Strozyk W R, Underwood D A
Department of Pharmacy, Fort Sanders Regional Medical Center, Knoxville, TN 37916.
Am J Hosp Pharm. 1994 Mar 1;51(5):666-9.
The development and benefits of a career ladder for pharmacy technicians are described. A career ladder for technicians was implemented at a 575-bed community hospital in 1989 to provide incentives for technicians to improve their skills and take on additional responsibilities. The ladder consisted of four steps, each requiring additional years of experience, proficiency at specific skills, and involvement in specific departmental activities (e.g., maintaining floor-stock medications, preparing i.v. admixtures, and implementing new policies and procedures). Pay increases were given with each move up the ladder. At the start of the program, eight technicians were placed at level 2 and the remaining 16 were placed at level 1. Three years after the ladder was implemented, annual technician turnover had decreased from 33% to 15%. Employee surveys suggested increased job satisfaction among the technicians. Reassignment of tasks to technicians (e.g., maintaining narcotic distribution and coordinating daily purchasing activities) increased scheduling flexibility and helped provide an additional eight hours per week for pharmacist involvement in patient care activities. A pharmacy technician career ladder was associated with lower technician turnover, expansion of technicians' job responsibilities, and an increase in pharmacists' time for clinical activity.
本文描述了药学技术人员职业晋升阶梯的发展情况及带来的益处。1989年，一家拥有575张床位的社区医院实施了技术人员职业晋升阶梯计划，以激励技术人员提升技能并承担更多责任。该晋升阶梯分为四个级别，每个级别都要求有更多年的工作经验、特定技能的熟练掌握以及参与特定的部门活动（如管理病房常备药品、配制静脉混合液以及执行新政策和程序）。每晋升一级工资都会增加。在该计划开始时，8名技术人员被定为2级，其余16名被定为1级。实施晋升阶梯三年后，技术人员的年离职率从33%降至15%。员工调查显示技术人员的工作满意度有所提高。将任务重新分配给技术人员（如管理麻醉药品分发和协调日常采购活动）提高了排班灵活性，并为药剂师参与患者护理活动每周额外提供了8小时。药学技术人员职业晋升阶梯与较低的技术人员离职率、技术人员工作职责的扩大以及药剂师用于临床活动的时间增加相关。
