Transforming the Face of Pharmacy by Training Knowledgeable, Efficient Techs

The first cohort of six students graduated from the Mount Sinai Health System Pharmacy Technician Training Program. The students holding certificates are, from left: Christian Cuatlal-Zempoalteca, Jacqueline Pierce, Millagros Verdejo, and Ekelly Huntley. They are joined by, from left, Irina Usherenko, PharmD MBA; Elone Winston, MPH, CPhT; Susan Mashni, PharmD, BCPS; John Ugbogbo, MS, RPh; and Brian Radbill, MD. Students Oprah Reid and Aishatou Coulibaly are not shown.

Pharmacy technicians serve as crucial team members who work alongside pharmacists to maximize the pharmacist’s scope and efficiency.

As technology and training have evolved, technicians have taken a more significant leadership role in hospital pharmacy operations. However, there is a severe shortage of qualified pharmacy technicians across the country.

To address the issue, the Mount Sinai Health System Pharmacy Technician Training Program launched earlier this year with support from Susan Mashni, PharmD, BCPS, Senior Vice President and Chief Pharmacy Officer, Mount Sinai Health System.

The program was begun under the leadership of Irina Usherenko, PharmD, MBA, Vice President, Pharmacy, Mount Sinai Morningside and Mount Sinai West, and Elone V. Winston, MPH, CPhT, Project Manager II, Mount Sinai Health System.

“We want to fill the pharmacy tech vacancies from within the Health System while providing career advancement opportunities to our Mount Sinai colleagues. Our goal is to fill those vacancies with the best trained, most qualified personnel,” said Dr. Usherenko. “Specifically, we need certified pharmacy techs who are registered and licensed in New York State and have hospital-based training or experience.”

To do that, they decided to create a comprehensive training program that would be accredited by the American Society of Health-System Pharmacists (ASHP).

“There are only four other ASHP-accredited programs in New York State,” said Mr. Winston. “We designed a program with didactic, simulation, and onsite rotations. It is what is necessary so that pharmacy technicians are prepared to work in a complex environment that operates 24/7.”

The first cohort of six students graduated in September. Students were recruited from Strive NYC and the Manhattan Educational Opportunity Center (MEOC)—organizations focused on providing pathways to life-changing careers that provide financial empowerment and stability.

Each student completed more than 400 hours of intense study that includes online classroom work, time in a simulation lab, and hands-on experience in the Mount Sinai Morningside pharmacy. The online topics included basic anatomy and physiology and pharmaceutical terminology. In the simulation lab, students learned about dispensing and filling prescriptions, sterile compounding, and hazardous medications. They also gained experience working in retail and hospital pharmacies.

The students must pass a certification exam before applying for licensure and registration. Once that is achieved, the technicians are ready to work in a hospital environment with a starting salary of close to $70,000 per year.

The training for the first cohort was provided tuition free, and the students were given a small stipend during their experiential phase of the training.

The next group of students is being recruited from existing hospital staff including Environmental Services, Throughput, Patient Accounts, and the Emergency Department. The 1199 Training Fund will support these students and they will continue to work part-time during the training program. There were more than 400 applicants for 15 spots.

To learn more, contact PharmTechTraining@mountsinai.org.

Diversity Innovation Hub Holds 2023 Pitch Day Competition Recognizing Innovation and Entrepreneurship

From left: Gary C. Butts, MD, Thandiwe-Kesi Robins and Ashley Abid of Skinterest; Michelle Ng of Neuemoon Health; Jiye Son, PhD of Keratin Nails; and Fariha Ahsan and Carmen Minsal from Mount Sinai’s Diversity Innovation Hub.

Mount Sinai’s Diversity Innovation Hub (DIH), a venture of the Office for Diversity and Inclusion, is a unique, community-driven incubator with the goal of increasing the diversity of founders in health care innovation and entrepreneurship through investing and growing ideas that disrupt inequities caused by social determinants of health.

On Thursday, September 21, DIH members, including Gary C. Butts, MD, Executive Vice President for Diversity, Equity, and Inclusion and Chief Diversity and Inclusion Officer at the Mount Sinai Health System, Fariha Ahsan, MS, DIH Director, and Carmen Minsal, MHA, DIH Program Manager, showcased 12 first-time entrepreneurs for the 2023 Pitch Day Competition.

About 100 people representing industry leaders from Mount Sinai, health start-ups, and venture capital firms gathered at the offices of Company Ventures in New York to watch teams pitch in three  categories: Gender Equity, Innovation and Community Impact. The event included $10,000 prizes for winning teams.

