What to consider before choosing a clinical trial recruitment company

When choosing a company, you should consider each company’s offerings as well as their experience in your therapeutic area. We’ve answered some common questions below that you might have about clinical trial recruitment companies.

Do I need help choosing site locations for my trial? If you haven’t yet settled on the site locations for your trial, consider working with a company that can help you with this part of the process. Some companies use data they’ve collected from previous trials to help you identify locations that might be particularly difficult to recruit in.

Are you looking for help at the beginning of your trial, or for “rescue” support? Companies sometimes specialize in support for different aspects of a trial. If your trial has been running for a while and struggled with patient enrollment, a company that advertises speed and efficiency may be your best choice. If you’re at the beginning of your trial and you’re looking for more strategic guidance for the full breadth of the trial, a different company that specializes in planning may be the right option.

What kind of budget model are you looking for? Clinical trial recruitment companies offer a range of budgeting options, including pay for performance and flat fee. Consider your trial’s budget per randomized, consented, or validated patient, and include your pricing considerations in your conversation with prospective vendors.

Does the company have an in-house marketing team? Working with a company that has an experienced, in-house marketing team can help your online advertisements stand out in crowded social media feeds and other ad spots. Ask companies you interview whether they work with an outside agency when developing outreach materials, or if they have their own team. Before deciding to work with a vendor, consider taking a look at advertising materials the company has found success with in the past to ensure their style fits with what you’re looking for.

Has this company worked with my therapeutic area before? Ask the company for case studies or other information on trials they’ve run in your trial’s therapeutic area, or a related area. Companies that have already recruited for similar trials often have a good sense of what techniques do and don’t work for a given condition. Of course, differences in inclusion and exclusion criteria, as well as the location of the trial, make a difference for recruitment challenges.

Does the company specialize in a particular phase of trials? Some recruitment companies may have a particular expertise in clinical trials for healthy volunteers in Phase I trials, or can offer support for Phase II and Phase III studies. Other agencies may work with patients interested in follow-up research and Phase IV studies, or in observational studies in particular.

Has this company worked on international trials before? If your trial has sites in multiple countries, you may want to ensure that the company you work with has international experience. The company should be accustomed to creating translated materials and using the best ad targeting methods for non-U.S. patients.

What happens to patients who aren’t eligible for one of my trials, but who might be eligible for other trials in my portfolio? Some companies have a database of patients who have expressed interest in clinical trials, and recruit from that database. Antidote, for example, offers the ability to match our database of patients against your entire portfolio of patients so interested participants don’t slip through the cracks.

How quickly can this company develop materials and a recruitment strategy? Some companies include their recruitment speed as part of their value proposition to potential customers. If you’re on a tight schedule for meeting your patient enrollment goals, like many sponsors and sites are, ask potential vendors for a rough outline of their timeline for creating materials and submitting them to your Institutional Review Board (IRB).

How will patients be screened? When making your decision, consider whether you would like your recruitment vendor to also handle patient phone screening. Some companies will also create and host a prescreener for your trial. Consider which elements of your trial will be useful to outsource, and which your team prefers to conduct in-house.

In the past, how has the company iterated when recruitment isn’t going well? Clinical trial recruitment is notoriously challenging, and roadblocks to patient enrollment are common. Ask the potential vendor about how they’ve handled challenges in the past and different approaches they’ve tried when recruitment isn’t going well.

Am I looking for both patient recruitment and retention? After a patient has been enrolled in your trial, retention is an important piece as well. Some companies offer additional services to help your trial continue running on schedule, even after your recruitment goals have been met. These tools can include engagement programs, technology that assists with accurate data collection, and site follow-up services.

What kind of reporting do you want to receive from the company? As you’re talking with your potential vendor, ask how often they typically update clients on how recruitment is going and any other metrics you’re interested in. You can ask to see a sample report or find out what metrics the company typically shares with clients.

What is the company’s relationship with patients? Patient centricity begins with trial design and remains important throughout a trial. You can incorporate the concept of keeping the patient at the center in recruitment activities, as well. Ask potential vendors whether they receive feedback from patients on advertising campaigns or other elements of their business. Patient-centered clinical research recruitment materials, for example, should be clear, readable, and share information about the trial that will help patients make the decision of whether or not to join.

