Transcript PROA State DA Workforce

State of the Drug and Alcohol
Workforce
PRO-A Copyright 2015
Learning Objectives
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Summarize the history of the drug and
alcohol service system.
Identify the issues that led to the
workforce crisis.
Assess the current state of the workforce.
Explain what is being done about it.
Discuss what we hope to see in the future.
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Where we came from:
The drug and alcohol system was
developed in the late 1960s, early 70s
through the vision, and advocacy efforts
of the early recovery movement.
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Advocacy & the development
of our service system
The Hughes Act – 1970
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Championed by Senator Harold Hughes of Iowa, an
openly recovering alcoholic.
Provided a comprehensive program to address
prevention and treatment of alcohol abuse and
alcoholism.
PASSED by ONE VOTE, signed into law on December
31st, 1970.
PA Act 63 of 1972
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Established our State SCA system and much more
Only occurred because of the hard work of many
recovery advocates.
Signed into law April 14th, 1972
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The early workforce in PA
There was no drug and
alcohol certification in
Pennsylvania until 1979. It
is estimated that about 75%
of the initial workforce was
in recovery.
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PRO-A Workforce Surveys
Two surveys conducted:
1- Counselor survey - 837 responses on barriers,
service challenges & workforce concerns. 24%
identify that they plan to leave the field within 5
years.
2 – CRS survey - 85 responses - included
challenges in developing peer services.
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Overview of
PRO-A Counselor Survey
PRO-A conducted the statewide survey of the counselor workforce in May
2013, with 837 responses. It is the largest such survey ever done in
Pennsylvania.
 The average counselor is over 50 years
old, Caucasian, and female, holding a
master's degree, not in recovery, with
over 20 years of work experience.
 Only 33.3% of those who completed the
survey identified themselves as in
recovery.
 70% of those who identified themselves
as in recovery were in recovery for 20
years or longer.
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PRO-A Counselor Survey
Selected Findings
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48.2% - are frequently asked to provide
unnecessary and personal information
about persons they serve that exceed the
PCPC.
53.1% - some to none of their clients are
getting the proper level and duration of
services from funders.
74.6% - clients gets a shorter duration,
lower level of care, or that the service they
require is not funded or offered.
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PA Counselors
Leaving the Field
Nearly one in four counselors
identify that they are leaving
the field within five years.
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CRS Survey Overview
The average CRS respondent is a
50 year old, Caucasian male holding a
Bachelors degree, in recovery,
with 3 to 10 years of work experience.
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CRS Survey Selected findings
 51.8% were males compared to 35.3% in our counselor survey.
 40.5% identified as being other than Caucasian compared to
22.2% in the counselor survey.
 Roughly two-thirds of the respondents to the CRS survey
identified themselves as in recovery versus one third in the
counselor survey.
 In relation to the quality and frequency of supervision, a
combined total of 22 or 39.3% of the respondents indicated that
they did not get supervision as often as they would like, in as
good quality as they need, or at all.
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What we learned from our
Surveys
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Workers are being pulled
in too many directions /
paperwork, etc.
Clients are getting less
services than they need.
People are leaving our
field of service.
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The good news…
The response to our survey's was fairly robust, and the
responses made it clear that the workforce cares deeply
for the people we serve and our communities.
Also, we believe that our results may hold some hope for
the future. Consider that:
 Lived experience is important - CRS workers were
more than three times likely to be in recovery.
 There is less indication of turnover for CRSs, they are
half as likely to be considering leaving the drug and
alcohol workforce within the next five years.
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Progress in the last few years
 DDAP has initiated a regulatory review to work towards
streamlining regulations while emphasizing care with
clinical integrity.
 A Workforce group has been formed to look at ways to
expand our workforce - PRO-A has been very involved
with this group.
 Two licensing alerts have come out of this process
 New opportunities for persons in recovery
 There needs to be more widespread understanding
of how these alerts apply at the provider level
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Degree Status to meet
position of Counselor
In Pennsylvania
DDAP Div of Program Lic Alert 02-15
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Certified Associate Addictions Counselors
(CAAD) now recognized as Counselors
under the Staffing Standards PA Code
704.7 position of Counselor
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What this means is the degree requirement is
no longer a requirement for Counselors
This opens up the pathways for non-degreed
persons who meet the PCB / CAAC certification
requirements.
Requirements for the CAAC
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Three years (6000 hours) of employment as an alcohol and
drug counselor or supervisor of same within last 7 years.
Supervision (300 hours) with a minimum of 10 hours in each
domain.
Pass the IC&RC Examination for Alcohol and Drug
Counselors.
Signed and dated Code of Ethical Conduct.
Signed, dated and notarized Release.
Applicant must either live or work in PA at time of application
at least 51% of the time.
Full Application requirements:
https://www.pacertboard.org/sites/default/files/applications/PCBCAACApplication_0.pdf
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The Supervision of
Counselor Assistants
DDAP Div of Program Lic Alert 01-15
Allows an exception be made to the direct observation of a
Counselor Assistant from 3 months to a reduced amount, but no
less than 1 month under certain circumstances. Exception requests
consider if the person:
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Has 6 months prior employment with direct client contact in a
licensed residential setting.
Has a CRS or minimum of 54 CEUs in specific delineated areas.
Must be pursuing promotion to be a Counselor.
Assignment of a full case load and change of supervision
requirements from Direct Observation to Close Supervision will
only occur when the supervisor provides a positive assessment of
the base line skills of the Counselor Assistant.
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Career Pathways in the drug and
alcohol service system
The Pennsylvania Certification Board (PCB) has developed
an outline of the general requirements for certification, and
requirements to obtain other credentials. While some
professionals may choose to stay at a certain level,
progression through the ladder can occur with the proper
experience, education and examination.
Professionals may begin wherever their current experience
and education level permit.
It can be found here:
https://www.pacertboard.org/sites/default/files/PCB_CareerLadder_2015_Revised.pdf
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Moving forward –
Strengthening our workforce
PRO-A is dedicated to:
 Expanding Drug and Alcohol Recovery Support Services
statewide
 Strengthen Supervision components across our system
 Supporting long term career pathways across the service
system
 Training system wide on staff engagement, mentoring and
retention strategies
 Recruiting persons with passion for the work.
 Expanding leadership opportunities
 Opening up opportunities for advancement
through Tuition Reimbursement
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