背景:联合国于2015年启动了可持续发展目标。其第五个目标是描述到2030年实现全民健康覆盖。这一目标重申了投资发展和培训全球卫生人力的重要性。与此结盟,国际制药联合会(FIP)发表了关于几个国家药房劳动力规划的报告。然而,有关卡塔尔的数据不包括在这些报告中.2017年,FIP制定了制药劳动力和教育的转型路线图。路线图的一个系统框架组成部分是制药劳动力发展目标(DG[w]s),该目标于2016年底发布,随后于2020年纳入更全面的全球发展目标1,不仅包括劳动力发展,但额外的实践和制药科学的发展。本研究旨在评估与最初的13个制药劳动力发展目标(DG[w]s)相关的卡塔尔制药劳动力和教育的现状。目的是确定药房劳动力和教育方面的差距,并建议将以证据为主导的战略纳入公共卫生部和卡塔尔大学药房劳动力发展计划。
方法:与卡塔尔大学药学院和公共卫生部的药学实践关键决策者的专家小组进行了三轮常规Delphi技术,利用FIP的自我评估调查。定性内容分析用于分析和优先考虑从收集的数据中发现的差距。如果实现了所有提供的指标,则认为DG[w]“满足”,如果至少实现了一项指标,则“部分满足”,如果没有达到任何指标,则“未达到”。结果:缺乏能力框架(DG[w]5),劳动力数据(DG[w]12),和劳动力政策形成(DG[w]13)是卡塔尔提供制药劳动力和药学教育的三个主要差距,影响其他DG[w]s。这些差距需要通过成立卡塔尔制药协会来解决,通过该协会,实践,和决策部门可以共同努力发展卫生人力情报系统。
结论:结果表明DG[w]s是相互关联的,一个目标的差距会对其他目标产生负面影响。这项研究的结果和建议将有助于在主要制药行业实施战略计划,以满足卡塔尔的卫生需求,并实现卡塔尔国家愿景2030的第三支柱。
BACKGROUND: The sustainable development goals were launched by the United Nations in 2015. Its fifth goal was describing the achievement of universal health coverage by 2030. This goal reaffirms the importance of investing in the development and training of the global health workforce. In alliance with this, the International Pharmaceutical Federation (FIP) has published
reports about pharmacy workforce planning in several countries. However, data about Qatar were not included in these
reports. In 2017, FIP developed a transformational roadmap of pharmaceutical workforce and education. One systematic framework component of the roadmap is the Pharmaceutical Workforce Development Goals (DG[w]s) that were released in late 2016 and subsequently incorporated into the more comprehensive Global Development Goals1 in 2020, encompassing not only workforce development, but additionally practice and pharmaceutical science development. This study aimed to evaluate the current situation of pharmacy workforce and education in Qatar in relation to the original 13 Pharmaceutical Workforce Development Goals (DG[w]s). The objective was to identify the gaps in pharmacy workforce and education and to recommend evidence-led strategies to be included in both the Ministry of Public Health and the Qatar University College of Pharmacy workforce development plans.
METHODS: Three rounds of conventional Delphi technique were conducted with expert panels of key decision-makers in pharmacy practice from the College of Pharmacy at Qatar University and the Ministry of Public Health, utilizing the FIP\'s self-assessment survey. Qualitative content analysis was used to analyze and prioritize the identified gaps from the collected data. DG[w] was considered \"met\" if all the provided indicators were achieved, \"partially met\" if at least one of the indicators were achieved, and \"not met\" if none of the indicators were achieved RESULTS: The lack of competency framework (DG[w]5), workforce data (DG[w]12), and workforce policy formation (DG[w]13) are three major gaps in the provision of pharmaceutical workforce and pharmacy education in Qatar, influencing other DG[w]s. These gaps need to be addressed by the formation of Qatar Pharmaceutical Association through which academic, practice, and policymaking sectors can work together in developing health workforce intelligence system.
CONCLUSIONS: The results indicated that DG[w]s are interrelated and a gap in one goal can negatively influence others. Results and recommendations of this research will facilitate the implementation of strategic plans across leading pharmacy sectors to meet health needs in Qatar and achieve the third pillar of the Qatar National Vision 2030.