Transcript Workforce Development

Workforce Development
Priority Area
“The addictions treatment field is facing a workforce crisis.
Worker shortages, inadequate compensation and stigma
currently challenge the field. Increasingly, treatment and
recovery support providers also struggle with issues related
to recruitment, retention and professional development of
staff. The ability to provide quality addictions treatment and
recovery support services is severely hampered by these
conditions. Without investment in human infrastructure, this
critical public health function will not be equipped to respond
effectively to the overwhelming need for services.”
“Strenthening professional identity: Challenges of the addictions treatment workforce, a
framework for discussion,” 2006.
Some Workforce Facts:
• In 2004 over 23 million Americans met DMS-II
criteria for SUD
• By 2010 the demand for SUD Tx. professionals
is projected to increase by 35%
• Today’s average Tx. staff is a white, 45-yr-old,
female
• 54% of Tx. Center directors on the job less than
one year
Workforce Development is a Top Priority
•
Several recent reports have highlighted the challenges facing the substance
use disorders treatment workforce and raised the profile of workforce issues
on the national agenda:
•
Crossing the Quality Chasm: A New Health System for the 21st Century
•
Improving the Quality of Health Care for Mental and Substance-Use
Conditions
•
Strengthening Professional Identity: Challenges of the Addictions
Treatment Workforce, A Framework for Discussion
•
The Action Plan on Behavioral Workforce Development
Priority 1: Workforce Development
• Network has identified five specialty areas:
1)
2)
3)
4)
5)
Pre-Service & Academic Programs
Continuing Education Products & Programming
Clinical Supervision
Leadership Development
National Workforce Survey
National Workforce Survey
What is the National Workforce Survey?
• National Workforce Survey of all States
• Survey of Agency Directors listed in the
I-SSATs
• Gathers information on the organization
and staff
• Sampling methodology to be determined
Workforce Survey Questions
1. What are the demographics of the workforce?
2. What are the anticipated workforce
development needs for 2010 – 2015?
3. What are the common strategies &
methodologies to prepare,
retain and maintain the workforce?
Workforce Survey Timeline
• 2008-Lit Review, DB identification/analysis
• 2009-Stakeholder Discussions, begin marketing
efforts, develop sampling plan, survey
instrument, methodology, analysis plan
• 2010-OMB Package, IRB approval
• 2011-Conduct survey in all Regional Centers
• 2012-Submit findings
Recruitment
Recruitment involves the process
of identifying and hiring the best
qualified addictions professional
for the job.
Why is Recruitment Important?
The recruitment of qualified workers is an important aspect of
Workforce Development.
It ensures the availability of a capable workforce able to meet the growing
treatment and recovery needs of our nation.
In 2000 a total of 61,000 individuals were employed as substance abuse and
behavioral disorders counselors. By 2010 there will be a need for an additional
21,000 practitioners. *
* Source: National Association of State Alcohol and Drug Abuse Directors (NASADAD). (2003).
Recommendations related to closing the treatment gap, NASADAD policy position paper.
Recruitment and Retention Resources
• Image Who You Can Save
• Additional Resources and
Tools
Recruitment Video
Imagine Who You Can Save
Award Winning Video
This ongoing recruitment campaign
includes numerous components,
including the award winning video, a
FREE Recruitment Kit, and a variety
of other marketing materials.
Produced by the Northeast ATTC Regional
Center, NAADAC, the Association of Addiction
Professionals, the Central East ATTC Regional
Center, and the ATTC National Office.
Recruitment and Retention Resources
Workforce Home
Overview
Recruit
New to the Field
Grow
Why Employees Leave
Top Reasons
Staff Shortages
Why Keep Employees
Management Practices
What Employees Want
How to Keep Employees
The Interview
Qualifications
Onboarding
Engagement
Selfcare
Resources for Managers
Sample Letters
Resources for Growth
Lead
www.attcnetwork.org/explore/priorityareas/wfd/grow/formanagers.asp
Workforce Development
Currently the addiction treatment and
recovery field is faced with complex cases
demanding a high level of skill and
professional training. Therefore, continuous
development of staff skills is imperative in the
delivery of high-quality client care.
PFR/ATTC Leadership Institute
Addictions treatment and
recovery services is facing a
transition, as many of today’s
leaders are retiring. *
The ATTC Network is working to
support leadership development
activities which prepare emerging
leaders for leadership roles. The
Network also supports
mentorship and other transitional
activities which prepare and
encourage established leaders to
pass on their knowledge, skills,
and wisdom to the next
generation of leaders.
* See Web site for other reasons why employees leave.
PFR/ATTC Leadership Institute, cont.
The PFR/ATTC Leadership Institute is an intense
leadership preparation program designed to cultivate the
development of future addiction leaders.
