He is paid too much. His benefits are too comprehensive. He gets too much vacation. He still gets a bonus even though we have eliminated bonuses. He still works 40 hours a week. He limps after 40 years on his feet. He spends too much time talking with the customers. He complained about the $12.00 an hour tech wages. He called it a disgrace. He told an intern that patient-centric pharmacy practice should be the goal. He also told her to disregard the metrics when a patient was in need. This guy is a trouble-maker. I suggest that we trump up something out of the years of documentation we have on this guy and replace him with that kid who just graduated from Pine Leaf Veterinary School of Pharmacy.
Those among you who read here regularly know that I have been harping about what I see is a conspiracy to “dumb down” the retail pharmacist corps to save money. I don’t know if the schools are in collusion with the retail giants, but it looks that way when you observe the quality of the graduates from the new for-profit schools.
have been having their way with our profession. We cannot allow this. We cannot allow students from FOR-PROFIT SCHOOLS becoming registered with only two years in the class room. They don’t even teach compounding. It is not relevant, they say. Soon, the profession’s memory of what an old-fashioned “Druggist” brings to the table will be lost… forever. It is up to us to rattle the cage so hard that the vibrations are felt as far away as Washington, DC.
I worked for a few months with a very bright new graduate. She got her education at the Feik School of Pharmacy, University of Incarnate Word, San Antonio, Texas. Founded in 2006. It looks as if she was in the first graduating class.
There were huge holes in her education. I went on a mission to fill them. I worked with her for about 15 hours a month. We did compounding. We did Rx counseling. We did OTC counseling. I gave her the “You da boss” talk. When she was the pharmacist on duty, she was the Queen. All professional issues were her call. The Lead Tech (who is an ex floor manager believes that she runs the place). We rattled that hard. I drilled her with “Counseling defines what you are”. If you do not counsel (Rx & OTC) you are just a robo-dispenser working in a dispensary. If you can’t compound, you can’t call yourself a pharmacist.
She was a sponge. She sucked up everything I had to offer and I was at it from the minute I entered the pharmacy until she left for the day.
You MUST step up you guys. We are fighting for our existence and watching isn’t enough. Get some steel for uour spine and DO IT. I have plenty of astep-by-step advice as I am sure Steve and Goose do also. Stand up. Kick the non-pharmacist out of the pharmacy just once, if she disrupts the professional job. Gotta go. Victoria just said, “Are you coming or not?”
We haven’t talked in a while, so I thought I’d share a few things I heard yesterday. First a little background. I currently am a preceptor for 3 students, 2 of them on 6th year rotations just prior to graduation and 1 that is doing a 4 week rotation in the middle of her third year, first professional. All are from Purdue and as far as students go, they are okay, but nothing great. The younger student is in her last week and the two older ones are just starting this week, 2 days late because of the weather. I thought all 3 were kind of wimpy about the weather, but that’s another story. Anyway, one of the older students shared her experience about the interview
process and the job she accepted with CVS and it confirms some of what JP has been hearing about hours, etc. She was hired in by CVS on a 30 hour/week base and was asked if she needed medical or could stay on her parents until she was 26. She didn’t share whether she took CVS medical or not but they did ask. That would be a reason to hire the youngsters, right? She also will be required to float indefinitely.
Another student stopped by that works park-time for us and is also ready to graduate. He was hired by Walgreens to work in South Bend, and he initially agreed to do that. Then he had a change of heart about going there and turned down that position, (unbelievable, right?) and asked for a position in Louisville. I thought that was interesting since Steve has been posting about Wags openings in L-ville. He has not been called or offered. We currently have 2 other students that I am not involved with but know, for a total of 6. Frankly, out of the 6, only one is any good and he’s not that good. Not sure what this all means long-term, but if the talent is this poor coming from a good school like Purdue, what are the others like? The students were also talking about Manchester College’s first graduating class in 2016. (the new pharmacy school in Indiana) Butler and Purdue are currently having a lot of trouble getting preceptors for their students, the Purdue kids think Manchester students will have placement problems. Maybe we’ll get paid now. Looks like more problems for the kids.Just wanted to verify some of the rumors.
I am hearing other “seasoned” RPH’s talking about the kids coming out of Sullivan U.. here in Louisville.. I hear the phrase that they are being “taught to pass the test” .. and few are very impressive. From a business standpoint.. it makes sense to have 30 hr RPH’s.. If you have a 90 hr/wk store.. most likely you will have some non-overtime hrs.. when sick days, vacations come around… and since most of the chains have standardized their Rx dept layout… in the larger cities.. you just move bodies around from store to store and/or need a smaller float pool… to cover shifts and avoid overtime.
I know, that I have a cousin that has a store in Scottsburg… and he was a preceptor .. for only one year.. and that was enough for him… he is no longer doing it. I still say that we will see – as the surplus grows – PDM’s coming into stores and telling RPH’s .. I have a new RPH’s willing to do your job for xx,xxx.xx/yr and you have 24 hrs – or less – to make up your mind.. if you want to keep your job.. you will have to work for what they agree to work for and take a cut in benefits to match what a new hire would be entitled to. If corporate health insurance premiums are aged based – like everyone else – might have to pick up the cost of insurance over what the new hire
I still think that there is a possibility that we may have to “bid” to get a job… the chain does interviews… and selects half-dozen or so that they feel are good candidates … then get them to bid on how little they will take to get the job. As Obamacare kicks in… and tries to cut costs and the PBM’s & the chains fight over what is left… while trying to increase their profits annually… labor is normally the highest per-cent of a store’s overhead.. and since we are the highest paid… it could get real nasty.. on the positive side… the chains might increase the number of stores that a DM/PDM have to manage – shrink that labor pool cost – so more stores.. the less you have to personally see the asshole