University of Kentucky Kelly M. Smith, PharmD, BCPS, FASHP,...

Plumbing the Pharmacy Pipeline

Career Pathways Programs to Cultivate Interest in Pharmacy Careers

ParticipantsUniversity of KentuckyKelly M. Smith, PharmD, BCPS, FASHP, FCCP ksmit1@email.uky.edu Associate Dean, Academic and Student AffairsKristan Vollman, PharmD Candidate kevoll2@uky.eduStephanie Wurth stephanie.wurth@uky.edu Director of Admissions and Student Diversity

UNC Eshelman School of Pharmacy Carla White Harris, RPh carla_whiteharris@unc.edu Director, Recruitment and Diversity Initiatives

Midwestern University Chicago College of PharmacyAvery Spunt, RPh, MEd, FASHP aspunt@midwestern.edu Associate Dean of Clinical Affairs

University of Arkansas for Medical Sciences College of PharmacyRenee M. DeHart, PharmD, BCPS, FCCPRMDehart@uams.edu Associate Dean for Student Affairs and Faculty Development

Session Overview Pressures to successfully recruit students

to Pharmacy Continuing innovations in long-term

efforts to prime the pipeline Case studies from peer institutions Panel discussion

Pharmacy Student

Recruiting: A Competitive

SportStephanie D. WurthDirector of Admissions and Student DiversityUniversity of Kentucky College of Pharmacy

Lexington, Kentucky

Recruitment Challenges: Pharmacy as a Career

Pharmacy as a career option/career exploration

What the patient sees in the pharmacy versus what the pharmacist does

Recruitment Challenges: Competition

Number of pharmacy schools 2000-2010:

U.S. population rose by 9.7% Number of pharmacy schools increased by 50% to 120*

Competition for targeted students

Tuition rates Value

Workforce/Economic Trends Rural versus urban settings Oversupply of pharmacists has reduced wages by 20%

nationally*

* Mayer, F.S. Drug Topics, 2011.

Recruitment Challenges: Diversity

Underrepresented populations University Colleges of Pharmacy Nationally

Less than 37% of PharmD graduates are underrepresented minorities - more than half of those are Asian/Pacific Islanders*

Healthcare/Faculty/Mentors

Importance of early introduction to pharmacy and mentors

*Chisholm , M.A. American Journal of Pharmaceutical Education, 2004.

Pharmacy Career Development

Programs: Keeping Score

Kristan VollmanPharmD Candidate (Class of 2012)

University of Kentucky College of PharmacyLexington, Kentucky

Objectives Environmental scan of US Colleges of

Pharmacy (COP) to determine: Prevalence Specific characteristics

Methods Website of ACPE-accredited college or

sponsoring institution Search terms used were:

Pharmacy camp Pharmacy enrichment Health camp Pre-health camp Health career camp Summer science camp

Programs not pharmacy-specific were excluded

Results 120 ACPE-accredited COPs – September 2010

Pharmacy-specific programs: 19 (16%) Target audience

High school students (89%) Application components

Application required: 13 (68%) At least one letter of recommendation: 11

(58%) GPA component: 7 (19%)

Results Program components

Hands-on activities: 14 (74%) Others: career panel, shadowing, research

Program duration < 7 days: 10 (52%) > 1 month: 5 (26%)

Limitations Website only Single point in time “Pipeline” not included in search terms

Target audience

Implications Further assessment of effectiveness as

recruitment tool Tool for implementation of pipeline

program

Carolina Pharmacy

Leadership, Excellence and Development

(LEAD) ProgramCarla White Harris

Director of Recruitment, Development and Diversity Initiatives

LEAD 2011 Demographics

Established in 2009 Model for inclusive excellence Exploratory and preparatory program Develop innovative recruitment strategy for

fostering diversity

“Conversing with my peers, I discovered, each student was searching for the directional pathway for admission to pharmacy school and longing to quench the fear and

curiosity of what it would be like to attend the program in the future. Thank you and the staff (Office of Recruitment, Development and Diversity Initiatives), who quenched

our thirst and offered a pathway.”

LEAD 2011 Description

Held annually over a two day period, for high school and college students

Selection process based on leadership potential, academic performance, and community engagement

Exposure to a host of contemporary, relevant and interactive activities focused on enhancing leadership and fostering professional development

“Overall, the event was very informative; I have learned a great deal about pharmacy school admission, professionalism, and the different types of

pharmacy professions.”

Resources Corporate sponsorship Team approach Facilities

“I would like to thank Carla White Harris and the entire office of recruitment development and diversity initiatives for allowing me the opportunity to be involved

in such a beautiful and well organized and informative program.”

Impact

“The day event was inspiring and motivational being surrounded with such knowledgeable students, faculty and staff.”

Profile of Admitted ApplicantsYear of PharmD Program Entry

Caucasian African American

Native American

Hispanic American

Asian/Pacific Islander

Total Minority

Fall 2009 70% 3% 0% 3% 15% 21%

Fall 2010 68% 8% <1% < 1% 17% 25%

Fall 2011 64% 9% 2% 3% 15% 29%

Impact

Lessons Learned High levels of school and community engagement

significantly increases the ability to expand outreach to prospective students

A strong commitment through administrative leadership, attitudes and beliefs of students, faculty, alumni, and innovative program development must be in place to provide the foundation necessary to guide a results oriented process

A dynamic and well-developed program ensures a sustained recruitment effort

“Prior to attending the program, I was unclear of exactly what opportunities the pharmacy degree had to offer but the program gave me significant knowledge and understanding of

the many areas in which a pharmacist could be involved with society.”

