Competency Gaps Research Articles

LINKING TEACHER PROFESSIONAL DEVELOPMENT NEEDS WITH APPROPRIATE SOLUTIONS: INSIGHTS FROM AN INIATIVE IN LATVIA

International surveys have stated that each year teachers spend, on average, more than 10 days engaged in different professional development activities. The purpose for this investment in teacher professional development (TPD) is clear: teachers’ competence must develop according to changes in curriculum and 21st century requirements. In previous research we have developed a theoretical teacher competence framework, implemented it to identify teacher (N=263) groups competence gaps and professional development needs. The goal of this research is to link identified professional development needs related to the instruction of 21st century skills (criteria - instructional design, learning goals and feedback to students) with TPD solutions.This paper describes the development of a TPD model, based on evidence about teacher groups professional development needs, and its implementation in a school (N= 25 teachers). A TPD program, developed according to the model, combined face-to-face and online input workshops with collaboration in small groups to develop lesson plans. The topics of input workshops, (effective lesson design, lesson goals, effective feedback and reading comprehension) were chosen according to gaps, previously identified. To learn about appropriateness of the TPD model, the developed lesson plans, participant questionnaires and researcher field notes were analysed.

Optimizing ISO 9001: 2015 Implementation with Swot and QSPM Method

PT Saba Indomedika Jaya obtained results that indicate an indication of strategic initiatives that are still ineffective to be implemented in supporting the success of the process and requirements of the ISO 9001: 2015 clause in the 2018 and 2019 audits. Therefore, it is necessary to identify alternative strategies and determine priority strategies to optimize ISO 9001: 2015 at PT Saba Indomedika Jaya. The research method used is the descriptive qualitative method using SWOT analysis tools (Strengths, Weaknesses, Opportunities, and Threats) and QSPM (Quantitative Strategic Planning Matrix). There were 12 alternative strategies to optimize the ISO 9001: 2015 quality management system using the SWOT matrix (Strengths, Weaknesses, Opportunities, Threats). After going through three stages of strategic management planning that uses QSPM (Quantitative Strategic Planning Matrix) as a tool for selecting the main alternative strategy, the main strategy is obtained, which has the highest attractiveness value of 5.6619, namely creating a competency matrix and conducting training to reduce competency gaps. between employees.

ICT Labor Market Needs: The Gap in Secondary School Graduate Soft Skills as a Challenge for the Educational System

The article deals with the topic of soft competences that should be acquired by secondary school students planning a professional career in the Information and Communication Technologies (ICT) sector. In connection with the assumed goal, the paper describes key trends on the labor market in the ICT sector, indicates soft skills related to those trends as identified, and presents the results of an analysis of curricula and class organization in domestic and foreign secondary schools providing education in occupations related to the ICT industry. It also provides draft recommendations for companies. The research was carried out over the years 2019–2020. Desk–research, Individual In–depth Interview (IDI), and Computer Assisted Web Interview (CAWI) methods were used, as appropriate at each stage of the work. As a result of the research, a competency gap was identified among secondary school students, a catalogue of soft competences was developed, and recommendations were formulated for the Polish educational system at ISCED Level 3 and for entities in the ICT sector.

Not wanted on the voyage: highlighting intrinsic CanMEDS gaps in Competence by Design curricula.

BackgroundAs governing bodies design new curricula that seek to further incorporate principles of competency-based medical education within time-based models of training, questions have been raised regarding the continued centrality of existing CanMEDS competencies. Although efforts have been made to align these new curricula with CanMEDS, we don’t yet know to what extent these competencies are meaningfully integrated.MethodsA content analysis approach was used to systematically evaluate national Canadian curricula for 18 residency-training programs and determine the number of times each enabling CanMEDS competency was represented.ResultsClear trends persisted across all programs. Medical Expert and Collaborator competencies were well integrated into curriculum (81% and 86% mapped to assessment) while competencies related to the Leader, Professional, and Health Advocate roles were less frequently mapped to assessment (41%, 36%, and 40%) and were often absent from the new curricula altogether (59%, 64%, and 60%).ConclusionDeliberate planning in curriculum development affords the early identification of gaps. These gaps can inform current assessment practice and future curricular development by providing direction for innovation. If we are to ensure that any new curricula meaningfully address all CanMEDS roles, we need to think carefully about how to best teach and assess underrepresented competencies.

