Pharmacy Supervisor

Full Job Description

This pharmacist functions as a Pharmacy Benefits Manager & PGY 1 Residency Program Director for the entire VA Portland Health Care System (VAPORHCS).

VAPORHCS serves more than 95,000 unique Veterans and 950,000 outpatient visits each year in Oregon and Southwest Washington.

VA Portland consists of the main tertiary care medical center overlooking the city of Portland, the Vancouver Campus in Vancouver, Washington, and ten outpatient clinics across central and northwest Oregon.

Basic Requirements: United States Citizenship: Non-citizens may only be appointed when it is not possible to recruit qualified citizens in accordance with VA Policy.

Education (1) Graduate of an Accreditation Council for Pharmacy Education (ACPE) accredited College or School of Pharmacy with a baccalaureate degree in pharmacy (BS Pharmacy) and/or a Doctor of Pharmacy (Pharm.D.) degree.

Verification of approved degree programs may be obtained from the Accreditation Council for Pharmacy Education, 20 North Clark Street, Suite 2500, Chicago, Illinois 60602-5109; phone: (312) 664-3575, or through their Web site at: http://www.acpe-accredit.org/.

(NOTE: Prior to 2005 ACPE accredited both baccalaureate and Doctor of Pharmacy terminal degree program.

Today the sole degree is Doctor of Pharmacy.) (2) Graduates of foreign pharmacy degree programs meet the educational requirement if the graduate is able to provide proof of achieving the Foreign Pharmacy Graduate Examination Commission (FPGEC) Certification, which includes passing the Foreign Pharmacy Graduate Equivalency Examination (FPGEE) and the Test of English as a Foreign Language Internet Based Test (TOEFL iBT).

c. Licensure. Full, current and unrestricted license to practice pharmacy in a State, Territory, Commonwealth of the United States (i.e., Puerto Rico), or the District of Columbia.

The pharmacist must maintain current registration if this is a requirement for maintaining full, current, and unrestricted licensure.

A pharmacist who has, or has ever had, any license(s) revoked, suspended, denied, restricted, limited, or issued/placed in a probationary status may be appointed only in accordance with the provisions in VA Handbook 5005, Part II, Chapter 3, section B, paragraph 16.

NOTE: Individuals who have or have had multiple licenses and had any such license revoked for professional misconduct, professional incompetence or substandard care, or who surrendered such license after receiving written notice of potential termination of such license by the State for professional misconduct, professional incompetence, or substandard care, are not eligible for appointment to the position unless such revoked or surrendered license is fully restored (38 U.S.C.

§ 7402(f)). Effective November 30, 1999, this is a requirement for employment.

This requirement does not apply to licensed pharmacists on VA rolls as of that date, provided they maintain continuous appointment and are not disqualified for employment by any subsequent revocations or voluntary surrenders of State license, registration or certification.

(1) Exception. Non-licensed pharmacists who otherwise meet the eligibility requirements may be given a temporary appointment at the entry level as a Graduate Pharmacist under the authority of 38 U.S.C.

§ 7405(c)(2)(B). The appointing official may waive the requirement of licensure for a period not to exceed 2 years for a pharmacist that provides care under the supervision of a licensed pharmacist.

For grade levels above the GS-11, the candidate must be licensed. (2) Failure to Obtain License.

In all cases, pharmacists must actively pursue meeting state prerequisites for licensure starting from the date of their appointment.

At the time of appointment, the supervisor will provide the unlicensed pharmacist with the written requirement to obtain licensure, the date by which the license must be acquired, and the consequences for not becoming licensed by the deadline.

Failure to become licensed within 2 years from date of appointment will result in removal from the GS-0660 Pharmacist series and may result in termination of employment. Grandfathering Provision.

All licensed pharmacists employed in VHA in this occupation on the effective date of this qualification standard are considered to have met all qualification requirements for the title, series and grade held, including positive education and licensure/certification/registration that are part of the basic requirements of the occupation.

For employees who do not meet all the basic requirements required in this standard, but who met the qualifications applicable to the position at the time they were appointed to it, the following provisions apply: (1) Employees grandfathered into the GS-660 occupational series may be reassigned, promoted up to and including the full performance (journey) level, or changed to lower grade within the occupation, but may not be promoted beyond the journey level or placed in supervisory or managerial positions.

(2) Employees who are appointed on a temporary basis prior to the effective date of the qualification standard may not have their temporary appointment extended or be reappointed, on a temporary or permanent basis, until they fully meet the basic requirements of the standard.

Employees initially grandfathered into this occupation, who subsequently obtain additional education and/or licensure/certification/registration, that meet all the basic requirements of this qualification standard must maintain the required credentials as a condition of employment in the occupation.

(3) If a licensed pharmacist who was retained under this provision leaves the occupation, the employee loses protected status and must meet the full VA qualification standard requirements in effect at the time of reentry to the occupation.

Physical Requirements. See VA Directive and Handbook 5019. English Language Proficiency. Pharmacists must be proficient in spoken and written English as required by 38 U.S.C. 7402(d), and 7407(d).

Grade Determinations: In addition to the basic requirements for employment in paragraph 2, the following criteria must be met when determining the grade of candidates. GS-13 (a) Experience.

In addition to the GS-12 requirements, must have 1 year of experience equivalent to the next lower grade level. (b) Assignments.

