Plumbing the Pharmacy Pipeline Career Pathways Programs to Cultivate Interest in Pharmacy Careers

1. Plumbing the Pharmacy PipelineCareer Pathways Programs to Cultivate Interest in Pharmacy Careers

2. Participants University of Kentucky Kelly M. Smith, PharmD, BCPS, FASHP, FCCP ksmit1@email.uky.edu • Associate Dean, Academic and Student Affairs Kristan Vollman, PharmD Candidate kevoll2@uky.edu Stephanie Wurth stephanie.wurth@uky.edu • Director of Admissions and Student Diversity UNC Eshelman School of Pharmacy Carla White Harris, RPh carla_whiteharris@unc.edu • Director, Recruitment and Diversity Initiatives Midwestern University Chicago College of Pharmacy Avery Spunt, RPh, MEd, FASHP aspunt@midwestern.edu • Associate Dean of Clinical Affairs University of Arkansas for Medical Sciences College of Pharmacy Renee M. DeHart, PharmD, BCPS, FCCP RMDehart@uams.edu • Associate Dean for Student Affairs and Faculty Development

3. Session Overview • Pressures to successfully recruit students to Pharmacy • Continuing innovations in long-term efforts to prime the pipeline • Case studies from peer institutions • Panel discussion

4. Pharmacy Student Recruiting: A Competitive Sport Stephanie D. Wurth Director of Admissions and Student Diversity University of Kentucky College of Pharmacy Lexington, Kentucky

5. Recruitment Challenges: Pharmacy as a Career • Pharmacy as a career option/career exploration • What the patient sees in the pharmacy versus what the pharmacist does

6. Recruitment Challenges: Competition • Number of pharmacy schools • 2000-2010: • U.S. population rose by 9.7% • Number of pharmacy schools increased by 50% to 120* • Competition for targeted students • Tuition rates • Value • Workforce/Economic Trends • Rural versus urban settings • Oversupply of pharmacists has reduced wages by 20% nationally* * Mayer, F.S. Drug Topics, 2011.

7. Recruitment Challenges: Diversity • Underrepresented populations • University • Colleges of Pharmacy Nationally • Less than 37% of PharmD graduates are underrepresented minorities - more than half of those are Asian/Pacific Islanders* • Healthcare/Faculty/Mentors • Importance of early introduction to pharmacy and mentors *Chisholm , M.A. American Journal of Pharmaceutical Education, 2004.

8. Pharmacy Career Development Programs: Keeping Score Kristan Vollman PharmD Candidate (Class of 2012) University of Kentucky College of Pharmacy Lexington, Kentucky

9. Objectives • Environmental scan of US Colleges of Pharmacy (COP) to determine: • Prevalence • Specific characteristics • Conduct an environmental scan of US Colleges of Pharmacy (COP) to determine: • The prevalence of pharmacy-specific career pipeline programs. • The specific characteristics of each pharmacy-specific career pipeline program. • Conduct an environmental scan of US Colleges of Pharmacy (COP) to determine: • The prevalence of pharmacy-specific career pipeline programs. • The specific characteristics of each pharmacy-specific career pipeline program.

10. Methods • Website of ACPE-accredited college or sponsoring institution • Search terms used were: • Pharmacy camp • Pharmacy enrichment • Health camp • Pre-health camp • Health career camp • Summer science camp • Programs not pharmacy-specific were excluded

11. Results • 120 ACPE-accredited COPs – September 2010 • Pharmacy-specific programs: 19 (16%) • Target audience • High school students (89%) • Application components • Application required: 13 (68%) • At least one letter of recommendation: 11 (58%) • GPA component: 7 (19%)

12. Results • Program components • Hands-on activities: 14 (74%) • Others: career panel, shadowing, research • Program duration • < 7 days: 10 (52%) • > 1 month: 5 (26%)

13. Limitations • Website only • Single point in time • “Pipeline” not included in search terms • Target audience

14. Implications • Further assessment of effectiveness as recruitment tool • Tool for implementation of pipeline program

15. Carolina Pharmacy Leadership, Excellence and Development (LEAD) Program Carla White Harris Director of Recruitment, Development and Diversity Initiatives

16. LEAD 2011 Demographics • Established in 2009 • Model for inclusive excellence • Exploratory and preparatory program • Develop innovative recruitment strategy for fostering diversity “Conversing with my peers, I discovered, each student was searching for the directional pathway for admission to pharmacy school and longing to quench the fear and curiosity of what it would be like to attend the program in the future. Thank you and the staff (Office of Recruitment, Development and Diversity Initiatives), who quenched our thirst and offered a pathway.”

17. LEAD 2011 Description • Held annually over a two day period, for high school and college students • Selection process based on leadership potential, academic performance, and community engagement • Exposure to a host of contemporary, relevant and interactive activities focused on enhancing leadership and fostering professional development “Overall, the event was very informative; I have learned a great deal about pharmacy school admission, professionalism, and the different types of pharmacy professions.”

18. Resources • Corporate sponsorship • Team approach • Facilities “I would like to thank Carla White Harris and the entire office of recruitment development and diversity initiatives for allowing me the opportunity to be involved in such a beautiful and well organized and informative program.”

19. Impact “The day event was inspiring and motivational being surrounded with such knowledgeable students, faculty and staff.”

