OBJECTIVE: To evaluate the acceptability and validity of an adapted version of the General Level Framework (GLF) as a tool to facilitate and evaluate performance development in general pharmacist practitioners (those with less than 3 years of experience) in a Singapore hospital. METHOD: Observational evaluations during daily clinical activities were prospectively recorded for 35 pharmacists using the GLF at 2 time points over an average of 9 months. Feedback was provided to the pharmacists and then individualized learning plans were formulated. RESULTS: Pharmacists' mean competency cluster scores improved in all 3 clusters, and significant improvement was seen in all but 8 of the 63 behavioral descriptors (p ≤ 0.05). Nonsignificant improvements were attributed to the highest level of performance having been attained upon initial evaluation. Feedback indicated that the GLF process was a positive experience, prompting reflection on practice and culminating in needs-based learning and ultimately improved patient care. CONCLUSIONS: The General Level Framework was an acceptable tool for the facilitation and evaluation of performance development in general pharmacist practitioners in a Singapore hospital.
OBJECTIVE: To evaluate the acceptability and validity of an adapted version of the General Level Framework (GLF) as a tool to facilitate and evaluate performance development in general pharmacist practitioners (those with less than 3 years of experience) in a Singapore hospital. METHOD: Observational evaluations during daily clinical activities were prospectively recorded for 35 pharmacists using the GLF at 2 time points over an average of 9 months. Feedback was provided to the pharmacists and then individualized learning plans were formulated. RESULTS: Pharmacists' mean competency cluster scores improved in all 3 clusters, and significant improvement was seen in all but 8 of the 63 behavioral descriptors (p ≤ 0.05). Nonsignificant improvements were attributed to the highest level of performance having been attained upon initial evaluation. Feedback indicated that the GLF process was a positive experience, prompting reflection on practice and culminating in needs-based learning and ultimately improved patient care. CONCLUSIONS: The General Level Framework was an acceptable tool for the facilitation and evaluation of performance development in general pharmacist practitioners in a Singapore hospital.
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Keywords:
General Level Framework; Singapore; assessment; competency; hospital pharmacy; pharmacist; professional development
Authors: S T McMullin; J A Hennenfent; D J Ritchie; W Y Huey; T P Lonergan; R A Schaiff; M E Tonn; T C Bailey Journal: Arch Intern Med Date: 1999-10-25
Authors: Jeffrey Atkinson; Antonio Sánchez Pozo; Dimitrios Rekkas; Daisy Volmer; Jouni Hirvonen; Borut Bozic; Agnieska Skowron; Constantin Mircioiu; Roxana Sandulovici; Annie Marcincal; Andries Koster; Keith A Wilson; Chris van Schravendijk; Roberto Frontini; Richard Price; Ian Bates; Kristien De Paepe Journal: Pharmacy (Basel) Date: 2016-06-15