A country-level national needs assessment of the Indonesian pharmacy workforce

Background: Conducting a systematic country-level workforce needs-assessment is a way to develop coherent strategic and justifiable workforce planning. / Objective(s): This article describes a country-level needs-assessment process using a systematic approach (via the FIP Development Goals (FIP DGs) workforce element) as an analytical framework. The needs-assessment aimed to prioritise gaps toward transforming the pharmacy workforce as a prelude to practice and pharmaceutical services reform in Indonesia. / Methods: The needs assessment consisted of three stages: needs identification, needs analysis, and needs prioritisation. The needs (workforce development gaps) were defined as the discrepancies between the perceived workforce challenges and the existing national workforce development projects. Interviews or group discussions were conducted to gather the workforce challenges of individual pharmacists. A structured workshop was conducted to identify workforce challenges and existing organisations' projects, with main stakeholders contributing to pharmacists' development in Indonesia. Perceived challenges findings and identified national workforce projects were mapped to the FIP DGs workforce element. The needs prioritisation was conducted by comparing the proportional mapping to the FIP DGs workforce element. / Results: There were forty-three individual pharmacists and 7 principal stakeholder categories that provided information related to perceived workforce challenges; thirty national projects were identified from stakeholders. While this study identified perceived challenges with workforce “competency development” and “pharmacy workforce intelligence,” there were no active ongoing national projects mapped to those goals. The framework mapping analysis showed there are workforce development gaps centred on “competency development” initiatives, “advanced and specialist development” initiatives, and strategic pharmacy workforce intelligence data gathering. Additionally, there were policy gaps with initiatives for strengthening “working with others” and a lack of clarity on infrastructure for early-career training strategies and workforce impact. / Conclusions: This study prioritises the gaps in developing pharmacists in Indonesia. This process could be used in conducting needs assessment of pharmacy workforce development in other Low and Middle-Income Countries (LMICs)

Analisis Adduct DNA Setelah Pemberian Natrium Nitrit Dan Dimetilamin Secara Berulang Pada Tikus

Nitrosodimethylamine is a carcinogenic compound which can be formed from the reaction of nitrite and dimethylamine that is found in food. Nitrosodimethylamineis activated in liver and alkylates the DNA base and producing a DNA adductssuch as O6-methylguanine and N7-methylguanine that have a role incarcinogenesis. In this research, DNA was isolated from rat’s blood which waspreviously given nitrosodimethylamine’s precursor, sodium nitrite anddimethylamine. DNA adducts can be obtained from hydrolysis in hydrochloricacid 0.1 N for 30 minutes at 7000C. Then the adducts were analyzed using High Performance Liquid Chromatography (HPLC), with a strong cation exchangecolumn (Supelcosil LC-SCX, 5 μm, 250 x 4.6 mm), mobile phase consisting ofammonium phosphate with a final concentration of 40 mM, pH 3.00, flow rate 1.5mL/minute, column temperature 30oC and detected at exitation wavelength 286 nm and emission wavelength 366 nm. This method gave an acceptable validation result according to accuracy and precicion test results that fulfill the requirementand linear calibration curve with a quantitation limit of 22,5403 ng/mL. Rats were divided into six groups that two groups were given nitrosodimethylamine aspositive control, three groups were given prekursor, and the other was normalcontrol.Blood samples were collected in 1,2 and 4 hour after last induced. Aftergiving sodium nitrite 110 mg/kg bw and dimethylamine (1:5) orally for a week,N7-methylguanine and O6-methylguanine had not been detected in rat’s blood

Competency-Based Education: Developing an Advanced Competency Framework for Indonesian Pharmacists

INTRODUCTION: Pharmacists need to be adaptable, flexible, and capable of advancing their practice to adapt to rapidly changing population health needs. We describe an educational approach to pharmacy workforce transformation in Indonesia through an advanced practice competency framework development using an “adopt and adapt” methodology. METHODS: The competency framework development process comprised a translation phase, an adopt and adapt phase, validation through a nationwide mapping survey, and a completion phase through leadership consensus panels. We conducted a forward-backwards translation of a previously validated Advanced to Consultancy Level Framework (ACLF) to yield the Indonesian Advanced Development Framework (IADF) draft. The subsequent adoption and adaptation process was conducted through a series of consensus panels. We validated the IADF through a nationwide workforce survey. The final phase included leadership consensus panels with the professional leadership body in Indonesia. We analyzed the qualitative data thematically and the quantitative data using a Multiple Correspondence Analysis (MCA) technique. RESULTS: We identified conceptual challenges in adopting and adapting the existing ACLF, which were addressed by providing a national glossary and concrete examples. A total of 6,212 pharmacists participated in the national workforce survey, of which 43% had <2 years of post-license (post-registration) experience. The MCA results showed that practitioner self-assessment to the IADF could discriminate their career development stages. The results also indicated a four-stage career model (including early years career training). Embedding this model in a structured national training program will enhance the professional workforce development through a more structured career journey. CONCLUSIONS: We describe the first validation of an advanced competency development framework for the pharmacy workforce in a non-Anglophone country, showing the possibility of transnational applicability of this framework. We argue that this methodology can be used in Low and Middle-income countries (LMICs) for the more rapid advancement of pharmaceutical care practice

Factors influencing pharmacists and pharmaceutical scientists’ membership in professional organisations: an international survey