Empirical identification of skills gaps between chief information officer supply and demand: a resource-based view using machine learning

PurposeThe role of emerging digital technologies is of growing strategic importance as it provides significant competitive advantage to organisations. The chief information officer (CIO) plays a pivotal role in facilitating the process of digital transformation. Whilst demand continues to increase, the supply of suitably qualified applicants is lacking, with many companies forced to choose information technology (IT) or marketing specialists instead. This research seeks to analyse the organisational capabilities required and the level of fit within the industry between CIO requirements and appointments via the resource-based view.Design/methodology/approachJob postings and CIO curriculum vitae were collected and analysed through the lens of organisational capability theory using the machine learning method of Latent Dirichlet Allocation (LDA).FindingsThis research identifies gaps between the capabilities demanded by organisations and supplied by CIOs. In particular, soft, general, non-specific capabilities are over-supplied, while rarer specific skills, qualifications and experience are under-supplied.Practical implicationsThe research is useful for practitioners (e.g. potential CIO candidates) to understand current market requirements and for companies aiming to develop internal training that meet present and future skill gaps. It also could be useful for professional organisations (e.g. CIO Forum) to validate the need to develop mentoring schemes that help meet such high demand and relative undersupply of qualified CIOs.Originality/valueBy applying LDA, the paper provides a new research method and process for identifying competence requirements and gaps as well as ascertaining job fit. This approach may be helpful to other domains of research in the process of identifying specific competences required by organisations for particular roles as well as to understand the level of fit between such requirements and a potential pool of applicants. Further, the study provides unique insight into the current supply and demand for the role of CIO through the lens of resource-based view (RBV). This provides a contribution to the stream of information systems (IS) research focused on understanding CIO archetypes and how individual capabilities provide value to companies.

A Study On Effectiveness Of Competency Mapping Through Training AndDevelopment

In today’s corporate world, many companies and organization are increasingly focusing on human capital as a competitive advantage in rapidly changing environment. Many successful companies realize that their employees are their greatest asset. Therefore, companies are increasingly investing in educating their own employees so that they can grow and change within the company and make it more profitable.
 The range of training opportunities varies considerable from company to company so, when researching potential employers, it is important for job seekers who care about this to investigate the level and type of training provided to employees. After employees have been selected for various positions in an organization, training them for specific tasks to which they have been assigned assumes greater importance.
 This study suggests the organization to implement more modern training methodologies, then to provide practical training to the employees and to provide specific learning assignments or projects for participants to improve on their competency gap.

A Point-of-Care Interactive Decision Tool Reveals Variance Between Clinicians and Experts in Selecting Among GLP-1 RAs in T2D

