Location
Saint Paul, MN | United States
Job description
Temporary 1.0 FTE (40 hrs/wk) during the summer months and will transition into a casual rotating weekend requirement (includes both Saturday & Sunday) for 1 year.
Responsible for assisting pharmacists in the delivery of pharmacy services, which maximize outcomes in a manner consistent with Gillette and the department's mission, philosophies and in accordance with laws, regulations, and hospital policies and procedures. May perform tasks associated with dispensing or compounding when immediately and directly supervised by a licensed pharmacist stationed within the same work area that can control and is responsible for the actions of the intern.
Specific duties are determined by the work setting or patient population served; however, in all positions, serving patients with challenging and complex conditions requires a concentration of specialized staff able to work in highly coordinated teams.
Compensation: The hourly wage for this opportunity is $20/hour and it is a non - benefit eligible position as it is a temporary 1.0 FTE for the summer that transitions into casual status.
Qualifications: Required: - Enrolled in an accredited School of Pharmacy working toward a PharmD pharmacy degree.
- Registered as a Pharmacy Intern with the Minnesota State Board of Pharmacy after completion of the first year of professional pharmacy school.
- Must be able and willing to work required hours.
Preferred : - Previous experience and training in preparation of sterile products
Knowledge, Skills and Abilities: - Demonstrated ability to learn and maintain proficiency in the use of pharmacy equipment and computer systems.
- Demonstrated attention to details and ability to prioritize, organize and multi-task in a busy environment.
- Strong communication and interpersonal skills.
- Must be interested in working with people with disabilities, primarily children & adolescents and their families.
Gillette Children’s is committed to recruiting and retaining a diverse team, as we know that the diverse experiences of our employees make Gillette a stronger and better organization. We are committed to creating an equitable and inclusive environment where all patients, families and staff are welcomed and valued. We believe diverse perspectives and identities foster excellence, improve patient care and are essential for Gillette to fulfill its mission. Our team members collaborate to help patients of all backgrounds and abilities reach their full potential.
Gillette Children's is an equal opportunity employer and will not discriminate against any employee or applicant for employment because of an individual's race, color, creed, sex, religion, national origin, age, disability, marital status, familial status, genetic information, status with regard to public assistance, sexual orientation or gender identity, military status or any other class protected by federal, state or local laws.
Gillette Children’s is a global beacon of care for patients with brain, bone and movement conditions that start in childhood. Our research, treatment and supportive technologies enable every child to lead a full life defined by their dreams, not their diagnoses.
To learn more about working at Gillette Children's, please visit
Gillette Children's participates in the U.S. Department of Homeland Security (DHS) E-Verify program which is an internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services. If E-Verify cannot confirm that you are authorized to work, Gillette will give you written instructions and an opportunity to contact DHS or the Social Security Administration (SSA) to resolve the issue before Gillette takes any further action. Please visit for further details regarding e-verify.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Job tags
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