From adviser to prescriber: pharmacy’s evolution into the MDT
From adviser to prescriber: pharmacy’s evolution into the MDT
Pharmacists at Morriston Hospital are redefining their place in the MDT, with a prescribing pharmacist embedded in cardiology delivering faster decisions, safer medicines use and measurable improvements in patient outcomes and system efficiency.
Prescribing Cardiac Pharmacist within the cardiology MDT at Morriston Hospital
This blog was published when the organisation was the Royal Pharmaceutical Society.
Pharmacy is undergoing a transformation. Across hospitals, pharmacists are moving from traditional advisory roles into proactive, clinical positions within multidisciplinary teams (MDTs). At Morriston Hospital, we wanted to take that next step — embedding a prescribing pharmacist directly into the cardiology MDT to ensure our expertise informed decisions at the point of care.
Our motivation was rooted in both patient benefit and professional evolution. Pharmacists in Wales complete a minimum of eight years of education and training before becoming independent prescribers: four years at university, one as a trainee, two on a postgraduate clinical diploma and one as a prescribing qualification. That investment is dedicated solely to understanding medicines, their safe use and their impact on health outcomes. It was time that depth of expertise was fully represented where prescribing decisions are made.
Placing pharmacy at the heart of care
Historically, pharmacy performance has been measured by process — turnaround times, discharge targets and items dispensed. While valuable, those measures overlook the real difference pharmacists make to patient safety, recovery and system efficiency. By embedding a prescribing pharmacist into the cardiology MDT, we shifted the focus from process to outcomes.
The results spoke for themselves. In the first eight months, the pharmacist prescribed 8,810 medicines — more than double the next highest prescriber for the health board at the time. Medication queries that once took hours were resolved within minutes. Discharge communication delays, previously totalling over 400 hours across four months, fell to zero once pharmacists prescribed directly.
The impact extended beyond efficiency. Deprescribing 567 unnecessary medicines, including 88 antibiotics, avoided approximately 284 kg of CO₂ emissions — equivalent to 2,840 washing-machine cycles — while optimised antiplatelet therapy delivered confirmed savings of over £46,000 and projected annual savings exceeding £70,000.
Just as importantly, the project fostered a behavioural shift within the MDT. As clinicians witnessed the pharmacist’s clinical insight and prescribing accuracy first-hand, perceptions evolved from viewing pharmacy as a support service to recognising it as an equal clinical partner. The visibility of these results also highlighted the power of data — working closely with the digital team allowed us to evidence pharmacy’s measurable impact on patient outcomes, an essential step in strengthening the case for national adoption.
Looking ahead
This initiative has shown that when pharmacists are fully integrated into MDTs as prescribers, this supports patients leaving hospital on the right medicines, at the right dose, for the right reason. The success at Morriston’s cardiology service has since inspired expansion into cardiothoracic, vascular, and endocrinology MDTs, to name a few, with each adapting the model to meet its team’s unique rhythm and needs.
Our learning has been clear: engage early, secure governance and don’t wait for perfection. Start, measure, refine and share success. As this approach spreads, we hope to see prescribing pharmacists embedded across more specialities, ensuring pharmacy expertise continues to shape care at the point of decision-making.
Pharmacy’s evolution into the MDT isn’t just about redefining our profession — it’s about improving patient outcomes and system sustainability. When pharmacists sit at the decision-making table, healthcare becomes safer, smarter and more connected.
By Zahra, an autistic pharmacist
Despite increasing awareness around autism, there is still an opportunity to build greater understanding of how organisations can create genuinely inclusive environments. This blog provides possible ways to support autistic colleagues, particularly for managers, from my perspective as an autistic pharmacist.
Creating a supportive environment
A crucial part of a manager’s role is to help create an environment where all colleagues feel respected. This includes developing and ensuring you have a basic understanding of autism and reasonable adjustments, whether for your current team, future colleagues or patients.
Autistic individuals may have a diagnosis, be waiting for a diagnosis or have a self-diagnosis, and have varying support needs. They are all valued members of the autistic community and are all entitled to reasonable adjustments.
It can be helpful to reflect on any preconceived ideas you may have around autism, as these are often formed from inaccurate stereotypes or common misconceptions.
Reflecting on this can help you to approach the topic with more openness and recognise the benefits of implementing systemic changes by putting inclusive practices in place.
Your autistic colleagues shouldn’t feel they have to constantly advocate for themselves due to a lack of inclusivity.
Practical ways to support autistic colleagues
Use reliable resources when learning about autism, some of which are listed below. This also applies to reasonable adjustments;
It is their decision whether they tell you that they’re autistic, including if they decide to share this with other colleagues and how they may want to do so. Make sure to provide a safe space for them to open up if they wish. It’s also important to remember that they don’t owe anyone an explanation on autism or their story;
Ensure colleagues are aware reasonable adjustments are available to them. This can help reduce any stress on them trying to initiate that conversation;
It is essential to give them the space to tell you what support they need, rather than trying to make that decision for them. Reasonable adjustments may also change over time, for example requiring more support during busier periods;
Use the correct and respectful terminology, for example using the term “low support needs” instead of “high-functioning”;
Never make assumptions on their strengths and areas for support;
Try to focus on understanding and supporting your autistic colleague, rather than feeling you need to understand the entirety of autism.
