General Election 2019 – A bright future for pharmacy?

By Sandra Gidley, RPS President

The NHS has become a key political battlefield and is featuring prominently in party political manifestos. With the election just a week away, what’s being promised by the parties and what does the future hold for pharmacy?

No crystal ball

We want to ensure that the role of pharmacists and the wider profession in delivering safe and effective healthcare becomes a central tenet of health policy. Our manifesto sets out some of our key campaigns such as patient safety, medicine shortages and growing pressures on the workforce.

We want the next UK Government to invest in pharmacy to maximise its contribution to healthcare. We want to see patient access to medicines secured in a complex global market and a clear future relationship with the EU (and the rest of the rest of the world) to make this happen.

Greater investment in the training and education of pharmacists is also vital. We have made it clear that this should be a key element of any future workforce strategy. We also want to ensure that patients benefit from advances in medicines and therapies. With growing pressures on workforce, the next government must expand health and wellbeing support to pharmacists and all health professionals delivering NHS services.

Positive signs

The political party manifestos offer some hope in achieving our calls to action and for delivering on key issues that we have long campaigned for. Our call to scrap prescription charges in England in line with Scotland and Wales is being echoed in the current political battles. Recognition of the pharmacy workforce across the NHS and particularly in primary care has emerged as a key health policy issue. Acknowledgement of evidence-based medicines and harnessing the potential of new medicinal products is also featuring in political dialogue in the run up to the election.

For further information about the pledges being made on healthcare by the main political parties, please see our handy summary guide.

Your voice counts

The clock is ticking but there is still time to have your voice heard. Why not encourage election candidates to show their support for pharmacy by using the RPS general election toolkit? Get in touch with your local candidates and invite them to a pharmacy visit to discuss the future role of pharmacy. You could also get involved in the social media conversations about the election, look out for #votepharmacy.

This election is a vitally important one. It is crucial that the main political parties back and support pharmacists and pharmacy services. As a pharmacist, please do make your voice heard and together, lets create a bright future for pharmacy.  

General Election 2019 – The Party Manifestos

by Jonathan Bisby

Like with any general election, the NHS is always a key battleground. Promises on healthcare from the political parties in their recently published manifestos has grabbed headlines as they attempt to secure votes. Here are some of the main manifesto promises that the Conservatives, Labour, Liberal Democrats and other parties have made during this year’s election campaign:

Funding

Conservatives

  • £34 billion extra funding a year for the NHS by 2023-24
  • £750 million a year funding to provide 50,000 more nurses in the next parliament
  • Maintenance grants of between £5,000 and £8,000 a year for student nurses

Labour

  • A pledge to spend £28 for every pound that the Conservatives have pledged
  • Increase expenditure across the health sector by an average of 4.3% a year
  • A promise of a ‘lifetime cap’ on personal contributions towards care costs

Liberal Democrats

  • £7 billion additional funding to the NHS
  • A penny on income tax for the NHS and raise £35bn to spend on the NHS and social care
  • Bursaries for nursing students studying specialties where shortages are most acute

Access to services and medicines

Conservatives

  • Upgrades on six hospitals by 2025 and a commitment to start building new ones over the next decade
  • Free hospital parking in England for NHS staff and some patients
  • A commitment to make the UK the leading global hub for life sciences after Brexit and to work collaboratively internationally and with the EU on scientific research, including Horizon

Labour

  • Abolish prescription charges in England
  • Establish a generic drug company to improve fair prices on medicines
  • They have promised to stabilise overstretched A&E departments and improve stroke, heart disease and cancer survival rates by providing earlier diagnosis and improved screening rates
  • Progress the clinically appropriate prescription of medicinal cannabis

Liberal Democrats

  • £10 billion capital fund to upgrade facilities and equipment in hospitals and NHS buildings
  • A pledge to increase mental health services and provisions and reduce waiting times for these services by reforming the Health and Social Care Act and end what they call automatic tendering of health services
  • They will increase access to medicinal drugs on prescription, such as medicinal cannabis, drawing on international evidence to establish a clear evidence base for research in the UK

