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Published byDominique Hayne Modified over 10 years ago
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1 Workforce Symposium March 31, 2006 Bill Payne & Mark Stasson
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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
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3 Where this Survey Data came from? Training delivery 60, 2-day training sessions October, 2004 to September, 2005 Nearly 1400 participants
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4 Where this Survey Data came from? Evaluation Components of Training Sessions Pre/Post Test Training Evaluation (Participants & Trainer) Outcome Evaluation Workforce Survey
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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)
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6 Results from Workforce Survey… “The most comprehensive and authoritative picture of the Chemical Dependency workforce ever collected in Minnesota”
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7 Composite of Demographic Characteristics Female Mean Age: 47 White (Caucasian) BA/BS degree Not in Recovery Non-Smokers
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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 17-18 clients
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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
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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
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11 Summary of Findings: Satisfaction Overall: good Work Environment (most) Quality of Care (most) Case Load Management (least) Pay & Benefits (middle)
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12 Summary of Findings: Attitudes about Professional Practice Evidence-Based Practices Medications Traditional Approaches Research Evaluation & Assessment Tools CD Education
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13 Some of the Demographic Characteristics The details..
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20 Some of the Professional Characteristics
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32 Professional Status
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37 Professional Development
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44 Satisfaction
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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 Attitudes about Professional Practice
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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 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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