Aberdeen City Alcohol & Drug Partnership - Strategic Workforce Development (Updated December 2015) - Hi-Net ...
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Aberdeen City
Alcohol & Drug Partnership
Strategic Workforce Development
(Updated December 2015)
1
Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Table of Contents:
1. Executive Summary Page: 3
2. Recommendations Page: 4
3. Introduction Page: 5
4. Workforce Development – Shared Principles Page: 6
5. The Workforce Page: 7
6. Who Comprises the Workforce? Pages: 8-9
7. Workforce Recovery Competence (ROSC Checklist) & Pages: 10-15
‘The Quality Principles’
8. National Policy Recommendations & Priorities – Page: 16
Summary
9. National Support – Workforce Development Pages: 17-18
10. Aberdeen City ADP Strategic Outcomes Pages: 19-20
11. Local Training Needs Analysis Information (2010 to Pages: 21-24
2013)
12. Training Needs – Wider Sources Pages: 25-31
13. Workforce Development – Needs / Delivery Audit Pages: 32-40
14. References (& Links) Pages: 41-43
2Aberdeen City ADP Strategic Workforce Development – Updated December 2015
1. Executive Summary
A variety of information made available on workforce development has been
summarised into this document in order to provide a current context for the
alcohol and drug workforce. This has necessitated taking into account a wide
range of locally identified needs as well as integrating the various national and
local priorities/drivers.
The intention of this document is to establish a local ‘baseline’ using a needs /
audit framework as a necessary first step in terms of informing local planning
and implementation for workforce development. Further to this, the changing
landscape and evolving needs around the workforce will be served by
ongoing partnership oversight with planning and delivery fitting within the
various strategic priorities identified via ADP Delivery Plans feeding into the
Community Planning structure. It is intended that partnership working
arrangements and multidisciplinary approaches be at the heart of
implementing workforce development in the City.
In order to specify clearly the way ahead, a number of recommendations are
drawn from this report below.
3Aberdeen City ADP Strategic Workforce Development – Updated December 2015
2. Recommendations
The following are recommendations as concluded from the report findings:
1. ADP multi-agency workforce development planning and
implementation should link into wider pan-Grampian
opportunities as appropriate
2. Effective resourcing will involve appropriate balance of
needs and priorities, therefore pooling of resources for
multi-agency delivery must be investigated wherever
possible
3. All workforce development planning must take full account
of the quality principles for care and support in drug &
alcohol services
4. All workforce development planning should underpin and
support the development of recovery orientated systems of
care (ROSC)
5. Workforce Development should have a focus on quality
improvement and in supporting the delivery of outcomes
6. A specific workforce development Action Plan to be
developed and updated in conjunction with the ADP
Delivery Plan (2015-18). This will link with ADP Annual
Reporting mechanisms (targets/indicators) to the Scottish
Government with all relevant Partners directly involved
7. The ADP will publish regular multi-agency updates listing
current and forthcoming learning and development
opportunities (including training ‘pathways’ as appropriate)
Fraser Hoggan
Alcohol & Drug Development Officer
Aberdeen City ADP
February 2015
4Aberdeen City ADP Strategic Workforce Development – Updated December 2015
3. Introduction
This document is a strategic Workforce Development ‘guide’ for the Aberdeen
City Alcohol and Drug Partnership (ADP), and outlines the various needs and
requirements of a competent, capable and confident workforce. It has been
developed taking cognisance of the various strategic recommendations
contained in national policy framework and local strategic planning, priorities
and service delivery. In particular it is both informed and driven by the
Scottish Government publication; supporting the Development of Scotland’s
Alcohol and Drug Workforce (2010) and National Support available to Alcohol
& Drug Partnerships (ADPs) to support Workforce Development (2014).
It sets the current learning and development context and is intended to guide
and support the implementation of all workforce development activity in
relation to Alcohol and Drugs whilst also being consistent with the
emergence of a Recovery Orientated System of Care (ROSC) approach,
adapted to suit the particular needs of the City. Learning and development is
a key factor in the development of any ROSC.
The underlying theme of workforce development is that of forging explicit links
with the recovery agenda based on principles outlined within the Scottish
Government national drug policy; The Road to Recovery (2008) and the
national alcohol framework; Changing Scotland’s Relationship with Alcohol
(2008). In the latter document a ‘whole population approach’ is fundamental
to tackling alcohol issues and this informs the current model of workforce
development.
This document seeks to bring together the key principles of workforce
development in terms of the alcohol and drug workforce within both a national
and local context. Training needs and associated information brought from
various surveys and focus groups inform the needs and delivery audit which
highlights priorities and opportunities for the purpose of supporting future
implementation.
5Aberdeen City ADP Strategic Workforce Development – Updated December 2015
4. Workforce Development – Shared Principles
A number of key principles have been identified and highlighted below as
fundamental to the success of developing and implementing workforce
development.
These principles will inform the terms of reference for implementation of
workforce development plans and delivery of activity. These recognise that we
need to;
Focus on attitudes and values, as these are as important and intrinsic
to workforce development as developing knowledge and skills
Develop a systems based and flexible approach to learning and
development in keeping with the needs of an emergent ROSC
Ensure the recovery process is inclusive of all stages of service
delivery (including harm reduction interventions and targeted
prevention initiatives)
Adapt to the various needs of those using services, including their
family members
Make alcohol and drug awareness available to local communities, and
wherever possible to include appropriate signposting and referral
guidance as well as developing roles to actively support recovery and
minimise stigma
Recognise and develop supportive resources and peer support
initiatives in the community
Build competence, confidence and capacity across all tiers of the
workforce
Achieve coherence by continuing to link workforce development
planning to local needs and strategic priorities
Develop opportunities for accreditation and qualification for the
workforce
6Aberdeen City ADP Strategic Workforce Development – Updated December 2015
5. The Workforce
Alcohol and Drug services are developed in response to specific needs. The
‘stepped care’ model below is useful to demonstrate how the workforce is
‘segmented’ in terms of the presenting needs of the population and it can be
applied equally to both alcohol and drug services.