Workforce

Conservatives

  • A commitment to increase the number of GP posts from 3,500 to 4,000 from 2021/22 and create an extra 50 million appointments in general practice by 2024/25.
  • NHS Visa for trained nurses and other health professionals coming into the country to make it easier to enter, but no similar pledge to social care
  • Delivery of the NHS People Plan with a commitment to recruit 6,000 more health professionals into primary care, which includes pharmacists, retain skilled workers within the current workforce and improve staff morale

Labour

  • Pledge to ensure that community pharmacy is supported
  • They will increase of 5,000 fully qualifies GPs into the NHS
  • Create an NHS working environment that is ‘safe, flexible and free from harassment, bullying or violence’

Liberal Democrats

  • Retain free movement of workers by preventing the UK from leaving the European Union and supporting the current European GP workforce and attract more GPs to work in this country
  • End the shortfall of GPs by 2025, pharmacy was mentioned as a profession which they will make greater appropriate use of
  • Expand GP training places to 5,000 by the end of the next parliament

The Scottish National Party is calling for the next government to invest significantly in the NHS and have promised to boost Scotland’s budget for the NHS by £4 billion over the course of the next Parliament. They will also introduce the NHS Protection Act, which they say will protect the health service from any future trade deals in Scotland.

In Wales, Plaid Cymru are planning for an overhaul of healthcare and have pledged to provide 1,000 extra doctors, 5,000 nurses and 100 dentists to be trained and integrated into the Welsh NHS. They are also calling for free social care at the point of need for elder people in society, estimating that this will cost the Welsh Government £300 million a year. A 5% increase pledge in mental health spending over the next decade is also a significant announcement.

The Green Party have also announced that they will increase funding to the NHS by at least £6 billion each year until 2030 and ensure that mental health care is put on an equal footing with physical health care. They will add a further £1 billion a year into nursing education, as well as reinstating nursing bursaries for students.

We are calling for the political parties to support pharmacy. Take a look at the RPS General Election Toolkit and our general election blog. This is an opportunity for you to have your say and help make the voice of the profession heard.

The future is accessible

by Helen Reilly, Head of External Relations, RPS in Scotland

This International Day of People with Disabilities, I attended Inclusion Scotland’s The Future is Accessible 2019 event on behalf of RPS. I wanted to find out about the practical things that employers can do to help reduce the disability employment gap.  

In Scotland, data shows that in 2018 the employment rate for those classed as disabled under the Equality Act 2010 was 45.6 per cent which is significantly lower than the employment rate for non-disabled people (81.1 per cent). Scottish Government has committed to halving the disability employment gap by 2038.

Workplace benefits

By delivering more inclusive workplaces and improving employment practice for disabled people employers can secure a range of benefits. A more diverse workforce provides a wider perspective, offering insights for decision-making, and leading to the delivery of services that better meet the needs of all people.

At the event we heard from a number of employers about their positive experiences of recruiting an Inclusion Scotland intern and the benefits this brought to the whole team. We also heard from those with lived experience of the barriers faced by disabled people seeking employment. 

Kiana Kalantar-Hormozi, a previous intern from Evenbreak, told us ” The truth is that we’re innovators, creative-thinkers and problem solvers. So it’s time to rethink recruitment strategies to benefit your organisation – are you missing out on untapped talent?”

Small changes matter

There are some small and simple changes that organisations can make to their recruitment processes and ways of working to make their workplace more accessible for disabled employees. These include looking at working hours, increasing flexibility and offering interview support. 

There were also presentations from interns about their employment journeys and the opportunities that getting work experience opened up for them. Mags Moore of Sopra Steria saw their intern gain confidence and become a valued member of the team. 

She said, “There is an amazing talent pool waiting to get a foot on the employment ladder. You can give them that chance”.

