All areas of the healthcare industry experience high turnover, and pharmacy technicians are no different. The turnover rate for these employees is more than 20 percent and the vacancy rates are as high as 40 percent, according to the American Society of Health-System Pharmacists. Furthermore, estimates show turnover costs at $25,000 to $35,000 per technician lost.
This shortage has added to the healthcare industry burden, leading to increased workload for pharmacists who are left to perform technician tasks. More than just a staffing issue, this is a systemic challenge requiring immediate, long-term solutions. According to a National Community Pharmacists Association survey, more than 70 percent of pharmacies struggle to fill staff positions, particularly for pharmacy tech roles and front-end staff members.
One way to alleviate the burden of staffing is to partner with a Philadelphia PA staffing firm that has access to a national network of healthcare professionals, including pharmacists and technicians. Today we will take a look at the domino effect of pharmacy technician staffing.
Solutions to the Pharmacy Technician Staffing Shortages
From higher pay to more defined career paths, there are a few solutions that could address the pharmacy tech staffing shortages. Getting the proper recruitment help is a positive first step.
Higher Pay
The shortage of qualified pharmacy technicians is increasingly becoming a concern in the industry. Even major pharmacy chains are reducing their hours due to staffing challenges, which has a widespread effect across the sector. Pharmacy technician salaries have been flatlining for a while now, yet the cost of living has increased dramatically, forcing many to leave the profession.
The problem is, more and more pharmacy technicians are leaving their roles for less demanding and better-paying jobs. In turn, this is forcing pharmacists to take on additional technician duties, which leads to higher levels of burnout. According to the American Society of Health-System Pharmacists (ASHP), about 97 percent of pharmacy administrators rely on overtime, while 89 percent ask pharmacists to step in to perform technician tasks.
These solutions are not cost-effective and they are definitely not sustainable. The focus of a pharmacist should be on patient care and clinical outcomes rather than routine tasks such as medication preparation and inventory management. These are areas that should be covered by technicians.
One way to address this issue is to recruit, train, and retain pharmacy technicians by increasing their pay. The U.S. Bureau of Labor Statistics says that the median pay for pharmacy techs is $40,300 per year. The ASHP survey referenced above reveals that 75 percent of technicians say higher pay would greatly influence their decision to stay in their roles.
Healthcare organizations could save a lot of money if they paid technicians a competitive salary that adequately reflects their responsibilities. In turn, this would reduce the need for constant recruitment and training. Not only would technicians earn more and feel more fulfilled in their jobs, pharmacists would experience less burnout and hospitals would save money. It’s a win-win-win.
More Defined Career Paths
Pharmacy techs are calling for more defined career paths that require formal training that can translate to a higher earning potential. To bridge that gap, new workforce training tools are being implemented that pave the way for career advancement opportunities while promoting job satisfaction. Some employers are showing their support for professional development as part of their retention strategy, with benefits such as continuing education, career ladders, flexible shifts, and increased funding for external training programs.
As the need for successful road maps to advancement becomes more apparent, more organizations are focusing on education requirements, certification, training, participation in accredited programs, and leadership opportunities.
Wrapping It Up
While all of these solutions are a step in the right direction, more action is needed to retain skilled pharmacy technicians. In the end, it’s important that these roles are properly compensated and recognized as workforce shortages continue to persist. Community and hospital pharmacies would be wise to invest in pharmacy technicians who are qualified and would be an asset to the organization of course. But higher pay and career advancement opportunities would go the distance in retaining those techs over time.
The underlying causes of the technician workforce crisis are multifaceted, stemming from a long history of technicians being underpaid, undervalued, and lacking sufficient professional development. To prevent severe staffing shortages for pharmacy technicians, health systems and pharmacy departments should be broadening their strategies and increasing investments across a multitude of areas.
Contact Grace Care Consulting
Please contact us today or complete our online form for pharmacy technician staffing in Philadelphia PA and beyond. We are your trusted source for talent acquisition for the managed care industry!