How does the company recruit a diverse patient population? Diversity in clinical trial patient recruitment is another important consideration for many trial sponsors. Talk with potential vendors about strategies they’ve used in the past for enrolling a diverse patient population. This piece is particularly important if the therapeutic area for your trial disproportionately affects a certain patient population.

How does the company find patients to participate? Though there are a few approaches that most recruitment vendors take (see below), you may have a preference for how a company acquires patients based on past experience or the therapeutic area you’re working with. For example, if you’re working on a trial for a rare disease, you may prefer to work with a company that has a partnership with a nonprofit associated with that condition. In general, companies use a range of techniques when working to find the right patients for your trial. When evaluating a company, ask questions about what approaches they have found most effective.

Get in touch

Clinical trial patient recruitment challenges

Patient recruitment companies can help solve common challenges that can come up in the course of a campaign. You can enlist the help of a clinical research recruitment company for a “rescue study,” or before recruitment starts if you’ve run into these challenges in the past.

Challenge: Your patient referrals aren’t eligible for your trial.
Solution: Diversify your patient recruitment approach.

Nearly half of all clinical trial sites under-enroll, or in the worst cases, fail … Read the rest

Staffing agencies are a great resource for job seekers.

Every year they match millions of people to new job opportunities.

They could help you find the right fit, too.

The key to success is knowing how to maximize your relationship with a staffing firm.

And we’re going to help you do just that.

Here are 10 tips that’ll help you get the most out of partnering with a staffing agency:

1. Do your research.

Staffing agencies specialize in different industries. Make sure you’re working with a firm that fits your needs. A great resource to find the top-rated agencies is Inavero’s Best of Staffing® list. It highlights reputable staffing firms across the country. Find the staffing firm that’s right for you.

2. Take the interview seriously.

Because it is a real job interview. This is your opportunity to make a great first impression on the people trying to find you work. Dress to impress. Be polite. Show up on time. Remember: they’re connected to many potential employers, so you want to show them that you are a standout employee.

3. Come prepared.

Have copies of your resume on hand. Have a list of credible references ready, in case you are asked to provide them. Be prepared to speak about your work history and share facts about your previous positions. You lose credibility as a candidate when you’re asked standard questions and struggle to find the answers.

4. Be honest.

If you’re up front about the types of positions you do and don’t want, you’ll eliminate confusion and frustration in the long run. Recruiters won’t call to offer you positions you have no interest in taking if you make things clear in the beginning. Be candid with your recruiter about any gaps in work history too. It helps them better understand your situation and allows them to set you up for success.

5. Keep an open mind.

Don’t shy away from temporary work – even if you’re looking for something more long-term. Sometimes these positions lead to full-time job opportunities. And even if they don’t, you are growing your professional network – which can help you along the way.

6. Say “no” if a job is not right for you.

You’re not going to hurt anyone’s feelings. It’s better to say no up-front than to take a position you didn’t want and then quit days later. When you do that, you’re not setting yourself up for success, nor are you allowing the recruiter to help you find the right fit.  That said, please do let the recruiter know why you are turning down the job.

7. Ask questions.

Not all staffing agencies work the same. If you’re unsure of the process, ask for clarity. This is beneficial for both sides.

8. Take advantage of additional support.

Recruiters know what employers are looking for, so they’re going to set you up for success. They’re happy to recommend edits to your resume and help support with interview prep. Some staffing agencies will also send you skills testing so you can see your aptitude on a variety of skills.

9. Communicate.

Make sure you’re checking in regularly with your staffing agency. Let them know when you’re still available for work. Ask if any new positions have come in. If anything changes about your expectations or job requirements, let your recruiter know. The more they know, the better they can help you.

10. Be proactive in your own job search.

Remember, staffing agencies can never guarantee employment. They are just another resource. Stay active on employment websites. Keep checking the job boards and applying for jobs that pique your interest. Use your professional network to seek out opportunities.

Partnering with a staffing agency has some really great benefits.

And if you follow these tips, you will effectively maximize your partnership with a staffing firm and have a successful experience. Contact us for more information.… Read the rest

Staffing agencies are a great resource for job seekers.

Every year they match millions of people to new job opportunities.

They could help you find the right fit, too.

The key to success is knowing how to maximize your relationship with a staffing firm.