20. Impact

21. Lessons Learned • High levels of school and community engagement significantly increases the ability to expand outreach to prospective students • A strong commitment through administrative leadership, attitudes and beliefs of students, faculty, alumni, and innovative program development must be in place to provide the foundation necessary to guide a results oriented process • A dynamic and well-developed program ensures a sustained recruitment effort “Prior to attending the program, I was unclear of exactly what opportunities the pharmacy degree had to offer but the program gave me significant knowledge and understanding of the many areas in which a pharmacist could be involved with society.”

22. Career Explorers Program Avery Spunt Associate Dean for Clinical Affairs Midwestern University

23. Genesis • Response to national pharmacist and pharmacy technician shortage in 1999. • First program offered in 2000 with the partnership of Walgreens. • Expanded in 2001 with the additional partner of Jewel-Osco • Expanded in 2009 to included hospital component with support of federal grant.

24. Original Purpose • Increase the number of students applying to pharmacy schools • Increase the number of students applying to MWU CCP • Increase the number of trained pharmacy technicians in the Chicago land area • Increase the number of pharmacists in the U.S.

25. Description • Six week summer program • Monday-Friday, 6-8 hours per day • Integrated campus-based learning activities and experiential learning at a community or hospital pharmacy • College faculty and community and hospital preceptors • One faculty serves as Program Manager with the support of two student teaching assistants • Students receive stipend for completing program

26. Eligibility • Completed junior or senior year in high school • 16 years or older • Minimum cumulative grade point average of 3.0 or in top 30% of class • Good verbal communication skills • Applicant pool has grown from 80 in 2000 to 192 in 2011

27. Support • Annual funding from Walgreens and Jewel-Osco to support student stipends and operations, including student TA salaries • College in-kind support for faculty • University support for in-direct costs

28. Assessment • 603 CEP alumni by the end of summer 2011 • Regular assessments and evaluations are conducted within the program to measure learning and skill development • Estimated 88% retain their interest in pharmacy based on telephone interviews • Track the number of students who are offered and accept pharmacy technician jobs.

29. Lessons Learned • Marketing to high school guidance counselors is key. • Curriculum is reviewed annually. • Faculty need to teach to high school level. • Great learning opportunity for student Teaching Assistants • Promotes the entire University and all its programs

30. UAMS College of Pharmacy PCAT Prep Summer Program Renee M. DeHart, PharmD, BCPS, FCCP Associate Dean for Student Affairs and Faculty Development rmdehart@uams.edu

32. Stimulus for the program • Lack of comprehensive test preparation opportunities viewed as a potential barrier for URM students’ successful application to the College of Pharmacy (COP) • Long-standing one-day PCAT prep workshop by the National Pharmacists Association of Arkansas (NPAA) at a local HBCU

33. Stimulus (Cont’d): Baseline

34. Purpose • The UAMS College of Pharmacy’s mission to improve the health of culturally diverse populations • NPAA’s desire to provide equal opportunity for PCAT preparation • The UAMS Center for Diversity Affairs’ (CDA) effort to recruit and retain URM students • Partnership of these 3 groups with support from Walgreens to establish our program

35. Description • Eligibility Requirements • URM and/or Pell Grant eligible • U of A residency/citizenship standards • Preference for prior COP applicants • Academic Requirements • 2.5 GPA (increased to 2.7 in 2010) • Completion of Chemistry I/II and Organic I w/ labs with at least C or better • At least 20 on ACT or PCAT (added 2010) • Timeline • Application Cycle: April/May • Program Cycle: May-Aug • 2009: All sessions in Little Rock • 2010: Sessions offered at other locations and online

36. Support Resources • Fiscal: Walgreens, UAMS COP • Personnel: CDA staff, NPAA & SNPhA members, COP faculty & staff • Space: meetings rooms with computer access

37. Assessment 2009: 9 had score increases; 2 had decreases (3 without both scores available) 2010: 5 had score increases (2 without both scores available) Eligibility changes: 2009: GPA > 2.5 and Org Chem I w/ grade of C or higher 2010:GPA > 2.7, Org Chem I w/ grade of C or higher, and composite PCAT > 20

38. Take Home • Collaboration among several stakeholders is key • Eligibility criteria should be carefully evaluated • Methods to enable full participation should be considered with care

39. Acknowledgments • Walgreens Corporation • Stephanie F. Gardner, UAMS COP Dean • Vivian Flowers, UAMS CDA Director of Diversity Recruitment • Otis Tyler, UAMS CDA Assistant Dean for Diversity • NPPA leadership and members • Student members of SNPhA at UAMS

40. Panel Discussion

41. Contact Information University of Kentucky Kelly M. Smith, PharmD ksmit1@email.uky.edu • Associate Dean, Academic and Student Affairs Kristan Vollman, PharmD Cand. kevoll2@uky.edu Stephanie Wurth stephanie.wurth@uky.edu • Director of Admissions and Student Diversity UNC Eshelman School of Pharmacy Carla White Harris, RPh carla_whiteharris@unc.edu • Director, Recruitment and Diversity Initiatives Midwestern University Chicago College of Pharmacy Avery Spunt, RPh, MEd, FASHP aspunt@midwestern.edu • Associate Dean of Clinical Affairs University of Arkansas for Medical Sciences College of Pharmacy Renee M. DeHart, PharmD RMDehart@uams.edu • Associate Dean for Student Affairs and Faculty Development