USPHS Pharmacist Readiness Training Program (PRTP) CAPT Mike Montello CDR Laura Pincock 11/24/08 1

Background Preparedness Training is a Requirement –Katrina After Action Report; S3678 Pandemic and All Health Hazards Preparedness Act; National Response Framework (NRF); National Incident Management System (NIMS) HHS OIG Findings – Current readiness training insufficient PPM , Extension of Manual Circular 377 –FY’ % of Pharmacists meet or exceed OFRD Basic Readiness standards Questions –How to close the remaining gap? –Where do we go from here? (i.e. approach, format, resources, topics) 2

Proposal Develop and Implement a Pharmacist Readiness Training Program (PRTP) consistent with: –OFRD & Transformation Life-Cycle training initiatives –NRF Requirements 3

Objective of Program Increase and enhance the readiness and preparedness skills of all PHS pharmacists –By extension, improve readiness of PHS and our Nation Balance requirements of –Federal guidelines for response training with –Unique requirements of Commissioned Corps 24 of 27 missions NOT under ESF8 in FY’08 Provide a model for other PHS categories and civilians Consistent with OFRD, ASPR & Transformation training initiatives 4

OFRD Mega-Competencies (4) Core Multi-disciplinary Mega- Competencies Personal character; Communication; Mental agility; Cultural awareness. (2) Category Specific Mega-Competencies Preeminent Field Skills Professional Astuteness Mega-competencies include multi-tiered experience levels –Not demonstrated; Novice; Knowledgeable; Proficient; Expert 5

Initial PRTP Workgroup Approach Curriculum Centric Target OFRD Category Specific Mega- competencies –Preeminent Field Skills & Professional Astuteness Identify/Develop –Basic Tenets of Program (Balanced, Comprehensive, Flexible, Incentives) –Nomenclature to describe curriculum –Challenges to implementation –General training categories & topics 6

Developed a solution without clearly identifying the need Skipped 1st step: Must identify Pharmacist Roles and Competencies before we build a Curriculum 7

Pharmacist Readiness Roles General Concepts Limited to Pharmacy Centric Roles Did NOT include multi-disciplinary roles that pharmacists might have skills to fill Developed Clinical and Non-clinical positions Readiness roles often based on ‘traditional’ pharmacist roles (i.e. Ambulatory Care) Some Readiness roles are truly unique –WMD/Pandemic Pharmacist 8

What’s the difference between a ‘Traditional’ and a ‘Readiness’ Pharmacist? Readiness Pharmacists must consider ‘Crisis Factors’ (CF) such as: –Narrow and/or evolving formularies; –Exacerbation of adverse reaction risk; –Reduced patient compliance; –Limited access to diagnostic and monitoring tools; –Providers working out of area of expertise; –Prepare for the unexpected. 9

Pharmacist Readiness Clinical Roles Types: –Ambulatory Care Readiness Pharmacist Entry level – equivalent to National Response Framework (‘Pharmacist’) –Pharmacotherapy Readiness Pharmacist –Critical Care Readiness Pharmacist Relationship between Pharmacist Readiness Clinical roles: –Natural progression between clinical roles but each role should be considered independently 10

Pharmacist Readiness ‘Other’ Roles Types: –WMD/Pandemic Readiness Pharmacist –Pharmacy Readiness Logistician –Pharmacist Readiness Manager No relationship between Pharmacist Readiness ‘Other’ roles. –Pharmacist Readiness Manager should have a general understanding of all Pharmacist Readiness roles 11

Each Pharmacist Readiness role includes: Description of duties Typical practice setting Competencies necessary to fulfill role Proficiency level required to be both minimally and fully qualified –Consider adding a mid-level proficiency (i.e. > minimal but < fully qualified) 12

Competency Categories Clinical Operations Communication Public Health Management 13

Next Steps Independent review of both: –Original ‘Curriculum Centric’ proposal –New ‘Roles and Competencies’ proposal Link proposals. –Bridge curriculum to competencies (i.e., which training program is geared towards which competency) Develop short and long range implementation plan Develop transition plan (i.e., Rules to ‘Grandfather’ current officers) Continue to collaborate with OFRD and Transformation Identify new PRTP Champions 14

Questions/Comments? 15