Background: T2D management is shifting toward treating patients with therapies that align with their level of CV and end-organ risk. To this end, evidence-based guidelines now recommend glucagon-like peptide-1 receptor agonists (GLP-1 RAs) for both glycemic and extraglycemic benefits. The great speed with which these recommendations change create immediate gaps in knowledge and competence, especially as they relate to managing patients with comorbid CV and/or renal disease. To help clinicians understand GLP-1 RA therapies and their novel characteristics in practice, we developed a decision support tool where choice of treatment among GLP-1 RAs is guided by a panel of experts. Methods: We developed a decision support tool with guidance from 5 experts who provided therapy recommendations for 48 unique patient case scenarios based on patient variables including CVD, CKD, retinopathy, A1C level, and need for weight loss. Clinician learners are prompted to specify a patient scenario using these variables before selecting an intended therapy. After all questions are completed for a patient scenario, the tool displays what the panel of experts recommend and then asks the learner if this information changed their intended choice. Results: From February through October 2020, 983 learners entered 1433 unique patient case scenarios. Of these, 365 were anonymous and 623 were authenticated, of which 70% (n = 437) were from the US; 50% (n = 310) were MDs; 22% (n = 135) were nurses, NPs, or PAs; and 19% (n = 121) were PharmDs.The intended therapy of learners differed from the experts in 34% (n = 489) of cases and were limited to 3 categories: cases in which learners chose to use exenatide (17%), cases in which they chose to use a GLP-1 RA in conjunction with insulin (12%), or cases in which they were unsure (71%).Of note, of the 93 cases in which learners chose exenatide, 68% (n = 63) were cases with CVD and/or CKD, where exenatide was not recommended by experts. Similarly, of the 89 cases in which learners chose insulin with a GLP-1 RA, 57% (n = 51) were cases with A1C < 9%, where insulin was not recommended by experts.Of cases in which learners’ intended therapy differed from the experts’ (and they indicated the impact of the tool), 52% indicated that they planned to change their treatment plan.Conclusion: This tool highlights continuing gaps in clinicians’ ability to select among GLP-1 RAs for T2D. Using a decision support tool can positively influence practice behaviors: Learners can see if their intended treatment choice is congruent with a panel of experts and change plans as appropriate.

Success of SMEs in the Era of Pandemics

Purpose: The objective of this article is the identification of SMEs‘ business environment factors affecting success during a pandemic. Design/Methodology/Approach: The research was based on a deductive approach and was conducted in the first months of the pandemic in 2020 in the Lower Silesia. The research technique used GOOGLE electronic survey questionnaire and the collected data were statistically processed (SPSS). Nonparametric tests were used to analyze the data. Findings: The results of the collected data confirmed the previous literature analysis conducted in the theoretical part of the paper. The verification of the research hypotheses on the assumptions of the influence of the environment on the success of enterprises during pandemmic did not confirm what may be the reason for the initial shock of the market and the lack of preparation of entrepreneurs for the new economic reality during pandemic. The verification of the specific hypotheses showed that the empirical approach adopted coincided with the conceptual approach formed based on the theoretical analysis of the literature on the subject. Practical Implications: The analysis of the results is partially consistent with the literature studies on the impact of the environment on micro and small enterprises conducted before the pandemic. Nevertheless, the assumptions made at the stage of selecting the research sample, allow to formulate a thesis about the broader universality of the confirmed regularities, which should be confirmed in extended research. Originality/value: The paper describes the diagnosed competence gap in the area of SMEs management in the current economic conditions of the pandemic. Which is an extremely complicated task due to the lack of precedents giving guidance to enterprises resulting from history and literature on the subject. In view of this, the identification of environmental factors leading to the maintenance of success in such unusual conditions is a desirable goal to achieve in scientific and practical aspects.

Building digitally-enabled process innovation in the process industries: A dynamic capabilities approach

Digitalization and industry 4.0 technologies promise to provide many novel opportunities and benefits to industrial firms, such as increased product quality, process reliability, and improved flexibility and productivity. Although digitalization shows great potential from a technological perspective, many process industry firms still face challenges in utilizing it for process innovations. Hence, this study aims to understand how process industry firms develop and implement new process innovations today and identify improvement opportunities through the better adoption and implementation of digitalization. The study adopted a multiple case study design in two steel manufacturing firms and developed a framework for building digitally-enabled process innovation using dynamic capabilities. The framework consists of 19 dynamic capabilities in total: 8 related to traditional process innovation and 11 related to digitally enabled process innovation. The study found four key challenges in process innovation (i.e., poor data strategy and readiness, lack of standardisation practices for change, competence and culture gaps, and ad-hoc problem solving) and four key enablers for digitally-enabled process innovation (i.e., infrastructure and methodological definition, preparation for predictive and analytical readiness, proactive management practices, and plan for a digital matureness for each function and department). The study's detailed empirical insights provide new understandings regarding required dynamic capabilities for the smoother transformation of a firm from the traditional process innovation to the digitally enabled process innovation. The dynamic capabilities are limitedly explored in the research of the process industries in the context of process innovation and digitalization. Thus, this study makes essential contributions to the theory of process innovation in process industries and strategic management by providing rich empirical insights from the steel sector.

