The selection and management of staff are directed towards providing quality of service and meeting the objectives of the pharmacy practice. Staff selection, appraisals and training must be performed in accordance with the provisions of the applicable legislation, e.g. the Labour Relations Act 66 of 1995.
Staff recruitment is an objective process, which leads to the employment of staff who are suitable for the specifications of the position.
| (a) |
The responsible pharmacist should ensure that written job descriptions are prepared for all staff and that all staff are acquainted with their job descriptions and responsibilities. |
| (b) |
All staff must be appropriately qualified, competent and fit to work in the pharmacy. |
| (c) |
All staff should receive appropriate training, information and orientation when newly appointed to a position in the pharmacy. |
| (d) |
The requirements of the Pharmacy Act and the Medicines Act with respect to persons handling medicines and related products must be observed. |
| (e) |
The provisions of the Employment Equity Act and other legislation relating to human resources must be incorporated in the pharmacy's staff selection and employment policies. |
| (f) |
Staff selection and placement policies should note the importance of assessing the individual's capability to perform a job. Some positions require particular standards of hygiene, place significant physical demands on the individual, or preclude sensitive infection tolerances. The maintenance of the individual's capability to perform a job is equally important. |
| 3.2.2 |
Staff appraisal and development |
An ongoing staff appraisal and development process should be established which contributes to the maintenance of well-trained, motivated and loyal staff.
| (a) |
The responsible pharmacist should set performance objectives at least annually, in consultation with each staff member. Performance is monitored and evaluated against the job descriptions and established objectives. Results should be discussed with the staff member and clearly documented on their personal record. |
| (b) |
Personnel records containing professional and personal information which is essential for carrying out their job responsibilities, should be maintained for each staff member. They are stored in a manner which preserves confidentiality. |
| (c) |
The establishment of high standards in the provision of service should be a significant factor in appraising a staff member's performance. |
| (d) |
Staff members should be involved in the appraisal of their performance and the extent of their involvement should be documented. |
| (e) |
Performance appraisal should assist pharmacy management in identifying a staff member's training needs. |
| (f) |
If performance is considered inadequate, the factors leading to the judgement should be documented and placed on the individual's personal record along with the details of an agreed strategy to improve and evaluate performance. |
| (g) |
Rewards for performance should reflect the outcome of the individual's performance. |
| (h) |
Staff should be encouraged to participate in the activities of their professional bodies, particularly in those which will further the development of their professional skills. |
Training should be sufficient to enable staff to provide comprehensive and effective pharmaceutical service.
| (a) |
The pharmacy should maintain a staff development programme and training plan which ensure that staff are properly trained, relevant to their identified needs and to the current and the future work plans of the pharmacy. |
| (b) |
All staff should continually review their level of professional knowledge and expertise. They should document an appropriate self-development plan. |
| (c) |
Qualifications must be kept current while staff are working in the pharmacy. |
| (d) |
Where a staff member is required to show proof of continuing competency, an appropriate education programme should be established, documented and pursued for the individual concerned. |
| (e) |
A sufficient number of staff should be trained in simple health emergency procedures to enable the provision of advice or treatment when the pharmacy is open to the public. |
| (f) |
When training for pharmacy students, pharmacist interns, and/or pharmacist's assistants is provided, there must be a sufficient number of experienced pharmacists to supervise training. |
| (g) |
Appropriate staff members should be encouraged to participate in inter-professional activities which will further the practice of pharmacy and will assist in the provision of better patient care. |
Contingency Fees Act, 1997
