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Managed Care/Payer

Managed care/payer pharmacists work in managed care, insurance, or pharmacy benefit management (PBM) organizations, focusing on formulary management, prior authorizations, utilization review, and cost-effective medication access. They apply clinical expertise to evaluate therapies, develop coverage policies, and support value-based care decisions. These roles offer the opportunity to influence medication use on a population level, improve affordability, and shape the intersection of pharmacy and health care policy.

Meet the Pharmacist

Mrs. Catherine Avery
Chief of Clinical Pharmacist, Seattle Pharmacy Group

Mrs. Avery is a board-certified clinical pharmacist with over 28 years of experience in managing complex medication therapies. She is passionate about patient education and leveraging technology to improve health outcomes.
At Wellness Pharmacy Group, he leads a team of dedicated pharmacists committed to providing personalized care and expert advice.

Mr. John Doe, PharmaD
Lead Clinical Pharmacist, Wellness Pharmacy Group

Dr. Chen is a board-certified clinical pharmacist with over 12 years of experience in managing complex medication therapies. He is passionate about patient education and leveraging technology to improve health outcomes.
At Wellness Pharmacy Group, he leads a team of dedicated pharmacists committed to providing personalized care and expert advice.

Table of Contents

  • Background
  • Characteristics
  • Insider’s perspective
  • Most appealing aspects
  • Least appealing aspects
  • Advice
  • Critical factor ratings
  • Critical factors
  • References/resources
  • Professional organizations

Background

From reimbursement decisions to patient care, pharmacists who are employed by managed care organizations have an opportunity to work in a variety of roles. However, the system where pharmacies are reimbursed for the medications they dispense to patients is complex. It involves various third-party payers that reimburse the pharmacies.

Reimbursement for prescription drugs by payors is one that is uniquely complex. It operates with some constraints that are based upon government efforts to ensure that vulnerable patients can obtain the medications. However, this is just one side of the business as the other side involves companies that enroll patients through work related insurance and other means.

A managed care pharmacy organization is one that serves patients by billing an entity other than the patient for prescription drug services, such as an insurance company or an employer's health plan, which is acting as the "managed care" to the usual patient–pharmacy relationship. These pharmacies are often part of a network managed by a prescription benefit manager (PBM) or directly by a plan sponsor, and they are reimbursed by these third parties for a portion of the prescription cost.

While PBMs prioritize the management of prescription drug costs, managed care administrators take on a broader responsibility of managing the overall health benefits in an employer's plan.

Characteristics

A total of 37 managed care pharmacists responded to the 2024–2025 APhA Career Pathways Program Survey. Nineteen percent of the respondents completed a residency. Nineteen percent also completed an additional degree: MS, MBA, and MPH, each at 5.41% One respondent also listed they received more than one graduate degree.

Information provided indicated that pharmacists in this profile have an average age of 49 years old. This is noticeably older than most other profiles. The median salary for a third-party pharmacist falls between $115,000 to $150,000 annually. The median total pay is around $143,940. Total pay can include bonuses dependent on the specific position and the company.

Managed care pharmacists work on average a 40-hour week. A total 16.2% indicated that they work nights and weekends. Eighteen percent indicated that they travel for work. Twenty-six managed care pharmacists responded directly to a question about what they felt was an important skill for their role. The group provided numerous responses to the open-ended question. Two primary skills stood out the most: adaptability (16.2%), and critical thinking (10.8%).

One respondent from New Jersey stated, “Quick thinking clinically and using a medication therapy management (MTM) platform while speaking with the patient.” Another from Georgia added a list of areas, “Flexibility, adaptability, critical thinking skills, being assertive, knowing the industry, and being confident in what you know.”

A pharmacist from Maryland added, “Adaptability and innovation.” Another from Arizona also listed a set of skills, “A combination of clinical skills, data analysis, organizational skills, and time management.”

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. Please note that a couple of the factors have similar percentages.

Top 5 – first tier

Of interest is the fact that there are two factors that were rated the same across the group.