And we’re going to help you do just that.

Here are 10 tips that’ll help you get the most out of partnering with a staffing agency:

1. Do your research.

Staffing agencies specialize in different industries. Make sure you’re working with a firm that fits your needs. A great resource to find the top-rated agencies is Inavero’s Best of Staffing® list. It highlights reputable staffing firms across the country. Find the staffing firm that’s right for you.

2. Take the interview seriously.

Because it is a real job interview. This is your opportunity to make a great first impression on the people trying to find your work. Dress to impress. Be polite. Show up on time. Remember: they’re connected to many potential employers, so you want to show them that you are a standout employee.

3. Come prepared.

Have copies of your resume on hand. Have a list of credible references ready, in case you are asked to provide them. Be prepared to speak about your work history and share facts about your previous positions. You lose credibility as a candidate when you’re asked standard questions and struggle to find the answers.

4. Be honest.

If you’re upfront about the types of positions you do and don’t want, you’ll eliminate confusion and frustration in the long run. Recruiters won’t call to offer you positions you have no interest in taking if you make things clear in the beginning. Be candid with your recruiter about any gaps in work history too. It helps them better understand your situation and allows them to set you up for success.

5. Keep an open mind.

Don’t shy away from temporary work – even if you’re looking for something more long-term. Sometimes these positions lead to full-time job opportunities. And even if they don’t, you are growing your professional network – which can help you along the way.

6. Say “no” if a job is not right for you.

You’re not going to hurt anyone’s feelings. It’s better to say no up-front than to take a position you didn’t want and then quit days later. When you do that, you’re not setting yourself up for success, nor are you allowing the recruiter to help you find the right fit.  That said, please do let the recruiter know why you are turning down the job.

7. Ask questions.

Not all staffing agencies work the same. If you’re unsure of the process, ask for clarity. This is beneficial for both sides.

8. Take advantage of additional support.

Recruiters know what employers are looking for, so they’re going to set you up for success. They’re happy to recommend edits to your resume and help support with interview prep. Some staffing agencies will also send you skills testing so you can see your aptitude for a variety of skills.

9. Communicate.

Make sure you’re checking in regularly with your staffing agency. Let them know when you’re still available for work. Ask if any new positions have come in. If anything changes about your expectations or job requirements, let your recruiter know. The more they know, the better they can help you.

10. Be proactive in your own job search.

Remember, staffing agencies can never guarantee employment. They are just another resource. Stay active on employment websites. Keep checking the job boards and applying for jobs that pique your interest. Use your professional network to seek out opportunities.

Partnering with a staffing agency has some really great benefits.

And if you follow these tips, you will effectively maximize your partnership with a staffing firm and have a successful experience. Contact us for more information.… Read the rest

A staffing agency can save your business time and money and find well-qualified candidates.

… Read the rest

A staffing agency can save your business time and money and find well-qualified candidates.

… Read the rest

If you have never worked with a staffing firm before, here are five things that are important to know to have a successful experience:

1. Define the skills needed for success: When contacting and communicating with the staffing firm about the type of candidate(s) you are hoping to hire, take the time to define clearly the objectives, responsibilities and skills needed for the ideal employee you want to fill the open position. Your recruiter will then be able to do a better job recruiting, interview and finding the best candidate to fill your role.
“This makes screening and hiring based on those factors a much more efficient and effective process,” says Brendan Haugo, Lead Marketing and Creative Recruiter for Celarity.
2. Onboard correctly: Once hired give the employee a tour of the office, introduce him/her to co-workers and management, and if there aren’t restrictions, invite the contractor to team meetings, says Brittany Smith, Human Resources Manager at Celarity. Also, be sure to show them where the break room or restroom is, point out where they can run to get coffee or a bite to eat, and any pertinent information that help them understand what it takes to succeed in your office. For example, if there’s road construction and they know a better route home, share that with him/her.
“A common complaint of contractors is that they feel segregated from permanent employees,” says Smith. “To help a contractor feel part of the team, make sure that he/she has the full onboarding experience.”
3. Paperwork, Policies and Procedures: A contract employee is held to the same standards as a permanent employee, says Smith. Make sure that contractors attend (or complete electronically) all security, safety and anti-harassment training. Share with them any Internet usage policies or key guidelines that are for everyone in the office setting.
4. Make them feel like a part of the team: In addition to a proper onboarding experience, make your contractors feel welcome and wanted. Don’t isolate them from the rest of the office and be sure to make sure they know they are an integral part of the success of the project, team or company. Invite the contractor to lunch or happy hours or for a cup of coffee.
“Get to know them on a personal level, make sure they know their work is valued,” says Haugo.
5. Regularly communicate with the staffing agency: Employers should be in constant contact with the staffing agency. Celarity frequently reaches out to its contractors and clients for feedback on how the relationship is working. Employers should do the same. Ask questions, ask for advice and be open.
“It’s important for the client to give prompt and honest feedback,” says Smith. “The staffing company should be notified of what day-to-day challenges the contractor or client are experiencing. Call the staffing agency when there are concerns about performance and attendance.”