Disability Confident

Diversity and inclusion is important at all levels in the workplace as it helps employees to feel accepted and valued. Staff who feel valued and supported are more likely to give their best and be motivated to be more productive, creative and innovative. This is why RPS has committed to improving how we recruit, retain and develop people with disabilities by signing up to the Disability Confident scheme, which supports employers to make the most of the talents people with disabilities can bring to the workplace.

Mags Moore told us that she believed that TEAM stands for Together Everyone Achieves More and I think this is a very fitting reflection of how diversity in the workplace benefits everyone.

Just started a new job? Or is work a bit tough? You might benefit from a mentor

By Prof Nina Barnett, FRPharmS

Mentoring is an excellent way of providing guidance and support for pharmacists at any time in their career, from being new to the profession or thinking of changing sector to dealing with difficult work situations or reflecting on the avenues open to maintain an optimal work-life balance.

Mentoring is often defined as a relationship in which a more experienced or more knowledgeable person helps a less experienced or less knowledgeable person. The activities involved can be varied and the scope can be wide. For example, the term can refer to a relationship in which the mentor provides guidance on development in general or on specific topics. It can also overlap with coaching, career guidance, support by peers and tutoring.

The term “mentoring” is sometimes used to describe the relationship between a tutor and tutee. The terminology can be confusing in pharmacy because for preregistration trainees, the tutor could be considered as a “qualification mentor” due to the regulatory requirement for guidance through a programme of study leading to a professional qualification. In addition, some trainees have both tutors and mentors.
In fact, mentors do not have to be experts or teachers. For example, peer mentoring relationships focus on mentee self-directed outcomes and the mentor is not a tutor but rather uses a facilitative approach to help mentees achieve their goals. Indeed, a pharmacist who is newly registered can be an effective mentor for a preregistration trainee because they will have recent experience of the preregistration year and of the examination.

Mentoring means different things to different people. To ensure a successful mentoring relationship, it is important understand the purpose of each mentoring relationship, both in relation to what the mentee wants to achieve and what the mentor can offer.

Mentoring is an excellent way of providing guidance and support for pharmacists at any time in their career, from being new to the profession or thinking of changing sector to dealing with difficult work situations or reflecting on the avenues open to maintain an optimal work-life balance.
Mentoring is often defined as a relationship in which a more experienced or more knowledgeable person helps a less experienced or less knowledgeable person. The activities involved can be varied and the scope can be wide. For example, the term can refer to a relationship in which the mentor provides guidance on development in general or on specific topics. It can also overlap with coaching, career guidance, support by peers and tutoring.

The term “mentoring” is sometimes used to describe the relationship between a tutor and tutee. The terminology can be confusing in pharmacy because for preregistration trainees, the tutor could be considered as a “qualification mentor” due to the regulatory requirement for guidance through a programme of study leading to a professional qualification. In addition, some trainees have both tutors and mentors.
In fact, mentors do not have to be experts or teachers. For example, peer mentoring relationships focus on mentee self-directed outcomes and the mentor is not a tutor but rather uses a facilitative approach to help mentees achieve their goals. Indeed, a pharmacist who is newly registered can be an effective mentor for a preregistration trainee because they will have recent experience of the preregistration year and of the examination.

Mentoring means different things to different people. To ensure a successful mentoring relationship, it is important understand the purpose of each mentoring relationship, both in relation to what the mentee wants to achieve and what the mentor can offer.

Benefits to mentees
Being mentored allows the mentee to improve their understanding of work issues and to be exposed to different approaches to dealing with them. The mentor can be used as a sounding board for ideas and, because the relationship and conversations are confidential, the mentee can speak freely without fear of repercussions.
Information can be disclosed privately to a mentor who, coming from a similar environment, will be able to understand and empathise. Alternatively, the mentee might choose to be mentored by someone in a different sector in order to expand their horizons.

One specialist pharmacist in mental health was mentored as a junior pharmacist and, said: “Mentoring provided me with support and practical advice on how to deal with challenging situations, and gave me an insight on how to develop my career path and make use of my strengths and weaknesses.”

