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The Crisis in Numbers:
A groundbreaking 2025 Cogora report has exposed a stark reality: 32% of GP practices in England have unfilled pharmacist roles, crippling their ability to manage medication reviews, reduce GP burnout, and meet patient demand. With recruitment delays stretching for months and practices competing for the same shrinking talent pool, the situation is dire.

Why Pharmacists Are “Like Hen’s Teeth” for Practices:
1️⃣ Salary Wars: PCNs can’t match private sector or locum pay. “We had zero applicants in six months,” admitted a Blackpool practice manager.
2️⃣ Training Drain: GPs invest hours mentoring pharmacists, only to lose them to rival networks.
3️⃣ ARRS Pressures: While the Additional Roles Reimbursement Scheme funds salaries, recruitment bottlenecks leave practices scrambling.

The Ripple Effect:

• Patient backlogs grow as medication reviews stall.
• GPs drown in prescriptions, sidelining complex care.
• Community pharmacy destabilises as talent flocks to general practice.

How Remote Clinical Providers Break the Cycle

1. Rapid, Hassle-Free Recruitment
We deploy pre-vetted pharmacists and pharmacy technicians in 2-4 weeks – not months. Our network of ARRS-compliant professionals is ready to integrate with your team, whether you need short-term cover or permanent roles.

2. Retention Through Support
We tackle the #1 reason pharmacists leave: lack of career growth. Our clinicians receive:

• Ongoing training tailored to your practice’s systems (SystmOne, EMIS, etc.).
• Mentorship programs to reduce GP mentoring burdens.
• Competitive salaries funded within ARRS allocations.

3. Cost-Effective Stability
No more bidding wars. We structure salaries to align with ARRS funding, so you avoid budget overruns. “We cut our medication review backlog by 50% without overspending,” shared a Yorkshire PCN Manager.

Real Impact, Real Stories

• A Kent practice pharmacist joined via RCP after fleeing community pharmacy’s “prescription factory” environment.
• A Staffordshire PCN reduced GP admin time by 30% after onboarding two of our pharmacy technicians.

Your Next Steps
2️⃣ Speak to our team: Book a free 30-minute audit to identify staffing opportunities.
3️⃣ Share this blog with a colleague – let’s rebuild general practice, together.

Why Partner With Us?
🔸 72% of our pharmacists stay in roles for 3+ years (vs. industry average of 18 months).
🔸 100% ARRS compliance – no hidden costs, no funding headaches.

Contact Remote Clinical Providers today to transform your pharmacy staffing strategy.

Reference:

GP practices sound alarm over pharmacist recruitment struggles in new report – The Pharmacist

In the evolving landscape of healthcare, Primary Care Networks (PCNs) and individual practices are continually seeking innovative solutions to enhance patient care while managing costs. One such innovation is the integration of fully managed clinical pharmacist services. This model encompasses a comprehensive approach, including recruitment, ongoing training, and management, offering a multifaceted solution to the challenges faced by primary care providers.

Recruitment and Integration

The recruitment of clinical pharmacists into PCNs is a strategic move aimed at addressing the scarcity of general practitioners (GPs) and nurses. By 2024, it is anticipated that each PCN could have a team of approximately five to seven full-time equivalent clinical pharmacists. These professionals are not just a mere addition to the team but are pivotal in delivering patient-centric care.

Ongoing Training and Professional Development

A key component of the fully managed service is the provision of ongoing education and training. Clinical pharmacists in PCNs are required to complete an 18-month additional training requirement, ensuring that they operate at a consistent level across the country. This continuous professional development is crucial for maintaining high standards of patient care and for the pharmacists’ career progression.

Management and Support

The management aspect of the service ensures that clinical pharmacists are well-supported and can focus on their primary roles without the additional burden of administrative tasks. Supervision by a senior clinical pharmacist allows for a structured approach to career development and enhances the quality of care provided.

Benefits to PCNs and Individual Practices

The integration of clinical pharmacists into PCNs and individual practices offers several benefits:

• Reduced Workload for GPs: By taking on responsibilities such as medication reviews and support for long-term conditions management, clinical pharmacists alleviate the workload on GPs.
• Enhanced Medication Safety: With their expertise in medicines, clinical pharmacists contribute significantly to medication safety and optimization.
• Improved Patient Outcomes: Streamlining processes and focusing on patient-centric care, clinical pharmacists improve patient outcomes and access.
• Cost-Effectiveness: The fully managed service model allows PCNs to deliver high-quality care without incurring additional costs, as the funding for clinical pharmacists is provided through schemes like the Additional Roles Reimbursement Scheme.

Conclusion

Fully managed clinical pharmacist services represent a forward-thinking approach to primary care. By providing comprehensive support in recruitment, training, and management, these services enable PCNs and individual practices to deliver superior patient care efficiently and cost-effectively. As the healthcare landscape continues to evolve, the role of clinical pharmacists will undoubtedly become increasingly integral to the primary care framework.