Wages, Benefits & Service Agreement

The Island Health Pharmacy Residency Program involves a significant mutual investment by both the pharmacy department and the resident. It naturally follows that there is value to both parties in having the resident carry on their employment with the department following completion of the program.

The pharmacy department invites all new residents to sign a voluntary one-year post-residency employment agreement (service contract) . The full terms of the service contract may be found here. The salient points for those who agree to the terms are as follows:

The resident receives $20,000 wages PLUS a repayable salary of $30,000 ($50,000 total) during the residency year.  The $17,000 tuition fee for the program is waived. The resident agrees to continue on with the department as a full-time Clinical Pharmacist (Grade II) at the end of the residency for a minimum of 12 months.

The Program also offers the following Employer paid benefits:
BC Medical
Extended Health Plan
Dental
10 days vacation
10 sick days
Statutory holidays off
Premiums are 100% paid by Island Health. Should you require information in regard to your benefit package, including enrollment and effective dates, please contact Human Resources Connect Information at 250-370.8099. 

Frequently Asked Questions regarding service agreement

How do I find a job following my residency?

Residents have the opportunity to apply to vacancies that become available within the department during the residency year. Vacancies may be at any of the pharmacy sites within the health authority. If residents haven’t secured a position by April 30, the pharmacy department may at their discretion allocate a position for the resident.

What if I need to end my residency partway through the year?

You would be expected to repay any amounts received from the $30,000 repayable salary PLUS a prorated amount of the $17,000 tuition fee.

What if I leave Island Health after my residency but before the end of the 12 month full-time work commitment?

The repayable salary and waived tuition are forgiven according to the months worked (1/12 per month up to the full 12-month commitment). You would be expected to repay any remaining amounts of the salary and tuition.

What happens if there are no jobs available at the end of my residency?

Every effort is made to match our residents with post-residency positions. However, there is always an element of uncertainty with future vacancies. In the event that there are no vacancies by April 30, the terms of the contract may be dissolved and all repayable amounts forgiven, at the discretion of the department.


 Conferences, Travel & Out of Town Rotations

Throughout the residency year residents will need to travel outside the greater Victoria area to attend residency events in Vancouver, complete residency rotations in either Duncan or Nanaimo, and to attend the CSHP Banff Conference in Banff, Alberta.

UBC Summer Didactics, toxicology & residency research night in Vancouver

Residents will need to travel to Vancouver and stay for up to five days to complete components of the residency program. Island Health will cover the expenses associated with attending these events subject to the Health Regions travel expense policies which are available on Island Health’s intranet. Residents are required to keep all original receipts which need to be affixed to the travel expense reimbursement form. Overnight accommodation will be arranged by the residency coordinator including payment for hotel expenses. Residents are responsible for making their own travel arrangements (ie BC Ferry, Public Transit or use of personal automobile)

Residency Rotations in Duncan or Nanaimo

All residents in the Island Health Residency Program are required to complete at least one rotation in either Duncan or Nanaimo. Residents may also have external rotations elsewhere in BC if pre-approved by our program. Residents are required to make their own accommodation arrangements for rotations outside of the greater Victoria area, which will require organization and planning by the resident. These arrangements need to be made well in advance of the rotation as short term rental space tends to book up a long time in advance. Residents will need to request the list of suites or apartments used by previous residents from the residency coordinator. Our program will arrange payment for the accommodations once the location is booked.

Banff CSHP Conference

Island Health Pharmacy Residents usually attend the Banff CSHP conference which usually takes place every March. Residents need to complete an application for education leave and expense well in advance of the conference. Since the conference takes place in Alberta the “Education Leave Expense” form needs to be signed off at the level of Vice President within the organization. It is recommended that the forms should be submitted by October. Residents are responsible for arranging their own accommodation and travel arrangements for this conferences. Travel expenses will be reimbursed by Island Health if their application is approved by administration.


 Expectations of the Resident

Relevant 2018 CPRB Accreditation Standard

2.1.5: Pharmacy residents shall be individuals who hold to high professional ideals and who have a commitment to continued learning, beyond entry-level competencies. 

Professional Behaviors

  1. Residents will exhibit appropriate professional behaviors and relationships in all aspects of practice, including technology-enabled communication, reflecting honesty, integrity, commitment, compassion, respect, altruism, respect for diversity, and maintenance of confidentiality.

  2. Residents will demonstrate a commitment to excellence in all aspects of practice and to active participation in collaborative care and service delivery.

  3. Residents will demonstrate a commitment to the well-being of other health care professionals to foster optimal patient care, and will promote a culture that recognizes, supports and responds effectively to colleagues in need.

  4. Residents will engage in continuous improvement and enhancement of their professional activities through ongoing learning including developing, monitoring, and revising a personal learning plan to enhance professional practice, regularly analyzing their performance, using various data and other sources to identify opportunities for learning and improvement and engaging in collaborative learning to contribute to collective improvements in practice.

  5. Residents are expected to meet deadlines set by rotation preceptors, project preceptors and the residency program. This includes deadlines for slide submission prior to BC wide case presentations, project poster and slides submission for Residency Research Night, and education leave/expense request forms for attending the Banff CSHP conference. All one45 assessment forms must be completed within one week of the form appearing in your inbox. Procedure logs must be kept up-to-date.