Most people who have been mentored describe an increase in confidence as one of the key benefits. One pharmacist, prescriber in a senior hospital-based clinical role benefited from mentoring when they became a pharmacist prescriber, explained:

Although I was very confident and experienced as a pharmacist practitioner, I was new to pharmacist prescribing. I wanted a mentor for support and to guide me through training and in my role as a new prescriber… Through mentoring I was able to address the challenges of a new prescriber, which included defining my scope of practice in order to maximise patient contribution and ensuring my prescribing was safe and effective.”

As well as offering opportunities for self-learning, mentoring can also help mentees focus on their priorities. One pharmacist, with an existing career in across a range of pharmacy sectors contacted the RPS to find support with the career direction change. They said: “Over the years, I have found that those that are thriving (whether in professional or general life) have often been blessed with having had one or more mentors. I know I would not be where I am now if it were not for several folk who have actively invested in me over the years.”

Rewards for mentors
Mentors often express satisfaction in helping others to achieve their goals as well as enjoying the opportunity to give back to the profession. As a mentor, the satisfaction of seeing your mentee overcome difficulties and create the future they aspire to is extremely rewarding.
I have been fortunate throughout my career to be mentored, both formally and informally, by people who inspired me to achieve my potential and who supported me through the various challenges along the way. I am pleased to be able to mentor others in the hope that they will gain from it as much as I did.
In developing others, mentors also grow their own skills and may gain a different perspective on work. They also find that their confidence around addressing issues and in dealing with people from different backgrounds increases. Mentors do not necessarily need specific knowledge in the mentee’s area of practice (they might simply be required to ask questions to aid reflection and help the individual to self-solve problems) but some skills, such as the ability to question, listen and provide constructive feedback, are essential.

For both mentors and mentees, mentoring presents many opportunities for continuing professional development. The relationship promotes learning, commitment and motivation, all of which support completion of revalidation entries. Entries may include learning that results from meetings and discussions, providing and receiving support or feedback, and evaluating progress either as a mentor or mentee. Mentoring experiences can be used to identify or refine learning focus.

Support
Many professional organisations recognise the benefit of mentoring services and provide this service for their members. Most health-related royal colleges, such as nursing, psychiatry and obstetrics and gynaecology, offer mentorship to their respective students and trainees.
RPS has a mentoring platform which facilitates easy and appropriate matching of mentor to mentee. You need to decide what you would like a mentor to support you with. You can then select and approach a mentor based on their profile of skills and experience. Join the RPS platform today and find your perfect match.

Sign up www.rpharms.com/mentoring

Get your flu vaccination!

by Paul Bennett, RPS Chief Executive

I’ve had my seasonal flu vaccination – have you had yours?

It’s become part of my routine, and I make sure I get a flu jab every year. I get it to make sure I stay well, along with the people I come into contact with who may be vulnerable, my family and colleagues.

It’s a very sensible precaution because influenza is easy to pass on, even if you don’t show symptoms. It can have a devastating impact if it takes hold.  Every healthcare professional working with patients should get vaccinated – it’s not too late.

We often think of flu as something little more than a bad cold.  It’s so much worse than that, In 2018/19, there were an estimated 1,692 deaths associated with flu.

Flu has a legacy of tragedy behind it.  The 1918 influenza pandemic killed more than both WW1 and WW2 combined.

We experienced something, thankfully on a less devastating scale, in more recent times. Back in the last decade, the UK suffered as part of the outbreak of Pandemic H1N1/09 (or Swine flu as it became known).

At its peak there were estimated to be 110,000 active cases in a single week in the UK. This caused much disruption to the lives of many of us. I remember spending days planning for massive workforce disruption as part of the leadership team of my organisation at the time. Our challenge was to support ill colleagues while continuing to serve the patients who depended upon us. Maybe that’s why I take these things seriously.

