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)Pre-Service & Academic Programs

2)Continuing Education Products & Programming

3)Clinical Supervision

4)Leadership Development

5)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.

• Image Who You Can Save

• Additional Resources and Tools

Recruitment and Retention Resources

Recruitment Video

Imagine Who You Can SaveAward 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

www.attcnetwork.org/explore/priorityareas/wfd/grow/formanagers.asp

Workforce HomeOverviewRecruitNew to the FieldGrow 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 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.

Workforce Development

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.

PFR/ATTC Leadership Institute

* 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 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 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 ProjectsHolly 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

Ready to play?

ATTC Network Scavenger Hunt

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

Navigate to: Caribbean Basin & Hispanic ATTC Regional Center page

Where and What is the Hispanic Initiative?

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

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

Clinical Supervision

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.

www.ATTCnetwork.org