How much do you agree with the following statements? *

	Strongly disagree	Disagree	Slightly disagree	Neither	Slightly agree	Agree	Strongly agree
The activity presented balanced, evidence-based content free of commercial bias.	The activity presented balanced, evidence-based content free of commercial bias. - Strongly disagree	The activity presented balanced, evidence-based content free of commercial bias. - Disagree	The activity presented balanced, evidence-based content free of commercial bias. - Slightly disagree	The activity presented balanced, evidence-based content free of commercial bias. - Neither	The activity presented balanced, evidence-based content free of commercial bias. - Slightly agree	The activity presented balanced, evidence-based content free of commercial bias. - Agree	The activity presented balanced, evidence-based content free of commercial bias. - Strongly agree
The presenter(s) used an effective teaching strategy.	The presenter(s) used an effective teaching strategy. - Strongly disagree	The presenter(s) used an effective teaching strategy. - Disagree	The presenter(s) used an effective teaching strategy. - Slightly disagree	The presenter(s) used an effective teaching strategy. - Neither	The presenter(s) used an effective teaching strategy. - Slightly agree	The presenter(s) used an effective teaching strategy. - Agree	The presenter(s) used an effective teaching strategy. - Strongly agree
The presentation slides / digital materials / resources and handouts were high quality.	The presentation slides / digital materials / resources and handouts were high quality. - Strongly disagree	The presentation slides / digital materials / resources and handouts were high quality. - Disagree	The presentation slides / digital materials / resources and handouts were high quality. - Slightly disagree	The presentation slides / digital materials / resources and handouts were high quality. - Neither	The presentation slides / digital materials / resources and handouts were high quality. - Slightly agree	The presentation slides / digital materials / resources and handouts were high quality. - Agree	The presentation slides / digital materials / resources and handouts were high quality. - Strongly agree
The content was relevant to / useful for my professional practice.	The content was relevant to / useful for my professional practice. - Strongly disagree	The content was relevant to / useful for my professional practice. - Disagree	The content was relevant to / useful for my professional practice. - Slightly disagree	The content was relevant to / useful for my professional practice. - Neither	The content was relevant to / useful for my professional practice. - Slightly agree	The content was relevant to / useful for my professional practice. - Agree	The content was relevant to / useful for my professional practice. - Strongly agree
The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care.	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Strongly disagree	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Disagree	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Slightly disagree	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Neither	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Slightly agree	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Agree	The activity contributed to my knowledge, skills, and capacity to enhance the delivery of patient care. - Strongly agree
The overall quality of the educational activity was excellent.	The overall quality of the educational activity was excellent. - Strongly disagree	The overall quality of the educational activity was excellent. - Disagree	The overall quality of the educational activity was excellent. - Slightly disagree	The overall quality of the educational activity was excellent. - Neither	The overall quality of the educational activity was excellent. - Slightly agree	The overall quality of the educational activity was excellent. - Agree	The overall quality of the educational activity was excellent. - Strongly agree

The activity successfully achieved its learning objectives by enhancing my ability to: *

	Strongly disagree	Disagree	Slightly disagree	Neither	Slightly agree	Agree	Strongly agree
1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy.	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Strongly disagree	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Disagree	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Slightly disagree	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Neither	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Slightly agree	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Agree	1. Apply human resources and labor-management principles to supervise and support pharmacy staff in alignment with DoW Performance Management and Appraisal Program (DPMAP) and Defense Health Agency (DHA) policy. - Strongly agree
2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment.	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Strongly disagree	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Disagree	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Slightly disagree	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Neither	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Slightly agree	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Agree	2. Navigate DHA structures (Pharmacy Operations Division (POD), DoW Pharmacy Advisory Board (DPAB), Memorandums of Understanding (MOUs)) to ensure policy compliance and operational alignment. - Strongly agree
3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness.	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Strongly disagree	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Disagree	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Slightly disagree	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Neither	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Slightly agree	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Agree	3. Utilize manpower tools (Defense Medical Human Resources System-internet (DMHRSi), Civilian Personnel Operations Center (CPOC)) to assess staffing needs and optimize personnel readiness. - Strongly agree
4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes.	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Strongly disagree	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Disagree	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Slightly disagree	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Neither	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Slightly agree	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Agree	4. Manage acquisitions and formulary decisions using DHA protocols, budget tools (Financial Management Information System (FMIS)/Integrated Resourcing Incentive System (IRIS)), and formulary processes. - Strongly agree
5. Interpret budget and performance data to inform pharmacy operations and justify resource needs.	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Strongly disagree	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Disagree	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Slightly disagree	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Neither	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Slightly agree	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Agree	5. Interpret budget and performance data to inform pharmacy operations and justify resource needs. - Strongly agree
6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth.	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Strongly disagree	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Disagree	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Slightly disagree	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Neither	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Slightly agree	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Agree	6. Demonstrate leadership strategies that promote team development, accreditation readiness (The Joint Commission), and professional growth. - Strongly agree
7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions.	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Strongly disagree	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Disagree	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Slightly disagree	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Neither	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Slightly agree	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Agree	7. Outline the distinctions between Merit System Principles and Prohibited Personnel Practices to reinforce compliance and prevent prohibited actions. - Strongly agree
8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade.	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Strongly disagree	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Disagree	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Slightly disagree	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Neither	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Slightly agree	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Agree	8. Analyze frequently used opening and closing statements tied to performance recommendations, by paygrade. - Strongly agree
9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit.	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Strongly disagree	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Disagree	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Slightly disagree	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Neither	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Slightly agree	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Agree	9. Discuss the utilization management tools used to manage the TRICARE pharmacy benefit. - Strongly agree

What do you anticipate changing or how will you apply what you learned in your professional practice? *

How will you apply what you learned when working with providers of other disciplines or members of your interprofessional healthcare team? *

What barriers, if any, do you see to implementing these changes? *

Please provide feedback on your experience navigating this website and completing the CE process. *

Based on your educational needs, what topics would you like to see addressed in future educational activities? *

Please discuss any additional concerns or comments about this program and indicate whether the program met your expectations. *

attestation checkbox *

I completed this educational activity independently and in its entirety.

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