Does anyone know what their lead tech does? What responsiblities do they have? They don't have administrative authority, e.g., discipline or policy powers, so what do they end up doing? How many techs are needed to make a lead tech position worthwhile? Thanks.
Lead Tech Functions
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Responsibilities vary per your department structure and HR job description.
Ideally:
Some places have tech specialists for IV, buying, medication history, safety, informatics, etc. Not a "lead tech", but should be an informal leader in their area.
Ideally:
- Manages schedule and call outs
- Trains new hires and staff on operational updates (including annual IV competencies)
- Manages/coordinates drug purchasing
- If allowed to have direct reports, conducts performance management of other techs
Some places have tech specialists for IV, buying, medication history, safety, informatics, etc. Not a "lead tech", but should be an informal leader in their area.
owlegrad
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I haven’t had a lead tech in a long time. I had mixed experiences with them - most were more trouble than they were worth. Lots of attitude and not exactly the best “leaders”.
Mostly they should train new techs and do whatever is needed to keep the pharmacy running. The right one can be given more responsibility, like scheduling, but I have seen that blow up and personally I would think twice about that.
Mostly they should train new techs and do whatever is needed to keep the pharmacy running. The right one can be given more responsibility, like scheduling, but I have seen that blow up and personally I would think twice about that.
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Time cards for techs/approving leave and OT
Scheduling
Training new techs
General supervision - cracking the whip when needed
Ensuring tech workflow and productivity is where it needs to be
Scheduling
Training new techs
General supervision - cracking the whip when needed
Ensuring tech workflow and productivity is where it needs to be
The techs don't have displinary authroity. What would general supervision be like in action, including ensuring tech workflow? This latter has been an issue.
I'm definitely interested in retail-hospital rph and tech orientation plans and scheduling for new skills, including IV.
owlegrad
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Most supervisors don’t have real disciplinary authority and they don’t need it. If they witness something that requires discipline they can report it to the manager. Supervisors have lots of tools besides disciplinary action that are more effective anyway. Things like scheduling and assigning workstations can have more impact than writing up.
A good lead tech will assign workstations, monitor workflow, and train the staff to get them up to snuff. If someone doesn’t accept their direction get the manager involved. As long as the manager and supervisor are on the same page it really shouldn’t be an issue.
I would say perhaps 1 in 5 lead techs are actually more helpful than harmful and perhaps 1 in a hundred operate anywhere near the level I am describing. Most of them are just a pretty good tech and have been a tech for a few more years than the rest of the staff. It’s the Peter principle in action.
Having worked in multiple pharmacies that do not have any sort of lead tech I would be extremely skeptical of going back to working with one.
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