  • Innovative thinking (37.8%)
  • Work type (e.g., repetitive versus variable work) (27.0%)
  • Leisure and family time (21.6%)
  • Problem solving (16.2%)
  • Application of knowledge (e.g., clinical or scientific) (16.2%)

In addition to the top 5 factors, the second tier of critical factors are listed below. Note that one of the factors, leisure and family time, is also listed in this top 5 tier. In addition, the last three factors have the same percentage.

Top 5 – second tier

  • Compensation (27.0%)
  • Autonomy (16.2%)
  • Leisure and family time (10.8%)
  • Area of expertise (general versus specialized) (10.8%)
  • Innovative thinking (10.8%)

One respondent from Nevada looked at innovative thinking and simply stated, “Let's try something new.” A respondent from Arizona added this about area of expertise and stated they need, “Flexibility, (and the need to) rise to challenges.”

Another respondent from Nevada commented on the autonomy when they stated, “Want to be trusted to work with minimal supervision.” One additional respondent from California stated, “Without it, at risk of burn out.”

There are many rewarding and challenging experiences in being a pharmacist working in the managed care area. Thirteen percent of the respondents indicated that working with/helping patients was a rewarding experience. There were no specific challenging areas noted by the respondents. Areas of concern included time management, being underappreciated, and managing costs. Numerous other areas were highlighted by the respondents.

One respondent from California stated, “Most rewarding—helping the public, particularly those who have poor health literacy/understanding and/or are from underserved populations. The impact I have on these patients can literally be life-changing and even life-saving.” Another respondent from Virginia indicated that it is rewarding, “Seeing population health metrics move.” From the challenging side, a respondent from Arizona listed, “Time management of projects.”

Nineteen percent indicated that pressure/stress is an important critical factor impacting this practice setting. In addition, work schedule (13.5%) and self-worth/value (10.8%) were also factors listed to consider for a managed care role.

Managed care pharmacists 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 able to use my training and my residency, to work outside the realm of traditional pharmacy and to grow a career that is unlike anyone else.”
  • ”The flexibility to choose and move amongst a variety of practice sites and roles within an organization.”
  • “Knowing I've helped so many patients access and understand important medications.”
  • “Contributing ideas that ended up being used/considered by upper management.”
  • “Managed care will be heavily regulated soon. I hope ‘Medicare for All’ is the future.”
  • “Reimbursements for pharmacists services and products will continue to play a major role.”
  • “Growth into other clinical programs.”

Most appealing aspects

What aspects of the role are most appealing?

Respondents listed several different aspects that are appealing. Working remote was listed by 18.9% of the managed care pharmacists, followed by flexibility at 10.8%. Several other appealing aspects were included and highlighted below.

One respondent from Ohio indicated, “Helping patients by identifying medication-related problems after a recent hospital discharge.” Another respondent from Minnesota stated, “The work-life balance and having consistent, meaningful patient interactions.”

An additional comment was provided by a pharmacist from Pennsylvania, “Variety of my job functions, autonomy, and my team.” Another respondent from New York added, “Feeling like I have made a positive impact on my patients.”

Least appealing aspects

What aspects of the role are least appealing?

Respondents listed several different aspects that are least appealing. One aspect stood out as a least appealing role, limited advancement possibilities at 10.8%. There are numerous other areas that were listed by the respondents with lower percentages.

A respondent from Florida briefly stated, “Little advancement.” A pharmacist from Wisconsin indicated, “Operational limitations on what is possible versus what would be preferred, in an ideal circumstance.”

One respondent from New York expressed concern that, “Everything being viewed through the lens of insurance spending.”

Advice

What advice should students and practitioners consider when selecting a position in managed care pharmacy?

There was no specific theme that the respondents listed in the comments. A small sample is listed below:

  • “Keep an open mind, build your network, and remember that you can learn any clinical area you want to.”
  • “Set yourself up for a diverse career by really looking into what you like and not being afraid to take a chance on yourself even if it is uncomfortable.”
  • “Need to be able to think and apply rather than regurgitate facts.”
  • “Don't stop at learning only clinical information and skills. Make sure you also spend time learning about non-pharmacy skills, such as business knowledge and other transferable skills like writing or technology/programming.”
  • “It is not about the money. You need to want care about your patients, no matter what setting you are in.”