Even if you are just starting to learn about autism, ensuring that you are respectful, accepting and providing the support autistic people may need is what matters most. It is a necessity for work environments to be genuinely inclusive for everyone.
National Autistic Society: What is autism?
National Autistic Society: What are reasonable adjustments and when can they be requested?
Acas: Adjustments for neurodiversity — Reasonable adjustments at work — Acas
The Pharmaceutical Journal: Autism: identification, management and support
Explore our inclusion and diversity work
Read more blogs
This article was published when the organisation was the Royal Pharmaceutical Society.
This is my second blog with updates on our work to become ‘royal college-ready’. My last blog followed closely after an Assembly meeting at which details were discussed about the shape of the royal college and how it would be governed. This time I’m writing just ahead of a meeting where Assembly members will be fleshing out the final details on, among other issues, our inaugural royal college elections.
What I hope this indicates is the progress we’ve made over the summer on developing the shape and structure of the new organisation. This ongoing work is taking place on a few different fronts. The first I’d like to talk about is appointments – of key roles within the staff, of expertise to the new Board of Trustees, and of our first cohort of elected members to the royal college and the new structures they will operate within.
I was delighted last week to announce our new Chief Scientist, Professor Amira Guirguis, which followed the announcement in September of a new Director for Wales, Dr Geraldine McCaffrey who begins in her role in December. These hires show how we are ensuring we remain focused on our work across the nations and in areas of practice and research that are vital to the role we will play as a royal college. We are in the process of recruiting new Directors of Education, Pharmacy, Finance and Technology, and we have asked our Director of People to lead on our Shared Services portfolio, which will form a crucial link between the Royal College of Pharmacy charity and the subsidiary business, Pharmaceutical Press. We will announce our new appointments as they are filled and look forward to bringing the new team members on board.
A vital aspect of our new governance is the creation of a Board of Trustees for the charity. This body ensures we have appropriate oversight and remain focused on our mission and charitable aims. It’s exciting to have begun our search for a ‘founding’ Chair of Trustees to lead this important work. We’re working with specialist recruiters Charity People to secure the right candidate.
Sitting alongside the Board of Trustees in the governance structure will be the Senate and three national councils. Assembly will be discussing the elections process in detail when they meet this week. There will be much more to say on the elections as they approach and it’s something I will report on further.
Ahead of this, however, is the task of putting in place the Regulations for the new organisation. We intend for this to be undertaken in two phases. In the first, we will publish the draft interim transition Regulations to enable elections to the new royal college structure and transfer the Pharmaceutical Press into a subsidiary company. In the second phase we will publish the draft full Regulations for the Royal College of Pharmacy, which will sit alongside the proposed new Royal Charter. We will be engaging with RPS members on these draft Regulations through the autumn and will share more detail after Assembly have met this week.
All this activity puts in place the structures we need to deliver our future strategy as the Royal College of Pharmacy. The development of that strategy has been the third strand of work in preparing for our royal college transition, and a key focus of the last couple of months. I’m delighted that our first two online events, with pharmaceutical scientists and pharmacists working in industry, followed closely by a session with RPS members, were well attended and positive. The President and I also had the opportunity to join our Retired Pharmacist Group at their recent meeting and we know there is also a lot of interest amongst retired members in participating in the building of the new strategy.
I’m grateful to everyone that has taken the time to contribute and support this work so far. We’re also holding a members and non-members online event on 23 October, and a student event, co-hosted with the BPSA, on 4 November. Your ideas will help shape the strategy of the new royal college, so I’d encourage anyone who hasn’t yet to sign up for one of our last two sessions. RPS members can also share their views via an all-member survey (now closed).
This process of listening and engaging means our strategy development process is inclusive of the whole of pharmacy – vital for ensuring it serves the whole profession. We are building the strategy on our five commitments, as well as our pledge to RPS members about the kind of service we will provide throughout individuals’ careers. Patient safety will run as a ‘golden thread’ through all parts of the strategy.
Meanwhile there’s plenty of other important activity that I might call ‘business as usual’. A particular highlight to mention is last week’s workforce summit, which took forward our work on assessment and credentialing. The focus for the meeting was developing and implementing an enhanced curriculum for newly qualified pharmacists, all of whom will be prescribers from next summer.
The advent of all new pharmacists being independent prescribers represents a massive shift in healthcare – underlining again the importance of creating the Royal College of Pharmacy. In the context of seismic change to the pharmacy professions and healthcare as a whole, pharmacy needs a strong, unified voice, and professionals need support throughout their careers. It’s an excellent reminder of why the work to get ‘royal college ready’ is so important.