Individuals may move between tiers of service, not necessarily sequentially.
Tiers 1 & 2 also denote the ability for direct and fast access for individuals
with alcohol and drug issues.
Scottish Ministerial Advisory Committee on Alcohol Problems (SMACAP)
Essential Services Working Group: Quality Alcohol Treatment and Support
(QATS) 2011
7Aberdeen City ADP Strategic Workforce Development – Updated December 2015
6. Who Comprises the Workforce?
It is difficult to accurately identify/categorise the alcohol and drug ‘workforce’
in its broadest terms. However, using the tiered approach as previously
outlined, a number of examples are listed. This is not intended to be a
definitive and exhaustive list.
Some professional groups may identify their own ‘lead’, ‘champion’ or
designated ‘specialist(s)’ within a service or agency which may then ‘bridge’
tiers. For example highlighted below, Midwifes and Health Visitors generally
fall into Tier 1 however associated specialists are placed in Tier 3*. Likewise,
dependent upon local context, services located within Tiers 2 and 3 can often
vary across different areas taking into population sizes, service availability
and geography.
Level / Tier 1 Level / Tier 2 Level / Tier 3 Level / Tier 4
Universal Specific Needs Complex Needs Highly
Specialised
Needs
Universal Including but not
Services / Wider exclusive to Alcohol & Drug Intensive
Workforce Alcohol & Drugs Specific Services
General Practice Ambulance General Practice Psychiatrist
(GP / Nurse) Paramedic *Specialist (Addictions)
Occupational Community Prison Clinical Hepatic
Health Pharmacist Staff Specialist
Occupational Dietician Addiction Residential
Therapy Specialist Nurse Services
Child &
Midwife Adolescent Community
Mental Health Psychiatric Nurse
Health Visitor Service (CAMHS) *Specialist
Worker
Sexual Health Midwife
Nurse Physiotherapist *Specialist
Social Work Health Promotion Health
(Child / Family) Staff Visitor
*Specialist
Housing Support Education Staff
*Specialist Alcohol & Drug
Jobcentre Plus Misuse Workers
Educational
Prison Officer Psychologist Social Work
8Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Level / Tier 1 Level / Tier 2 Level / Tier 3 Level / Tier 4
Universal Specific Needs Complex Needs Highly
Specialised
Needs
Universal Including but not
Services / Wider exclusive to Alcohol & Drug Intensive
Workforce Alcohol & Drugs Specific Services
(Alcohol & Drug
Street Pastor Employment Teams)
Access Worker (Criminal Justice)
City Warden *Specialist
Youth Justice Teams
Family Support Worker
Groups
Community-
Community based Projects
Council
Community
Champion
Education
(Teaching Staff)
Early Years
Worker
Adult Learning
Admin/Reception
HR Professional
9Aberdeen City ADP Strategic Workforce Development – Updated December 2015
7. Workforce Recovery Competence (ROSC
Checklist) & ‘The Quality Principles’
In addition to the policy drivers and priorities listed above, it is also important
to describe the importance of developing a Recovery Orientated System of
Care (ROSC). A ROSC is best described as a coordinated network of
community based services and supports. It is person-centred and builds on
the strengths and resilience of individuals, families and communities to
achieve improved health, wellbeing and quality of life for those with or at risk
of alcohol and drug problems. The underlying philosophy of a ROSC is that
treatment, review and aftercare are integrated and priority is given to
empowering people to sustain their recovery.
The distinguishing features of a ROSC include:
Being person-centred
Being inclusive of family and significant others
Keeping people safe and free from harm
The provision of individualised and comprehensive services – such
as housing, employability and education services that are
connected to the community
Services that are trauma-informed
At its centre it has strength-based assessments, which take account of
individuals’ recovery capital, integrated interventions and services that are
responsive to a person’s needs and beliefs. There is a commitment to peer
recovery support services, and most importantly, it is inclusive of the voices
and experiences of people, and their families, in recovery. It also provides for
system-wide education and training, ongoing monitoring and outreach, is
outcomes driven and evidence informed. A ROSC is an effective drug and
alcohol system empowering service users to progress at their own pace
through a care pathway from first entering drug, alcohol and other services to
returning to the wider community and universal public services and activities.
In terms of developing a ‘recovery competent’ workforce there is also the
need to look at this in conjunction with the underlying workforce core
competences. ‘Skills for Justice’ in partnership with employers, stakeholders
and training providers have developed a drug and alcohol web-based
Competency Assessment Framework, underpinned by the National
Occupational Standards (NOS), which maps across to the drug and alcohol
workforce statement, Scottish Social Services Council Framework and NHS
Knowledge Skills Framework. It is also important to note that further
consideration also needs to take into account other (including professional)
standards and competencies looking across individual, team, and
organisational objectives. Competence also has to be considered alongside
‘confidence’ and ‘capacity’ and can also be examined in the context of job
roles/remits (in particular job descriptions) and other relevant contextual
factors.