Background: Professional organisations exist as international or national organisations, with each country establishing at least one national professional association. There remains a knowledge gap about factors that influence professional organisational involvement of pharmacists and pharmaceutical scientists. This study aims to explore the motivators and barriers of pharmacy professionals holding organisation membership from a global perspective. Methods: An online questionnaire was developed and disseminated between May and July 2021. The survey was open to all pharmacists and pharmaceutical scientists. The survey consisted of four sections; demographic information, questions about professional organisations, about the International Pharmaceutical Federation (FIP) and its impact on the members. Data were analysed descriptively. Results: A total of 1033 complete survey responses were received and included in the analysis. Of all respondents, 761 (73.7%) respondents were current members of a professional organisation and 272 (26.3%) were not members of any professional organisation. Overall, findings demonstrated networking, education, training and professional development opportunities as the main interests and anticipated activities, while the lack of clarity or need to join organisation, time, and financial constraints as the main barriers of pharmacy professionals holding membership. The majority of FIP members are satisfied with current FIP activities, and anticipate further networking opportunities, educational resources and grants made available to members. Conclusions: Understanding the perceptions and needs, as well as factors that influence engagement of pharmacists and pharmaceutical scientists is the key to enhancing membership. Professional organisations are highly encouraged to strengthen and target activities according to the identified motivators and barriers

Modifikasi Kompor Briket Dengan Sistem Pemadam Nyala Api

Modifikasi Kompor Briket Dengan Sistem Pemadam Nyala Ap

Pharmacy Workforce Intelligence: Global Trends Report 2018

1.1 This report describes the global capacity trends observed in the pharmaceutical workforce from 2006 to 2016, building on the FIP 2015 Global Pharmacy Workforce Intelligence Trends Report; this report features additional analysis to track global and national trends, including gender distribution and capacity growth mapped to regional variation and country-level economic indicators. 1.2 Pharmacist capacity data collected by FIP over the 2006–2016 period were collated and analysed for the largest retrospective study of pharmaceutical workforce capacity conducted by any organisation to date. The findings reported in this publication use improved visual charts and include forecasting and rates of growth calculations. To describe a complex global situation, the report uses a mixed-model approach to analyse and illustrate capacity variances across our sample nations and represented regions; using the global mean of sample nations allows for the description of global capacity trends over time but the real-world narratives operate at national levels. We use pharmacist density as a measure of workforce capacity (number of pharmacists per 10,000 population). 1.3 In addition to expanding the evidence base on global capacity trends, disaggregated by WHO regions, this report also provides an analysis of past, current and future trends linked to country economic status and income level, as well as a focus on workforce gender distribution and corresponding changes over the time period of the data. 1.4 Overall, our analysis suggests an increase in the global capacity of pharmacists with varying capacity changes across different WHO regions. The Eastern Mediterranean and Europe regions displayed the highest absolute changes in capacity between 2006 and 2016. Our forecasting analysis using this current sample of countries, and assuming no change in linearity, estimates a 40% projected growth of the global pharmacy workforce by 2030, from the last data collection point in 2016. 1.5 Analysis by country income levels indicates that low income countries exhibited the slowest growth in the capacity of pharmacists (measured as density – pharmacists per 10,000 population). Furthermore, our analysis points towards an increasing income-based “capacity gap” between countries that will continue to widen into the future. 1.6 The proportion of women in the pharmacy workforce between 2009 and 2016 shows a steady increase at a percentage rate of around 7.5% every decade. The South East Asia region showed the highest proportional increase in the sample period. Our analysis indicates that the average female proportion of the total global pharmacy workforce will increase to around 72% by 2030. 1.7 In addition to providing a comprehensive overview of capacity trends, this report and its findings provide a significant contribution to understanding the current, and persistent, workforce capacity inequities in pharmacy — including country income level and gender — and highlighting the future need to explore implications of these inequities of access to both medicines and the collective medicines expertise of the global pharmaceutical workforce; without adequate capacity there cannot be safe and effective use of medicines, globally, regionally, nationally or locally. However, using global means to help illustrate variance and complexity does have challenges, and relying on aggregated means may have unintended consequences with “over-generalisation” of local or national trends, particularly where we see large variance between countries and economic indicators. 1.8 This report is a starting point for further focused work in regions and to initiate specific discussions around needs-based approaches, including workforce demand and supply in line with WHO strategies. A needs-based understanding of shortages, particularly in low income and/or developing nations and the supply side influences in high income and/or developed nations need further detailed analysis. 1.9 The findings of this report are of critical importance to global, regional and national pharmaceutical workforce planning in the context of the WHO’s predictions and expectations for 2030 on the global health workforce shortages (mainly affecting low income countries) and increased demand (largely by higher income countries)

The Global Advanced Development Framework: Supporting the advancement of the profession

As part of health professionals who play a pivotal role for healthcare systems, it is imperative to develop a flexible, adaptable and competent global workforce to meet patient’s need for optimising complex pharmaceutical patient care. FIP global vision describes a transformed future in which advanced generalist and specialist pharmacists have the flexibility to adapt to emerging patient and health system needs that are essential to achieving UHC. Clear pathways for workforce development, coupled with professional recognition and credentialing of practitioners, becomes an important consideration. There is a clear opportunity for transnational collaboration and further opportunities for transnational recognition of advanced capabilities for the pharmacy workforce. It is therefore important to develop a global tool to advancing pharmacy practice at individual, institutional and national levels. The FIP Global Advanced Development Framework (GADF) is a validated tool designed to support the professional development and recognition of the pharmacy workforce everywhere. The primary aim of this framework is to identify broad areas of professional development and pharmaceutical workforce’s advancement to develop individual careers in a structured way. This tool is designed to be adopted and adapted in any pharmaceutical sector, practice area or field and pharmacists, pharmaceutical scientists