Facilitating multistate pharmacy practice: Streamlining continuing pharmacy education requirements.

A major regulatory impediment to achieving multistate pharmacist licensure is state-specific Continuing Pharmacy Education (CPE) mandates. States vary on CPE requirements in 6 key domains, presenting a potentially significant administrative burden for multistate pharmacists. In the short term, replicating the nursing compact model of CPE regulation is the most viable model for the pharmacy profession. In this model, a pharmacist would have to follow just the CPE requirements for the state where the pharmacist maintains primary residence, and maintenance of this home state license would be automatically recognized by other states in which the pharmacist practices.

Is now our time? History to provider status for allied health professions and the path for pharmacists.

The designation of health care providers is limited to physicians, physician assistants, nurse practitioners, certified nurse midwives, nurse anesthetists, clinical psychologists, dietitians, and social workers. Pharmacists are not federally recognized health care providers and, therefore, are not eligible for cognitive service reimbursements. This commentary explains the intentions of adding pharmacists as Medicare Part B providers, evaluates current state pharmacist provider status, and calls pharmacists, technicians, and other key stakeholders to advocate on behalf of the profession of pharmacy. If federal provider status is granted to pharmacists, patients will gain better access to care, health spending will decline, and physician lead care teams will have an expert in medications readily available for consultation or other medication-related needs. Reimbursement would provide more resources to administer these needed services to more patients in areas with limited access to health care resources.

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.

Factors influencing primary care organization commitment to technical assistance for pharmacist clinical services integration.

BACKGROUND: While technical assistance (TA) has been utilized by primary care organizations (PCOs) for electronic health record installation and medical home recognition, little is known about PCOs' use of TA to optimize pharmacist clinical services and integration in team-based care or population health programs. In 2019, the Connecticut Office of Health Strategy's State Innovation Model Program funded a no-cost TA initiative for 9 PCOs to initiate and/or advance pharmacist clinical services. OBJECTIVE: To assess organizational, operational, and pharmacist factors that influenced PCO commitment to the TA program. METHODS: During the TA program, data were collected from multiple sources including PCO demographic data; discussions and meetings with PCO medical, pharmacy, and administrative leaders; on-site workflow observations; and pharmacist coaching sessions. Configurational comparative methods were applied using the data collected during the TA program. Candidate factors were identified and calibrated on the basis of the researchers' knowledge of the TA program, organizational readiness for change models, implementation science frameworks, and published literature. Each candidate factor was iteratively assessed until 13 factors were selected and calibrated by independently assigning each factor a dichotomous value across PCOs. Calibration differences between the researchers were discussed until consensus was reached. Solutions were modeled using the Coincidence Analysis (cna) package in R and RStudio (RStudio, PBC). RESULTS: Of the 9 PCOs, 4 committed to participating in the TA program. Only 1 factor, the presence of a hired pharmacist, consistently distinguished PCOs that committed from those that did not, with 100% coverage and 80% consistency. CONCLUSION: PCO commitment to participate in the TA program was best explained by the factor of already having hired a pharmacist. These results can inform future efforts to engage PCOs in TA, primary care policy initiatives, and future research to understand factors influencing PCO success with pharmacist clinical services integration.

[The professions of colonial pharmacist in French West Africa]. / Les métiers de pharmacien colonial en Afrique occidentale française.

During the twentieth century, French colonial rule in West Africa was marked by the establishment of a homogeneous health organization in the colonies. It was based on the health service of the colonial troops, the hospital service under the general service and other services such as health police, epidemics and hygiene. This health system made it possible to protect the colonizers and indigenous populations from the major endemics of the time, to conduct research on new diseases hitherto unrecognized and to bring "civilization" to the overseas territories. The pharmacist's missions in the colonial health system were manifold. Our study aims to shed light on the profession of colonial pharmacist in the health history of French West Africa. To do this, it concerned the period between the creation of the Federation of French West Africa (1895) and the end of colonization (1960). Drawing on the available documentation, including archival material and bibliographic sources, this article shows that the colonial pharmacist was already exercising a multidisciplinary profession. He was in fact hospital manager, wholesaler-distributor, pharmacy, biologist, chemist, botanist, teacher, central actor in public health.

