24 February 2026
BSR has launched new job planning guidance to better define and support advanced and consultant pharmacists working in adult and paediatric rheumatology. These pharmacists are essential members of the MDT, driving high-quality clinical care and service improvement. Yet too often, their roles are poorly defined and inconsistently planned.
The data is clear. In our recent survey, only 50% of rheumatology pharmacist respondents had a job plan. Of those who did, nearly a quarter (24%) said it was never reviewed. That means many highly skilled professionals are working without clarity, structure or protected time for development.
Over half (55%) reported they ‘mostly didn’t’ or ‘never’ had sufficient time to achieve their full potential. Almost two thirds (61%) felt workplace pressure was affecting their wellbeing, and nearly half (48%) had considered leaving their job in the past year due to that pressure. This guidance aims to bridge the gap between the aspirational roles underpinning all domains of practice and the actual work that can be undertaken given the immense workload pressures and constraints on services.
At the same time, there is strong commitment to the specialty. More than half (55%) of respondents said they felt ‘very valued’ in their role, and a further 39% felt ‘quite valued’. Rheumatology pharmacists believe in what they do. But belief alone doesn’t prevent burnout.
BSR recommends that all rheumatology pharmacists – regardless of how many hours they work in the specialty – should have a formal job plan, reviewed at least annually. Job plans should allocate time proportionately across the domains of advanced pharmacy practice. They should also include a dedicated session every month for clinical supervision or wider MDT reflection. This protected time supports professional growth, reflective practice and, critically, emotional wellbeing.
Developed alongside the Royal Pharmaceutical Society Core Advanced Pharmacist and Consultant Pharmacist Curricula, the guidance provides a practical framework to help pharmacists, specialty leads and line managers create balanced, sustainable roles. It enables meaningful conversations about workload, expectations and development – and ensures that pharmacists’ contributions are recognised and supported.