Judy Huang PhD, PharmD, BCPS, AAHIVP

Norwalk Hospital

Judy.Huang@nuvancehealth.org

Bio

Judy Huang PhD, PharmD, BCPS, AAHIVP is the Director of the Pharmacy Residency Program at Nuvance Health. She received her PhD in Biology from Hunter College, CUNY Graduate Center and her Doctor of Pharmacy degree from the University of Connecticut. She went on to complete a post-doctoral fellowship, under the tutelage of Nobel Prize – winning neuroscientist Eric Kandel, MD, at Columbia University and an ASHP-accredited pharmacy residency at St. Vincent’s Medical Center.

In her time as a neuroscientist, Dr. Huang worked on the mechanisms of psychostimulant drugs and investigated genetic polymorphisms which contribute to behavioral deficits in learning and memory. Dr. Huang is a practicing clinical pharmacist with diverse experiences in hospital, ambulatory, compounding and retail spaces. She is currently a clinical pharmacist leader in infectious disease and Co-chairs the Antimicrobial Stewardship Program at Nuvance Health – Norwalk Hospital. Dr. Huang is also a Board-Certified Pharmacotherapy Specialist and a certified HIV Pharmacist with the American Academy of HIV Medicine.

Beginning in graduate school, Dr. Huang has actively pursued opportunities to grow as a clinical educator. She continues to teach and served as a preceptor to students of pharmacy. Dr. Huang holds a Gratis Adjunct Assistant Professor Appointment from the University of Connecticut School of Pharmacy. She also serves on the Preceptor and Experiential Education Advisory Boards of both the University of Saint Joseph and the University of Connecticut Schools of Pharmacy. In 2019, Dr. Huang was named Norwalk Hospital’s Going the Extra Mile (GEM) Pharmacist of the Year for starting an ASHP-accredited Pharmacy Residency Program at Nuvance Health. Dr. Huang believes that teaching and learning is not only about the cultivation of knowledge and wisdom but also about the development of mindfulness and service to others. In 2021, Dr. Huang was selected by Nuvance Health’s Patricia A. Tietjen, MD Teaching Academy as an inaugural scholar; where she continues to learn and cultivate humanistic care in her pharmacy practice.

Scholarly Project

Strengthening Pharmacy Technician Organizational Commitment: Contribution of Training Programs and Stay Interviews

SCHOLARLY PROJECT
Strengthening Pharmacy Technician Organizational Commitment:
Contribution of Training Programs and Stay Interviews

Judy Huang PhD, PharmD, BCPS, AAHIVP

Patricia A. Tietjen, MD
Teaching Academy, Nuvance Health

PROJECT ABSTRACT

Strengthening Pharmacy Technician Organizational Commitment: Contribution of Training Programs and Stay Interviews

The purpose of the study was to understand the impact of a strategic pharmacy technician retention initiative on affective organizational commitment. The retention initiative involved development of pharmacy technician training programs and engagement of direct supervisors in the conduction of stay interviews and follow-up stay plans with pharmacy technicians. The retention initiative was started at a time of severe organizational and national shortage of the pharmacy technician workforce. Scaled affective organizational commitment surveys were used as a measure of employee engagement and a surrogate marker for employee retention. Pharmacy technicians were surveyed pre and post implementation of the retention initiative. Pharmacy technician training involved establishment of a perpetual organizational pharmacy technician board certification program, continue education to maintain certification, and involvement of pharmacy technicians in educational activities provided for pharmacists. Direct supervisors were engaged to conduct an informal discussion – a stay interview – with their pharmacy technicians. The goal of the stay interview was for direct supervisors to identify and intervene on potential triggers for turnover or seeds of disengagement. Direct supervisors were provided questions to guide the stay interview toward identifying stay factors (positive work characteristics that impact job satisfaction, engagement, and commitment), concerns (problematic work issues that impact job satisfaction, engagement, and commitment), and requests (specific actions by the supervisor to resolve concerns). Stay interviews were followed with stay plans which document the interview and any agreed- on action plans. It is expected that increased training opportunities and implementation of proactive stay interviews will increase the baseline affective organizational commitment of pharmacy technicians. Stay interviews are more immediate and ongoing actions that are expected to strengthen supervisor- employee relationships and address individualized concerns surrounding organizational commitment. Training and development is a more long-term strategy to engage the pharmacy technician, enhance their skillsets, strengthen social exchange relationships while indirectly averting turnover intentions.