The event featured keynote speaker Magdala Chery, DO, MBS, MPH, Health Equity Clinical Specialist at Google. “A lot of time as founders and innovators you’re solving a thing that is so close and dear to you, but you don’t talk about how it affects you,” she said in her remarks. “Know your story, understand your story, and tell your story.”

Here are the winners:

  • Founder Jiye Son, PhD, founder of Keratin Nails, won the Community Impact award. Keratin Nails aims to reduce health disparities for nail salon workers by creating non-toxic nail polish and raising awareness on the harmful exposure to nail products through tech-enabled education.
  • Ashley Abid and Thandiwe-Kesi Robins, co-founders of Skinterest, won the Innovation award. The company is a joint venture, founded by two women of color, breaking barriers for dermatology care of patients of color.
  • Michelle Ng, founder of Neuemoon Health, won the Gender Equity award. Neuemoon Health addresses the patient care gap for women with endometriosis and uterine fibroids.

View photos from the event

Mount Sinai Researcher Launches Three Studies of Alzheimer’s Disease in Asian Americans

Clara Li, PhD, a clinical neuropsychologist and Associate Professor, Psychiatry, at the Icahn School of Medicine at Mount Sinai, has received new grants that will total more than $12 million from the National Institute on Aging (NIA), part of the National Institutes of Health (NIH). The funding will support three new projects that seek to improve the diagnosis and treatment of Alzheimer’s disease and Alzheimer’s disease-related dementias (AD/ADRD) in Asian Americans.

Asian Americans are historically under-represented in clinical research on AD/ADRD. As a result, many older adults with Asian ancestry do not receive adequate diagnosis and treatment for mild cognitive impairment (MCI) or AD/ADRD.

Clara Li, PhD

“Chinese is the third-most-spoken language in the United States after English and Spanish, yet we don’t have many of these tools available,” Dr. Li explains. She’s hoping to change that, with three new studies launched in 2023.

Adapting Assessments for Alzheimer’s: Chinese Translation and Cultural Adaptation

In one of the studies, a five-year effort, Dr. Li will develop assessment tools that are linguistically and culturally adapted for older adults who speak Cantonese or Mandarin, with the hope to extend it to other Asian languages in the future.

Researchers rely on assessment tools from the National Alzheimer’s Coordinating Center Uniform Data Set (NACC UDS) to identify research participants with cognitive impairment or AD/ADRD. But those tests were developed for English speakers and Western cultures.

“I’ve seen many Asian American patients who try to take the English tests because a Chinese version isn’t available, and the language is a barrier,” Dr. Li says. “Sometimes a test would suggest cognitive impairment, but when I would translate the test myself into Chinese, the patient would score in the normal range.”

Language isn’t the only barrier. Cultural differences also make the test confusing for many Asian American patients. When asked to identify an image of a witch on the standard test, for instance, some of Dr. Li’s patients said “janitor” or “cleaner”—a common error because witches aren’t typically depicted with brooms in Chinese culture.

The lack of adequate tests hampers diagnosis and treatment, and also affects research seeking to better understand AD/ADRD in Asian Americans.

“Because we can’t enroll patients unless they can take the tests in English, many are excluded from studies. As a result, Asian Americans make up less than 2 percent of the participants in U.S. clinical trials,” Dr. Li explains. “If we want to increase diversity in research, we need to adapt these materials for Chinese speakers and eventually other Asian languages.”

A Research Infrastructure for Alzheimer’s Disease in Asian Americans

In the second study, Dr. Li will develop a research infrastructure and tools for studying AD/ADRD in older Asian Americans. She and her colleagues will develop questionnaires to fully characterize Asian American participants, including social determinants of health and any environmental or lifestyle factors that could increase or decrease their risk of developing AD/ADRD.

This five-year study will also investigate blood samples from Asian American participants to determine whether there may be novel biomarkers in this population, and whether known biomarkers are relevant to people from Asian backgrounds.

“Amyloid and tau are well known as biomarkers associated with Alzheimer’s disease, but those biomarkers were developed primarily from Caucasian samples. Therefore, the generalization of these findings in Asian Americans is not always clear, including criteria for amyloid and tau burden to establish AD/ADRD risk,” she says. “There may be different thresholds for those biomarkers in different populations.”