Critical factor ratings

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

Respondents rated opportunities for advancement with a score of 6.55.

One respondent from Wisconsin stated, “I've been promoted twice and also made a lateral move within my pharmacy benefit manager (PBM) to another department.” Another from Arizonia added, “In my previous role in pharmacy benefit management, pharmacists are used in a various positions. There is nothing to stop one from moving up or laterally, if desired.”

A respondent from Ohio with a different perspective indicated, “In my current reporting structure there is no room for advancement. I would need to look externally for alternate opportunities.” Another respondent from Virginia added, “Little advancement opportunities.”

6.55
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 in the mid-range with a score of 6.47.

A pharmacist from New Jersey stated, “My company encourages all associates to participate in networking, mentoring, and is flexible with work hours to attend professional development sessions.” Another from Minnesota added, “I have to be a leader within my role because I am the only pharmacist in my company. Alongside leadership, I helped build this position. Because of the flexibility of my schedule, I can make time for professional involvement, and I am currently on the board of my state pharmacy association.”

A respondent from Pennsylvania provided a different perspective and indicated, “You are responsible to find opportunities for leadership and professional development.” Another respondent from Ohio stated, “If you're not in management and it doesn't add to the bottom line, then it is not encouraged.”

6.47
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?]

Respondent’s rated community impact in the mid-range with a score of 7.19.

A respondent from Ohio provided a unique perspective and stated, “So many patients are confused about their medications, discharge instructions, and medication list. I save lives and prevent rehospitalizations through my work. It is incredibly valuable, yet devalued by corporate and, honestly, the profession as a whole.” Another respondent from Ohio added, “My work is more specific for industry and health plans to understand spend and utilization trends.”

A pharmacist from Connecticut was brief in their statement about the community they impact, “We work with the Medicaid population.” Another from Texas added, “Formulary and pharmacy benefit decisions affect all members.”

7.19
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 as the highest critical factor (tied with applying clinical knowledge) for the group at 7.33.

One pharmacist from Arizonia stated, “As a professional individual contributor, autonomy is part of the job.” Another from Michigan added, “My supervisors grant me a great deal of latitude in growing my departmental revenue.” One additional comment provided by a pharmacist from Illinois indicated, “High level of autonomy. Thankfully I am no longer being micromanaged.”

A pharmacist from Illinois looked at this differently, “The decision making is driven by U.S. Centers for Medicare & Medicaid Services (CMS).”

7.33
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?]

The rating for focus was mid-range at 6.49, leaning slightly toward the future.

A respondent from Wisconsin indicated that, “Most of the clinical formulary decisions made are forward thinking, planning for future market shifts and new product entrants.” A respondent from Arizona added, “Always forward looking, as the marketplace changes and new drugs are developed and come to market.”

A respondent from Illinois provided a different perspective when they stated, “Always trying to put out a fire for clients.” Another from Colorado indicated that they are, “Too busy trying to keep up with that day’s prescription load.”

6.49
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 rated prestige with a mid-range score of 6.03.

One respondent from Arizona stated, “I am valued as a professional, individual contributor ,and am treated as such. This has been demonstrated in my compensation.” A respondent from Minnesota added, “It is difficult for me to judge the level of prestige I have, but I feel pride in my role.”

6.03
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 in the mid-range with a score of 7.06.

One respondent from Georgia stated, “I get to use my strengths daily and that gives me fulfillment, I get to grow as well professionally which contributes to my fulfillment.” Another from Arizona added, “Personal fulfillment came through positive feedback from leaders on my work.”

One pharmacist from Ohio put this bluntly, “Honestly, if my role was eliminated tomorrow I don't think it would make much difference in the grand scheme of things.” Another from New York added, “This is not important to management.”

7.06
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 rated patient relationships in the low-range with a rating of 2.00.

A respondent from Illinois provided a statement across both relationship questions, “No patient contact. Client relationships and coworkers’ relationships is part of my job.” Another from Ohio supported this statement when they added, “No direct patient care.”

