[Original publication date 9/3/2024] - Pharmacy technicians are the backbone of successful pharmacy operations. In health system inpatient pharmacies, they handle complex tasks such as sterile compounding, inventory management, controlled substance security, automation oversight, and handling of hazardous medications. They work tirelessly behind the scenes to ensure patients receive safe and quality pharmaceutical care. The ongoing shortage of qualified pharmacy technicians is a significant barrier to progress in an evolving healthcare landscape in the era of technological revolution.
Over the past decade, almost all states have introduced licensing and national certification requirements for pharmacy technicians. Despite these new requirements, salaries and benefits for these positions have not kept pace, leading to a significant industry lag. The shortage was further exacerbated by increased burnout during the COVID-19 pandemic and a growing workload due to an aging population, stricter regulations around sterile compounding, and increasing complexity of tasks.
In health system inpatient pharmacies, the technician shortage is a major challenge, second only to drug shortages. Recruiting, onboarding, and training technicians are time-consuming processes, and staffing gaps lead to stress, lower morale, and additional vacancies. To address this issue, consider implementing competitive pay and hiring incentives, a career ladder, flexible scheduling, awareness campaigns, and robust training programs.
Competitive Pay and Hiring Incentives: Pharmacy technicians earn between $30,000 and $50,000 annually, with advanced roles reaching $50,000 to $60,000. The Bureau of Labor Statistics projects a 6% increase in job outlook for pharmacy technicians over the next year. Health system pharmacies should partner with local HR teams to conduct a thorough market pay review and implement competitive salaries and benefits to attract candidates. Additional incentives, such as sign-on bonuses and tuition reimbursements, are also effective in drawing more candidates.
Career Ladder: Offering career advancement opportunities can attract high-caliber candidates. These types of candidates are the most productive and committed members at the core of pharmacy operations. Positions like operations coordinator, lead/supervisor, chemotherapy specialist, IT specialist, and quality/regulatory compliance lead are becoming more popular and can attract committed technicians.
Flexible Scheduling: For 24/7 health system inpatient pharmacies, creating schedule flexibility can be challenging. Leaders should review workflow plans to identify opportunities for flexible shift times and adjust schedules to attract candidates who cannot commit to rigid hours. Consider shifting repetitive tasks to more popular hours, such as 8 a.m. to 5 p.m.
Awareness Campaigns: The shortage is partly due to a lack of public awareness about the career prospects for pharmacy technicians. Use social media, local job fairs, and presentations at high schools and colleges to promote the role and attract interest from potential candidates.
Robust Training Programs: Collaborate with local academic institutions offering pharmacy technician programs. These students often struggle to find hospital sites for their externships, so creating opportunities for them can benefit both the candidates and the department to evaluate if it’s a good fit.
In summary, pharmacy technicians are crucial to running safe and efficient pharmacy operations. Addressing the shortage with these strategies can help ensure a steady supply of skilled professionals.
