Joshua N Raub1, Taylor M Thurston2, Anna D Fiorvento2, Ryan P Mynatt2, Suprat S Wilson2. 1. Joshua N. Raub, Pharm.D., BCPS, is Assistant Program Director, Postgraduate Year 1 (PGY1) Pharmacy Practice Residency, and Clinical Pharmacist Specialist, Internal Medicine, Department of Pharmacy Services; Taylor M. Thurston, Pharm.D., is PGY1 Pharmacy Practice Resident; Anna D. Fiorvento, Pharm.D., is PGY1 Pharmacy Practice Resident; Ryan P. Mynatt, Pharm.D., BCPS (AQ-ID), is Clinical Pharmacist Specialist, Infectious Diseases, and Program Director, Postgraduate Year 2 (PGY2) Infectious Diseases Residency; and Suprat S. Wilson, Pharm.D., BCPS, is Pharmacy Coordinator, Emergency Medicine Services, and Program Director, PGY2 Emergency Medicine Residency, Detroit Medical Center, Detroit Receiving Hospital, Detroit, MI. jraub@dmc.org. 2. Joshua N. Raub, Pharm.D., BCPS, is Assistant Program Director, Postgraduate Year 1 (PGY1) Pharmacy Practice Residency, and Clinical Pharmacist Specialist, Internal Medicine, Department of Pharmacy Services; Taylor M. Thurston, Pharm.D., is PGY1 Pharmacy Practice Resident; Anna D. Fiorvento, Pharm.D., is PGY1 Pharmacy Practice Resident; Ryan P. Mynatt, Pharm.D., BCPS (AQ-ID), is Clinical Pharmacist Specialist, Infectious Diseases, and Program Director, Postgraduate Year 2 (PGY2) Infectious Diseases Residency; and Suprat S. Wilson, Pharm.D., BCPS, is Pharmacy Coordinator, Emergency Medicine Services, and Program Director, PGY2 Emergency Medicine Residency, Detroit Medical Center, Detroit Receiving Hospital, Detroit, MI.
Abstract
PURPOSE: The implementation and outcomes of a pharmacy residency mentorship program are described. SUMMARY: The mentorship program at the Detroit Medical Center was formally implemented during the residency orientation period in 2013. Residents had up to two months after the start of the residency to choose a mentor, which we believed was an adequate amount of time to meet all members of the department of pharmacy. One year after implementation of the mentorship program, an anonymous survey was administered to all 16 residents to gather feedback about the mentorship program. Eleven (70%) of the 16 residents completed the survey. A majority agreed that having a mentor was a beneficial aspect of their residency training, often citing their mentor as integral in their career planning and helpful in balancing their personal and professional lives. Further, 91% (n = 10) of the respondents indicated that they planned on remaining in contact with their mentor after their residency. Nearly half of the residents met multiple times per month or weekly. All respondents stated that their mentor was available and accessible when needed. The year after program implementation, all residents were either offered a position for employment or matched to a residency before the completion of the residency. Although the mentors were not assessed with an anonymous survey, there continues to be overwhelming support for the continuation and improvement of the program as part of residency training. CONCLUSION: Implementation of a mentorship program during residency training was viewed as beneficial for personal and professional development by many of the residents.
PURPOSE: The implementation and outcomes of a pharmacy residency mentorship program are described. SUMMARY: The mentorship program at the Detroit Medical Center was formally implemented during the residency orientation period in 2013. Residents had up to two months after the start of the residency to choose a mentor, which we believed was an adequate amount of time to meet all members of the department of pharmacy. One year after implementation of the mentorship program, an anonymous survey was administered to all 16 residents to gather feedback about the mentorship program. Eleven (70%) of the 16 residents completed the survey. A majority agreed that having a mentor was a beneficial aspect of their residency training, often citing their mentor as integral in their career planning and helpful in balancing their personal and professional lives. Further, 91% (n = 10) of the respondents indicated that they planned on remaining in contact with their mentor after their residency. Nearly half of the residents met multiple times per month or weekly. All respondents stated that their mentor was available and accessible when needed. The year after program implementation, all residents were either offered a position for employment or matched to a residency before the completion of the residency. Although the mentors were not assessed with an anonymous survey, there continues to be overwhelming support for the continuation and improvement of the program as part of residency training. CONCLUSION: Implementation of a mentorship program during residency training was viewed as beneficial for personal and professional development by many of the residents.