Workforce development in the alcohol, tobacco and other drugs (ATOD) sector has emerged at both national and state levels as a pressing need over the last decade.
The ATOD workforce faces a range of challenges to recruit and retain sufficiently qualified and experienced workers, and to seek new knowledge and transfer it into evidence-based work practices. Workforce development aims not only to increase the capacity of individuals to participate productively in the workforce through education, training, effective transfer of knowledge into best practice in the workplace and ensuring worker well-being, but also to increase the capacity of employers to attract, retain and develop their workforce.
This broader approach to workforce development includes a wide range of individual, team – level, organisation, and systemic factors that may impact on the ability of the workforce to effectively and efficiently respond to ATOD issues. Workforce development requires a top-down approach to achieve maximum effectiveness and best practice client outcomes.
Underpinning workforce development is workforce planning, which relates to analysing workforce profile data and trends; forecasting demand; analysing supply; understanding the risks to the ATOD workforce, determining priorities and workforce development (gap closing) strategies.
The Department of Health and Human Services has funded a Workforce Development position in ATDC to facilitate this. The role of the AOD Sector Analyst is an ongoing role, with a focus on the systematic analysis of the ATOD workforce, forecasting of potential issues that undermine the viability of the ATOD workforce into the future, and developing strategies to help address these issues.
Understanding and profiling the workforce is key to workforce planning and development. The ATDC has released a series of workforce infographics which highlight some of the interesting statistics found in the 2016 ATDC Workforce Survey. The infographics cover topics such as worker churn, barriers to accessing learning and development, and worker satisfaction.
You can download all of the infographics in this series here.
Results from the 2016 ATDC Workforce Survey, and anecdotal evidence from member engagement continue to highlight the dedication and commitment of the Tasmanian ATOD workforce. They are a workforce wanting to make a difference to those in need, and wider society; together working to reduce drug related harm. These results how that the ATOD workforce and organisations value continual improvement of their practice through demonstrated participation in professional development, however it also highlights some of the challenges that still exist.
The ATDC Workforce Survey 2016 has been released as a book, available for download.
Understanding how Tasmania’s ATOD workforce currently operates, and works with other sectors, is fundamental to strategic planning and workforce development activities. An ever-evolving drug market, combined with changes to the demographics of the contemporary workforce and service consumers, present further challenges. The 2014 Workforce Survey provides a clear picture of the individuals and organisations that comprise Tasmania’s ATOD community sector. Results and analysis will be fundamental to addressing the range of factors that impact on the ability of the workforce to function effectively in responding to alcohol and other drug related problems in Tasmanian society.
The ATDC Workforce Survey 2014 has been released as a book, available for download.
ATDC has released a set of six fact sheets containing some of the more significant information gleaned from the 2012 Workforce Survey which was completed by 209 individuals from the sector.
The fact sheets are:
- Community Sector ATOD Organisations
- Community Sector ATOD Staff
- Workplace Practices
- Professional Development and Training
- Recruitment and Retention
- External Challenges
Click on the fact sheet titles to download