Clinical Oncology Pharmacist MGH

Clinical Oncology Pharmacist MGH

Apply for the Clinical Oncology Pharmacist MGH position at Mass General Brigham.

The Per‑Diem Pharmacist is responsible for optimizing drug therapy by identifying, resolving, and preventing drug‑related problems and improving therapeutic outcomes. The pharmacist provides patient care in accordance with laws and regulations governing pharmacy practice. May prescribe medications under specific collaborative drug therapy management agreements.

• Direct and coordinate pharmacy services.
• Supervise and verify accuracy of all work completed by support personnel during assigned shifts.
• Operate within limits of pharmacy policy and procedures.
• Ensure compliance with target drug programs, formulary management, medication management initiatives, and adverse drug event monitoring programs.
• Document and report clinical interventions, medication errors, adverse drug events.
• Participate in department quality improvement efforts.
• Follow all policies, procedures, laws, and regulations set forth by the Board of Pharmacy and applicable regulatory agencies.

Doctor of Pharmacy (Pharm

D) required.

• State pharmacist license (Massachusetts). Massachusetts Controlled Substances Registration preferred.

Preferred 2‑3 years working as a pharmacist.

• Extensive knowledge of IV admixtures, drug information, ambulatory care, manufacturing, and drug distribution.
• Attention to detail.
• Knowledge of principles of growth and development across lifespan and ability to assess patient data relative to age‑specific needs.
• Works relatively independently.
• Participates in department quality improvement efforts.
• Participates in training of medical, nursing, and allied health professionals.
• Completes 20 continuing education credits per year to maintain license.
• Familiarity with pharmacy practice settings, legal requirements and limitations, prescription information and calculations, drug identification and generic equivalents, drug manufacturing, packaging and labeling information, and proper drug handling and storage practices.

• Standing Frequently (34–66%)
• Walking Frequently (34–66%)
• Sitting Occasionally (3–33%)
• Lifting Frequently (34–66%), 35+ lbs (with assistance)
• Carrying Frequently (34–66%) 20–35 lbs
• Pushing Occasionally (3–33%)
• Pulling Occasionally (3–33%)
• Climbing Rarely (less than 2%)
• Balancing Frequently (34–66%)
• Stooping Occasionally (3–33%)
• Kneeling Occasionally (3–33%)
• Crouching Occasionally (3–33%)
• Crawling Rarely (less than 2%)
• Reaching Frequently (34–66%)
• Gross Manipulation Frequently (34–66%)
• Fine Manipulation Frequently (34–66%)
• Feeling Constantly (67–100%)
• Foot Use Rarely (less than 2%)
• Vision – Far Constantly (67–100%)
• Vision – Near Constantly (67–100%)
• Talking Constantly (67–100%)
• Hearing Constantly (67–100%)

Hybrid

55 Fruit Street

Per Diem

Rotating (United States of America)

The General Hospital Corporation is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.

To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at .

At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies, half people‑focused and half performance‑focused, and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.