Analisis kebutuhan diklat jabatan wakil kepala sekolah kurikulum sekolah dasar

&lt;p&gt;This study aims to analyze the training needs of vice-principals in the curriculum field. Respondents in this study were vice-principals of the curriculum affair in Central Jakarta. The number of respondents in this study were 58 vice-principals from Cempaka Putih, Johar Baru, Senen, and Kemayoran. This study used a quantitative research method with survey techniques. The data collection instrument used was a vice principal competency questionnaire consisting of five competencies: personal and social competencies, leadership competencies, school development competencies, entrepreneurial competencies, and task field competencies (curriculum development). The data analysis carried out was univariate data analysis by looking at each competency's indicator achievements. The results showed that respondents with undergraduate qualifications had gaps in leadership competencies, school development, entrepreneurship, and curriculum development. Respondents with master qualifications have gaps in curriculum development competencies. The research results can be used as recommendations for developing a training program to strengthen the competence of vice-principals of the curriculum affair in Central Jakarta.&lt;/p&gt;

Designing Training Program to Solve Competencies Gap in Non-Managerial Level, Low Management Level, and Middle Management Level at PT Frolant

Competencies gap is now becoming a common problem in Indonesia. Research done by the World Bank in 2019 shows that one of the reasons for the competencies gap is limited opportunities for on-the-job training, only 5% of the workforce reported receiving formal training. One of the companies in Indonesia that experiences a problem of competencies gap is PT Frolant. PT Frolant is a manufacturer of instant food and drinks in Indonesia. The problem of competencies gap is shown from the low internal readiness of the company, employees don’t have the competencies required by the company, especially competencies for higher positions of Supervisor and Manager. The proposed solution to solve the competencies gap problem in PT Frolant is by designing new training programs. The process of designing a new training program included conducting training need analysis, design training based on competency, and using the Kirkpatrick Model to evaluate the training program. The research findings show that the company needs to do several improvements in order to create a training program that can solve the problem of the competencies gap. Those including aligning competency standards with organizational goals and organizational design; use several tools to be better in identifying employees with competency gap; differentiate between soft skill and hard skill or between strategic knowledge and operational knowledge in designing training; and perform all four steps of Kirkpatrick Model in evaluating training. Designing training programs based on competencies aims to help PT Frolant improving employee performance that will further improve company performance.

Designing Training Program to Solve Competencies Gap in Non-Managerial Level, Low Management Level, and Middle Management Level at PT Frolant

Competencies gap is now becoming a common problem in Indonesia. Research done by the World Bank in 2019 shows that one of the reasons for the competencies gap is limited opportunities for on-the-job training, only 5% of the workforce reported receiving formal training. One of the companies in Indonesia that experiences a problem of competencies gap is PT Frolant. PT Frolant is a manufacturer of instant food and drinks in Indonesia. The problem of competencies gap is shown from the low internal readiness of the company, employees don’t have the competencies required by the company, especially competencies for higher positions of Supervisor and Manager. The proposed solution to solve the competencies gap problem in PT Frolant is by designing new training programs. The process of designing a new training program included conducting training need analysis, design training based on competency, and using the Kirkpatrick Model to evaluate the training program. The research findings show that the company needs to do several improvements in order to create a training program that can solve the problem of the competencies gap. Those including aligning competency standards with organizational goals and organizational design; use several tools to be better in identifying employees with competency gap; differentiate between soft skill and hard skill or between strategic knowledge and operational knowledge in designing training; and perform all four steps of Kirkpatrick Model in evaluating training. Designing training programs based on competencies aims to help PT Frolant improving employee performance that will further improve company performance.

Helping Québec Pharmacists Seize the Vaccination Service Opportunity: The Pharmacy Best Practice Workshops.