The RPS supports the call for all healthcare professionals to be vaccinated. It’s just common sense and yet not enough do. And every year, the Chief Medical Officer and Chief Pharmaceutical Officers call on healthcare workers to be vaccinated. As the professional membership body for pharmacists, we must lead by example, and that’s why I encourage all our employees and members to do the same thing. Protect yourselves, your family and the rest of the population.

Working for you on workforce wellbeing

by Sandra Gidley, RPS President

The extent of workforce pressures on the mental health and wellbeing of pharmacists, pre-regs and students is shocking. 

When we asked you to tell us about your experiences in our workplace wellbeing survey in September, over a 1300 of you responded in a fortnight.  Thank you to everyone who shared their stories with us and our survey partner, the charity Pharmacist Support.

Pharmacists all over the country told us they are suffering from severe stress and burnout because of the pressures they are facing at work.

This is totally unacceptable.

The data you have provided us with is powerful. Our next step is to lobby governments, NHS and employers across Great Britain to make sure all pharmacists get equal access to wellbeing support.  At present, only those pharmacists employed directly by the NHS get access to help, alongside doctors and dentists, who get it regardless of where they work.  We are fighting for all of you to get the same support.

Key themes

Workplace pressure contributes significantly to poor mental health and wellbeing.  Some of the themes we’ve picked up include how poor mental health is not specific to one sector of practice, it can affect all pharmacists wherever they work.  A large proportion of respondents told us they are at a high risk of burnout.  Many of you have also said that you’re very concerned about the effects your stress has on patient safety. In addition, survey respondents feel that workplace pressures can cause people to disengage from their role, creating personal unhappiness and a less productive workforce.

Campaigning for you

Our lobbying work around this is now focusing on getting preventative measures in place and structured mental health and wellbeing services for all pharmacists. I’d go as far as saying that the NHS is at risk of creating workforce inequalities by providing support services for some staff and not others. We need to learn the lessons from the workforce pressures our GP and nurse colleagues have experienced, rather than make the same mistakes.

Next steps

In December we’ll be publishing a summary of the topline survey results and will provide a more detailed report in Spring 2020.  We’ll then hold a roundtable with key stakeholders to identify solutions to the problems raised in the survey.  We’ll continue to engage with you, the NHS and government to get equal access to the right support for the profession.

Confidential help

Remember, if you’re struggling to manage your wellbeing, you’re not alone.  Pharmacist Support – the profession’s charity – has free and confidential services that may help.  For information, a stress helpline, specialist advice, wellbeing workshops and online resources visit Pharmacist Support info@pharmacistsupport.org  or call 0808 168 2233.

How to ensure effective mentoring

Stephen Goundrey-Smith explains how pharmacists can benefit from mentoring and gives his recommendations for ensuring mentees and mentors get the most out of a mentoring relationship

Mentoring is a useful tool for those interested in career progression or simply anyone wanting support. 

Mentoring is a one-to-one relationship of professional development, usually between someone seeking professional progression and a more experienced practitioner. This could also include someone seeking to develop new expertise and a practitioner already active in that area.

Mentoring is different from coaching in that mentoring is concerned with professional development, rather than learning specific skills but many commentators argue that there is considerable crossover between the two.

Mentoring has been shown to have a positive impact on career development in healthcare, helping to improve confidence and interpersonal skills of mentors as well as mentees. It also improves career retention rates and work performance. Moreover, work among psychiatrists showed that mentoring greatly benefited professionals who worked in multidisciplinary teams or who were isolated from their peers in daily practice. Read the full article here

Find out more about RPS Mentoring and how it can help you.

Reducing antibiotic prescribing through system leadership

by Katie Perkins, Medicines Management Adviser Hastings & Rother Clinical Commissioning Group

At the end of 2018 I took on the role of CCG medicines management lead for antimicrobial prescribing (alongside promotion to Medicines Management Adviser and respiratory lead). I work across two CCGs which cover 43 GP practices.

