(Management Case Study) Prescription for Success: Implementation of a Pharmacy Technician Apprentice Program

Purpose: Pharmacy technician turnover rates within our health system are high (on average 26%), resulting in an ongoing need to recruit and train new technicians. Additional strain is placed on existing staff who are covering vacancies while training newly hired technicians. It is difficult to find experienced technicians given the national shortage, and new technicians may not understand the demands of the role. This case describes the development of a 30-day apprenticeship program, designed to allow individuals with no pharmacy experience to trial the technician role.

Methods: The technician apprentice program was approved by system pharmacy leadership and rolled out initially at one hospital within our 7-hospital system, and has since been rolled out to all hospitals within the system. For the first positions, marketing was primarily to vocational programs in the area and hospital employees working in other departments (i.e. environmental services, sterile processing, etc.). Positions are approved as temporary employees. Apprentices are paid employees, and the health system pays for their pharmacy technician registration.

Apprentices spend a month working side-by-side with our current pharmacy technicians. They are fully trained in some of the basic tasks of a pharmacy technician, such as ADC refills, and have the opportunity to observe more advanced areas, such as sterile compounding. This allows the apprentice to determine if a pharmacy technician position is a good fit for their career goals, and allows the pharmacy department to determine if the apprentice is a good fit for the department. Apprentices who make a good impression are considered first for open positions.

Results: Each posted apprentice position attracts 60+ applicants. To date, 13 apprentices have completed the program. Eight (62%) have accepted pharmacy technician positions within the health-system, ranging from per diem to full time. Upon hire, apprentices are invited to participate in an internal PTCB prep program.

Pharmacy departments have noted an easier ability to fill critical pharmacy technician positions, while removing barriers to hiring and training that exist due to inexperience. The program allows apprentices and pharmacy departments to form relationships and evaluate future opportunities together if desired. The temporary nature of the program also allows a parting of ways if the goals of the department and apprentice do not align.

Conclusion: A pharmacy technician apprentice program is well-received and can aid in recruitment and training of quality pharmacy technicians.