Providing professional development through:
• Evidenced-based training seminars
• Distance learning
• Completion of a project within a six-month timeframe.
• Emerging leaders partner with a mentor offering
expertise vital in facilitating the development of future
leaders.
PFR/ATTC Leadership Institute, contd.
 Lead section of the Web site
Internal tools and resources
Leadership Institute Projects
Frank McIlroy, CCS, CADC, SAP
Dr. of Market Development /Quapaw House
Project: 6 week Substance Abuse Education Program in District Court System
Everyone I’ve approached has fully embraced the plan, and some are even
enhancing the program further to meet their needs. For example, one probation
department has turned it into an outpatient program and there is a district court judge
who will take the program charge off an offender’s bill if he/she successfully
completes the program.
Gordon Bruin, M.A., L.P.C.
Program Services Manager /Utah County Division of Substance Abuse
Project: Improve the no show rates of clients who come for their initial substance
abuse assessments at the Division of Substance Abuse.
This information lead to the implementation of different appointment times (evenings),
and ultimately, the attendance of clients increased!
Leadership Institute Projects
Holly McCravey, M.A., R.A.S.
Program Director, Didi Hirsch Community Mental Health Center (CMHC)
Project: Developed an intensive mental health training designed to help counselors
successfully work with Axis I clients.
MD’s, R.N’s and mental health clinicians from our agency came to our site and provided
Training 2 times per month over a three month period. The result of the training was
enhanced knowledge and skills demonstrated by improved outcomes with dually
diagnosed clients. It also resulted in the substance abuse counselors gaining new
connections to our mental health agency. Plus, it boosted staff confidence and
competence.
Randy Jo Nielsen, B.S.Ed., CADC, LAADAC, CCS
Assistant Treatment Program Manager/Dept. of Community Correction, Ft. Smith, AR
Project: Utilizing the TAP-21 manual and the Rubric evaluation with staff.
Because access to all counselors would be practically impossible, I tailored the program for five
counselors. This training and performance assessment for the Addiction Counseling
Competencies was very beneficial and needed by these counselors. In fact, we need more
training for all our staff and I plan to engage the rest of the counselors in increments.
The Training Point
The Training Point: an uncommon
learning exchange for addictions
trainers is a seven week course
designed to enhance knowledge
and abilities in addiction training.
The Training Point, cont.
 The first and last three weeks of the course are held online
via the Blackboard Learning System.
 The middle week of the course is an intensive three-day
face-to-face learning exchange.
 Throughout all seven weeks, participants focus on the
various components that create successful training
experiences: the learners, the environment, the materials,
and the trainer.
 Topics covered include:
* Learning and training styles
* Adult learning principles
* Facilitation and presentation skills
* Reflective practice
* Transformative learning.
Regional Center WFD projects
www.attcnetwork.org/explore/priorityareas/wfd/overview/wfdprojects.asp
ATTC Network Scavenger Hunt
Ready to play?
Returning Veterans
www.attcnetwork.org/learn/topics/veterans/index.asp
Returning Veterans, contd.
How does the body respond to stress?
Lesbian, Gay, Bisexual & Transgender Individuals
Effective treatment with any population should be sensitive
and culturally competent. Substance abuse treatment
providers, counselors, therapists, administrators, and facility
directors can be more effective in treating LGBT clients when
they have a better understanding of the issues LGBT clients
face.
LGBT Project by Prairielands ATTC
(http://www.publichealth.uiowa.edu/pattc/LGBTHTML/lgbt.htm)
Source:
A Provider’s Introduction to Substance Abuse Treatment for Lesbian, Gay, Bisexual, and Transgender
Individuals – SAMSA/CSAT
Hispanic Initiative
Navigate to:
Caribbean Basin & Hispanic ATTC Regional Center page
Where and What is the Hispanic Initiative?
Hispanic Initiative, cont.
The ATTC
Hispanic Initiative
is being developed
in order to meet
the needs of
Hispanic service
providers and
clients who require
better resources
created specifically
for this population
Clinical Supervision
Traditionally, counselors have advanced to supervisory positions based
on seniority, academic training and/or expertise counseling skills. Once
promoted, these supervisors received no or very little training in clinical
supervision. Faced with the demand for increased accountability and
more complex cases, today’s addictions workforce must have a high
degree of skill and professional training. This also applies to clinical
supervision.
Being competent in counseling is not the only
requirement of a proficient supervisor. These clinicians must
acquire additional knowledge, skills and attitudes, as well as undertake
a different role within the organization.
Clinical Supervision
Focus:
New to the Field
Grow
Blending Initiative
AddictionEd.org
There are a variety of
distance education
opportunities for
addiction treatment and
recovery practitioners.
Some courses are selfpaced and others are
instructor-led.
www.ATTCnetwork.org