RPS AMS training

The RPS AMS training programme became available at just the right time in terms of my new role and immediately before the start of our 2019/20 prescribing support scheme. I was already out and about talking to GPs about their antibiotic prescribing and in particular three out of the 10 practices that I look after were particular outliers for antimicrobial prescribing. The learning that I undertook as part of the course, particularly in Quality Improvement (QI) methodology was invaluable and we were given a brilliant opportunity to “try this out in practice” with tutor support.

My QI project

The QI project I chose was to reduce inappropriate prescribing of antibiotic rescue packs for COPD exacerbations and ultimately for this to help reduce the total number of antibiotic items (per STAR PU) prescribed by the practice.

I carried out a patient level search at the practice to identify people with COPD who were prescribed an antibiotic rescue pack on repeat prescription. 22 people were identified and 9 of these had received six or more courses in the preceding twelve months.

In preparation for presenting this to the practice I met with a nurse at another practice which had robust and effective processes in place for the issue and follow up of COPD rescue packs – this was helpful in ensuring that I had a realistic handle on what is reasonable to expect in practice.

I met with the four practice GPs, pharmacist and practice manager and presented them with the list of these patients. I asked them to review each one to determine if the antibiotic remains appropriate. I provided them with current national guidance from NICE on this area as well as our local formulary guidance.

Where an antibiotic rescue pack was appropriate, the GPs were asked to consider only prescribing this as an acute prescription (not on repeat) or, as a compromise, if they would prefer to keep them on repeat, to consider a maximum of two issues before the patient was reviewed. I was surprised that the practice agreed to move all prescriptions to acute and for all new rescue pack prescribing to be issued only on acute.

They also agreed to include instructions in the rescue pack directions for the person to contact the surgery when they started taking it. The practice already had a leaflet that they give out to people when they are first prescribed a rescue pack – they now aim to give this out more consistently.

Results and impact of my QI project

Before the QI project (February 2019) the practice was the highest prescriber of antibiotics in the CCG (total items/STARPU). The latest data from PrescQIPP (August 2019) shows that the practice has dropped to the 9th highest (out of 23 practices) and reduced their total antibiotic prescribing by 10%.

Practice bar charts Antibacterial items/STAR-PU showing 12 months rolling data to August 2019

This is likely to be in part due to the reduction in rescue pack prescribing but I suspect that the project may also have provided a renewed focus on reducing inappropriate antibiotic prescribing more generally.

Getting all the GPs and the practice pharmacist together and presenting the data to them face to face really got them thinking about the possible consequences of these repeat prescriptions. They all committed to reviewing these patients and they have changed their behaviour when it comes to managing COPD rescue pack prescribing.

Next Steps

As mentioned previously the response to my QI project proposal by the practice pleasantly surprised me and this has given me the confidence to roll the QI out to the other 42 practices across the CCGs. I also plan to look at other areas of repeat prescribing of antibiotics such as UTI prophylaxis and long term prescribing for acne and rosacea.

Find out more about our AMS training in England

Inclusion and diversity update

by Paul Bennett, RPS Chief Executive

As your professional body, we are now working towards an inclusion and diversity strategy for pharmacy that values difference. We want to recognise, celebrate and encourage all voices and experiences across pharmacy so we can better represent you and our patients.

I’ve had the pleasure of attending three recent events hosted by the RPS to engage with members on this really important issue. The first was a celebration during Black History Month of the BAME community’s contribution to pharmacy and we had fantastic contributions and insights shared on the day.

The second was an Inclusion & Diversity workshop which was a key milestone on the programme of work we’ve embarked on. Being authentic at work, and in turn being able to feel a sense of true belonging, is something that means so much to each of us individually and I’m keen to champion this here at the RPS. I’m a strong believer that you can only be your best self if you are allowed to be the person you truly are in your workplace, so this programme, under the guidance of our excellent Chair, Asif Sadiq MBE, will produce a strategy that we hope will resonate across the profession as well as within the RPS itself.

