Benefits and work-schedule options in hospital pharmacy practice.

Hospital pharmacy directors were surveyed to determine whether their departments offered specific family-related benefits and work-schedule options and how their attitudes about these options compared with those of female hospital pharmacists. Questionnaires were mailed to 300 randomly selected hospital pharmacy directors to collect the following information: vacancy rates and male:female ratios in hospital pharmacy positions, which of 13 selected benefits and work-schedule options were offered, barriers that prevented the other options from being offered, and attitudes about the listed options. The options included in the survey were selected because they represent ways of balancing home and work (e.g., maternity leave, job sharing, day care). The pharmacy directors' responses were compared with those from a similar survey of female hospital pharmacists. The usable response rate was 50.3%. Position vacancy rates ranged from 5.5% for directors to 35.8% for clinical supervisors. All full-time positions had an even distribution of men and women except for director and assistant or associate director positions. Of 13 options, only maternity leave, part-time schedules, and flexible schedules were offered by more than half of the hospitals. These three were also the only listed options that the respondents considered important in recruiting and retaining pharmacists. Barriers to offering other options included the perception that current benefits and work-schedule options were adequate, lack of staff coverage, lack of funds, and the perception that some positions are not compatible with alternative schedules. Respondents' ratings of the importance of the listed benefits and work-schedule options were significantly lower than ratings given by female hospital pharmacists in a separate survey.(ABSTRACT TRUNCATED AT 250 WORDS)

Benefits and work-schedule options for female hospital pharmacists.

Female hospital pharmacists were surveyed to determine what benefits and work-schedule options they want and how they feel about those currently offered. Questionnaires were mailed to 750 randomly selected female ASHP members to (1) collect employment and personal data, (2) determine which of 13 family-related benefits and work-schedule options were offered at their institutions, (3) assess use of and attitudes about these options, and (4) determine whether use and attitudes differ by position or parental status. The options included in the survey were selected because they represent ways of balancing home and work (e.g., job sharing, day care, parental leave). The usable response rate was 65.3%. About 59% were married and 40% had children. Most (83.3%) held full-time positions, and 36.5% held staff nonclinical positions. More than 70% of the respondents indicated that a flexible schedule, flextime, and maternity leave were important in combining personal and professional roles. Respondents indicated that many of the benefits and work-schedule options that were not routinely offered would be used to a great extent if offered. Forty percent reported satisfaction with current benefits and work-schedule options. Many surveyed female ASHP members considered their current benefits and work-schedule options less than optimal and would be interested in more flexible schedules and benefits.