10Aberdeen City ADP Strategic Workforce Development – Updated December 2015
The Scottish Government has funded ‘Skills for Justice’ to support ADPs to
use this Framework. An online facility enabling users to ask questions via the
Framework website is in place and is accessible by clicking on the ‘contact us’
link at the top right of the home page http://adcaf.sfjuk.com/
The NOS describe the different tasks and activities relevant to a particular
workforce and the underpinning knowledge and understanding required to
carry that out. The Drug and Alcohol National Occupational Standards
(DANOS) cover most of the substance misuse related tasks related to those
working with people affected by drug and alcohol problems. The NOS
(including DANOS) cover:
Role profiling
Continuous Professional Development
Evidence of ‘basic competence’
Code of practice
Supervision
11Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Recovery Competence
In addition to core competences, the following checklist comprises a number
of specific requirements considered essential to establishing a workforce
‘Recovery Competence’ framework:
Attitudes & Values:
Belief in recovery principles
Person-centred
Empowering, enabling, involving
Understanding of and pro-active approach to stigma
Recognising value of partnership and inter-agency working
Need to safeguard vulnerable children and adults
Knowledge:
Understanding of key issues – alcohol/drugs and effects
Understanding of local service provision and referral pathways
Harm reduction opportunities
Community based resources
Understanding roles and responsibilities
Screening & Assessment tools
Recognition / Early Identification
Identifying recovery ‘capital’
Theory into practice
12Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Core Skills:
Engagement
Disengagement
Communication (client / professional)
Building relationships
Strengths based approaches
Building resilience
Building recovery ‘capital’
Critical reflection
Skills-based Interventions:
Brief Interventions
Working with children and families
Mental health and wellbeing / dual diagnosis
Trauma
Family Therapies
Psychological therapies
Managers:
Efficient and effective managerial working practice
Leadership and vision
Change management
Supervision and support
Policy into practice
13Aberdeen City ADP Strategic Workforce Development – Updated December 2015
The ‘Quality Principles’
Furthermore, with the publication of the ‘Quality Principles: Standard
Expectations of Care and Support in Drug and Alcohol Services’ there are a
number of expectations made explicit ensuring that anyone looking to address
their problem drug and/or alcohol use receives high-quality treatment and
support that assists long-term, sustained recovery and keeps them safe from
harm.
The Quality Principles
Are supported by a Recovery Philosophy
Can be applied by all drug and alcohol treatment and support
services in all settings
Will be measured at service, local and national level
Are supported by the NHS Scotland Healthcare Quality
Strategy and its central aim of providing care that is Person-
centred, Safe, Effective, Efficient, Equitable and Timely
Contribute to the delivery of the Scottish Government’s
National Outcomes in Scotland Performs, in particular that our
public services are high-quality, continually improving,
efficient and responsive to local people’s needs
Contribute to the delivery of the Scottish Government’s
overarching Health and Social Care Outcomes – Healthier
living, Independent living, Positive experiences and outcomes,
Carers are supported, People are safe, Engaged workforce,
Effective resource use
Are in addition to statutory rights
14Aberdeen City ADP Strategic Workforce Development – Updated December 2015
And finally, and importantly in the context of this document:
Are supported by the Scottish Government and the Convention
of Scottish Local Authorities’ strategic workforce statement
which sets out the commitment to develop a highly skilled
workforce
Copy of the document can be accessed at:
http://www.scotland.gov.uk/Publications/2014/08/1726
15Aberdeen City ADP Strategic Workforce Development – Updated December 2015
8. National Policy Recommendations &
Priorities – Summary
National policy drivers and associated priorities taken from a range of key
documents have been subjected to a ‘mapping’ exercise below. These have
been incorporated into the categories below for ease of reference. This
outlines the need for cross-reference within strategic planning for workforce
development, both in terms of process and outcomes.
Awareness/Prevention Access & Integration Recovery (ROSC)
Attitudes & Values HEAT Targets (A11) & Attitudes & Values
(Individuals)* (H4) (Shared /
Organisational)
Screening & Referral Stepped Care Approach
Appropriate Evidence- Person-centred, Holistic
Safe Working Practice based Interventions approach (including
Psychological non-alcohol/drug issues)
Prevention & Early Treatments
Intervention Choice, Empowerment
Retention & & recognising Potential
Universal (Whole Responsiveness
Population Approaches) Equality
Action-planning &
Selective & Indicated Aftercare Building Skills &
approaches (e.g. areas Resilience (Relapse,
of deprivation, known Effective Inter-agency OD Awareness)
risks) working Employability
Value Quality Principles
(Standard Expectations
Outcomes focused of Care & Support)
On-going and sustained
training and
development
(knowledge, skills &
capacity)
Service-user
involvement
Mutual-aid Peer
Support and Family
Support
*Denotes particular issues that are repeated and/or cross-referenced within
various national report recommendations
16Aberdeen City ADP Strategic Workforce Development – Updated December 2015
9. National Support – Workforce Development
(Extracted from Scottish Govt; National Support Available to Alcohol & Drug
Partnerships to Support Workforce Development (October 2014))
The Scottish Government’s Drug and Alcohol Quality Improvement
Framework underpins our commitment to ensuring that quality is embedded in
all drug and alcohol services across Scotland. Quality in the provision of care,
support, treatment and recovery services will improve the medium and long
term outcomes of people in recovery. The Quality Improvement Framework
includes a programme of workforce development.
‘Supporting the Development of Scotland’s Alcohol and Drug Workforce’
(http://www.scotland.gov.uk/Publications/2010/12/AandD) states that:
ADPs within the Community Planning Partnership structure will identify
and articulate local workforce needs aligned with national learning
priorities and develop local workforce strategies and implementation
plans to meet these needs.
