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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: • 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 • What are the demographics of the workforce? • What are the anticipated workforce development needs for 2010 – 2015? • 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 LeaveTop Reasons Staff Shortages Why Keep EmployeesManagement Practices What Employees Want How to Keep EmployeesThe Interview QualificationsOnboarding EngagementSelfcare Resources for Managers Sample Letters Resources for GrowthLead 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 HouseProject: 6 week Substance Abuse Education Program in District Court SystemEveryone 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 AbuseProject: 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 pageWhere 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 FieldGrowBlending Initiative
AddictionEd.org There are a variety of distance education opportunities for addiction treatment and recovery practitioners. Some courses are self-paced and others are instructor-led.
