Community Pharmacy Workforce Survey 2022

Introduction

Purpose and Objectives

The primary purpose of the 2022 survey was to gather robust, up-to-date information on the community pharmacy workforce to inform policy development, workforce planning, and education and training provisions. Specific objectives included:

• Analyzing the demographic characteristics of the workforce, including age, gender, and ethnicity distribution
• Assessing employment patterns and working hours across different role categories
• Examining workforce mobility and retention factors
• Identifying professional development needs and training gaps
• Understanding the impact of recent healthcare reforms and COVID-19 on the workforce
• Evaluating job satisfaction and wellbeing among pharmacy professionals

Methodology

The survey employed a mixed-methods approach, combining quantitative and qualitative data collection. An online questionnaire was distributed to all community pharmacy premises in the UK between March and May 2022, with the option to complete in paper format where requested. The distribution was coordinated through representative bodies such as the Pharmaceutical Society of Northern Ireland, the Royal Pharmaceutical Society, and community pharmacy multiple companies.

Data Collection Focus

• Workforce composition and demographics
• Employment arrangements and contracts
• Professional development activities
• Working patterns and hours
• Job satisfaction and wellbeing indicators

Statistical weighting was applied to ensure the sample was representative of the UK community pharmacy sector as a whole.

Key Findings

Workforce Demographics

The survey revealed a diverse workforce with the following demographic characteristics:

• 65.2% female, 34.8% male representation
• Average age of pharmacists: 42.7 years
• Average age of pharmacy technicians: 37.2 years
• 23.1% of the workforce from Black, Asian, and Minority Ethnic (BAME) backgrounds
• Notable regional variations in workforce composition, with London showing the highest BAME representation (38.2%)

Employment Patterns

Several important patterns emerged regarding employment arrangements:

• 58.3% of pharmacists employed by large multiples (5+ sites)
• 24.7% employed by independent pharmacies
• 12.1% working for small chains (2-5 sites)
• 4.9% in other employment arrangements (including locum, supermarket, and internet providers)
• 31.2% of pharmacy staff working part-time, a notable increase from the 2019 survey (27.8%)

Workforce Retention and Mobility

Professional Development

Professional development patterns showed both encouraging areas and concerning gaps:

• 78.3% of pharmacists maintained their required continuing professional development (CPD)
• 65.2% of pharmacy technicians actively pursuing additional qualifications
• Only 38.7% of pharmacists reported receiving employer-supported advanced clinical training
• Significant regional disparities in access to professional development opportunities

Working Patterns and Wellbeing

The survey provided concerning insights into working conditions:

• Average working hours for pharmacists: 39.8 hours per week
• 67.3% of respondents reported increased work-related stress compared to 2019
• 42.8% reported work-life balance issues
• 54.7% felt their role had expanded beyond their contractual obligations
• 31.2% reported experiencing verbal abuse from patients in the past year

Impact of Healthcare Reforms and COVID-19

Implications

Policy Implications

The findings present several important implications for healthcare policymakers:

• The aging workforce demographic suggests potential recruitment challenges in the coming decade
• Regional disparities in workforce composition require targeted intervention strategies
• The intention to leave the profession among a significant portion of the workforce highlights the need for retention strategies
• Workforce planning must account for the expanded scope of community pharmacy practice

Educational Implications

For pharmacy education providers, the survey suggests:

• Curricula should prepare students for the expanded clinical roles now expected in community pharmacy
• Increased emphasis on digital health competencies is necessary
• Development of leadership and management skills may help create more robust career pathways
• Continued integration of wellbeing support within training programs

Practice Implications

For community pharmacy employers and contractors:

• Evaluation of staffing models to address workload pressures
• Investment in professional development opportunities
• Implementation of wellbeing support programs
• Review of remuneration structures to address identified concerns

Recommendations

For Policy Makers

1. Develop a comprehensive community pharmacy workforce strategy informed by these survey findings
2. Implement retention initiatives targeting the identified reasons for professionals considering career changes
3. Address regional disparities through targeted funding and support programs
4. Review and update funding models to recognize the expanded scope of community pharmacy services

For Pharmacy Employers

1. Create career development pathways for all staff categories
2. Implement workload assessment tools to ensure manageable staffing levels
3. Establish professional wellbeing support within the workplace
4. Provide structured support for digital transformation

For Professional Bodies

1. Develop resources to support workplace wellbeing
2. Advocate for recognition of the expanded clinical role of pharmacists
3. Create mentorship programs connecting experienced practitioners with newer entrants to the profession
4. Facilitate networks for sharing best practices in workforce management

For Education Providers

1. Review curricula to ensure alignment with current and anticipated community pharmacy roles
2. Integrate digital health competencies throughout pharmacy and technician training programs
3. Include workplace wellbeing and resilience modules in training
4. Develop continuing education programs addressing identified skill gaps

Conclusion

The Community Pharmacy Workforce Survey 2022 provides critical insights into a profession at a pivotal point. While community pharmacy has demonstrated remarkable resilience and adaptability, particularly during the COVID-19 pandemic, significant challenges remain around workforce wellbeing, retention, and development.

The expanded clinical role that community pharmacy increasingly fulfills in healthcare delivery has the potential to significantly contribute to addressing healthcare access challenges, but this potential can only be realized with a workforce that is appropriately supported, developed, and valued.

The data from this survey should serve as a foundation for evidence-based workforce planning, policy development, and strategic investment in the pharmacy workforce. By addressing the identified challenges and building on the strengths demonstrated during the pandemic, the community pharmacy sector can continue to evolve to meet the changing healthcare needs of the population.

Regular workforce surveys will remain essential to monitor progress, identify emerging trends, and ensure that the community pharmacy workforce is equipped to deliver high-quality patient care now and in the future.