Toward Multistate Pharmacy Practice: Enhancing Mobility and Portability of Pharmacist Licensure.

Pharmacists are licensed in all 50 states. As society becomes increasingly mobile and interconnected, several models of cross-state pharmacy practice have emerged, straining the current state-based system of licensure. The nursing profession has provided a model for license portability that offers 3 primary advantages over the current pharmacist licensure model while still protecting safety: (1) faster speed, (2) lower cost, and (3) reduced administrative burden. A hybrid approach for the pharmacy profession that builds off of the expedited license transfer model and adds a mutual recognition model is ideal.

A call to action: Maximizing the pharmacy technician role through certifications.

The continued advancement of pharmacy practice demands highly skilled and knowledgeable pharmacy technicians to enhance the services provided. As technician responsibilities continue to evolve to include more advanced roles, the need for standardized technician training and certification is essential to advance the profession of pharmacy technicians and pharmacy practice. With only 45% of states requiring technician certification, great variation exists in the education and training competencies required for technicians practicing in the health system setting. While the gap in certified pharmacy technician workforce is significant, the advancing skills demanded of our technician workforce underscore the need for national standardization of technician certification requirements in the health system setting. Pharmacists, health systems, and legislators must commit to advancing the profession of pharmacy and advocate for a uniform, certified technician workforce as a professional standard.

Improvement of Inpatient Psychiatric Facility Quality Reporting program measure: Screening for metabolic disorders through pharmacy collaborative practice agreement.

BACKGROUND: Second-generation antipsychotics are associated with lower risks of extrapyramidal symptoms, including tardive dyskinesia. However, many second-generation antipsychotics are associated with metabolic adverse effects, including weight gain, impaired blood glucose control, and hyperlipidemia. Metabolic monitoring for patients prescribed antipsychotic medication is 1 of several measures of the Centers for Medicare & Medicaid Services' Inpatient Psychiatric Facility Quality Reporting program. Screening for metabolic disorders (SMD) must be obtained within the previous 365 days before the hospital discharge date. National data suggest that compliance with this measure is low. OBJECTIVE: To improve compliance of metabolic monitoring by 20% while ensuring that the quality improvement interventions did not cause any unintended adverse effects on other aspects of our system. PRACTICE DESCRIPTION: This quality initiative was conducted at a large, 2000-bed academic medical center with approximately 80 inpatient psychiatric beds. PRACTICE INNOVATION: To improve the metabolic screening rates, a pharmacist collaborative practice agreement (CPA) was established as part of a quality improvement project. Previously, there were no formal processes at the institution to ensure that appropriate laboratory tests were conducted. EVALUATION METHODS: Using an uncontrolled before-and-after design, SMD data were gathered from 6 months before and 6 months after CPA implementation. Pearson chi-square test or Fisher exact test were used to compare the pre- and postintervention groups in this quasi-experimental design. RESULTS: Compared with the preintervention period, compliance of SMD monitoring increased by 21.2% in the postintervention phase-from 69.2% to 90.4% (P < 0.001). CONCLUSION: The empowerment of clinical pharmacists with a CPA significantly improved guideline-concordant metabolic monitoring of antipsychotics. These findings may have significant impact on the approach to the safe use of these essential psychotropic medications and provide a framework for other inpatient mental health facilities to optimally use the skills of their interdisciplinary team.

Politics, patients, and the role of the pharmacist: Addressing social and political issues that affect health care.

Pharmacists are well-respected health care practitioners tasked with providing optimal patient care while operating under an assigned code of ethics. Pharmacists know their responsibility regarding improving patients' health in the examination room, pharmacy, and hospital, but several factors influence the well-being of a patient that are not directly related to their therapy regimens. A patient's actions regarding political and social issues can have an indirect effect on their health and the health of others. As health professionals, are pharmacists duty-bound to alert patients to the impact of public policies on the health care system and their individual health? In addition, should pharmacists be able to assess when interventions are necessary and provide this education? As a profession, pharmacy must work toward creating guidance to help practitioners identify and address these issues with patients and encourage positive outcomes for individual patients and communities as a whole. Political and social issues will continue to become intertwined in the patient-practitioner relationship, and tools must be created to best navigate these delicate topics.