Contact us for more information.… Read the rest

Why do companies use staffing agencies?

Employers use staffing agencies to recruit candidates on behalf of their company to fill job openings on their teams and help candidates find career opportunities in their chosen field.

The positions can be full-time or part-time, temporary, contract-to-hire, or on a direct-hire full-time basis.

What do staffing agencies do?

Staffing agencies check references, screen resumes, shortlists candidates, schedule interviews, and place candidates who work on-site at the employer’s behalf. The candidate is an employee of the staffing agency working under the direction of the employer.

Regardless of how well a company schedules its employees, staffing shortages are bound to occur.

Employees need time off, overtime pay costs become too high, a short term project requires extra staff,  an employer has no time to look for candidates, internal company resources have trouble filling a difficult position, an employer wishes to try out a candidate before a full-time commitment.

Using a staffing agency to hire employees allows an employer to focus on the growth of their business, take on additional short term projects without adding to long term headcount while having the ability to downsize staff and overhead when the projects are finished.

10 benefits of staffing agencies

1. Reduce overhead costs

Permanent employees cost more than just the salary they are being paid. Health care, 401k retirement plans, sick days, vacation pay, and employer taxes are just a few of the costs included with permanent staff.

With a temporary staffing agency, an employer doesn’t pay any of that, they simply pay them for the work they have done, with no additional overhead costs.

 2. Reduce overtime pay

Rather than putting additional demands on current permanent staff, an employer can use an engineering staffing agency and bring in temporary workers to help split up the amount of work during busy times.

This saves them from burning out full-time employees and overtime costs for employees if they work on an hourly basis which is a big benefit of staffing agencies.

3. The need for short term staff

An employer may need a temp employee due to permanent staff being sick, on maternity leave, having a family emergency, or taking a leave of absence.

Hiring through a temporary staffing agency gives an employer the flexibility to schedule someone for a short period to handle these situations.

4. Save on training, time, and reduce hiring risks

Training new employees require a significant investment of both time and costs.

When searching for someone to cover a few months’ worth of work, it doesn’t make sense to spend money to train them. By using a temporary staffing agency and employer is provided with someone ready to do the work they need.

When the contractor’s job is completed, the work is over, there is no need to worry about severance pay, unemployment insurance, or finding a replacement. Not to mention the parting of ways is streamlined and smooth which is another staffing agency benefit.

 5. A staffing specialist saves time and increases ROI

Sometimes employers looking for resumes may have projects that require a specialist, or someone with certain expertise.

If it’s a temporary project that will only take a certain amount of time to complete, it doesn’t make sense to hire them on a permanent basis.

A temp agency can set an employer up with a skilled staffing expert and save them time by weeding through hundreds of resumes, checking references, and taking calls from candidates who may or may not be qualified.

Technical staffing agencies help find temporary workers while saving employers time and money so they can focus on other business aspects.

6. Handles onboarding and payroll

A big benefit of using staffing agencies is that the staffing agency takes care of the temporary employees onboarding paperwork, payroll taxes, workers’ compensation, and unemployment benefits.

7. Access to talent networks

A good staffing agency spends years building up their talent network through referrals, networking, and speaking with candidates daily. An employer usually doesn’t have the resources to constantly engage talent.

When an employer says “I need a staffing agency to search for IT resumes” a top IT staffing agency should be able to deliver qualified candidates in 24 to 48 hours.

8. The ability to hire quickly

An employer may have an employee quit and need an immediate replacement. A temp staffing agency can deliver qualified talent many times in less than 24 hours due to its extensive network of candidates.