Vaccinations are a safe and effective way to protect against infectious diseases. The World Health Organization estimates vaccines have saved more lives than any other interventions and every year about two to three million deaths are averted worldwide through immunization. To improve vaccination coverage, pharmacists have been increasingly involved in immunization roles in their communities—as advocates, educators, and immunizers. Community pharmacy-based vaccination services have increased both in the number of immunization providers and the number of sites where patients can receive immunizations. In Canada, health care is under provincial legislation—and so, there are distinct differences in scope of pharmacist practice across the country. Prior to the COVID-19 outbreak in early 2020, in Québec, Canada’s second-largest province, pharmacists did not have the authority to administer vaccines. To help prepare pharmacists in Québec to become immunizers, we developed and deployed a series of accredited workshops. In these facilitated workshops, pharmacists were able to share best practices that may lead to providing effective vaccination services, identify common competency gaps, discuss effective patient communication skills, and determine how to target the most vulnerable population groups. Participants were also asked to evaluate the workshop. Our results indicate the evaluation was very reliable in measuring participant satisfaction (Cronbach’s α = 0.94) and pharmacists commented that the workshops’ learning outcomes exceeded their expectations, and the topics covered were relevant and applicable. The evaluation also asked participants to identify weaknesses of training, so future educational interventions can be planned accordingly. We believe this work will contribute to the continual growth and advancement of the pharmacy profession in Canada.

98729 Professional Development Core of the Hispanic Alliance for Clinical and Translational Research: a scientific productivity catalyst for underrepresented minorities (URM) in Clinical and Translational Research (CTR)

ABSTRACT IMPACT: The Hispanic Alliance for Clinical and Translational Research Professional Development Core (PDC) will contribute to the improvement of the health of an increasing US Hispanic population, by supporting and training a new cadre of Hispanic/Latino CTR researchers and community leaders that understand this population’s prevalent health needs. OBJECTIVES/GOALS: To use the Professional Development Core (PDC) of the Hispanic Alliance for Clinical and Translational Research (Alliance) as a hub that coordinates training, mentoring programs, and grant support to address the need for more underrepresented minorities (URM) in clinical and translational research and mentoring. METHODS/STUDY POPULATION: PDC will: (1). Coordinate and offer an effective educational program based for new and mid-career researchers to address the gaps in research competencies on Hispanic/Latino health and healthcare through web-based asynchronous distance training, enhanced with face-to-face interactions. (2). Establish a robust mentoring program to address the mentoring gap for URM faculty by developing mentorship skills of faculty and researchers through a variety of resources, and offering protected time to mentor-mentee teams. (3). Design and implement a tailor-made curriculum to train scientists and community partners jointly, enabling them to carry out multidisciplinary research responsive to the Hispanic/Latino community health’s needs. RESULTS/ANTICIPATED RESULTS: From 2010 to 2019 the PDC supported over 1,000 researchers and faculty and provided 52 activities over the 9 years. PDC-supported researchers submitted 56 proposals and 21 grants (37.5.%) were awarded, for a total of $2, 225,751.00, and to published 94 peer-review papers. We expect that through Alliance PDC will sponsor at least 20 new trainees/mentees in Clinical and Translational Research (CTR), 20 new certified mentors, a continuous support program, and an increase of 30% in the scientific productivity (e.g., grants submission and peer-reviewed publications) of the Hispanic CTRs in Puerto Rico and the establishment of long-term links with the Hispanic community in Puerto Rico and across the United States to address its health needs. DISCUSSION/SIGNIFICANCE OF FINDINGS: The PDC programs are significant in addressing the need for qualified researchers and mentors that understand, have the know-how, and are interested in addressing the health needs of a growing USA Hispanic medically underserved population.