Career Explorers Program

Avery Spunt Associate Dean for Clinical Affairs

Midwestern University

Genesis Response to national pharmacist and

pharmacy technician shortage in 1999. First program offered in 2000 with the

partnership of Walgreens. Expanded in 2001 with the additional

partner of Jewel-Osco Expanded in 2009 to included hospital

component with support of federal grant.

Original Purpose Increase the number of students applying

to pharmacy schools Increase the number of students applying

to MWU CCP Increase the number of trained pharmacy

technicians in the Chicago land area Increase the number of pharmacists in the

U.S.

Description Six week summer program Monday-Friday, 6-8 hours per day Integrated campus-based learning activities and

experiential learning at a community or hospital pharmacy

College faculty and community and hospital preceptors

One faculty serves as Program Manager with the support of two student teaching assistants

Students receive stipend for completing program

Eligibility Completed junior or senior year in high

school 16 years or older Minimum cumulative grade point

average of 3.0 or in top 30% of class Good verbal communication skills Applicant pool has grown from 80 in

2000 to 192 in 2011

Support Annual funding from Walgreens and

Jewel-Osco to support student stipends and operations, including student TA salaries

College in-kind support for faculty University support for in-direct costs

Assessment 603 CEP alumni by the end of summer 2011 Regular assessments and evaluations are

conducted within the program to measure learning and skill development

Estimated 88% retain their interest in pharmacy based on telephone interviews

Track the number of students who are offered and accept pharmacy technician jobs.

Lessons Learned Marketing to high school guidance

counselors is key. Curriculum is reviewed annually. Faculty need to teach to high school level. Great learning opportunity for student

Teaching Assistants Promotes the entire University and all its

programs

UAMS College of Pharmacy PCAT Prep Summer

ProgramRenee M. DeHart, PharmD, BCPS, FCCPAssociate Dean for Student Affairs and

Faculty Developmentrmdehart@uams.edu

Stimulus for the program

Lack of comprehensive test preparation opportunities viewed as a potential barrier for URM students’ successful application to the College of Pharmacy (COP)

Long-standing one-day PCAT prep workshop by the National Pharmacists Association of Arkansas (NPAA) at a local HBCU

Stimulus (Cont’d): Baseline

NumberMean composite

PCAT score

# (%) meeting our minimum

required PCAT score

URM applicants 47 45 35 (74.5%)

Non-URM applicants

235 65 218 (92.8%)

Purpose The UAMS College of Pharmacy’s mission to

improve the health of culturally diverse populations

NPAA’s desire to provide equal opportunity for PCAT preparation

The UAMS Center for Diversity Affairs’ (CDA) effort to recruit and retain URM students

Partnership of these 3 groups with support from Walgreens to establish our program

Description Eligibility Requirements

URM and/or Pell Grant eligible U of A residency/citizenship standards Preference for prior COP applicants

Academic Requirements 2.5 GPA (increased to 2.7 in 2010) Completion of Chemistry I/II and

Organic I w/ labs with at least C or better

At least 20 on ACT or PCAT (added 2010) Timeline

Application Cycle: April/May Program Cycle: May-Aug

2009: All sessions in Little Rock 2010: Sessions offered at other locations

and online

Session Topic

1Admissions & Financial planning

2Time Management, Professionalism

3Interview Preparation

4-18 Kaplan Sessions

19Networking Reception

Support Resources Fiscal: Walgreens, UAMS COP Personnel: CDA staff, NPAA & SNPhA

members, COP faculty & staff Space: meetings rooms with computer

access

Assessment

YearAverage

GPA

Average baseline PCAT

(range)

Average post-course PCAT

(range)

Students admitted to UAMS COP

2009 (n=14) 2.96 20.5 (3-47) 28.5 (4-74) 2

2010 (n=7) 3.25 36.2 (22-53) 53.6 (29-73) 3

2011 (n=7) 3.29 24.4 (21-26) Pending Pending

2009: 9 had score increases; 2 had decreases (3 without both scores available)2010: 5 had score increases (2 without both scores available)

Eligibility changes:2009: GPA > 2.5 and Org Chem I w/ grade of C or higher2010: GPA > 2.7, Org Chem I w/ grade of C or higher, and composite PCAT > 20

Take Home Collaboration among several

stakeholders is key Eligibility criteria should be carefully

evaluated Methods to enable full participation

should be considered with care

Acknowledgments Walgreens Corporation Stephanie F. Gardner, UAMS COP Dean Vivian Flowers, UAMS CDA Director of

Diversity Recruitment Otis Tyler, UAMS CDA Assistant Dean for

Diversity NPPA leadership and members Student members of SNPhA at UAMS

Panel Discussion

Contact InformationUniversity of KentuckyKelly M. Smith, PharmD ksmit1@email.uky.edu Associate Dean, Academic and Student AffairsKristan Vollman, PharmD Cand. kevoll2@uky.eduStephanie Wurth stephanie.wurth@uky.edu Director of Admissions and Student Diversity

UNC Eshelman School of Pharmacy Carla White Harris, RPh carla_whiteharris@unc.edu Director, Recruitment and Diversity Initiatives

Midwestern University Chicago College of PharmacyAvery Spunt, RPh, MEd, FASHP aspunt@midwestern.edu Associate Dean of Clinical Affairs

University of Arkansas for Medical Sciences College of PharmacyRenee M. DeHart, PharmD RMDehart@uams.edu Associate Dean for Student Affairs and Faculty Development