9. Industry market knowledge

Another benefit of using a staffing agency is that an employer gains access to the recruiter’s insider knowledge of skilled available candidates both active and passive, salary ranges, and local market trends.

10. The ability to try out an employee before extending a full-time offer

It can be hard to determine if an employee will be a fit strictly through an interview. By starting an employee on a contract the employee and employer can see if everything is a good match for both parties and if it is not, both can part ways easier.

Contact us for more information.… Read the rest

Have you ever been to a play? When the audience comes to see the show, they see the actors and actresses perform. What they don’t see are the many crew members who work backstage on lighting and sound and sets. These people don’t get to take a bow at the end of the show, but they are very important to the success of the play.

In the hospital, the medical technologists are like crew members in a play. Patients don’t often see them, but they are vital members of the healthcare team.

Medical technologists (also known as clinical laboratory scientists) are professionals who work in the hospital laboratory, performing a wide range of tests. Doctors make many of their decisions about diagnosis and treatment of disease based on laboratory test results. It is the responsibility of the medical technologist to provide accurate and precise data. Because they may hold life and death in their hands, the medical technologist must know when results are incorrect and need to be rechecked.

Medical technologists do everything from simple pregnancy tests, to monitoring antibiotic drug therapy, to complex testing that uncovers disease like diabetes, AIDS, and cancer. They do all this testing by operating microscopes, complex electronic equipment, computers, and precision instruments costing millions of dollars.

To be a medical technologist, a person must earn a degree from a four-year university. Then, a medical technologist can work in:

• Hospitals
• Clinics
• Industrial and research labs
• Sales, service or technical development for companies that make medical supplies

 

Or, because medical technologists are highly educated people, they can often go on to medical school or pursue other health-related occupations.

Today, there is a shortage of qualified people to fill all of the jobs available for medical technologists, which means those studying medical technology will have no problem finding a place to begin their careers.

Successful medical technologists have:

• A strong interest and ability in science
• Patience
• Reliability and mature judgement
• Ability to function under pressure
• A desire to help others
• Interest in problem solving
• An industrious work ethic

 

Medical technologists work in six main areas of the hospital laboratory: chemistry, blood banking, hematology, coagulation, urinalysis and microbiology.

Chemistry

In chemistry, a medical technologist measures many different proteins and electrolytes, as well as drug levels used to monitor patient therapy. A medical technologist working in the chemistry department will tell the doctor many things. For example, how much sugar is in the patient’s blood, how much protein is in the patient’s urine, or whether or not the patient has a tumor. Much of the testing in chemistry is done on automated analyzers. Chemistry is possibly the largest and most rapidly changing area of the laboratory because of the variety of automation available. Methods used in chemistry include things like electrophoresis, spectrophotometry, nephelometry, immunoassays and electrochemistry. Sound complicated? It’s a mouthful, but that’s why medical technologists have to be educated!

Blood Banking

A medical technologist in blood banks must be especially accurate and organized. Blood bankers type blood and match it to donor units of blood for transfusions. A mistake in blood bank can be very dangerous, because if a medical technologist gives the wrong type of donor blood, it can be fatal.

Everyone has different antibodies in their blood, which can react against blood types other than their own. Most people are type O. Other blood types include A, B and AB. In addition to ABO types, everyone has an Rh typing. You can be either Rh positive or Rh negative. Rh types are important in transfusions as well as pregnancy. An Rh positive baby may become sick or even die if the mother is Rh negative. The medical technologist plays an important role in preventing these problems. The technologist can type the mother and determine if she needs a drug known as Rhogam, which can prevent the problems with the baby.

Urinalysis

One of the oldest diagnostic procedures in the laboratory is the analysis of urine. Urine is considered to be a fluid made of the waste materials of the blood. Urine is made in the kidneys, stored in the bladder, and excreted by way of the urethra. An adult’s kidney can filter over one liter of blood every minute. Most of this is returned to the circulation, and only one liter of urine is made in the course of a whole day. Tests of urine can determine a lot of things about the health status of an individual. Electrolyte imbalance, kidney damage, urinary tract infection and diabetes are just a few of the problems that can be found in urinalysis.

