Craig S A, Clark T
University of Texas M.D. Anderson Cancer Center, Houston.
Am J Hosp Pharm. 1988 Dec;45(12):2503-6.
Pharmacy directors at large hospitals nationwide were surveyed to determine the status of professional-development and continuing-education programs for staff pharmacists at their institutions. An 18-item questionnaire was developed and mailed in July 1987 to pharmacy directors of 445 large (bed capacity of greater than or equal to 450) hospitals. The questionnaire was designed to elicit information about who holds responsibility for the professional-development programs, the programs' frequency and format, how attendance is documented, and the types of individuals who present the programs. A total of 327 (73.5%) of the questionnaires were returned, with 256 (78.3%) of the respondents indicating that their department had some form of developmental-training program. Only 45 (17.6%) of these respondents indicated that their department employed an individual whose job title was specific for education or training functions. Hour-long lectures and videotaped programs were the most popular formats; programs were most frequently presented by pharmaceutical sales representatives or clinical or staff pharmacists. Of 251 respondents, only 90 (35.8%) indicated that an educational needs assessment of pharmacists had been conducted in the 18 months before the survey. Of 252 respondents, 138 (54.8%) indicated that their departments had no annual budget for these programs. Although program attendance was documented by 248 (97.3%) of the 256 departments, 111 (43.3%) did not require any type of certification for some programs. Evaluations were required by only 127 (49.6%) of the 256 pharmacy departments offering these programs. Inhouse programs offer opportunities for professional development, but resource allocation, program organization, and incentives for participation such as standards of performance could be improved in many of the programs explored by this survey.
对全国大型医院的药房主任进行了调查，以确定其所在机构中药剂师的专业发展和继续教育项目的状况。1987年7月，一份包含18个项目的调查问卷被寄给了445家大型（床位容量大于或等于450张）医院的药房主任。该问卷旨在获取有关谁负责专业发展项目、项目的频率和形式、出勤如何记录以及授课人员类型等信息。共收回327份问卷（73.5%），其中256位受访者（78.3%）表示其所在部门有某种形式的发展培训项目。这些受访者中只有45位（17.6%）表示其所在部门雇佣了专门负责教育或培训职能的人员。时长一小时的讲座和录像节目是最受欢迎的形式；授课人员大多是药品销售代表或临床药师或在职药师。在251位受访者中，只有90位（35.8%）表示在调查前的18个月内对药剂师进行过教育需求评估。在252位受访者中，138位（54.8%）表示其所在部门没有这些项目的年度预算。虽然256个部门中有248个（97.3%）记录了项目出勤情况，但111个（43.3%）部门对某些项目并不要求任何形式的认证。在提供这些项目的256个药房部门中，只有127个（49.6%）要求进行评估。内部项目提供了专业发展的机会，但在本次调查所涉及的许多项目中，资源分配、项目组织以及诸如绩效标准等参与激励措施都有待改进。