Support for Mild Cognitive Impairment

Dr. Li’s third newly funded project is a two-year pilot clinical trial. She and her colleagues will adapt the Memory Support System (MSS) for use in Chinese Americans who speak Cantonese or Mandarin. The MSS is a memory calendar training program to help older adults with MCI organize and remember their daily activities. The system is a component of the Healthy Action to Benefit Independence & ThinkingÒ (HABIT) Program, an evidence-based intervention that provides lifestyle and behavioral treatments for older adults with MCI.

“I see patients with MCI who want to do something to prevent the development of dementia, but if they can’t speak fluent English, they aren’t able to participate in clinical trials,” Dr. Li says. “We hope that by adapting this program, we can offer Chinese American older adults with MCI an opportunity to participate in a trial that seeks to improve memory and function, as well as their mood and quality of life.”

Alzheimer’s Disease Research at Mount Sinai

In addition to the three new studies Dr. Li has launched this year, she is leading two clinical trials at the Alzheimer’s Disease Research Center at Icahn Mount Sinai and is the site Principal Investigator for the Asian Cohort for Alzheimer’s Disease (ACAD) study, a multisite project to analyze genetic data to identify risk variants for Alzheimer’s disease in Asian Americans and Asian Canadians.

Through these projects, she hopes to improve research participation, diagnosis, and treatment related to patients of Asian ancestry—an effort that is long overdue, she says.

“There’s a lot of work that needs to be done. In addition to research inequities, there aren’t enough bilingual physicians outside the community, which often makes it difficult for Asian American older adults to receive integrated specialty care, leading to delayed diagnosis and treatment for AD/ADRD,” she adds.

Mount Sinai serves a diverse patient population and is committed to improving care by addressing bias and racism. Icahn Mount Sinai and Mount Sinai Health System created the Center for Asian Equity and Professional Development to address the equity and professional development challenges faced by Asian Americans and Pacific Islanders.

Public Health and Racial Justice Program Encourages Girls of Color to See Themselves As Agents of Change

The Mount Sinai Department of Health Education, with support from The Blavatnik Family Women’s Health Research Institute, hosted its first in-person cohort of the Public Health and Racial Justice Program. Over the course of six weeks in July and August, 15 youth participants, all identifying as girls of color, met daily at The Mount Sinai Hospital to explore a variety of public health issues through a racial justice lens.

The Public Health and Racial Justice Program emphasizes the power and importance of civic engagement, community organizing, and youth activism in addressing the inequities that drive health disparities. The program aims to build skills, foster pride, and nurture community connection so that participants understand themselves as lifelong stakeholders invested in shaping the policies, institutions, and structures that affect the health and well-being of their families and their communities.

“Hearing from both younger people and people who were actively involved in their communities and making a difference was inspiring and presented tangible ways for me to get involved in the community.”

The Public Health and Racial Justice Program was designed and launched in the spring of 2020 as a direct response to the COVID-19 pandemic and the Black Lives Matter movement. Due to pandemic restrictions, the previous four cohorts participated in a part-time version of this program over video conferencing.

With generous support from the Helen Gurley Brown Foundation, and in partnership with The Blavatnik Family Women’s Health Institute, the Department of Health Education was able to significantly expand this summer programming, offering a full-time opportunity with a stipend for participating youth.

More than 80 guest speakers—primarily women of color—from across the Mount Sinai Health System, and from local and national organizations, spoke on a variety of issues, broadening participants’ understanding of the many different pathways one can follow into health equity and social justice work. The program featured union labor organizers, doulas, scientists, clinicians, sexuality educators, grassroots activists, researchers, and leaders from city agencies, including the Bureau of Health Equity Capacity Building at the New York City Department of Health and Mental Hygiene, and the New York City Public Advocate Office.

“My favorite part was hearing from the different activists and non-profit workers,” said one participant. “Hearing from both younger people and people who were actively involved in their communities and making a difference was inspiring and presented tangible ways for me to get involved in the community.”

Another participant added, “I loved meeting all the guest speakers and organizations. The most meaningful part was the new relationships I made and learning more about how to help my community.”

Participants completed a culminating project reflective of their summer experience. Each participant selected a public health issue affecting their community, which they documented using a unique photography application. They were then led through a series of semi-structured, dialogue-based activities with staff and peers to support their development of a complementary narrative. This narrative included suggested action steps for those inspired to get involved.

Participants presented their projects at a celebratory symposium on the final day of programming, attended by Mount Sinai staff, community partners, and their family and friends. Their work was featured in a gallery at The Mount Sinai Hospital, and guests were invited to explore.

For many of the participants, spending the summer in a safe space with other girls of color was a profound experience.

