Introduction: Role extension for all sectors of the pharmacy workforce is integral to the objectives of the NHS Plan. The West Midlands pharmacy workforce survey,1 provided information on pharmacist aspirations. We report findings for hospital and community technicians. The data comes from a pharmacy workforce audit of all 13 PCTs and five hospitals in Essex, conducted in Summer 2003.

Methods: The hospital/PCT audit tool was based on the West Midlands survey, and piloted at a hospital outside Essex. The community pharmacy tool was developed separately, but addressed similar issues. Community audit: Questionnaires were sent to all 283 registered pharmacies in Essex, with letter and telephone follow-up. Contractors provided names of second pharmacists, locums and dispensers. The pharmacy response rate was 98.6%. Hospital/PCT audit: All salaried pharmacy staff (pharmacists, technicians and others) were sent a confidential questionnaire which was returned directly to IS. There was one reminder. The total response rate was 84%.

Results: Some 121 hospital technicians (89% female; 62% under 40) and 135 community pharmacy dispensers (97% female; 45% under 40) responded. In community, 74% were already involved, or wanted to be involved, in prescription accuracy checking and repeat prescribing. They wanted greater responsibility and recognition, and more patient involvement and were interested in working more closely with other professional groups. Nearly two-thirds (62%) wanted a further qualification to carry out new services and 31% thought that taking on new roles would prevent them decreasing their hours.

Overall, 65% of hospital technicians did dispensary work; the majority (46%) combined this with a variety of other roles. Seventeen (11.5%) listed clinical specialties, from burns to mental health. Three specifically mentioned medicines management, and one was taking admission drug histories, assessing patients own drugs and writing up drug charts. Comments on training needs included "clinical training for pharmacy techs" and courses which would enable "technicians to become pharmacists". A third said they would like training in medication reviews; 40% wanted research skills training and 13% wanted to do a clinical diploma. Not all were ambitious but many wanted "the chance to develop myself". They thought that greater opportunities for training and career progression and/or a change in role would keep them with their present employers.

Conclusions: The community and hospital pharmacy technician workforce wants to "skill up" and extend their role. New training schemes need to be developed to allow them to learn new skills and fit them for the opportunities that lie ahead. There is a need for fully funded learning time, within the normal working day.

Reference
1. Blenkinsopp A, Boardman H , Jesson J, Wilson K. A pharmacy workforce survey in the West Midlands (2). Pharm J 2000; 264: 105-8.