A medical technologist in urinalysis looks at the physical properties of the urine, such as color and clarity. They also look at the chemical composition of the urine. This usually involves tests for blood, protein, glucose, and white blood cells. Finally, the technologist looks at the urine under a microscope and looks for crystals, bacteria, and blood cells that are not supposed to be in the urine.

Hematology and Coagulation

Hematology is the study of blood. The medical technologist in hematology looks at blood under a microscope and tells the doctor what type of white blood cells are present and in what numbers. They also use a cell counter, which is a big instrument that will count the cells for the technologist and can even tell the different types apart. All of the tests done on the cell counter are known as the Complete Blood Count (CBC). The technologist also measures how much of the blood is red blood cells versus plasma (the fluid part of the blood). This test is called a Hematocrit. Technologists measure how much hemoglobin is present in the blood, too. Remember hemoglobin is very important in the making of red blood cells. A very important part of hematology is determining if the components of the patient’s blood are in the correct proportions. This means that there should be mostly red blood cells and fewer white blood cells. The white blood cells present in the blood are counted and differentiated. This means counting the different types of white blood cells. The different types of white blood cells are also usually present in certain proportions. The medical technologist must determine if the red cells and white cells have the right shape and color as well.

Coagulation studies the patient’s hemostasis. Hemostasis is the stopping of blood flow from an injured blood vessel. The process of hemostasis is very complicated and not fully understood, but medical technologists can measure how long it takes for blood to clot to determine if the patient’s system is operating properly. Hemostasis involves many small proteins known as clotting factors. The technologist can determine which factors are not working in the hemostasis system. The absence of just one factor can stop the blood from clotting. The two main tests done in coagulation are the Protime and the Activated Prothrombin Time. Both measure how long it takes for the blood to clot, but are measuring different factors.

Patients are often given drugs called anticoagulants to prevent unnecessary clots in the blood. The technologist helps the doctor determine how much of the medicine should be given to the patient … Read the rest

About

The American Journal of Health-System Pharmacy (AJHP) is the official publication of the American Society of Health-System Pharmacists (ASHP). It publishes peer-reviewed scientific papers on contemporary drug therapy and pharmacy practice innovations in hospitals and health systems. With a circulation of more than 43,000, AJHP is the most widely recognized and respected clinical pharmacy journal in the world.

Vision

AJHP is the premier source for impactful, relevant, and cutting-edge professional and scientific content that drives optimal medication use and health outcomes.

Mission

The mission of AJHP is to advance science, pharmacy practice, and health outcomes.

Articles in AJHP are abstracted and indexed in PubMed and many other scientific databases. The views expressed by authors of contributions in AJHP do not necessarily reflect the policy of ASHP or the institution with which the author is affiliated unless this is clearly specified. Policy statements and official positions of ASHP are clearly labeled as such. Authors, reviewers, editorial board members, contributing editors, and AJHP editors are required to declare potential conflicts of interest regarding manuscripts submitted for publication.

AJHP Section and Columns

The AJHP sections that include unsolicited papers are described here for readers, prospective authors, and reviewers. Not every section is represented in every issue.

Word limits, which appear after Section and Column names, refer to the major text and do not include the abstract, reference list, or key points. Allowances for graphics (tables or figures) are in addition to word limits and refer to the estimated final size in the printed journal. For every page of the graphics allowance not used, 600 more words of the text are allowed (except in Letters).

Sections of AJHP

Clinical Reviews (4,000 words plus 3 pages of graphics): Literature reviews that focus primarily on a drug or disease and its treatment, with emphasis on pharmacotherapy. Drug reviews are detailed, analytic reviews of the clinical use of new drugs. Evaluative literature reviews are preferred to reviews that are simply descriptive.

Therapy Updates (4,000 words plus 3 pages of graphics): Concise analytic reviews of narrowly defined, important topics in pharmacotherapy; not intended to be comprehensive reviews of drugs or of diseases and their treatment. Articles that focus on new or emerging standards in drug therapy receive priority.

Clinical Consultations (4,000 words plus 3 pages of graphics): Brief advice on how to handle specific drug therapy problems. The answers are based on a systematic review of the literature that focuses on the specific question.