Expectations of the Resident Prior to Starting a Rotation

  1. Residents will contact their rotation preceptor (via email) 2 weeks prior to beginning the rotation to introduce themselves and ask/tell the preceptor the following:

    • What time and location to meet you on the first day?
      Are there any prereadings or pre-rotation tasks that need to be completed to prepare for the rotation?
      Notify the preceptor of any expected absences during the rotation. This could include Academic Half Day sessions, BC Case Presentations or Meetings with the Program Coordinator.

  2. Submit their Personal Rotation Objectives using the Resident Personal Rotation Objectives Log in procedure logs in one45 prior to beginning the rotation so that the preceptor can review them.

  3. The rotation summaries attached to the rotation schedule in one45 contain the preceptor contact information.

  4. Residents will review the rotation Roadmap to become familiar with the goals and objectives of the rotation, as well as the rotation setting and activities.

  5. Residents will send via email the comments from the Overall Comments/Feedback and Communication of Resident Continual Progress box at the bottom of the final direct patient care rotation assessment for their current rotation to their subsequent direct patient care rotation preceptor. This is to be done for the clinical orientation rotation, all core and elective direct patient care rotations and the precepting skills rotation.

  6. Residents will document in the relevant Resident Personal Rotation Objectives Log at least 3 or 4 objectives that they would like to achieve during the rotation. These objectives could include things like…developing a deeper understanding of a particular disease state or therapeutic topic, becoming more competent/proficient at a particular clinical skill. These objectives will be discussed with the preceptor at the beginning of the rotation and the preceptor will work with the resident to find opportunities for the resident to meet these objectives throughout the rotation.

Resident Learning Portfolio

Relevant 2018 CPRB Accreditation Standard

2.2.3.2: The resident shall use a learning portfolio or equivalent to facilitate self-assessment and provide evidence of skill development over the course of the program.  The learning portfolio should include preceptor assessments, monthly reports, quarterly or other summative assessments, self-assessments, career objectives, clinical activities during rotations, awards, projects and other documentation relative to the resident's progress throughout the duration of the residency program. 

  1. The resident's one45 profile will serve as the resident's learning portfolio for their residency program.

  2. The resident's one45 profile will contain their rotation and academic half day schedules, preceptor assessments for resident performance during rotations, resident self-assessments during rotations and other program activities, such as academic half days and presentations, as well as experience logs, personal rotation objectives, quarterly and summative assessments, career and program objectives and preceptor and resident self-assessment of their progress as it relates to their residency project.

  3. The resident's clinical activities during their rotations will be documented in the Direct Patient Care-ITAR as part of the preceptor assessment and will be documented in the Resident Self Assessment-Direct Patient Care by the resident as part of the Assessment of the Resident.

  4. As part of the learning portfolio, the resident will enter at least 3 or 4 “Reflections on Learning” in the relevant one45 procedure log.

Meetings with the Program Coordinator

  1. Each resident will meet with the Program Coordinator at regular intervals throughout the residency year.

  2. The meetings will be in-person or via telephone, depending on the location of the resident and Program Coordinator. The meetings will be confidential.

  3. The Program Coordinator will schedule the meetings using Outlook and the resident is expected to be on time for the meetings.

  4. The agenda for these meetings will include personal goals, progress and experiences during rotations, review of assessments and evaluations and procedure logs, progress with meeting the goal level of performance over the course of the residency year, case presentations, status of residency project, career goals and planning, challenges faced and support, as well as anything else that the resident would like to discuss.

  5. Prior to the meeting the resident will complete three meeting template documents and email to the program coordinator prior to the meeting: Resident Monthly Meeting Template, Monthly Project Progress Summary, and VIP Procedure Log Progress Report.

  6. The Program Coordinator is also available to meet with residents at any other time, outside these regularly scheduled meetings, should the resident request it.


 Respectful Workplace policy

The Island Health Residency Program and the Island Health organization maintains a respectful workplace. The following text is taken from Island Health’s Respectful Workplace Policy:
Island Health’s Vision, Purpose and Values provide the foundation for developing a respectful workplace culture. Respect is identified as one of our Values and reflects a shared core belief in valuing each individual and bringing trust to every relationship.

Our Values relate to a Respectful Workplace culture as:

The Courage to take on difficult conversations, in Respectful and Empathetic ways as we Aspire to build the workplace in which we all wish to work.

Island Health is committed to:

  • ensuring that all individuals are treated with dignity and respect, free from discrimination and harassment and supported in managing workplace differences; and

  • providing an environment that respects and promotes human rights and personal dignity.

Island Health supports the principle that all individuals, patients, clients, residents and visitors are entitled to a work and service environment that is free from any form of discrimination and discriminatory harassment.

Island Health supports the maintenance of Respectful Workplaces by providing a dispute resolution process (see link to procedure manual below):

Dispute Resolution

The Island Health administration provides policies & procedures for the reporting, resolving and/or investigating respectful workplace & human rights complaints. To view the specifics of the dispute resolution process click on this link.

Download Island Health Policy Documents Regarding Respectful Workplace

Island Health Respectful Workplace Policy
Island Health Respectful Workplace Dispute Resolution Process