When asked about the most meaningful part of the program, responses included:

“Having that space to be myself and being able to express what I am thinking at the moment. Being vulnerable and having that respect that most of the time adults don’t give to teenagers. I loved the relationships that were built in such a short amount of time.”

“Feeling comfortable and welcomed into this space and meeting all these wonderful and intelligent people who inspire me to embrace who I am.”

“Getting to know other people of color that are around my age and listening to everyone’s different opinions and perspectives.”

 

For some participants, learning about the relationship between racism and health was new and eye-opening.

“All the things we talked about and learned about in the program were all new information to me so everything surprised me,” said one. “It surprised me that we aren’t taught these things in school but if we want to gain more knowledge on these topics, we have to learn it on our own or from a program like this. I learned a lot about Black maternal health, homelessness, workers’ rights.”

Many of the participants also appreciated learning more about the various career paths that can contribute to health equity.

“At first I thought I knew what career I wanted to be, to become a nurse practitioner. But I met really nice people in the program who talked about their careers and that gave me more options to be open to my opportunities,” said one. “I also thought that many professionals had one path and that they knew they were going to be where they are now but I learned that there is nothing wrong with switching to a different field and it’s all about being happy that you’re doing that job.”

When asked to share their final thoughts on the program, one participant said, “I truly appreciated having the opportunity to be a part of such a wonderful program. I learned so much from the positive and caring program leaders/educators, the speakers, and the other girls in the program.”

GOALS Employee Resource Group Event Offers Support and Dialogue for Black Men’s Mental Health

Sidney Hankerson, MD, MBA, was the keynote speaker, and led the discussion.

The Growth in Operations, Administration, and Leadership Society (GOALS) Employee Resource Group (ERG) hosted its quarterly outing at Mount Sinai’s Corporate Services Center in June to recognize National Mental Health Awareness Month.

This event, coordinated by Shawn Lee, Associate Director of Operations for the Central Billing Office at the Mount Sinai Health System, brought together about 20 Black men from across the Mount Sinai community to have a candid conversation about the importance of mental health and surmounting the stigmas on mental health care.

The event’s keynote speaker was Sidney Hankerson, MD, MBA, Vice Chair of Community Engagement and Associate Professor of Psychiatry, and Population Health Science and Policy at the Icahn School of Medicine at Mount Sinai. Dr. Hankerson, who is a nationally recognized expert at engaging faith- and community-based organizations to increase access to culturally relevant mental health care, facilitated the conversation and provided information on how to manage the challenges that Black men may encounter not only in health care but in their personal lives, as well.

Men, regardless of their race or ethnicity, have lower rates of seeking mental health services compared with women, Dr. Hankerson said. But Black men also face a complex array of socio-cultural factors, including racism and discrimination, misdiagnosis and clinician bias, and the common misconception that seeking help is a sign of weakness.

Among the tools available to support Black men’s mental health include culturally competent care, connections to religious communities that support mental health, exercise and behavioral activation, and social support. “I was pleased to see so many of our Mount Sinai brothers come together to create a sense of community for Black men,” said Reginald Miller, DVM, DACLAM, Dean for Research Operations and Infrastructure and Professor of Comparative Medicine and Surgery, and Environmental Health and Public Health at Icahn Mount Sinai. “Building a supportive network of Black males has been a main focus for GOALS.”

“We wanted to create a safe space where Black men can feel heard while also being able to connect with like-minded individuals, with whom they probably would have never met without a forum like this,” said Mr. Lee. “We look forward to expanding our GOALS network, collaborating with other groups, and aligning with system initiatives to foster equitable pathways for our members.”

To learn more about the GOALS ERG, email GOALS@mssm.edu or visit the website GOALS (Growth in Operations, Administrations and Leadership Society).

Mammograms Have Been in the News. Here’s What You Need to Know

Mammograms have been in the news lately, and it can sometimes be a bit confusing. But the guidance from Mount Sinai doctors remains unchanged and simple: You should start getting mammograms at age 40 and continue yearly.

In this Q&A, Elisa Port, MD, FACS, Chief of Breast Surgery and Co-Director of the Dubin Breast Center, explains why changing guidelines from groups such as the U.S. Preventive Services Task Force have not altered the recommendations of doctors like herself to urge women to start mammograms at age 40 and have them every year. She also explains why this longstanding recommendation for annual mammograms starting at age 40, based on extensive data, is critical for Black women, who are more susceptible to an aggressive form of breast cancer, and why new regulations from the Food and Drug Administration on breast density are also important.