The Scottish Government’s Drugs Policy Unit and Alcohol Team contribute
national funding to the following agencies to support policy implementation:
Alcohol Focus Scotland (AFS), CREW, Scottish Drugs Forum (SDF), Scottish
Recovery Consortium (SRC), Scottish Families Affected by Alcohol and Drugs
(SFAAD), Scottish Health Action on Alcohol Problems (SHAAP) and Scottish
Training on Drugs and Alcohol (STRADA). In addition to this, the Mental
Health Division funds NHS Education for Scotland (NES) to deliver within their
remit some drug and alcohol training and support to ADPs. The Big Lottery
fund SDF National Quality Development Team to work with statutory and
voluntary sector services across Scotland and support improvement in service
quality. Health Scotland also supports the work of ADPs.
The remit of these agencies is, in most cases, wider than workforce
development and a number of ADP’s have indicated the need for clarity on
the range, depth and cost of learning and development support available from
them. Some ADPs also indicated the importance and need for consistency
and equity across areas in terms of training being delivered and cost.
17Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Further resources (and links) available to support workforce development:
Good practice information on alcohol and drugs:
http://www.ssks.org.uk/topics/drugs-and-alcohol/learning-and-development.aspx
Social work practitioners guide:
Social Work and Substance Use
http://www.basw.co.uk/substance-use-key-resources/
BASW Special Interest Group
https://www.basw.co.uk/special-interest-groups/alcohol-and-other-drugs/
Psychological Interventions Team Training Programme:
http://www.nes.scot.nhs.uk/education-and-
training/bydiscipline/psychology/multiprofessional-psychology/psychological-
interventions-team-(pit)/training-programme-2014-15.aspx
E-learning zone of the Psychological Interventions Team:
http://www.nes.scot.nhs.uk/education-and-
training/bydiscipline/psychology/multiprofessional-psychology/psychological-
interventions-team-(pit)/elearning-zone.aspx
Realising Recovery, a quality framework developed by SRN and NES:
http://www.nes.scot.nhs.uk/education-and-training/by-theme-initiative/mental-health-
andlearning-disabilities/publications-and-resources/publications-repository/realising-
recovery-anational-framework-for-learning-and-training-in-recovery-focused-
practice.aspx
Train the Trainers Toolkit:
http://www.nes.scot.nhs.uk/education-and-training/by-theme-initiative/facilitation-
oflearning/train-the-trainers-toolkit-resources.aspx
Test4Best materials:
http://www.test4best.scot.nhs.uk
http://www.knowledge.scot.nhs.uk/home/portals-and-topics/drugs-and-alcohol.aspx
http://www.knowledge.scot.nhs.uk/home/portals-and-topics/supporting-health-care-
incustody-and-prison.aspx
Skills for Justice:
http://www.sfjuk.com/
IRISS:
http://www.iriss.org.uk/
NHS Health Scotland Virtual Learning Environment:
http://elearning.healthscotland.com/
Alcohol Brief Intervention Resources:
http://www.healthscotland.com/topics/health/alcohol/resources.aspx
Report on ABI Workforce Event (2 September 2014):
http://www.healthscotland.com/documents/24255.aspx
18Aberdeen City ADP Strategic Workforce Development – Updated December 2015
10. Aberdeen City ADP Strategic Outcomes
The following are ‘high level’ outcomes identified through strategic planning
process and are the key elements of the Aberdeen City ADP alcohol and drug
strategy documents:
Reduce demand for specialist drug services
Increase the availability of screening, brief interventions and enable
earlier access to alcohol services
Reduce time from onset of drug use to seeking support
Reduce consumption and reduce the prevalence of hazardous and
harmful drinking across the adult population
More drug users assisted to stabilise chaotic drug use
More drug users assisted to move on from drug use and develop skills
to avoid relapse
Alcohol services are timely, effective, accountable and recovery
orientated
More drug users assisted to move out of treatment and rehabilitation to
sustained community based recovery
More young people and families at risk are supported to stay together
More children and young people at risk as a result of parental (alcohol
& drug) misuse are safer
ADP Priorities 2014/15:
1. To improve public health & safety on alcohol and drugs
2. To reduce the time between individuals developing an alcohol and/or
drug problem and them coming into service
3. To improve local alcohol and drug services
4. To reduce alcohol and drug related deaths
5. To increase the number of people who are in active recovery
19Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Workforce development priorities (including measurable targets) will be
aligned to the ADP’s priorities and will be further developed with the
publication of the ADP’s refreshed ‘Delivery Plan’ (2015-18) due to be
published during 2015.
20Aberdeen City ADP Strategic Workforce Development – Updated December 2015
11. Local Training Needs Analysis Information
(2010 to 2013)
Listed below are the known needs of the workforce taken from specific
training needs analysis targeted surveys.
