The development and use of price and value indexes that differentiate between the effects of price and volume changes on a hospital's cost of drug products and related supplies are discussed. To construct a price index it is necessary to (1) compile a general list of drug products representative of a major portion of the institution's annual drug expenditure, (2) assign appropriate weights (quantity determinants) to these listed products, (3) select a base period that reflects normal hospital operations, and (4) select a suitable equation, the authors' choice being a fixed-weight aggregates method. The value index, which measures the combined effects of acquisition cost changes and volume changes, can be calculated when the acquisition cost change for the period is known. Information derived from the indexes can be used in (1) cost analysis and operational forecasts, (2) measurement and assessment of purchasing and inventory control, and (3) simplification of procurement and inventory processes.

Costs and Cost Analysis↗

PubMed1979

Expansion of pharmacy services in a mental health center.

This article describes a system redesign initiated at the Connecticut Mental Health Center which enabled the pharmacists to release approximately 20 hours per week. This time was reallocated to improve and expand pharmacy services. Also described is the effect of this system improvement on physicians, clinicians, and patients and on the ability to identify first-stage noncompliance in patients who are part of the medication maintenance program. The value of system redesign in improving and expanding services in an era of cost containment is discussed.

Ambulatory Care↗

PubMed1979

Screening and selecting candidates for a hospital pharmacy residency program.

An applicant screening and selection procedure for a hospital pharmacy residency program which (1) efficiently processes a large number of applicants while minimizing the subjective nature of the review process and (2) ranks candidates for submission to the ASHP Residency Matching Program is described. A screening and selection committee consisting of five staff members of the hospital pharmacy department was created. Goals of the residency program and qualities of the optimal resident were defined prior to development of the screening and selection program. Two forms were used by staff in the screening process: a screening worksheet for the preinterview screen, and an evaluation chart for the interview phase. Each form outlined the criteria which serve as indicators of academic, professional and personal development in a format that allows easy extraction of data. By carefully defining program goals and identifying specific human qualities most compatible with those goals, the likelihood of successful applicant selection through use of a systematic screening process is increased.

Education, Pharmacy, Graduate↗

PubMed1979

Work sampling to evaluate staff pharmacist productivity.

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Efficiency↗

PubMed1979

Objective-focused approach for appraising the performance of institutional pharmacists.

The development of an objective-focused performance appraisal method applied to hospital pharmacy management is discussed. Objective-based performance appraisal techniques should match the pharmacy department's goals and management style and be a continuous process. Goals should be established and target dates set jointly by the individual and supervisor, emphasizing employee planning and departmental priorities. Standards by which to measure accomplishment of objectives should be set before the evaluation period begins. Appraisals and rewards should be related to achievement of goals. Objective-focused performance appraisals provide a better system for establishing priorities and improve coordination and integration of departmental plans and activities.

Employee Performance Appraisal↗

PubMed1977

Guidelines for determining generic substitution.

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Pharmacists↗