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1 Workforce Symposium March 31, 2006 Bill Payne & Mark Stasson.

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Presentation on theme: "1 Workforce Symposium March 31, 2006 Bill Payne & Mark Stasson."— Presentation transcript:

1 1 Workforce Symposium March 31, 2006 Bill Payne & Mark Stasson

2 2 Where this Survey Data came from? Co-occurring Training Project (partners)  Chemical Health Division (DHS)  Metropolitan State University  Continuing Education (MCTC) Attendance mandated by new Rule 31 regulation

3 3 Where this Survey Data came from? Training delivery  60, 2-day training sessions  October, 2004 to September, 2005  Nearly 1400 participants

4 4 Where this Survey Data came from? Evaluation Components of Training Sessions  Pre/Post Test  Training Evaluation (Participants & Trainer)  Outcome Evaluation  Workforce Survey

5 5 Components of the Workforce Survey (92 items) Demographics (35 items) Professional Status (6 items)  Job satisfaction Professional Development (12 items) Attitudes about Professional Practice (39 items)

6 6 Results from Workforce Survey… “The most comprehensive and authoritative picture of the Chemical Dependency workforce ever collected in Minnesota”

7 7 Composite of Demographic Characteristics Female Mean Age: 47 White (Caucasian) BA/BS degree Not in Recovery Non-Smokers

8 8 Composite of Professional Characteristics Employed full-time, Work “day” hours, at a “non-profit agency, OP/IP At current job 7 years, in the field 12 years Annual salary $35,000 to $39,000 Licensed Attend 25 hours of CE each year Caseload of clients

9 9 Summary of Findings: Professional Status Believe CD counselors have “Lower” status than other helping professionals Best way to improve employment or retention is to “Raise Salaries” Challenges:  Client funding  More difficult clients  Politics  Licensure  Better client outcomes

10 10 Summary of Findings: Professional Development Computer: good access, use it several time per day, would like to be more skilled Evidence-based practices: only “somewhat familiar” Ethics: highly competent Cultural Diversity: less competent Keep up? Workshops & Conferences

11 11 Summary of Findings: Satisfaction Overall: good Work Environment (most) Quality of Care (most) Case Load Management (least) Pay & Benefits (middle)

12 12 Summary of Findings: Attitudes about Professional Practice Evidence-Based Practices Medications Traditional Approaches Research Evaluation & Assessment Tools CD Education

13 13 Some of the Demographic Characteristics The details..

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20 20 Some of the Professional Characteristics

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32 32 Professional Status

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37 37 Professional Development

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44 44 Satisfaction

45 45 Satisfaction: Factors Satisfaction with Work Environment Satisfaction with Quality of Care Satisfaction with Case Load Management Satisfaction with Pay & Benefits

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47 47 Attitudes about Professional Practice

48 48 Attitudes about Professional Practice: Core Areas Evidence-Based Practices should be used more Medications should be used more Traditional Approaches should be used more Research in CD has little value (reverse rating) Evaluation & Assessment Tools are valuable CD education & training is valuable

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50 50 Recommendations for Workforce Development Recruit & Train more culturally diverse & bi- lingual workforce Raise salaries Raise education & training standards Improve supervision Improve cultural competence Improve awareness and use of EBP’s Improve computer technology skills


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