Reimbursement for pharmacist-provided health care services: A multistate review.

OBJECTIVE(S): To better understand individual state approaches to reimbursement for pharmacist-provided health care services, we sought to (1) review existing statutes and regulations on pharmacist reimbursement from select states (Alaska, California, Idaho, New Mexico, Oregon, and Washington) and (2) suggest approaches to changing state statutes and regulations to allow for reimbursement. METHODS: We reviewed approaches taken by 4 states that currently allow for direct reimbursement of pharmacist-provided health services and 2 states that are in process. Washington requires commercial health plans to credential and privilege pharmacists as health care providers deeming reimbursement and coverage disparities among providers as compensation discrimination. RESULTS: Oregon does not require insurers to provide payment but requires pharmacists to contract and credential with each individual insurer, without the mandate for payment. In California, pharmacists receive 85% of the established fee schedule that physicians receive for equivalent services, and payment is issued to the pharmacy, not the individual pharmacist. California and New Mexico both only allow specified pharmacies or pharmacists to bill (advanced credentials or a tiered licensing model). In Alaska, scope and payor regulations align to allow compensation for covered services; however, insurance credentialing portals are not configured to enroll pharmacists as billing providers. In May 2020, pharmacists were added as nonphysician ordering, referring, and prescribing providers in the Idaho Medicaid basic plan regulations, and licensed pharmacists with national provider identification numbers were auto-enrolled. CONCLUSION: The states we reviewed took different approaches on the basis of their established statutes and regulations (pharmacy, public and private insurance), resulting in variability in compensated services and reimbursement. An intentional alignment of statutes, regulations, and scope of practice is required to support reimbursement and sustainability of services.

Salary and entry-level requirements for pharmacy technicians compared with other health technologist and technician occupations in Maryland.

OBJECTIVES: Pharmacy technician programs are experiencing important transitions to new educational standards, an enhanced accreditation framework, and changing requirements by state boards of pharmacy. The requirements are highly variable from state to state and have practical consequences for the pharmacy workforce in terms of technician recruitment, retention, and satisfaction. Using the state of Maryland as a case report, the purpose of this analysis was to compare the requirements necessary to become either a pharmacy technician or another type of health technologist, including board licensure or registration; training, education or certification or both; and 2016 median salary as reported by the Bureau of Labor Statistics. DATA SOURCES: This analysis of salaries and job requirements for health technologists and technicians in the state of Maryland was conducted using the Standard Occupational Classification system and the Bureau of Labor Statistics wage data. SUMMARY: Nuclear medicine technologists have the highest median salary at $38.50 per hour. No relationship between increasing entry-level qualifications and salary was identified, but pharmacy technicians were found to have the lowest median salary at $15.10 per hour. Although 5 occupations have median salaries greater than $30, 9 have median hourly salaries less than $20, of which 5 have minimum qualifications mandated by statute and regulation. CONCLUSION: Pharmacy technicians have the lowest median salary compared with other health technologists and technicians in Maryland. With pharmacy technicians reporting low satisfaction with salary as a reason for intending to leave an employer, implementing mandatory minimum entry-level requirements without a corresponding increase in salary could lead to a reduction in applicants for positions.

Do pharmacist employers prefer or require board certification?

