A national analysis of the pharmacy workforce in Indonesia.

BACKGROUND: Pharmacists play a fundamental role in healthcare systems and achieving Universal Health Coverage (UHC) through quality primary healthcare service provision. While the World Health Organization (WHO) forecasts a global shortage of health workforce by 2030, mainly affecting low- and middle-income nations (LMICs), limited published literature is found regarding pharmacy workforce capacity in LMICs, including Indonesia. This paper aims to analyse pharmacists' capacity in Indonesia to identify emerging workforce planning gaps for future workforce planning and policies in Indonesia. METHOD: Several data sources were accessed, including a database from the National Pharmacy Committee and the professional leadership body in Indonesia. Descriptive (frequencies, percentages, and mean), correlational and time-series analysis using curve estimation were conducted. Secondary data on the number of programmes, pharmacy students, pharmacy workforce (pharmacists and pharmacy technicians) per province were obtained from the Ministry websites and reports. RESULT: There were a total of 77 191 registered pharmacists in Indonesia in 2019. The pharmacists' pyramid showed a youth bulge as a general indication of market expansion in the education sector correlating to the pharmacy programme's number and size. There was a variation in pharmacy workforce density and access to pharmacy programmes across islands, which also were strongly correlated. Forecasting estimates that by 2030, women will represent around 86% of pharmacists in Indonesia. More female pharmacists were found working in the hospital and primary healthcare (providing direct services to patients) than male pharmacists. Younger pharmacists worked in the industrial sector, while older pharmacists worked in governmental and educational institutions. CONCLUSION: This study signposted workforce planning gaps for policy development in Indonesia, including a need to develop structured training to support early career pharmacists in their practice. There is also a need for better access to professional development programmes designed to support female pharmacists return to the regulated workforce following career breaks. National policy to promote equitable distribution and retention of pharmacists is recommended.

Equity in primary health care: the legacy of Julian Tudor Hart and a personal journey he inspired.

Dr Julian Tudor Hart inspired me when I worked as a locum general practitioner in the neighbouring village to Glyncorrwg, southern Wales, in 1979. Our conversations helped shape my subsequent career. But it was only years later I learned that Julian was an icon of general practice and author of the famous 'inverse care law'. Julian was both a truly compassionate dedicated general practitioner in Glyncorrwg, an impoverished Welsh working-class coal-mining village, and an epidemiologist, conducting robust research in partnership with his patients. Patients were co-producers of the research designed to improve their health outcomes. Julian led the way in advocating that first-contact, continuous, comprehensive, and coordinated care for everyone was necessary to achieve equitable health outcomes. He conducted research neither for its own sake nor for his academic advancement. His aim was always to help improve people's lives. He identified that good medical care was least likely to be available for populations most in need. More than that, he demonstrated throughout his exemplary career how it was possible to work with a socioeconomically disadvantaged community to both discover their health needs and also provide equitable personalised health care to all. His legacy lives on.

Practising alchemy: the transmutation of evidence into best health care.

Alchemy was the synthesis or transmutation of all elements in perfect balance to obtain the philosopher's stone, the key to health. Just as alchemists sought this, so health practitioners always seek the best possible practice for optimal health outcomes for our patients. Best practice requires full knowledge--a little information can be dangerous. We need to serve our apprenticeship before we master our profession. Our profession is about improving health care. While the journey may start at medical school, the learning never ceases. It is not only about practising medicine, it is about the development of the practitioner. Professional practice requires systematic thinking combined with capacity to deal morally and creatively in areas of complexity and uncertainty appropriate to a specific context. It requires exemplary communication skills to interact with patients to facilitate collaborative decision making resulting in best practice. The synthesis of scientific and contextual evidence is a concept which applies to all disciplines where theoretical knowledge needs to be transferred to action to inform best practice. Decisions need to be made which take into account a complex array of factors, such as social and legal issues and resource constraints. Therefore, journey towards best practice involves transmutation of these three elements: scientific knowledge, the context in which it is applied and phronesis, the practical wisdom of the practitioner. All science has its limitations and we can never know all possible contextual information. Hence, like the philosopher's stone, best practice is a goal to which we aspire but never quite attain.

A global evidence review of systemic factors influencing participation in pharmacy professional development activities.

BACKGROUND: Changes to the pharmacy profession have meant that a pharmacy degree can no longer serve as an endpoint to professional training within pharmacy. Continuing learning and training are imperative in order to provide high-quality healthcare services. Investing in healthcare workers' education and training not only has a positive impact on employment rates and economic growth but also results in remarkable improvement in health and population outcomes. OBJECTIVES: To identify factors affecting pharmacists' participation in Continuing Education (CE) or Continuing Professional Development (CPD) activities. METHODS: Relevant literature was identified through a systematic search of the following databases: EMBASE, (CINAHL Plus, SCOPUS, PsysINFO, PubMed, Australian Education Index (AEI) and British Education Index (BEI). RESULTS: Two hundred eighty-seven studies were screened, and thirty-two studies were included in this review. Reviewing the retrieved studies identified four factors that may influence pharmacists' participation in professional development activities. Factors identified comprised: attitudes, access to needs-based education, support, and policy. CONCLUSION: Understanding the connection between needs-based education, systems of support, and professional policies may help leaders and policy makers to make more informed decisions with regards to pharmacy workforce development by creating better strategies for pharmacists' education, training, and career development.

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).

Using a global systematic framework tool to guide the advancement of the pharmacy workforce education and training on a national level.

BACKGROUND: Systematic education and training strategies play a critical role in preparing a competent pharmacy workforce to meet the evolving healthcare needs of nations. Reports have shown that investing in healthcare workers' education and training not only has a positive impact on employment rates and economic growth but also results in measurable improvement in health and population outcomes. The goal of this study was to evaluate the use of globally validated workforce goals as a guide to the planning and advancement of the Kuwait pharmacy workforce's education and training. METHODS: A mixed-approach qualitative study involving representatives of key stakeholders was conducted. Focus group interviews were carried out with pharmacists with patient and non-patient facing roles (N = 33). In addition, semi-structured interviews with the three main pharmacy Continuing Professional Development (CPD) providers in the country were conducted. Data were analysed using a framework analysis method. Interviews were transcribed verbatim and data were analysed and coded using MAXQDA-12. The International Pharmaceutical Federation Workforce Development Goals (FIP WDGs) were used as the framework for data analysis. RESULTS: Participants' responses highlighted three main priorities: the importance of initial and post-graduation needs-based education (WDG 2), the need for competency development and competency frameworks (WDG 5), and the crucial role of active policy and regulations that would enforce the profession development (WDG 9). Investing in competency development was seen the top priority for the pharmacy workforce in Kuwait. CONCLUSION: This study provided insights into areas in need of systematic development for pharmacy workforce in Kuwait including foundation training for early career pharmacists, competency development and competency frameworks, and policies and regulations that would enforce the profession development. In addition, the use of the FIP WDGs framework was found to offer a framing device to better understand and identify priorities and needs for pharmacy workforce development.