Tier 1
Undertaken 2010 (100 multi-agency returns) highest ranked needs:
Managers undertaken 2010 (48 returns not ranked by order of importance):
Policy into practice
Financial inclusion
Complex needs (including learning difficulties)
Interventions (including alcohol specific)
Relapse and overdose prevention
* Particularly Criminal Justice Services
** Significant training opportunities have been available since this survey was
undertaken
21Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Tiers 2 & 3
Undertaken 2013 (94 returns) (Multi-agency Aberdeen City & Aberdeenshire)
highest ranked needs:
* Motivational Interviewing, cognitive-behavioural, mindfulness, neuro-
linguistic programming, solution focused therapies
Additionally identified (in addition to survey questions):
Need for networking and support opportunities post-training and
development
Knowledge relating to local recovery activity
SMART Recovery training
Employability
Mental Health & Wellbeing
Preference for face-to-face learning opportunities, followed by e-
learning and blended learning
Up to 5 days (on average) identified as available for learning and
development
22Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Full Tabular Breakdown 2010 & 2013 Surveys
Service
Tiers
Tier 1 Tiers 2-3 Service
Managers
TNA
Information
Drug & Alcohol
√
Awareness*
√
New
Psychoactive
Substances √ √
(NPS)
Knowledge of
Local
Service
√ √
Provision
Screening &
Referral* √ √
GIRFEC*
√ √
Family
Intervention √ √
Equality &
Diversity √ √
Integrated &
Interagency √ √ √
Working
23Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Service
Tiers
Tier 1 Tiers 2-3 Service
Managers
TNA
Information
Policy into
Practice √
Supporting
Complex Needs* √ √
Intervention
√ √
Skills
√
Psychological
Therapies √ √
Financial
Inclusion √
Prevention /
Harm √ √
Reduction*
Recovery
Orientated √ √
Practice*
*Scottish Government Alcohol and Drug Workforce Statement –
Learning Priorities
√ Priority √High Priority
24Aberdeen City ADP Strategic Workforce Development – Updated December 2015
12. Training Needs – Wider Sources
Robert Gordon University – a Grampian ADP Workforce Development
Planning Event
Undertaken 2013 (with 46 returns – managers and strategic leads)
Workforce development priorities ranked in order of importance:
25Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Other areas identified (ranked in order of importance):
Barriers to Learning & Development (ranked in order of importance):
26Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Format of learning (ranked in order of preference):
27Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Local Commissioned Service Provider Information (DA Aberdeen)
An analysis of (6 Monthly) Training Requests (from April to October 2013).
These are examples of requests that are over and above current programmed
delivery demonstrating areas of need and gaps:
Topic Requested Number
Requests
New Psychoactive Substances (NPS) 10
Naloxone 7
General Awareness (Drugs, Alcohol & 6
BBV)
Cannabis 1
Other (Academic Input) 1
CREW – NPS ‘Legally High’ (regional based Multi-agency Education /
Awareness
Nationally sponsored events delivered by CREW (Edinburgh based service)
to raise awareness around new psychoactive substances and held in
Aberdeen City (December 2012 and updated and delivered again in August
2014)
Delivered December 2012:
Places Offered 175
Final Attendance 152
Completed pre-session Needs Survey 85
Identified Needs:
Looking to increase knowledge 91.6%
and awareness
Understanding of typical effects 73.5%
and side effects
Use of effective strategies for 63.9%
users of NPS
Understanding of treatment 36.1%
options
‘Limited’ Knowledge Levels 68.3%
‘Limited’ Confidence Levels 67.1%
Delivered August 2014:
Places Offered: 80
Final Attendance: 69
28Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Fetal Alcohol Spectrum Disorder (FASD) ‘Hiding in Plain Sight’ Education /
Awareness Education Events (x2) –
Local event commissioned by the City ADP and delivered October 2013 in
response to an emerging demand for learning opportunities around FASD
from a range of professionals and community groups.
Delivered October 2013
Places Offered in Total 160
Final Attendance 154
Evaluations Completed 137
Recognition of further needs regarding 92%
FASD
Safer, Healthier & Responsible (SHR) – Alcohol in the Workplace Training
Identified as part of implementing a (Tier 1) Alcohol ‘Whole Population
Approach’ locally, and utilising the partnership of locally based NHS Grampian
Healthy Working Lives team, a tailored programme was undertaken (six
events between 2012 and 2013).
(From 77 returns – HR and HSE professionals in [total 55] small to medium
businesses based in/around Aberdeen City):
Areas of focus prioritised and delivered:
Alcohol Workplace Policy development, implementation and review
Disciplinary and supportive measures (in practice)
Public Health (health improvement practice information)
Identification, screening and local service provision (referral routes)
29Aberdeen City ADP Strategic Workforce Development – Updated December 2015
STRADA / ADP – Activity
The following table is an outline of annual ‘core event’ multi-agency locally
based training delivered by STRADA (the national alcohol and drug workforce
provider) and funded via the Scottish Government.
These tutor-led modular sessions were identified and specifically requested
by Aberdeen City ADP between 2011 and 2014:
2011-12 2012-13 2013-14
4 Events: 5 Events: 8 Events:
Children & Families Introduction to Understanding
Motivational Substance Misuse Behaviour Change
Interviewing Working with Drug Interventions
Techniques &Alcohol Users Substance Misuse &
Using Brief Supporting Young People
Interventions Behaviour Change Working with Drug &
Working with D&A Children & Families Alcohol Users
Users Alcohol Use – Understanding &
Impact on Society Supporting Families
in Recovery
Motivational
Interviewing
Introduction (x2)
Motivational
Interviewing
Techniques (x1)
Understanding &
Supporting Families
in Recovery1
56 Participants 77 Participants 89 Participants (updates
required)
57.3% Uptake of places 77% Uptake of places 67.9% Uptake of places
17 NHS Grampian 41 NHS Grampian 12 NHS Grampian
5 Aberdeen City Council 28 Aberdeen City 31 Aberdeen City
Council Council
34 Third Sector / Other 8 Third Sector / Other 47 Third Sector / Other
Percentage uptake of places does not include staff in attendance from out of
the City ADP area.
1
Grampian wide ADP Event (4 Aberdeen Participants)
30Aberdeen City ADP Strategic Workforce Development – Updated December 2015
STRADA Core Events – Key Information Summary:
Overall increase in participants from 2009 onwards, with particular
rises in years highlighted above (2011-14)
Increasing participation and uptake of places from statutory sector
(2011-14)
Number of skills-based programmes delivered increased in relation to
the numbers of places requested, with result in number of course
cancellations decreasing from frequent (2006-09) to none (2011-14)
Strong evaluation of core and skills based delivery also contributing to
further interest and the increasing demand
The levels of service delivery from STRADA over the period (2011-14)
above will not be sustainable from 2014-15 onwards for various
operational reasons (the available modular programme delivery is
contained within the needs / delivery audit below)
STRADA Academic Programme information
Aberdeen City / Aberdeenshire Participants (Glasgow University based
programmes):
PG Cert Cert PG Cert Post Cert
Year MSc PG Dip TOTAL
Addictions HE Management Leadership
2008-09 N/A N/A 0 0 no data N/A 0
2009-10 N/A N/A 0 0 N/A 0 0
2010-11 N/A N/A 0 0 N/A 1 1
2011-12 1 0 0 0 N/A 0 1
2012-13 2 0 0 0 N/A N/A 2
2013-14
1 0 2 1 N/A N/A 4
(mid- year)
Figures are obviously lower when compared to the 25 registrations received
when the PG Cert Addictions was located in 2007/8 in north-east (Aberdeen)
and delivered in association with Robert Gordon University.
