Workforce Development. Priority Area.
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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
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
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
Recruitment involves the process
of identifying and hiring the best
qualified addictions professional
for the job.
The recruitment of qualified workers is an important aspect of
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.
Image Who You Can Save
Additional Resources and Tools
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.
New to the Field
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
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.
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.
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
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.
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!
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
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: an uncommon learning exchange for addictions trainers is a seven week course designed to enhance knowledge and abilities in addiction training.
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
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
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
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.
There are a variety of distance education opportunities for addiction treatment and recovery practitioners. Some courses are self-paced and others are instructor-led.