Proposal – USPHS Pharmacist Readiness Training Program (PRTP) CAPT Mike Montello CDR Laura Pincock

Background HHS OIG Findings – Current readiness training insufficient PPM , Extension of Manual Circular 377 –87% of Pharmacists meet or exceed OFRD Basic Readiness standards (as of 12/31/06) Questions –How to close the remaining gap? –Where do we go from here? (i.e. approach, format, resources, topics) Proposal - Develop and Implement a Pharmacist Readiness Training Program consistent with OFRD Life-Cycle training initiative

Objective of Program Increase and enhance the readiness and preparedness skills of all PHS pharmacists –By extension, improve readiness of PHS and our Nation Meet training objectives of Federal guidelines: –Katrina After Action Report –S3678 Pandemic and All Health Hazards Preparedness Act –National Response Plan –National Incident Management System (NIMS) Provide a model for other PHS categories and civilians Consistent with OFRD initiatives

OFRD Readiness ‘Mega-Competencies’ for PHS Officers 1 st four skills are generic to all categories. The final two skills are category-specific. 1.Consciousness of personal character 2.Interpersonal communication 3.Mental agility 4.Cross cultural savvy 5.Preeminent field skills 6.Professional astuteness The proposed program may build off OFRD core competencies and focus on the development of tailored training for pharmacists to assure preeminent pharmacy field skills and professional astuteness

Basic Tenets of Training Program Balanced – –Formats – didactic, Internet, face-to-face, hands-on, etc. –Includes training, deployment, and leadership experience Comprehensive - –‘All Hazards’ –Broad range of programs covering clinical, administrative and leadership issues Flexible – –Officers self-select from a menu of programs that appeal to their personal interests or OPDIV work environment –Assures a mix of skills for the Pharmacy Category –Use of existing programs Incentives – –Participation and advancement in the program provides tangible benefits to the officer

Overview of Proposal* Multi-stepped system – each step represents an achieved level of experience and skill and builds towards the next step –Novice (1 st PHS career year) – Basic readiness –Responder (yrs 1 to 5) – Officer prepared to deploy in support role –Managerial (yrs 6 to 20) – Officers capable of assuming a leadership role –Executive (yrs 20+) – Officers capable of assuming a senior leadership role *All points should be considered suggestions and are negotiable.

Qualifications for each Step Step OFRD Basic Standards # of Completed Training Programs # of Deployments (7+ days) # of Deployments in a Leadership Position (Supervise 7+ individuals) Novice (1 st yr)Yesn/a Responder (yrs 1 to 5)Yes2+3+n/a Managerial (yrs 6 to 20)Yes5+ n/a Executive (20+yrs)Yes7+ 3+

Sample Course Options (see packet for additional course options) Standard programs for all officers Medical Management of Chemical and Biological Casualties (MMCBC) Joint Operations Medical Managers Course (JOMMC) First Responder Incident Response Coordination Team (IRCT) Training Pharmacy specific training programs Pharmacist Immunization Certification Triage for Pharmacists* Logistical Considerations for a Field Pharmacy* Pharmacist’s Roles in a Crisis* Strategic National Stockpile for Pharmacists* Regulatory Considerations in a Disaster Response* *New programs to be developed by PHS pharmacists

Potential Incentives Altruism Promotion Benchmarks Public recognition (Response Badge) PHS Awards Mandatory requirements (similar to PPM )

Other Highlights Proposal can be implemented quickly with current programs and remaining curriculum built over time Cost for PHS to implement now – negligible – Longer-term could pursue funding for participation & development of new programs Development of curriculum provides an additional venue for officers to participate in preparedness activities (add to qualification matrix) Establishes USPHS and Pharmacy Category as leaders in health preparedness activities –Potential recruitment & retention benefits

Hurdles to Cross Resource needs (Funding, Time, Supervisor approval, etc.) –To develop programs –To train officers Impact on officers that are unable to participate (i.e., isolated hardship; critical need; limited resources; etc.)? Duplication with State pharmacy programs –Most States do NOT have true Pharmacy specific programs. Leverage the best of what is available. Oversight responsibility (OFRD vs PharmPAC) –To be negotiated Other Issues?

Recommendation Form a Working Group to: Assess viability of a Pharmacist Readiness Training Program which dovetails with OFRD training initiatives If found viable: –Provide preliminary guidelines for Training Lifecycle matrix –Identify suitable programs with emphasis on pharmacy specific programs What exists now What needs to be developed –Develop an implementation plan Short, Mid and Long-term –Identify how to collaborate with OFRD and other PACs –Others?

Questions/Comments/ Discussion?