31Aberdeen City ADP Strategic Workforce Development – Updated December 2015
13. Workforce Development Needs/Delivery
Audit (Updated August 2015)
The Scottish Govt paper “National Support Available to Alcohol & Drug
Partnerships” (Appendix 5), outlines a number of key learning & development
opportunities provided nationally (as at October 2014). The Needs / Delivery
audit below brings together these opportunities with a number of key local
learning and development opportunities, which are then aligned with the
identified priority needs and strategic drivers collated from the earlier sections
of the main document.
The priority needs and strategic drivers have been collated together into a
number of associated ‘themes’ from broad over-arching topic areas through to
the more specialised categories. The table outlines the type, delivery, status
and priority of each opportunity aligned to the tiers of service (examples given
in the earlier section “Who Comprises the Workforce”, main document – page
5).
The list is not designed to be exhaustive, and it would be almost impossible to
capture all potential opportunities. Indeed further (cost incurring) options are
available from a number of national providers within the Scottish Govt paper,
and obviously there is the possibility for a number of ‘bespoke’ options being
available (including those from independent consultants / learning and
development providers).
It is clear that this audit will identify that there are areas under-developed or
under capacity or indeed containing complete gaps in terms of availability
and/or suitability of provision. It is intended to help provide a baseline of
learning and development information that will seek to inform further
discussion and agreement in terms of future planning and implementation.
Audit Legend:
Type of Needs: [A] Awareness [Acad] Academic [K] Knowledge &
Information based [S] Skills-based
Delivery: [C] Classroom (face-2-face) [O] Online [B] Blended
Learning [W] Workplace based [T4T] Training for
Trainers
Status: [Av] Available (as) [D] Developing [G/R] Gap
/requirement [CF] Cost-Free
Tiers: 1-4 (see main document table at page 5)
Priority: [PT] ADP Priority/Target 2014-15, 2015-16 […]
[CS] Currently scheduled [OG] Ongoing availability
[UD/P] Under Development / Planning
[TBC] To be confirmed [CL] Capacity Limited (to …)
32Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Attitudes, Values & Awareness
Tackling stigma, promoting recovery, Challenging behaviours, Equality
and diversity, Local Service Information (signposting & referral
pathways)
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
Scottish Drugs Forum A,K C 4 day Av / CF 1 PT TBC
Workforce Dev 2015 CL
Programme 20 p.a.
‘Working with D&A
users’
NHS Health Scotland / A,K,S Blended Av / CF 1-2 OG
NHSG C 1-2 CL
‘Health Behaviour day & 80 p.a.
Change’ Online
4-6 hrs
NHS Health Scotland A,K Online Av / CF 1 OG
‘Raising the Issue of 2-3 hrs
Alcohol’
Scottish Drugs Forum A,K,S C 1 day Av / CF 1-4
(SDF Quality Dev
Team)
‘Dealing with Difficult
Behaviour’
ADP/NHSG Public A,K C Av / CF 1 PT CS
Health 2-4 hrs ADP 2015
‘Alcohol Whole funded
Population Approach’
ADP/NHSG Public A,K C Av / CF 1
Health 2-4 hrs
‘Drug Awareness’
ADP A,K Online G/R 1 PT UD/P
‘Alcohol & Drug Issues’ 2-4 hrs Under 2015
Aberdeen City E- Develop
Learning Platform
Resolv Scotland A,K Online Av / CF 1-3 OG
‘Volatile Substance 2-4 hrs
Misuse E-Learning
Module’
ADP / Healthy Working A,K C 1 day Av 1 PT CS
Lives ADP / OG
‘Alcohol & Drugs Best HWL 2015-16
Practice Workshop’ & funded
Health Coach inputs
33Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Alcohol & Drug Awareness
New Psychoactive Substances (NPS)
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
CREW A,K C ½ day Av / CF 1 PT TBC
‘Legally High’ NPS 2015
Awareness CL 80
p.a.
CREW A,K C ½ day Av 1-3 CS
‘My-CREW’ Online 2015
Applications CL 25
p.a.
