These are the types of supports that recognize the whole person behind the badge, not just the employ- ee at the workstation. In an industry facing a talent drain and retention crisis, benefits aren’t a perk— they’re a strategy. They represent an opportunity for pharmacies to say: We see you. We want you to stay. And we’re willing to invest in what matters to you—not just to our bottom line.
CERTIFICATION & CAREER CLIMB
License to Thrive In nearly every other healthcare profession, credential- ing is a baseline requirement. For pharmacy techni- cians, however, certification has long been treated as optional—valued in some places, overlooked in others. But the data shows that those who choose the certifi- cation path are not just checking a box—they’re open- ing doors. Across the board, certified pharmacy technicians (CPhT) earn higher wages and report greater job satisfaction than their non-certified peers. The wage difference is more than symbolic. Techni- cians with national certification consistently report $2–4 more per hour than those without. In some states and practice settings, the gap is even wider. That difference, compounded over time, represents not just higher income—but higher perceived value. The story gets even more compelling when we look at advanced certifications. Whether through the Board of Pharmacy Technician Specialties (BPTS) or the Pharmacy Technician Certification Board (PTCB) , those holding credentials beyond the CPhT level see significant gains in both earnings and pro- fessional satisfaction. Technicians with CPhT-Adv or specialty credentials in areas like compounding, im- munization, or medication therapy management are more likely to hold leadership roles, mentor junior technicians, and see themselves as career profession- als—not just employees. The data revealed a clear pattern: the more advanced the credential, the high- er the likelihood that the technician felt respected by pharmacists, valued by em- ployers, and satisfied with their career. This isn’t just correlation—it’s momentum.
Certification builds confidence, earns recognition, and creates leverage for career advancement. Yet, despite these advantages, not all technicians pursue certifica- tion. For some, the barrier is cost. For others, it’s a lack of employer support. Still, others operate in states where certification isn’t mandated, and employers don’t incentivize it. This patchwork approach has created a fragmented workforce—one where a technician’s training, compensation, and credibil- ity can depend more on location than on ability. Interestingly, support for mandatory national cer- tification is growing—especially among those al- ready certified. These technicians overwhelmingly see their credential as a mark of professionalism, and many advocate for broader adoption as a way to standardize expectations across the profession. In fact, technicians who supported mandatory cer- tification were more likely to feel fairly paid, pro- fessionally respected, and committed to staying in the field long-term. What this makes clear is that certification is not just a credential—it’s a career accelerator. It sig- nals commitment. It demands higher standards. And in return, it delivers more: more pay, more op- portunity, more recognition. For pharmacy techni- cians ready to grow, certification isn’t just a piece of paper. It’s a declaration: I’m not just here to fill prescriptions. I’m here to lead.
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CPhT CONNECT www.cphtconnect.com
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