7.15.
One respondent from Iowa provided information on their career journey” I work for a large health system
and have for 36 years. During that time, I have been a staff pharmacist in a hospital, a decentralized
critical care pharmacist, manager of a long-term care pharmacy, and manager of a rural hospital
pharmacy. I believe if I wanted to look at different avenues, they are all available within the health
system.” Another from Indiana added, “Advancement after the manager level is limited, but leadership
opportunities from staff positions abound.”
One additional pharmacist from Georgia provided their opportunities when they stated, “With pharmacy's
ever present and evolving regulatory, compliance, and accreditation needs, I have been able to move from
working in specialty pharmacy to supporting all ambulatory pharmacy and medication management for the
system (infusion, retail, and specialty clinics).”
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?]
Pharmacists rated leadership development/professional involvement in the upper mid-range with a score of
7.88. This is the second highest rated factor for this group.
One respondent from Indiana stated, “We have a leadership development program with in-person/virtual
classes, weekly short activities and monthly training.” Another from Iowa has a slightly different
experience and added, “Leadership development and interpersonal skills development are encouraged by the
system. Regular classes are held. In addition, my local hospital has quarterly leadership development
days to improve communication, financial and management of people. My involvement in the pharmacy
profession is self-directed and is not really encouraged or discouraged by the health system. At my
local hospital, they do not promote my professional involvement except to allow me to attend meetings.”
One respondent from North Carolina had a different perspective and indicated:” There is no real training
for leadership and little support for professional development for staff/clinical pharmacists.”
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 the impact they have on the community with a mid-range score of 6.88.
One respondent from Georgia stated that they “Provide care to inpatient and ambulatory patients in an
integral role.” A respondent from a rural hospital in Iowa added, “I have had the opportunity to
directly oversee the expansion of services. I am close to my patients as they are my neighbors, my
friends and those I see around town all of the time.”
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 rated autonomy with a mid-range score of 7.20.
A pharmacist from North Carolina offered the following, “The pharmacist is able to share new ideas to
leadership.” Another respondent from Georgia had a different perspective and indicated, “Within some
restraints, but to a great degree. The restraints are generally either financial or when other
departments need to get involved. Within my department, I have both responsibility and authority.”
A respondent from Florida stated they like, “The autonomy to make decisions and problem solve.”
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?]
Pharmacy managers rated focus with a mid-range score of 6.16.
On respondent from North Carolina indicated, “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.” Another from
Georgia supported this when they added, “We are a few years behind in some areas, which means we do a
lot of putting out current fires. We are working towards a future focus, but that is essentially on
overtime I am putting in.”
In contrast, one pharmacist from Iowa stated, “I feel like I constantly focus on the future.”
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 listed prestige in the mid-range with a score of 6.96.
One respondent from Iowa has a positive look at prestige when they stated, “Locally, I am highly
regarded. The providers I work with publicly compliment me and promote pharmacy as intelligent,
knowledgeable and approachable. In the community, when I am introduced, people proudly say I am in
charge of the pharmacy at the hospital. It makes my heart happy.”
On the other side of the perspective, a pharmacist from Georgia stated that they are, “Referred to as
pharmacy and given little recognition by other professionals.”
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?]
Respondents rated this factor as a mid-range score of 7.24.
One practitioner from Iowa provided a detailed response when they stated, “As a hospital, we are very
focused on measurable outcomes and routinely communicate positive patient experiences and outcomes. We
work together to create an environment that is provider led, patient centered and measured.”
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?]
Based on the roles and responsibilities of the pharmacy manager, it makes sense that they rate patient
relationships at 2.00, a low-range response.
One respondent from Iowa looked at both patient and coworker/client relationships when the stated,
“Patients are slightly more episodic in the hospital, but we certainly have patients I have long term
relationships with. I have worked hard to reinforce a culture where coworkers are valued and close.”
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?]
Respondents rated this factor with a score of 7.80.
One respondent from Georgia indicated, “I have been at my health system for over 10 years, and we tend
to retain a lot of staff. I have many ongoing relationships with my peers within my department and
outside.” Another respondent from Indiana added, “Have many long-time employees with greater than 10
years, leads to good coworker relations.”
One additional respondent from Florida stated, “It makes every day better if you have good relations
with coworkers.”
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?]
Most respondents indicated that they do not spend much time on writing or conducting research. They
rated this factor with a low-range score of 2.52.
One respondent from Georgia expressed concern rating this factor low and stating, “I think this is an
important piece of pharmacy work that needs dedicated work time, as much as possible to be able to
complete.” Another from Indiana added, “I have only written one article and our whole department has
only published a couple of articles.”
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 rated this factor in the mid-range with a score of 7.32.
One respondent from Indiana stated, “My charge as ambulatory manager is to grow the ambulatory service
line.” Another from Iowa added, “I believe I have the opportunity to try new things, new ways and try to
grow. I have been instrumental in bringing many new services to the hospital and creating new ways to
meet the needs of our population.”