Scottish Drugs Forum A,K Under Under 1 PT UD/P
Workforce Development Dev Dev 2015
Programme
‘NPS E-Learning
Resource’
DA Aberdeen A,K,S C 1+ ½ CF Av 2-4 PT OG
‘Working with NPS Days ADP 2015-16
Users – Workshop’ flexible funded CL 12
sessions
CLAberdeen City ADP Strategic Workforce Development – Updated December 2015
Development Team)
‘Outcomes
Development Training’
Scottish Drugs Forum A,K C 1 day Av / CF 2-3 Not CS
(SDF Quality Dev flexible
Team)
‘User Involvement
Training’
Scottish Drugs Forum A,K,S C 1 day Av / CF 2-3 Not CS
(SDF Quality Dev
Team)
‘Working with Groups’
Prevention & Harm Reduction (skills)
Screening, Early Intervention, Overdose prevention, Naloxone provision,
Alcohol Brief Intervention (ABI), Fetal Alcohol Spectrum Disorder
(FASD)
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
Health Scotland ‘Alcohol A,K Online E Av / CF 1 OG
Brief Interventions’ (ABI) Learning
modules
ADP / NHSG Public A,K,S C& Av / CF 1-3 PT CS
Health ‘Alcohol Brief Online ADP 2015
Intervention’ (ABI) Skills (links to funded
above)
NHS Education A,K Online E Av / CF 1-3 OG
Scotland (NES) Learning
‘Fetal Alcohol Harm Module
(Learning Resource)’
Scottish Drugs Forum A,K C 1 day Av / CF 1-3 Not CS
(SDF) flexible
‘Understanding &
Preventing Overdose’
NHSG / ADP A,K,S C ½ day Av / CF 1-3 PT CS
‘Naloxone Supply & flexible 2015
Administration’
NHSG / ADP A,K,S C ½ day Av / CF 1-3 PT CS
‘Naloxone Supply & & Online 2015
Administration’ T4T
Scottish Drugs Forum A,K,S C 1 day Av / CF 1 PT OG
(SDF) flexible
‘Naloxone Peer Network
Development’
Scottish Drugs Forum A,K C 1 day Av / CF 1-3 CS OG
(SDF) flexible
‘Sexual & Reproductive
Health’
35Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Scottish Drugs Forum A,K C 1 day Av / CF 2-3 CS OG
(SDF Quality Dev
Team)
‘Improving the Sexual
Health of Drug Users’
Scottish Drugs Forum A,K C 1 day Av / CF 1-3 Not CS
(SDF) flexible
‘Viral Hepatitis –
Prevention & Support’
Scottish Drugs Forum A,K C ½ day Av / CF 1 PT CS
(SDF) flexible OG
‘Drugs & Bugs – CL 12
Bacterial Infections’
Scottish Drugs Forum A,K C 1 day Av / CF 1-3 Not CS
(SDF) flexible
‘Safer Injecting’
Substance Misuse A,K Online Av / CF 1-2 PT OG
Management Good 1-2 hrs
Practice (SMMGP)
“Community
Management of Alcohol
Misuse Disorders”
Substance Misuse A, K, S Online Av / CF 1-2 PT OG
Management Good
Practice (SMMGP)
“Naloxone Saves Lives”
Aberdeen City ADP A,K Online Av / CF 1-3 PT OG
“Trouble with Alcohol” Flexible
Alcohol education
Online/Video training
resource
Aberdeen City ADP A,K Online Av / CF 1 PT OG
“Is it Worth it”?
Alcohol education
Online/Video resource
GIRFEC / GOPR
Protecting vulnerable individuals / groups
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
Scottish Drugs Forum A,K C 1 day Av / CF 2-3 Not CS
(SDF Quality Dev
Team)
‘Child Welfare &
Protection’
ACC & NHSG A,K Agency Av 1-3 OG
GIRFEC / GOPR L&D Specific
programmes
36Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Family Interventions
Practice-based
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
STRADA A,K,S C 4 days Under 1-3 PT UD/P
‘Circle of Care’ Under Dev
T4T Model & resource Dev ADP
(practice) materials funding
required
SFAD / DA Aberdeen A,K,S Under Under 1-3 PT UD/P
‘Family Inclusive Dev Dev / CF
Practice Workshop’ ADP
funded
Psychological therapies
Evidence-based interventions and (core behavioural) skills
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
NHS Education A,K Online E Av / CF 1-4 OG
Scotland Learning
‘Introduction to module
Motivational
Interviewing’
STRADA A,K C 2 day Av / CF 1-3 PT OG
‘Introduction to CL 20
Motivational p.a.
Interviewing’
Theory Based
STRADA K,S C 3 day Av / CF 1-3 PT OG
‘Motivational CL 20
Interviewing p.a.
Techniques’
Practice Based
NHS Education K,S C 2-3 Av / CF 1-4 Yes
Scotland day PT OG
‘Motivational CL (area
Interviewing Schools’ based)
(2-3 times per annum)
NHS Education A,K,S C 2-3 Av 3-4 PT CS
Scotland ‘Core day CL to
Behavioural & CBT SMS
Skills for Relapse Service
Prevention & Recovery 2015-16
Management’
T4T Model
37Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Complex needs
Mental health & dual diagnosis
Learning difficulties
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
NHS Lanarkshire / A,K Online E Av / CF 1 OG
North Lanarkshire Learning
Council Module
Alcohol Related Brain
Damage (ARBD)
Awareness
NHS Education A,K Online E Av / CF 1 OG
Scotland Learning
‘Introduction to Trauma’ Module
NHS Education A,K Online E Av / CF 1 OG
Scotland Learning
‘Emotion Matters Module
NHS Education A,K Online E Av / CF 1-4 OG
Scotland Learning
‘Co-occurring Module
Substance Misuse &
Mental Health
Disorders’
Scottish Drugs Forum A,K C 1 day Av / CF 3-4 Not CS
(SDF Quality Dev
Team)
‘Trauma & Difficult
Emotions’
Scottish Drugs Forum A,K C 1 day Av / CF 3-4 Not CS
(SDF Quality Dev
Team)
‘Developing Evidence
Based Interventions –
Benzodiazepine Use’
Supporting Recovery
See supporting ROSC Competence checklist (Section 7)
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
Scottish Drugs Forum A,K C 1 day Av / CF 3-4 Not CS
(SDF Quality Dev
Team)
‘Developing Evidence
based Interventions in
Recovery Orientated
38Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Treatment’
Scottish Recovery A,K Seminar Av / 3-4 PT CS
Consortium ½ day Venue
‘ORT, Recovery & Me’ Funded
by Host
Org
Scottish Recovery A,K C 1 day Av/ Not CS
Consortium Venue
‘Recovery Matters’ Funded
by Host
Org
Scottish Recovery A,K C 2 hour Av / 3-4 Not CS
Consortium Venue
Recovery Seminars – Funded
Various Themes by Host
Org
Aberdeen in Recovery A,K Seminar Av / CF 1-4 PT CS
(AiR) (World CL 2-3
‘Recovery Conversation Café events
Café events’ format) (100) p.a.