Bridging competency gap between vocational school and industry by adopting the German BLok platform

The cooperation between vocational high school and industry in Indonesia has been established for decades ago. The goal of this cooperation program is to achieve the skill and knowledge which are needed in the workspace. Consequently, vocational education and training should be conducted both in vocational school and in industry. That is the main reason for the vocational school to cooperate with the companies. The initial step to developing beneficial cooperation should start by initiating the mutual acceptance and understanding from each party in the form of Memorandum of Understanding. It means that the vocational school needs to communicate, coordinate, and cooperate with industry, especially with the trainers. Unfortunately, there are several factors that inhibit those three processes, such as difficult to find a suitable time and place and lack of media communication platform. The proposed online technology that can support all three levels of communication, coordination, and cooperation between the vocational school and industry is BLok online platform. It is a German online training report system for dual vocational training that enables all vocational training parties to participate.

Self-Assessment of Digital Competenciees among Employees and Non-Working People of Generation Z in the Economy 4.0

Purpose: The objective of this article is to identify and analyse self-assessment of digital competencies among employees, soldiers and Generation Z people who are not in employment, as well as its correlations with gender, generation, personality, place of residence, professional status, interest in professional military service, motivation, feeling of satisfaction of their expectations concerning employment/military service, as well as capacity to work in Economy 4.0. Design/Methodology/Approach: The sample was based on random selection of 23 out of 28 powiats and questionnaires handed out during the obligatory military entrance processing by Military Draft Offices. Non-parametric tests were used for data analysis. Correlations between the variables were tested by chi-square test for variables on nominal scale. For analysing correlations between the numerical and categorical variables, U-Mann-Whitney test (for two groups) or Kruskal-Wallis test (for more than two groups) were applied. In the case of two numerical variables, Spearman's linear correlation coefficient was applied. Furthermore, in the case of more than two groups, the author applied Jonckheere-Terpstra trend test and post hoc analysis with Dunn test with Bonferroni's correction for tied ranks. Findings: Empirical research indicates that the level of the studied digital competencies is not high in respondents' self-assessment. Respondents of Generation Y declared the highest self-assessment of the competencies. The level of digital competencies varied depending on the place of residence and it was the lowest among respondents living in countryside. It turned out that soldiers have significantly higher digital competencies than civilians. No significant differences in digital competencies were found with respect to gender and position held. However, a series of significant correlations were found between digital competencies and other variables. Practical Implications: Practical business implications concern mainly necessity of broader development of digital competencies in organisations, and in Economy 4.0. Originality/value: The article describes a diagnosed competency gap in the area of digital competences in employees, soldiers and non-working representatives of generation Z. It has also been established that the increase in their digital competences increases their motivation to work, their willingness to operate their own business, leads to a higher sense of fulfilment of expectations concerning employment/military service, higher interest in professional military service and higher capacity to work in Economy 4.0.

TRANSFORMASI PPSDM APARATUR PERHUBUNGAN MENUJU CORPORATE UNIVERSITY

The changes of global conditions and the development of industrial revolution 4.0 are occurring at a very fast rate and in such a complex way, thus impacting on many resources in the transfortation sector hare to be able to anticipate this change, especially civil service (ASN) is required to be more adaptive, agile and professionall. PPSDMAP as a learning and training institution needs to perform corrections and service improrements in order to achleve the organitation’s vision and mission. In the future, PPSDMAP should function not only as a training center, nor as a tactical body to fill competency gaps, but it needs to be upgraded to become a strategic business center for develoving competent civil service and encourasing to optimize their potentials through Continuons Learning and Learning Organization. This studi is carried out in PPSDMAP and addressing the issue of whether PPSDMAP has the potential to become a learning organization and Corporate University, along with the challenges and abstracts that are present. The instrument used in this study is questionnaire rejarding Learning Organization profile which was developed M. Marquardt in his book “Building The Learning Organization”. This study encludes that PPSDMAP has the potential to become a Corporate University throught hard work and story commitment from all staker holders, particularly the leaders of PPSDMAP &#x0D; &#x0D; Keywords: Learning Organization; Corporate University

The Competency Movement in Public Hospitals: Analysing the Competencies of Hospital Executive Managers

