Formalized mentorship program for newly hired pharmacists
Year: 2016
Type: article
Abstract: Research has shown that mentoring influences career choices and can positively affect personal development, mentee self-confidence, and research productivity.1 In healthcare, mentoring can be crucial for the development of future leaders.2 A formal mentorship program can ensure that mentoring is established as a priority and that participation in mentorship is increased. However, in formalized programs, managers typically take on the responsibility of assigning mentors.3 When mentees take the initiative themselves to find a mentor, they invest in the experience and the outcomes more deeply.4 A balance between self-initiated mentorship and a formalized program is warranted. At the University of North Carolina Medical Center, a formal mentorship program existed for pharmacy residents but not for permanent employees. The mentorship program for residents is well structured and continues to be a strong, recognized asset of the residency program each year. Recognizing the benefit this type of service could provide to newly hired pharmacists, we sought to implement a formalized mentorship program for permanent employees. To pilot this program, we began with pharmacists who worked in our hematology and oncology division. Mentees were identified as those pharmacists who had less than one year of practice experience. Mentee participation was mandatory, while mentor participation was voluntary. Pharmacists with greater than two years of oncology experience, not including postgraduate experience, were identified as potential mentors.
DOI: 10.2146/ajhp150362
Authors: Andrew Thorne, Lindsey B. Amerine
Language: English
Subfield: Education
Field: Social Sciences
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W2483568614