A comprehensive program to increase job satisfaction among pharmacy technicians.
A multifaceted personnel management and continuing education program specifically designed to provide job satisfaction for the pharmacy technician is described. Turnover among technicians is often higher than for other personnel categories. One interpretation of a high turnover rate is that it is a direct indication of job dissatisfaction and disillusionment on the part of technicians towards their career potential. Several approaches were initiated at the Rhode Island Hospital to increase job satisfaction among pharmacy technicians and to assist the pharmacy department in stabilizing this category to reflect a more satisfactory turnover rate. These were: (1) initiating a comprehensive continuing education program; (2) establishing a "career ladder" by developing an advanced level of pharmacy technicians; (3) incorporating technicians in a concept of participative management within the department; (4) increasing job responsibilities as new programs are developed; (5) rotating assignments and responsibilities to foster flexibility and interest. The programs enumerated have made a significant contribution toward increasing the stability and job satisfaction of the technician category. The success of the measures described is reflected in the average tenure of an individual in the technician category, which is 41.9 months.
D006746:Hospital Bed Capacity, 500 and over; D006801:Humans; D007318:Inservice Training; D007588:Job Satisfaction; D010563:Personnel Turnover; D010607:Pharmacy Service, Hospital / Q000458:organization & administration*; D010596:Pharmacy Technicians / Q000193:education*; D012237:Rhode Island