"Our primary aim was to provide a quantitative snapshot relying on a self-assessment tool developed for the local healthcare environment and formal tasks for top-level executive hospital managers of public healthcare organizations. We used a cross-sectional and descriptive mixed study design that targeted the nationwide population of 701 top-level managers in public hospitals in 2015 in Turkey. As the first step, position description content analysis was conducted based on document analysis to explore their legal tasks and statements, and the job requirements for an executive management position in public hospitals. Second, before designing the data-collection instrument, we conducted four meetings and group discussions with several hospital managers – with and without medical backgrounds – and five academics who were part of healthcare management and public administration departments. Lastly, we built upon past efforts and the literature, and constructed a questionnaire. The managers are fully responsible for the healthcare quality, medical, nursing, administrative issues and financial performance of the facility. The participants perceived that they were competent in most of the competencies. The participants’ mean total competency score was 81%, and the competency gap between the required and current competency levels differed from 13% to 22%. This research provides deep insight into the competencies perceived by hospital executive managers in a developing country context. Our results have several practical implications for both healthcare policymakers and new executive hospital managers. There is an urgent need for follow-up self-assessment for competencies and ongoing management training programs."

The construction of leadership practice: Making sense of leader competencies

The notion of leadership competencies is a much-debated issue. In this article, we propose that how the leader makes sense of his or her competencies is key to leadership practice. Specifically, we look at how leaders reconcile discrepancies between the self-perceived proficiency of various competencies and their corresponding importance. Empirically, we study leaders within the music domain – how choral conductors make sense of their competencies in the shaping of their professional practice. We investigated how choral leaders in Scandinavia ( N = 638) made sense of their competencies in the face of demands in their working situations. A mixed methodology was used, comprising a quantitative survey with qualitative comments and in-depth interviews with a selection of the respondents. The results show that when choral leaders shape their practice, they frequently face competency gaps that compel them to act or adjust their identity. The key to this sensemaking process is how they move competency elements they master to the foreground and wanting elements to the background. The concept of ‘sensemaking affordance’ is introduced to account for how various leader competency categories are negotiated to safeguard overall efficacy.

LGBT cultural competency, patient exposure, and curricular education among student pharmacists

BackgroundPharmacists are positioned in unique and important roles in health care in their ability to care for the lesbian, gay, bisexual, and transgender (LGBT) population. For example, pharmacists are a highly prevalent, accessible provider type, and informal surveys have shown that LGBT patients may be more comfortable asking their pharmacists sensitive medication questions rather than their primary provider. ObjectivesTo demonstrate gaps in LGBT cultural competency among student pharmacists and propose specific recommendations on the number of LGBT patient exposures and educational hours that can significantly improve LGBT cultural competency. MethodsStudent pharmacists (N = 275) at 3 universities in the United States completed a survey comprising demographics, experiential variables (i.e., number of LGBT patients and LGBT hours), and the 7-point Likert LGBT-Development of Clinical Skills Scale (LGBT-DOCSS). LGBT-DOCSS scores were stratified by 1-point increments, and experiential variable means were computed per each stratification to characterize the mean LGBT patients and hours of student pharmacists with higher scores and those with lower scores. ResultsStudent pharmacists reported low numbers of annual LGBT patients (Mean = 3.82, SD = 9.54), annual LGBT curricular hours (Mean = 0.55, SD = 0.95), and annual LGBT extracurricular hours (Mean = 2.50, SD = 15.42). They reported very high attitudinal awareness (Mean = 6.19, SD = 1.02), moderate knowledge (Mean = 5.00, SD = 1.25), and low clinical preparedness (Mean = 3.26, SD = 1.33). Student pharmacists who cared for 25 or more LGBT patients and received 10 or more LGBT total hours reported significantly higher preparedness, knowledge, and overall cultural competency. ConclusionStudent pharmacists have shortcomings in LGBT cultural competency and limited LGBT patient exposure and education. To improve LGBT cultural competency, pharmacy schools and accrediting bodies should consider ensuring that student pharmacists receive at least a total of 25 LGBT patient contacts and 10 LGBT formal education hours across their pharmacy education.