Financial Capacity
Assessment & support, Welfare issues, Housing
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
No Information Gap
Employability
Education, Skills acquisition, Building community based resources
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
No Information Gap
39Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Academic (Foundation entry & Professional Pre / Post
Registration Qualification)
Building capacity, supervision and support
Identified Needs & Type: Delivery Status: Tiers: Priority
Provision: Mode: Status
Robert Gordon Acad Blended Under 1-4 PT
University SCQF Dev UD/P
Postgraduate Module Level 11 2016
‘Addiction & Substance (30 pts)
Misuse in a Range of 4-5
Contexts’ months
University of West of Acad C Av 1-4 CS OG
Scotland SCQF CL
‘Alcohol Drugs & Level 9
Addiction’ &
‘Alcohol, Drugs: Policy &
Prevention’
Modules
University of West of Acad PG Cert, Av 1-4 CS OG
Scotland Dip, MSc CL
Cert / Diploma / MSc 9-36
‘Alcohol & Drug Studies’ months
(P/T
options)
University of Stirling Acad Online Av 1-4 CS OG
‘Certificate in Alcohol & SCQF CL
Drug Studies’ Level 10
Edinburgh Napier Acad Blended Av 1-4 CS OG
University SCQF CL
‘Substance Misuse over Level 9
the Lifespan’
Module
40Aberdeen City ADP Strategic Workforce Development – Updated December 2015
14. References
Aberdeen City Alcohol & Drug Partnership (2011); Drug Strategy:
Together we will tackle drug misuse and its effects on Aberdeen City
(ADP Drug Strategy 2011-2021)
http://aberdeencityadp.org.uk/wp-
content/uploads/2014/05/Aberdeen_City_Drugs_Strategy.pdf
Aberdeen City Alcohol & Drug Partnership (2012); a Safer, Healthier
and More Responsible Attitude to Alcohol in Aberdeen (ADP Alcohol
Strategy 2009-2019)
http://aberdeencityadp.org.uk/wp-
content/uploads/2014/05/AlcoholStrategy20092019.pdf
Scottish Government (2003 & 2007); Mind the Gaps: support and care
for people with co-occurring substance misuse and mental health
problems
http://www.scotland.gov.uk/Publications/2003/10/18358/28079
http://www.scotland.gov.uk/Publications/2007/12/10141643/0
Scottish Government (2008); Essential Care: A Report on the
Approach required to maximise opportunity for recovery from problem
substance use in Scotland (2008)
http://www.scotland.gov.uk/Publications/2008/03/20144059/0
Scottish Government (2008); the Road to Recovery: a new approach to
tackling Scotland’s drugs problem
http://www.scotland.gov.uk/Publications/2008/05/22161610/0
Scottish Government (2008); Reducing Drug Users’ Risk of Overdose
http://www.scotland.gov.uk/Publications/2008/10/30132711/0
41Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Scottish Government (2008); Equally Well: report of the ministerial task
force on health inequalities
http://www.scotland.gov.uk/Topics/Health/Healthy-Living/Health-
Inequalities/Equally-Well
Scottish Government (2009); Changing Scotland’s Relationship with
Alcohol: a Framework for Action
http://www.scotland.gov.uk/Publications/2009/03/04144703/0
NHS Health Scotland (2009, 2011); Training Needs Analysis Guide
http://www.healthscotland.com/documents/5034.aspx
Scottish Government (2009); Towards a Mentally Flourishing Scotland:
Policy & Action Plan
http://www.scotland.gov.uk/Publications/2009/05/06154655/0
Scottish Government (2010); Supporting the development of Scotland’s
Alcohol & Drug Workforce
http://www.scotland.gov.uk/Publications/2010/12/AandD
Scottish Government (2010); National Naloxone Programme
http://www.scotland.gov.uk/Topics/archive/law-order/Drugs-
Strategy/drugrelateddeaths/NationalNaloxone
Scottish Government (2011); Scottish Ministerial Advisory Committee
on Alcohol Problems (SMACAP) Essential Services Working Group:
Quality Alcohol Treatment and Support (QATS)
http://www.scotland.gov.uk/Publications/2011/03/21111515/0
Scottish Government (2011); Commission on the Future Delivery of
Public Services (Christie Report)
http://www.scotland.gov.uk/Publications/2011/06/27154527/0
42Aberdeen City ADP Strategic Workforce Development – Updated December 2015
Scottish Government (2013); Everyone Matters NHS Scotland 2020
Workforce Vision
http://www.scotland.gov.uk/Publications/2013/06/5943
Scottish Government (2013); Independent Expert Review of Opioid
Replacement Therapies (ORT) in Scotland
http://www.scotland.gov.uk/Publications/2013/08/9760
Scottish Drugs Forum (2013); Trauma and recovery amongst people
who have injected drugs within the past five years
http://www.sdf.org.uk/resources/reports-and-research/
Scottish Government (2014); the Quality Principles: Standard
Expectations of Care & Support in Drug & Alcohol Services
http://www.scotland.gov.uk/Publications/2014/08/1726
Scottish Government (2014); National Support available to Alcohol &
Drug Partnerships (ADPs) to support Workforce Development
43You can also read