Case Reports (2,500 words plus 2 pages of graphics): Articles that (1) describe unusual drug reactions or pharmacotherapy-related issues or uses, or (2) provide valuable information particularly for teaching purposes. Cases encountered by clinical practitioners, residents, or students, and referred to drug information centers may be especially appropriate. Papers should clearly present the case and include all pertinent and appropriate patient information, establish a causal relationship with objective measurement, explain the case’s contribution to the literature, and describe how the lessons from the case can be applied.

Primers (4,000 words plus 3 pages of graphics): Intended as introductions to various fields of knowledge that are of interest to pharmacists in health systems. Can be reviews of basic information in areas related to the pharmacy (e.g., pharmaceutics or physiology) or those further from the mainstream of pharmacy (e.g., advances in non-drug healthcare technology).

Reports (Clinical Research Reports, Practice Research Reports, descriptive reports) (3,500 words plus 3 pages of graphics): Articles that (1) report original research, including clinical research on the effects of drugs in humans, surveys, drug stability studies, and evaluations of innovative pharmaceutical services and (2) describe (without substantive evaluations) innovative pharmaceutical services.

Notes (2,500 words plus 2 pages of graphics): Includes (1) practical innovations or solutions to everyday practice problems, (2) updates or elaborations on work previously published by the same authors, (3) confirmations of research findings previously published by others, and (4) short research reports, including practice surveys, of modest scope or interest. The text should be concise, and the number of references, tables, and figures should be limited.

Case Studies (3,500 words plus 3 pages of graphics): Approaches to managing practice-related problems in health systems. Problem-solving, not hypothesis testing, is emphasized.

Commentaries (2,000 words plus 2 pages of graphics): Well-reasoned expressions of opinion on issues related to drug therapy, clinical research, the role of pharmacists in society, or healthcare (especially policy matters related to pharmaceutical services and to the therapeutic use of drugs).

Medication-Use Technology (3,500 words plus 3 pages of graphics): Describes experiences with and implications of new technologies applied in the medication-use process, including but not limited to computerized prescriber order entry, barcoding, electronic medical records, and other automation. Papers should focus on selection, planning, implementation, resources, integration of existing information, and lessons learned.

Pharmacy Abroad (2,000 words): Brief, informal, and topical communications related to the pharmacy in other countries. Contributions from pharmacists who live or have traveled abroad are welcome.

Reflections (2,000 words): Short contributions about the non-technical sides of life. Satirical writings, literary pieces, histories, and essays about family life, work, nature, art, literature, entertainment, travel, or modern society. Submissions are evaluated mainly for the quality of the writing.

AJHP Columns

Letters (750 words plus 1 page of graphics, but no additional text allowed if graphics not used): A forum for rapid exchange of ideas among readers of AJHP. Liberal criteria are applied in the review of submissions to encourage contributions to this column. The Letters column includes the following types of contributions: (1) comments, addenda, and minor updates on previously published work, (2) alerts on potential problems in practice, (3) observations or comments on trends in drug use, (4) opinions on apparent trends or controversies in drug therapy or clinical research, (5) opinions on public health issues of interest to pharmacists in health systems, (6) comments on ASHP activities, and (7) human interest items about life as a pharmacist. Reports of adverse drug reactions must present a reasonably clear description of causality. Short papers on practice innovations and other original work are included elsewhere in AJHP.
The following conditions must be adhered to: (1) the body of the letter must be no longer than two typewritten pages, (2) the use of references and tables should be minimized, (3) the number of authors should be no more than three, (4) the authors’ names, affiliations, and mailing addresses must be typed at the end of the letter in the format used by AJHP, and (5) the entire letter (including references, tables, and authors’ names) must be typed double-spaced.

Alternative Therapies (2,000 words plus 1 page of graphics): Short reviews of herbals and other “nutraceuticals” for which there is some scientific evidence of effectiveness.

Frontline Pharmacist (2,000 words plus 1 page of graphics): Provides pharmacists an opportunity to share their experiences and pertinent lessons related to day-to-day practice. Topics include workplace innovations, cooperating with peers, communicating with other professionals, dealing with management, handling technical issues related to pharmacy practice, and supervising technicians.

Informatics Interchange (2,000 words plus 1 page of graphics): Provides readers an opportunity to share their experiences with information technology in pharmacy. Topics should focus on the use of information technology in the medication use process, informatics pearls, informatics education … Read the rest