When getting a pharmacist level, we are generally not aware of the requirement to keep our knowledge up-to-date, and nearly automatically reveal ourselves against the obvious waste of hours that have to be added to those of themselves and a long time of level.
Unfortunately, we’ll need to devote to this urge since keeping competence throughout a profession where fresh and difficult duties arise is a basic ethical requirement for all professionals. Moreover, and as caregivers, updating occupies a prominent spot for two main reasons: the prevalence of new knowledge on people’s wellbeing, and the rate with which advances in research occur.
In this manner, the concept of continuous training (FC) has been put into the personal evolutionary procedure for the pharmacist, also allows us to regularly plan the activities to be completed, which must persist throughout the professional life.
The World Health Organization (WHO) and the International Pharmaceutical Federation (FIP) at the publication “Development of pharmacy practice centered on patient care” (2006) raise the fundamental prerequisites of a profession that has to alter its paradigm of specialist practice: from drugs into the pharmacotherapeutic needs of sufferers. In this way, the mission of the pharmaceutical profession is to add to the development of health and to help patients make the greatest possible use of medicines. As a result of this, new cognitive solutions have been configured around the globe that are offered by pharmacists.
The aforementioned publication also takes the idea of the “seven-star pharmacist”, that is caregiver, decision-maker, author, manager, permanent student, instructor and pioneer. The writers also add a new function: that of research workers.
From continuing education to constant professional development
Pharmacist training ought to be considered as a permanent and continuous process in its three stages (undergraduate, postgraduate and FC / continuous professional growth ), that can be as a macro-process that contributes right to the last product: a qualified professional who will respond to the pharmacotherapeutic demands of the populace.
Hence, a change of objective is taking place, from the FC (where the acquisition of understanding is prioritized) towards this of coaching professionals who are capable in their field of training, thus altering the educational model: from teaching to learning. This new conception also emphasizes the concept of self-explanatory learning, in which the man who learns is not only the attention of the procedure, however the driver of her own educational process, proposing teaching that is based on the individual.
Similarly, the need to maintain and enhance professional competence is generating that the timeless thought of FC is being replaced with a broader and broader one known as “constant professional improvement” (CPD). The DPC may be described as the responsibility that the pharmacist has, separately, to preserve, build and systematically expand his knowledge, abilities, and aptitudes, in order to ensure the allocation of his competence as a professional during his career.
It’s necessary to describe, then, that CPD isn’t the same as FC since it requires a positive attitude towards lifelong learning and includes all actions that contribute to improving your pharmacist’s competency and practice.
Considering that the DPC concentrates on the requirements of the person, each pharmacist has the obligation to identify the prerequisites in their own exercise and choose a learning activity that meets all those requirements. This manner, the DPC is integrated into the life-long learning cycle and can be thought to have two elements: professional expertise and HR.
For the pharmacist, the CPD needs to be dependent upon the evolution of the health care, teaching, study, training, and management aspects; we can say then we ought to cover most of the roles – (star) of this pharmacist that were previously raised.
Professionals should value the CPD as a tool that allows it to adapt to constant technological, social, and cultural influences in order to better serve your community. Furthermore, in most states, regulatory authorities require evidence that newly qualified pharmacists are not just competent for expert training, but should also be appropriate for pharmaceutical practice.
The role of universities in”continuous professional development”
Universities, through the faculties of pharmacy, must not just restrict themselves to the undergraduate training of future graduates, but must also accompany the DPC of the graduates, generating strategies which enable a permanent relationship and feedback on their training requirements, teaching, and research. This connection should also result in developments in the pharmacy livelihood curriculum.
Assuming that the university must take part in the DPC of how pharmacists suggest developing all of the logistics required to execute this aim, together with the groundwork of the faculty being a key element. To achieve this preparation, the significance of the knowledge should be transmitted is not enough: educators should take into account the changes in the educational model mentioned previously, prefer the multidisciplinary content and consider that the training needs of professionals. As a result, it will be required to set up the necessary mechanisms to adapt, incorporate and link theoretical knowledge with training, consistently in accordance with the pharmacotherapeutic demands of the area where the pharmacist provides their services.
A significant fact is that the clinical training of pharmacists, also it has been pointed out that this attribute cannot be transmitted if it is not directly experienced professionally, so engaging daily in resolving the pharmacotherapeutic demands of individual patients. Thus, it will be very important that teachers with clinical dedication have a better role in training activities, and that they are completed with patients in a real environment.
Notwithstanding the above mentioned, truth shows us in many instances that the college is far from the procedure. At the same time, a few skilled settings feel remote from the university, and collaborative efforts have been a couple and usually not without problems. A closer link between the universities and the specialists or their agent associations would favor an optimal CPD, as it could strengthen the healthcare, teaching, research, and training facets of their pharmacists involved.
For this, it will be essential to establish plans for permanent understanding between colleges and their faculties of pharmacy, pharmacists, their professional associations and scientific societies, so to be able to design strategies that can satisfactorily accompany the constant professional development of their pupils.
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