Elisa Port, MD, FACS

What is the latest advice on the age that people should start getting regular mammograms?

The age that women should start getting mammograms has never changed from the perspective of health care professionals. There is tons of data and research that has shown that starting at age 40 and yearly thereafter is the best way to detect breast cancer early and gives women of all those age groups the best chance of survival if they do develop breast cancer that is found through early detection. What has not been consistent is that, starting in 2009, and then again in 2016, a number of groups, such as the American Cancer Society and the U.S. Preventive Services Task Force, started putting out guidelines that differed from that. These were basically prioritizing different factors, and taking into account such things as the anxiety of patients, false positives, and cost. But doctors have known all along that the optimal way to screen women for breast cancer, with the highest chance of survival, is starting at age 40 and continuing yearly thereafter.

What is the U.S. Preventive Services Task Force?

The task force is an independent, volunteer panel of experts on prevention and evidence-based medicine that provides guidance to primary care physicians about preventive services such as screenings and counseling services. It is one of several leading sources of guidance to physicians.

What are the reasons for the new guidance from the task force to start mammograms at age 40?

One of the reasons for the change in its guidance on mammograms was newer data, very disturbing, showing that Black women—who we know can develop cancers younger—are more at risk for developing a particularly aggressive kind of cancer called triple negative breast cancer that can grow more rapidly. The death rate in Black women who get breast cancer is substantively and unacceptably higher. So this change in recommendation is a limited response to that data, saying one thing we can do to address that is revert back to starting screening at a younger age. But they did not go far enough.

How is the risk for Black women different?

One of the biggest issues specific to Black women is that breast cancer is not just one disease. Breast cancer involves multiple different subtypes. Each of these different subtypes is treated differently, has a different pathway, and behaves differently. One of these subtypes, called triple negative breast cancer, is the most aggressive kind of breast cancer and also one of the most difficult to treat. We know that of all breast cancers, triple negative makes up only about 15 percent. However, there are certain groups that have a higher chance of developing triple negative breast cancer and are at high risk for developing that subtype. Black women are one of those groups. When they develop breast cancer, there is a 30 percent chance it will be triple negative, not 15 percent. So it is much higher. As a result, they may need to be screened earlier, and with greater frequency.

Should people be concerned if they cannot afford a mammogram?

At Mount Sinai, we feel very strongly that women should keep to our guidelines, and we accept all insurance. We will do everything within our power to make sure that all women, even those without insurance, regardless of their ability to pay, get the care they need.

Are there any exceptions for the guidance that mammograms should start at age 40?

One of the things that we have made so much progress on, and that I’m so proud of, is there is not a one-size-fits-all approach. There are groups where we might even start screening earlier. Women with a family history of breast cancer, particularly at a young age, may start screening earlier and add other adjunctive tests like ultrasound or MRI—these are all considered in our high-risk populations. For example, if your mother was diagnosed with breast cancer at age 45, we typically advise starting screening about 10 years younger than the youngest family member diagnosed with breast cancer. Doctors might recommend starting at age 35, and recommend that you seek personalized advice and guidance regarding screening.

The FDA recently updated its regulations to require mammography facilities to notify patients about the density of their breasts. What does this mean for patients?

The density notification is a very important step because it tells women and their providers if they might be at higher risk for having a cancer missed, and potentially should be adding screening tests, like ultrasound and MRI, to close the gap in case mammograms are missing something. What is most important is that knowledge is power—women should be empowered to know more about their bodies. It does not automatically mean everyone needs an ultrasound or an MRI. It is a very nuanced discussion with one’s doctor, but it is a data point that can factor heavily into making these decisions. Breast density can only be determined one way, and that is based on a mammogram. We cannot tell breast density from the physical exam, or age, or family history. Based on that mammogram, one can then have an educated conversation regarding whether any additional imaging is appropriate

Will this new regulation produce any changes for Mount Sinai patients?

Many states, including New York, already had laws regarding breast density notification before the FDA’s action. So here at Mount Sinai, patients are already learning about their breast density, without the new FDA notification. Now all states, including New York, will need to do this in a uniform way. So there may be some small change for us in the notification language we send to patients.

What should I do if I have any questions or concerns about mammograms?

Primary care providers and gynecologist are the ones who order most of these tests. Their role is to customize and personalize any kind of cancer screening based on the individual, her family history, age, and other medical issues. That is what a good doctor does: takes all these considerations and puts it all together in a thoughtful approach for the individual.

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