OBJECTIVE: The pharmacy profession has promoted the value of board certification, yet the impact of board certification on employment opportunities for pharmacists is largely unknown. This study aims to report employer preferences for board certification as indicated on job listings. DESIGN: A national search for pharmacy job postings from November 16, 2018, to March 8, 2019 was performed by reviewing websites and attending conferences. For each listing, data on the status of required, preferred, or neither for board certification, type of specialty, and the practice setting were recorded. Employers listing a preference or requirement for board certification were asked to complete a questionnaire to ascertain reasons for requiring or preferring board certification. SETTING AND PARTICIPANTS: The study includes job listings from various non-community pharmacy employers. OUTCOME MEASURES: The outcome measures were to (1) assess if board certification is required/preferred by pharmacist employers, (2) determine if predominantly clinical versus nonclinical job listings include board certification as a requirement or preference, (3) differentiate practice area and specialty with regard to requirement or preference for board certification, and (4) evaluate reasons behind the requirement or preference. RESULTS: More employers did not prefer or require board certification compared with those who listed such preferences (51% vs. 49%). Employers of jobs with a predominantly clinical component were more likely to require or prefer board certification (53% vs. 27% [no clinical component]). The board certification most often requested was pharmacotherapy, followed by oncology and psychiatry. Most employers (98%) who prefer board certification and those who require board certification (79%) believe that credentialing verifies competence in a specialty practice (P = 0.03) and ensures acquisition of knowledge and skills within the specialized field (P = 0.03). CONCLUSION: More pharmacy employers do not require or prefer board certification. Employers are more likely to prefer or require board certification for predominantly clinical jobs.

Leveraging quality improvement principles in comprehensive medication management pharmacy practice: A case example.

OBJECTIVE: To maximize the time pharmacists providing comprehensive medication management (CMM) services spend providing direct patient care by tracking their time spent on various activities. SETTING: Fifteen primary care clinics within an integrated health care system in Minnesota. PRACTICE DESCRIPTION: Eleven pharmacists provide comprehensive medication management services in 15 clinic sites; 12 primary care clinics, 1 family medicine residency training clinic, and 2 specialty clinics. PRACTICE INNOVATION: A team of pharmacists providing CMM developed and completed a self-reported workload sheet to document how much time they spent on various activities. These sheets were completed at 4 different points over 6 years to guide efficiency efforts to increase pharmacists' time spent in value-added activities such as direct patient care. EVALUATION: Beginning in 2014, each CMM pharmacist was asked to complete the workload tally sheet to track the time they spent on all their daily activities for a 5-day period. The workload sheets were collected in 2014, 2016, 2017, and 2019 and represent a snapshot of activity at 1 point during each year. Workload sheets from each pharmacist were compiled and analyzed each year to assess time spent in direct patient care and other value-added activities. RESULTS: From 2014 to 2019, CMM pharmacists increased their time providing value-added services from 47.1% to 72% and increased time in direct patient care from 26.7% to 52.5%. This was achieved through a number of workflow optimization strategies, including appropriation of staff to schedule and recruit CMM patients, developing expanded collaborative practice agreements, and creating documentation efficiencies. CONCLUSION: Collecting CMM pharmacist workload data across the years demonstrated the amount of time pharmacists were spending on various clinic-related activities and served to identify areas where workflow and processes could be improved to increase the time pharmacists spend in value-added services. As CMM practices continue to develop and expand, tracking and optimizing pharmacists' time is essential to leverage efficiency and value of pharmacy services.

Strategies to increase the pharmacist workforce in rural and remote Australia: a scoping review.

INTRODUCTION: Despite reports suggesting an oversupply of pharmacists, there is currently an inadequate supply in rural and remote Australia. This can lead to a reduction in pharmaceutical services for an already vulnerable population. The objective of this study was to identify strategies for increasing the pharmacist workforce and factors associated with retention in rural and remote Australia Methods: Database searches of Ovid Medline (Medline and Embase), CINAHL and Scopus were conducted. Full text of relevant studies conducted in Australia, reported in English and published between 2000 and 2019 were retrieved. The record titles were independently screened by two investigators, after which abstracts of disputed articles were collected for further evaluation. Where agreement could not be reached, a third independent investigator screened the residual articles for inclusion or exclusion. RESULTS: Overall, 13 articles focusing on the pharmacy profession were retrieved. Strategies that have been employed to increase the rural and remote pharmacist workforce include the establishment of pharmacy schools in rural areas, inclusion of rural content in undergraduate pharmacy curriculum, enrolment of students from rural backgrounds, rural placement and employment of sessional pharmacists. Factors associated with retention were personal, workplace or community factors. CONCLUSION: There is limited research focusing on the recruitment and retention of pharmacists in rural and remote Australia. Given that pharmacies in rural and remote areas are very accessible and often function as one-stop health hubs, additional personal, workplace and community support should be provided for rural pharmacists and pharmacy students undergoing placements in rural and remote communities.

