Ellinger Lara Kathryn, Trapskin Philip J, Black Raymond, Kotis Despina, Alexander Earnest
Clinical Assistant Professor, University of Illinois at Chicago College of Pharmacy , Chicago, Illinois.
Manager, Patient Care Services and Practice Advancement, University of Wisconsin Hospital and Clinics , Madison, Wisconsin.
Hosp Pharm. 2014 Apr;49(4):369-75. doi: 10.1310/hpj4904-369.
Leadership succession planning is crucial to the continuity of the comprehensive vision of the hospital pharmacy department. Leadership development is arguably the main component of training and preparing pharmacists to assume managerial positions. Succession planning begins with a review of the organizational chart in the context of the institution's strategic plan. Then career ladders are developed and key positions that require succession plans are identified. Employee profiles and talent inventory should be performed for all employees to identify education, talent, and experience, as well as areas that need improvement. Employees should set objective goals that align with the department's strategic plan, and management should work collaboratively with employees on how to achieve their goals within a certain timeframe. The succession planning process is dynamic and evolving, and periodic assessments should be conducted to determine how improvements can be made. Succession planning can serve as a marker for the success of hospital pharmacy departments.
领导力继任计划对于医院药学部门全面愿景的连续性至关重要。领导力发展可以说是培训和培养药剂师担任管理职位的主要组成部分。继任计划始于在机构战略计划的背景下审查组织结构图。然后制定职业阶梯并确定需要继任计划的关键职位。应为所有员工建立员工档案和人才库，以确定其教育背景、才能和经验，以及需要改进的领域。员工应设定与部门战略计划一致的目标，管理层应与员工合作，探讨如何在一定时间内实现这些目标。继任计划过程是动态且不断发展的，应定期进行评估，以确定如何进行改进。继任计划可以作为医院药学部门成功的标志。