2.00
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 coworker/client relationships in the mid-range at 7.03. This is much higher than the rating for patient relationships

One pharmacists from Minnesota stated, “I have a team of coworkers I regularly interact with in an ongoing manner. There are other peer support specialists and nurses that I interact with periodically, or with whom I may just have a one-time interaction. Another from Arizona added, “I was not in a client-facing role. Coworker relationships were long-term as collaboration was often required for project completion.”

7.03
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?]

Managed care pharmacists indicated that they spend little time writing and conducting research with a low-range rating of 3.27.

A respondent from Georgia stated, “We are a data enabled company, and our interventions make for great topics to research and for publications.” Another respondent from Colorado had a different perspective and added, “Lots of writing opportunities (monographs, medication use policies, prior authorization criteria, meeting minutes or agendas) but no research is conducted in my role.”

3.27
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?]

This factor was rated at 6.18 by the group, a mid-range response.

One respondent from Illinois stated, “Part of my job is troubleshooting, therefore generating new ideas is a given.” Another from Texas added, “Innovative thinking is more due to the company you work for. This position in other companies may not have the same level of innovation.” One additional respondent from Arizona indicated, “You are encouraged to generate new, innovative ideas, dependent on your role and desire to pursue.”

On the other side, a respondent from Ohio indicated, “Not in management, so any new ideas/suggestions for improvement don't go anywhere. I stopped trying to contribute new ideas because I realized this.”

6.18
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?]

Pharmacists rated this in the mid-range with a score of 4.91.

A pharmacist from Texas stated, “Team members can operate independently for most tasks.” Another from Arizona added, “Clients require a team for support, so all these functions come into play during project collaboration.”

4.91
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 in the low-range at 2.42.

One respondent from Minnesota stated, “The majority of my time is spent having virtual (video or telephonic) visits with patients.”

2.42
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 the lowest in the group at 1.79.

One respondent from Ohio looked at interactions differently and stated, “I specifically structured my career so that I do not have to interact with patients or the general public.” Another from Arizona agreed and said, “I was not in a patient or public facing role.”

1.79
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 in the mid-range with a rating of 6.15.

A respondent from Minnesota indicated, “Throughout the last 10 months, I have given 3 clinical presentations to nurse practitioners.” Another from Ohio added that, “I collaborate with pharmacists, but they are not in the trenches in the clinical sense.” A respondent from Colorado stated, “Collaboration and education with other health professionals was ongoing. The extent of which would depend on your specific role.”

One respondent from Maryland expressed a concern about collaboration and continuity when they stated, “I send patient call summary notes with specific recommendations to patients' PCPs and relevant specialists. I do not receive their responses or get any updates on the patient. I simply move on to the next patient and another department takes care of these things.”

6.15
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?]

Family/leisure time is rated mid-range with a score of 6.85.

One respondent from Georgia stated, “Work life balance is a key to thriving as a high impact leader, you have to be able to recharge from the demands on the day. Another from Minnesota added, “I have a young family, and I greatly appreciate having a schedule that allows for family time. I work from home so I can get my kids to and from the bus stop during my work hours. I can choose when to take my lunch break, and I may use that time for leisure or family activities.”

Another pharmacist from Arizona indicated that, “There was quite a bit of flexibility in my 40-hour per week role, as long as all tasks were completed and client issues addressed.”

6.85
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?]

Pharmacists rated their ability to impact the well-being of others at 6.79.

A respondent from Minnesota wrote that, “Many individuals I have worked with have shared how having a pharmacist listen to them about their medication concerns has been very meaningful and improved their well-being.” Another respondent from New Jersey discussed what could be done in the workplace to impact well-being and stated, “Well-being could be impacted by lowering the burden of prior authorizations, copay reductions, and a robust formulary.”

One additional comment was provided from a respondent in Georgia, “As a leader, I have to cultivate a healthy, thriving workplace.”

6.79
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?]

Respondents rated problem solving with a mid-range score of 6.12.

A respondent from Georgia stated, “For the most part, we are trailblazers forging new horizons, but I can use past experiences to navigate them.” However, another from Colorado added, “We have to always follow the standard operation procedures.”

Another respondent from Arizona felt that, “Problem-solving is ongoing and a large part of the job.”

6.12
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?]

Expertise was also rated mid-range at 6.80 by the managed care respondents.