Upscaling the pharmacy profession in Lebanon: workforce distribution and key improvement opportunities.

BACKGROUND: The critical role pharmacists play in the healthcare system necessitates close monitoring of their supply, distribution, and competencies. This is especially relevant considering the global increase in the demand for pharmacists. In Lebanon, the pharmacy profession is facing several challenges related to the unplanned supply of pharmacists. The aim of the study is to analyze the Order of Pharmacists registration database and generate workforce distribution over the last six decades. METHODS: This study entailed a detailed database analysis of a deidentified subset of the Order of Pharmacists in Lebanon registration records for years 1954-2018. The analysis generated workforce distribution in terms of growth in number, distribution by gender, age distribution, geographic location, workforce status, sector of employment, and employment position. A descriptive analysis was carried out with cross-tabulations to identify distribution across selected variables. RESULTS: The pharmacy profession in Lebanon witnessed significant growth over the period of analysis. The "Community" was the most common employment sector (63%), followed by "Pharmaceutical Sector" (24%) and "Hospitals" (5%). The high ratio of pharmacists to 10 000 population (20.3) was contrasted by a low ratio of hospital pharmacist per hospital and per 100 hospital beds (1.9 and 1.7, respectively). The high pharmacist to population ratio is indicative of an oversupply of pharmacists precipitated by poor workforce planning. While oversupply did not result in high unemployment, it may have negatively affected the income of pharmacists and their adherence to the professional and ethical requirements of their job. Despite the large number of pharmacists in Lebanon, findings elicit concerns over the adequacy and safety of pharmacists' services in hospitals with a low ratio of hospital pharmacists to 100 hospital beds. CONCLUSION: This study unearthed several opportunities and concerns related to planning the supply, distribution, regulation, and the professional scope of practice of pharmacists in Lebanon. A concerted multi-stakeholder effort to address some of the identified challenges will not only improve the professional status of pharmacists but will also enhance the safety and efficiency of pharmaceutical care in the country.

Conceptualising production, productivity and technology in pharmacy practice: a novel framework for policy, education and research.

CONTEXT AND BACKGROUND: People and health systems worldwide face serious challenges due to shifting disease demographics, rising population demands and weaknesses in healthcare provision, including capacity shortages and lack of impact of healthcare services. These multiple challenges, linked with the global push to achieve universal health coverage, have made apparent the importance of investing in workforce development to improve population health and economic well-being. In relation to medicines, health systems face challenges in terms of access to needed medicines, optimising medicines use and reducing risk. In 2017, the International Pharmaceutical Federation (FIP) published global policy on workforce development ('the Nanjing Statements') that describe an envisioned future for professional education and training. The documents make clear that expanding the pharmacy workforce benefits patients, and continually improving education and training produces better clinical outcomes. AIMS AND PURPOSE: The opportunities for harnessing new technologies in pharmacy practice have been relatively ignored. This paper presents a conceptual framework for analysing production methods, productivity and technology in pharmacy practice that differentiates between dispensing and pharmaceutical care services. We outline a framework that may be employed to study the relationship between pharmacy practice and productivity, shaped by educational and technological inputs. METHOD AND RESULTS: The analysis is performed from the point of view of health systems economics. In relation to pharmaceutical care (patient-oriented practice), pharmacists are service providers; however, their primary purpose is not to deliver consultations, but to maximise the quantum of health gain they secure. Our analysis demonstrates that 'technology shock' is clearly beneficial compared with orthodox notions of productivity or incremental gain implementations. Additionally, the whole process of providing professional services using 'pharmaceutical care technologies' is governed by local institutional frames, suggesting that activities may be structured differently in different places and countries. DISCUSSION AND CONCLUSION: Addressing problems with medication use with the development of a pharmaceutical workforce that is sufficient in quantity and competence is a long-term issue. As a result of this analysis, there emerges a challenge about the profession's relationship with existing and emerging technical innovations. Our novel framework is designed to facilitate policy, education and research by providing an analytical approach to service delivery. By using this approach, the profession could develop examples of good practice in both developed and developing countries worldwide.