The third event I attended was the Retired Pharmacist Group of the RPS. It’s clear to me that older age does not mean a decline in drive, energy and enthusiasm for the profession (or for life!) and I came away feeling both inspired and thankful to have among our membership such passionate and professional people who we can all learn so much from. I do hope RPG members take up my invitation to become RPS Mentors!

Our recent I&D survey of members has highlighted that they wish us to do more in the areas of disability, race and age, and we’ll be looking at how we can do this most effectively. We’ve also got a timeline of our activity so you can track our progress.

My view is that we can only be effective at tackling I&D issues if we’re not afraid to hear about the problems and challenges faced and address them. This requires each of us to have the courage to speak up and commit to not walking past inappropriate activity where we see it. Those of us in a position to create the environment for concerns to be raised without fear should do everything we can to enable that to happen.

I said at our I&D workshop that at times I had been self-conscious as a white, middle aged, heterosexual male trying to engage in conversation about BAME and LGBT+ issues as it might be perceived that I had no credibility to do so. Having talked about this with many people, I now realise that I’m not alone in having that concern BUT that it’s better to share my perspective, understand it for what it is, listen to all the other perspectives and actively contribute to this vital agenda. No one individual can profess to speak on behalf of groups of others, as we each have a unique perspective – we are all individuals after all, even though we will identify with certain groups.

RPS can only have credibility in this space if we ‘walk the talk’. Part of our commitment is therefore to do what is right by publishing data that shows our performance as an employer striving to create equal opportunity. We already publish data on our gender pay gap here at RPS and in future I am committing that we will also publish data on ethnicity and pay. We are not required by law to do either but it’s simply the right thing to do, as we believe we should lead by example.

I encourage you to engage with this discussion about inclusion and diversity whenever and wherever you can and to champion everyone’s right to be their authentic self in the workplace. Being authentic, feeling comfortable with who we are and bringing a diversity of perspectives and views to work will enrich the RPS and help us deliver the best possible support for our members, whatever their age, race, gender or sexuality.

Mentoring – a role for retired pharmacists

by Theresa Rutter, FFRPS FRPharmS

Most of us will have done some mentoring and many like me will have no formal qualification. I became interested after being mentored years ago by a non-pharmacist working towards a formal mentoring qualification. I found the process so useful that I wondered why it wasn’t embedded within the profession as a self-development tool.

Mentoring as a retired pharmacist

We retired pharmacists have the experience and skills to support the self-development of pharmacists at all stages of their career.

I started to mentor before retiring and have continued since with up to 6 mentees at varying intervals. They work in different sectors and levels of seniority.

Their areas of focus have included leadership, effective team work, staff management, prioritising, change management, problem solving, negotiating, influencing and work life balance.

The competencies (in the Advanced Pharmacy Framework) relating to these generic skills do not go past their expiry date.

I’ve found that career progression often means that mentees come to value satisfaction about their performance and recognition more highly.

Feedback from my mentees about their experience of mentoring

  • Mentoring provides a safe space and encourages them to explore options and find solutions to challenges
  • Retirees may have more time & flexibility to fit round the working hours of mentees
  • The empathetic relationship helps them to be honest about problems and areas for self-improvement
  • The sessions give them head space for reflection and creative thinking

What’s in it for mentors?

  • Stimulates neuronal pathways (use it or lose it)
  • The opportunity to share expertise and see mentees thrive is rewarding
  • It’s always good to get positive feedback

How you can get involved in mentoring?

It’s easy to sign up – RPS has launched a new mentoring platform which facilitates easy and appropriate matching of mentor to mentee. You need to reflect on the skills you can offer to the mentees, complete your profile and then keep an eye on your emails for requests from potential mentees, which you can either accept or decline.

For mentees, the same principles apply. They need to reflect on what they would like to get from a mentoring relationship and once registered can select a mentor based on their preferred profile of skills and experience, interest and local area (optional).

Sign up at www.rpharms.com/mentoring