One pharmacist from Ohio expressed concern that, “Unfortunately, generalization and knowledge of health system navigation do not seem to be valued at this time by our profession as a whole.” Another from Texas listed a few of the areas that they leverage their expertise, “formulary management, pharmacy benefit management, actuary and financial impact analysis.”

A pharmacist from Wisconsin highlighted, “About half of my team is residency trained. The other started at other departments within our PBM before transferring to this department.”

6.80
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 indicated the amount of repetition in their roles was in the mid-range with a score of 5.80.

One respondent from Arizona stated, “About 50/50 repetitive vs variable.” Another respondent from Minnesota indicated that they, “Have a few different common patient visit types that are repeated each week. The extent to how much time I spend on each visit type varies from week to week, but overall, these visit types are repetitive.”

Another respondent from New Jersey added “I enjoy how diverse my patient conversations around different hospitalization stays were and the variety of problems I helped patients understand and address.”

5.80
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?]

Applying scientific knowledge was rated mid-range with a rating of 5.60.

One respondent from Ohio stated, “One of my favorite parts of being a pharmacist is applying my knowledge to help patients.”

5.60
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?]

Applying clinical knowledge was rated the highest factor by this group at 7.33 (tied with autonomy).

A respondent from Arizona stated that, “Clinical knowledge is used ongoing; scientific knowledge, less so.” Another from Texas supported this when they indicated that, “clinical knowledge required for formulary and management (decisions).”

7.33
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?]

Pharmacists rated the opportunity for parental leave in the mid-range with a rating of 6.72.

One respondent from Wisconsin listed what is provided, “Four-week paid parental leave per child.” Another respondent from Pennsylvania added, “(This) depends on the company, working remotely also bridges the gap.”

Not all respondents leverage this benefit as one respondent from Nevada simply stated, “N/A.”

6.72
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?]

The respondents rated compensation at 6.79, leaning slightly to being well compensated.

One pharmacist from Ohio expressed concern related to compensation when they stated, “In the 4 years I have worked at the call center, they have taken away past bonuses and never given me a raise.” Another from Illinois supported this by adding, “Salaries are stagnant, new graduates are willing to accept whatever offer is given to them.”

Another respondent from Texas stated, “Compensated more for my director role, but working more. I'm earning less per hour than as a pharmacist with normal hours.”

6.79
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?]

The overall benefit package was rated at 6.82.

One respondent from Texas listed, “Standard dental and vision. Great medical. Other benefits are unclear.” Another from Minnesota stated that they do not leverage the benefits, “N/A because I receive benefits through my spouse.”

6.82
0 1 2 3 4 5 6 7 8 9 10
0 = Not comprehensive 10 = Very Comprehensive

Advice for student pharmacists

Respondents provided advice across several areas and what the future brings. A total of 16.2% of the managed care pharmacists indicated that they see growth in this area moving forward. Information from several of the pharmacists is listed below:

  • “Growth into other clinical programs.”
  • “Many more opportunities and practice settings. My choices were hospital or retail when I graduated.”
  • “Reimbursements for pharmacists services and products will continue to play a major role.”
  • “Hope there is more innovation in outpatient pharmacy because accessible care and understanding/assistance in navigating the U.S. health care system is so needed right now.”

Critical factors

Opportunities for advancement 6.55
Leadership development/professional involvement 6.47
Community impact 7.19
Autonomy 7.33
Focus 6.49
Prestige 6.03
Creating value/positive outcomes 7.06
Patient relationships 2.00
Coworker/client relationships 7.03
Writing/conducting research 3.27
Generating new ideas 6.18
Supervision/management 4.91
Patient interaction 2.42
Public interaction 1.79
Collaboration 6.15
Family/leisure time 6.85
Impact on well-being 6.79
Problem solving 6.12
Expertise 6.80
Repetition 5.80
Applying scientific knowledge 5.60
Applying clinical knowledge 7.33
Parental leave 6.72
Compensation 6.79
Benefit package 6.82

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.

Pharmacist demographics and statistics in the US. Zippia. Available at: www.zippia.com/pharmacist-jobs/demographics. Accessed August 1, 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

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