An analysis of the global pharmacy workforce capacity trends from 2006 to 2012.

BACKGROUND: Human resources for health are at a critical low. The World Health Organization estimates that the current shortage of health workers, including pharmacists, is in excess of 7.2 million worldwide and that, by 2035, the shortage will reach 12.9 million. Pharmacists, in particular, are lacking in the workforce in many countries. The International Pharmaceutical Federation (FIP) and academic partners have conducted periodic global pharmacy workforce surveys in 2006, 2009 and 2012 which have monitored and reported on the status of the pharmacy workforce at the country and territory levels. This current analysis is a synthesis of workforce capacity data from these date points to provide an overview of the global trends and changes to pharmacy workforce capacity over this time period. METHODS: The methodology proceeded with accessing workforce capacity data collated in 2006, 2009 and 2012 held on file at the FIP Collaborating Centre. This data had previously been validated and made available to WHO Human Resources for Health. The data focused (due to limitations from 2006 databank) on pharmacist workforce capacity. Countries and territories were identified that had data available across at least two of the three time points (2006, 2009 and 2012). Missing time-point data for some countries (data gaps) were subject, where possible, to literature and online data searching to capture possible missing data. Country-level capacity data were plotted against time to identify trends coupled with comparative analysis of the trends. RESULTS: The countries and territories identified as having valid data for each of the time points 2006, 2009 and 2012 were present in all WHO regions, with Europe having the most countries with data available and South East Asia the fewest. All WHO regions have experienced an increase in the density of pharmacists (measured as number of pharmacists per 10 000 population) over the period 2006-2012. However, some countries show a reduction in the density of pharmacists. African countries show large relative increases in acceleration of capacity building but remain significantly behind in terms of absolute capacity per capita. South East Asian and Middle Eastern countries also show large proportional changes in pharmacist workforce. CONCLUSION: The global trend is an increase in workforce across all nations and regions, and this is a move in the right direction towards improved access to, and availability of, pharmaceutical expertise. However, there is still much to be done, with some regions and low-income countries still displaying a disproportionately low number of pharmacists on small overall capacity for delivering pharmacy services.

The status of licensed pharmacy workforce in Saudi Arabia: a 2030 economic vision perspective.

BACKGROUND: The economy of Saudi Arabia is currently undergoing a major transformation which will have an impact on employment in the pharmacy sector. However, quantitative data characterizing the pharmacy workforce in the Kingdom are currently not available. Therefore, the aim of this study was to determine the current status of the licensed pharmacy workforce in the pharmacy field in Saudi Arabia. METHODS: Descriptive statistics were performed on data from the Saudi Commission for Health Specialties (SCFHS) as of March 2017. RESULTS: The labor market for pharmacists in Saudi Arabia is dominated by expatriates. Saudi nationals constitute less than 20% of the pharmacists employed in the Kingdom. The underemployment of Saudis is most evident in the largest sectors of the pharmacy field, namely, private health care establishments, community pharmacies, and pharmaceutical companies. CONCLUSION: There is an unmet need to train Saudi citizens as pharmacists and retain them in the workforce. Addressing this issue should become an important objective in Saudi Arabia's Vision for 2030.

Pharmacy, pharmacists and drugs in the Terezín ghetto.

The article describes the phenomenon of a pharmacy in the Jewish ghetto in Terezín (Theresienstadt) in connection with the local healthcare system and the history of this ghetto. It lists the names of the Czechoslovak Jewish pharmacists who passed through this ghetto, including their fates, whether they survived or were murdered in extermination concentration camps or died as a result of the cruel living conditions in the ghetto. The article discusses the fate of the so-called Mischlingskinder ("mixed children", i.e., persons deemed to have both "Aryan" and Jewish ancestry) and "Aryan" men and women from the so-called "mixed" marriages. In a separate section, the attention is also paid to the fate of Jewish pharmacists from Germany and Austria. In all chapters, the data illustrated by the fate of some pharmacists are stated. Key words: Jews pharmacy Terezín ghetto pharmacist shoah.