Health Education England London and South East Pharmacy Business Plan 2022-2023

Introduction

The Health Education England (HEE) London and South East Pharmacy Business Plan for 2022-2023 outlines the strategic direction for pharmacy education and training across the region. This comprehensive plan addresses the evolving landscape of pharmaceutical services, patient care, and workforce development in the wake of recent challenges in healthcare delivery.

As part of Health Education England's broader mandate to ensure a well-trained healthcare workforce, this pharmacy-specific plan focuses on enhancing the skills, capabilities, and deployment of pharmacy professionals at all levels. The plan aligns with national healthcare priorities while addressing the unique needs of the diverse population served across London and the South East region.

This year's plan places particular emphasis on post-pandemic recovery, digital transformation, and the expanded clinical role of pharmacists in integrated care models. It responds to national initiatives including the Additional Roles Reimbursement Scheme and the expanding independent prescribing capabilities of pharmacists.

Strategic Priorities

The 2022-2023 business plan for pharmacy education and training in the London and South East region centers around five strategic priorities:

These priorities reflect the changing landscape of pharmacy practice and the healthcare environment more broadly. They recognize the increasing clinical responsibilities of pharmacists, the importance of leadership at all levels of the profession, and the need to adapt to digital innovations in healthcare delivery.

Key Initiatives

The business plan details several key initiatives designed to deliver on the strategic priorities:

Prescriber Training Programme

A comprehensive independent prescribing training program will be scaled up across the region to meet the growing demand for pharmacist prescribers. The initiative includes:

• Expanded training capacity through additional Higher Education Institution partnerships.
• Enhanced supervision and mentorship frameworks to support trainee prescribers.
• Targeted recruitment to improve diversity among prescribers.
• Integration of prescribing training with broader clinical skills development.

Pharmacy Technicians Development

Recognizing the evolving role of pharmacy technicians, a comprehensive development program will be implemented:

• Advanced clinical skills training for pharmacy technicians working in specialist areas.
• Leadership and management development for senior pharmacy technicians.
• Standardized pre-registration training across the region to ensure consistency.
• Recognition pathways for technicians taking on expanded clinical responsibilities.

Primary Care Pharmacy Integration

To support the integration of pharmacy professionals within primary care networks:

• Induction programs for pharmacists new to primary care settings.
• Specialised training for clinical pharmacists working with specific patient populations (elderly, children, those with long-term conditions).
• Collaborative training with other primary care professionals to foster team-based approaches.
• Education in population health management and data analytics to support proactive care.

Digital Pharmacy Skills

An expanded focus on digital capabilities will include:

• Digital health literacy modules for all pharmacy professionals.
• Specialized training for telepharmacy and remote consultation skills.
• Electronic prescribing and medicines administration system training.
• Clinical decision support system utilization and optimization.

Workforce Development

The plan outlines a comprehensive approach to developing the pharmacy workforce across the region:

Recruitment and Retention

Addressing workforce challenges through:

• Enhanced recruitment strategies targeting underrepresented groups and areas with significant shortages.
• Return-to-practice programs for pharmacists who have left the workforce.
• Retention initiatives including career development pathways and supportive supervision frameworks.
• Wellbeing programs to prevent burnout and improve job satisfaction.

Education and Training Infrastructure

Strengthening the education infrastructure through:

• Partnerships with educational institutions to expand training capacity and quality.
• Development of simulation facilities for practical training applications.
• Enhancement of e-learning capabilities to support flexible education delivery.
• Creation of educator development programs to ensure high-quality teaching and supervision.

Career Pathways

Creating clear career progression options through:

• Development of competency frameworks across all sectors of pharmacy practice.
• Establishment of rotational training programs across different care settings.
• Recognition of advanced and consultant practice roles.
• Leadership development opportunities at all career stages.

Metric and Evaluation Framework

The business plan includes a robust framework for measuring the impact of initiatives and ensuring accountability. Key performance indicators will track progress across all strategic priorities:

• Number of pharmacists completing independent prescribing training.
• Retention rates across pharmacy sectors.
The proportion of pharmacy professionals completing digital skills training.
• Diversity metrics for pharmacy education program participants.
• Integration of pharmacy professionals within multidisciplinary teams across care settings.
• Patient outcome improvements attributable to enhanced pharmacy services.

Regular evaluation activities will include surveys of learners and educators, analysis of workforce data, and assessment of service improvements linked to training initiatives. This feedback will inform continuous improvement of education programs and strategic direction.

Implementation

Successful implementation of this business plan requires collaboration across multiple stakeholders:

• Healthcare providers across primary, secondary, and community sectors hosting training placements.
• Higher education institutions developing and delivering relevant education programs.
• Professional bodies supporting standards and ongoing professional development.
• Regional and local HEE teams coordinating and supporting implementation.
• Pharmacy professional groups providing insights and feedback on training needs.

An implementation steering group comprising representatives from these key stakeholder groups will oversee progress and address challenges. Regional implementation leads will coordinate activities within specific geographic areas to ensure cohesive approach while recognizing local needs.

Conclusion

The Health Education England London and South East Pharmacy Business Plan 2022-2023 represents a strategic and comprehensive approach to developing the pharmacy workforce. By focusing on clinical capabilities, leadership, digital skills, and integration within multidisciplinary teams, the plan aims to ensure pharmacy professionals can meet the evolving healthcare needs of the region's population.

Successful implementation of this plan will require collaborative working between Health Education England, healthcare providers, educational institutions, and professional bodies. Through these partnerships and the initiatives outlined in the business plan, the pharmacy workforce will be well-positioned to contribute significantly to improved patient outcomes and more efficient, integrated healthcare delivery across London and the South East.

Regular review and adaptation of the plan based on evaluation of outcomes and changing healthcare landscape will ensure its continued relevance and impact throughout the 2022-2032 period and beyond.