Candidates at this grade level are to be in one of the assignments listed below.

For all assignments above the full performance level, the higher level duties must consist of significant scope, administrative independence, complexity (difficulty) and range of variety as described in this standard at the specified grade level and be performed by the incumbent at least 25% of the time.

Pharmacy Supervisor. Responsible for the professional and administrative management of an assigned area in pharmacy service, to include budgetary execution.

Such individuals have responsibilities for supervising multiple pharmacists and technicians.

Manages people, maintains effective interdepartmental relations, and cooperates with other services to accomplish the medical facility's mission and goals.

Develops performance standards, assures that the program area is compliant with all regulatory and accrediting body requirements, designs and implements orientation and training programs for staff, and develops and maintains systems to monitor the performance of staff activities.

Develops policies and procedures relative to their assigned area. Pharmacists assigned to this position must demonstrate the following KSAs: a. Ability to effectively supervise subordinate staff. b.

Ability to communicate orally and in writing to persuade and influence clinical and management decisions. c. Expert understanding of regulatory and quality standards pertaining to pharmacy. d.

Skill in managing people or programs.

Preferred Experience: Leadership and Management experience, preferred PGY 2 Health Systems Administrative Pharmacy Residency Reference: For more information on this qualification standard, please visit https://www.va.gov/ohrm/QualificationStandards/.

The full performance level of this vacancy is GS-13. The actual grade at which an applicant may be selected for this vacancy is in the range of GS-13 to GS-13. Major Duties:

Duties include but are not limited to: A. LEADERSHIP (People, Stewardship) 1.

Exhibits effective interpersonal skills through the establishment and maintenance of collaborative relationships within and outside the section, resolution of conflicts and successful negotiations.

The manager displays empathy, empowers others, and possesses effective written and oral communication skills.

This includes the provision of fair, principled, and decisive leadership to section employees which inspires a climate of productivity, effectiveness and high morale.

An environment that recognizes all employees as leaders is provided and the concepts of shared leadership and accountability are promoted within the section. 2.

Exhibits systems thinking skills through the ability to understand the pieces as a whole and appreciation of the consequences of actions on other parts of the system.

The manager thinks in context, knows how to link actions with others in the organization and demonstrates awareness of the process, procedures, and outcomes with a global view of the world.

This includes the development and implementation of section business plans in a timely manner, support of VHA and Network initiatives, and the identification of unique opportunities to expand quality, access, and timeliness of care to veterans.

3. Exhibits flexibility and adaptability through the ability to quickly adapt to change, handle multiple inputs and tasks simultaneously and accommodate new situations and realities.

The manager works well with all levels and types of people, welcomes divergent ideas, and maximizes limited resources.

This includes the allocation of resources (staff, equipment, space) in an effective manner responding to changes in budget plan, construction issues, VHA and Network priorities; utilization of contracts and sharing agreements to achieve desired outcomes; and the provision of various stakeholder needs (patients, staff, affiliates, Labor Partnership and Veterans Service Organizations) to optimize outcomes.

4. Exhibits organizational stewardship through the ability to be sensitive to the needs of individuals and the organization and provides service to both.

The manager assumes accountability for self, others, and the organization as well as demonstrating a commitment to people and empowering and trusting others.

This includes the successful achievement of multiple missions of the organization while balancing organizational needs and resources: communication of section goals, objectives, and achievements to internal and external stakeholders; and the identification and resolution of grievances/complaints of discrimination within the section; and the implementation of an effective safety and occupational health program that meets VA, Joint Commission, and OSHA standards.

B. PHARMACOECONOMIC PROGRAM MANAGEMENT (Stewardship Safety, and Quality) 1. The Pharmacoeconomic Program is effectively managed.

This includes the design, coordination, implementation and management of pharmacy-based programs aimed at optimizing the cost efficiency of selected medications or pharmacotherapy.

Status reports of the cost saving initiatives, consult and prior authorization drug development, drug use criteria development, and overall cost savings/avoidance to date are provided monthly. 2.

Pharmacy-based initiatives aimed at optimizing the cost-effective use of medications throughout the organization are designed.

This includes coming up with the idea, reviewing available and relevant literature and resources, projecting the economic impact, considering operational issues for the successful implementation, securing key physician subject matter expert support, presenting to the Pharmacy Therapeutics Committee (P&T), Medical Executive Committee (MEC), and possibly the VISN Pharmacy Benefits Management Committees.

Mentorship is provided to the PGY1 and PGY2 Pharmacy Residents. 3.

Pharmacy-based initiatives aimed at optimizing the cost-effective use of medications throughout the organization are implemented in a timely manner and auto-conversions are completed.

Mentorship is provided to the PGY1 and PGY2 Pharmacy Residents for clinical and operational questions that arise during the implementation phase. 4.

Cost-effective initiatives are monitored for clinical and financial outcomes after one year.

This includes reviewing all associated costs (to include drug and health care expenditures), treatment failures, and provider and patient satisfaction.

Work Schedule: Monday-Friday, 0800-1630 Compressed/Flexible: Not Available Telework: Not Available Virtual: This is not a virtual position.

Functional Statement #: 000000 Relocation/Recruitment Incentives: Not Authorized Permanent Change of Station (PCS): Not Authorized