A service evaluation and stakeholder perspectives of the ‘Pharmacy Support and Development’ Service across a GP Federation

Abstract

Abstract Introduction Since 2019 in England, introduction of the Additional Roles Reimbursement Scheme (ARRS), which includes pharmacists and pharmacy technicians1, has led to staggering growth in General Practice (GP) pharmacy workforce. According to workforce data, in 2017 there were 584 pharmacists and 0 pharmacy technicians in GP, and in 2021 numbers soared to 4684 and 989, respectively2. In 2022, The King’s Fund explored issues affecting implementation and integration of ARRS roles in GP and found that roles are inadequately supported and not implemented effectively3. They concluded that critical to the effective integration of ARRS roles within GP is support involving clinical supervision and peer support3. In South & East Leeds (SEL) GP Group (a GP Federation), provision of the Pharmacy Support and Development service, consisting of a Head of Clinical Pharmacy and Advanced Education & Training Pharmacist, has been in place since 2019. It aims to facilitate training and provide peer support and clinical supervision for pharmacy professionals employed across the seven Primary Care Networks (PCN), and member practices within SEL GP Group. Aim To evaluate the Pharmacy Support and Development service at SEL GP Group by assessing effectiveness of current provision through exploration of stakeholder perspectives and identifying levels of satisfaction. Methods Two digital surveys were created and sent via email to all SEL GP members (PCN managers and Clinical Directors, n=13) and all SEL GP pharmacy staff (PCN Pharmacy technicians and Pharmacists, n=37). Questions focussed on obtaining perspectives from stakeholders on current provision and seeking suggestions for improvement. Data was collected between January-February 2023. All surveys were anonymous, and participants aware of this before completing the survey. No ethical approval was required for this service evaluation involving only SEL GP employees, and this was agreed within the organisation. Results There were 8 responses (62%) from SEL GP members and 26 (70%) from SEL GP PCN pharmacy staff. For members: 88% felt the service supported retention of pharmacy ARRS staff, 63% felt the service positively influenced their decision to recruit pharmacy ARRS staff, and 88% ‘Agree’ or ‘Strongly Agree’ that offering this service is attractive to prospective employees. Overall, 88% described the service as ‘Outstanding’ or ‘Excellent’. For pharmacy staff: 96% felt the service helped them integrate as new starters, 100% agreed the service supported understanding of their role, 88% ‘Agree’ or ‘Strongly Agree’ that having this service aids recruitment of pharmacy ARRS roles, and 96% felt they receive appropriate support and supervision. Overall, 85% felt ‘Very Satisfied’ with the service. Discussion/Conclusion The findings suggest that the Pharmacy Support and Development service at SEL GP Group is favourably perceived by stakeholders and thus far, has had a positive impact on integration and continued recruitment of pharmacy ARRS staff. Questionnaires were not returned by 38% of SEL GP members and 30% of SEL GP PCN pharmacy staff, and this is a potential limitation. However, since the findings indicate that the Pharmacy Support and Development service has been instrumental to staff retention and integration into practice teams, our next steps are to consider adopting this model for non-pharmacy ARRS staff within SEL GP Group.