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 supervision/management as the highest rated critical factor for the group at 8.12.
One respondent from Georgia summed this up nicely for the group when they stated, “Operations manager of
an inpatient pharmacy. Supervise 45 staff members and our inpatient inventory.”
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?]
Patient interaction is the lowest rated critical factor with a score of 1.60.
One respondent from Florida highlighted why this may be the lowest factor for managers when they stated
that “(we) need to see impact.”
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?]
Public interaction is in the low range with a rating of 1.92.
While this is rated a low factor, one respondent from Massachusetts feels that “Building relationships
vital to success.” The question is can this happen with this low rating?
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?]
Collaboration is rated as a mid-range score of 6.88. This can differ by institution and how the
structure is set up.
One respondent from Georgia stated, “We have in-service education programming for nursing on
pharmacy-related topics.” Another respondent from Ohio added, “This is my passion and I'm happy to do it
all of the time.”
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 rated this factor with a mid-range score of 5.60.
A respondent from Georgia stated, “Leisure and family time is important for building and maintaining
resiliency and avoiding burnout. Too often many of us do not take enough time to do this or ensure our
teams are taking time to do this.” Another respondent from North Carolina indicated that, “It is hard to
take vacation because we do not have enough staff to cover our time off. Especially as we get staff with
longevity there is not built in time in the FTE calculation for vacation or family leave.”
One respondent from Georgia stated, “Due to specialized nature of my work, difficult to find others to
cross-cover or take on my responsibilities.” A different respondent from Georgia added, “Weekends, if I
am not thinking about work. Too stressed to think about something else after getting home.”
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?]
Pharmacy managers rated their impact on well-being of others at 6.88
A respondent from Georgia stated, “I have been working to promote well-being and a better culture in my
pharmacy.” Another from Iowa added, “This is a constant challenge. I do what I can to those around me
with the skills I have, but I do not know what the outcome might be.”
Another respondent from Florida stated, “Need a good balance. Some pressure is ok but should not be too
much stress every day.”
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 rate problem solving with a mid-range score of 5.72.
One respondent from Georgia stated, “I'm not scared to try new alternatives, but don't have a lot of
time to be thinking outside the box currently.” Another from Georgia added, “I love the challenge of
figuring out a problem and successfully solving it.”
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 rated their expertise in the mid-range with a score of 6.12, leaning slightly to the
specialized side.
One respondent from Iowa provided the following, “I need to be pretty generalized and ready for
anything. However, since the majority of my patients are elderly, I am board certified in geriatrics.”
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?]
Repetition is rated 5.76, which is a mid-range response.
A respondent from Indiana stated, “I have monthly tasks that must be completed, but a lot of my time is
working on innovative projects.” A respondent from Georgia added, “Many repetitive tasks, but many new
issues come up each week.”
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 indicated that they apply scientific knowledge with a rating of 5.80 a mid-range response.
One respondent from Iowa indicated that “I use my head ALL OF THE TIME and I love it! I want to solve
problems. I want to think. I want to create answers.”
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?]
Respondents indicated that they apply their clinical knowledge more often than their scientific
knowledge and rated this factor a 6.28.
One respondent from Georgia stated, “Applying clinical knowledge is vital as a clinical pharmacist. I
would not be able to do my job without applying clinical knowledge.” Another respondent from
Massachusetts added, “Applying the clinical knowledge I have learned and continue to learn.”
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?]
Pharmacy managers rated parental leave with a mid-range score of 5.92.
A respondent from North Carolina stated, “This has improved over time with maternity leave increasing
and now offering parental leave for fathers or significant others.” Another respondent from Indiana
added, “We offer what is federally and state required only.”
One respondent from Georgia expressed concern when they indicated that they have, “No parental leave.
Only offer is to pay outside short term disability and use FMLA.”
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?]
Pharmacists rated compensation with a mid-range score of 6.76.
One respondent from Iowa was succinct in their statement, “I am very well compensated.” Another from
Georgia added that they, “Need more PTO!”
A respondent from Arizona added, “Compensated fairly based on increasing cost of education and cost of
living.” One additional respondent from Wisconsin put this succinctly, “It's important.”
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?]
Overall, the respondents rated their benefit package with a mid-range rating of 7.24.
A respondent from North Carolina stated, “It would be nice to have educational support for board
certification maintenance and attendance to educational meetings.” Another from Massachusetts added,
“Benefit package is very important.”
A pharmacist from Georgia added, “401k, fair amount of PTO, pretty poor insurance coverage.” One
additional respondent from Iowa provided the following, “There are some holes, but it is, generally,
pretty complete. For a while we had a concierge service that was like a personal secretary, and I loved
it.”
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. Expansion of services was
listed by 16.6% of the health system managers. Information from several of the pharmacists is listed
below:
- “Continued expansion of the need for pharmacists.”
- “Stable and ongoing.”
- “More challenge and complexity and need for more specialists with expertise.”
- “Value care, improving transitions of care.”
- “Uncertain impact of AI.”
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