Workforce Development

Workforce development in the alcohol, tobacco and other drugs sector has emerged at both national and state levels as a pressing need over the last decade.

Our CSO services face a range of challenges to recruit and retain 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 AOD 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; undertaking a gap analysis, 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 Workforce Development Officer is an ongoing role, with a focus on the development and implementation of quality improvement systems.

ATDC Workforce Survey 2014

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 Workforce Survey 2012: Fact Sheets

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:

Click on the fact sheet titles to download

Minimum ATOD Qualifications and Skills for the ATOD Sector

ATDC’s Workforce Development Officer, Lynne Maher, presented the ATDC Position Paper on Minimum ATOD Qualifications and Skills for the ATOD Sector to those attending the Annual General Meeting on 2nd October 2013.

There had been opportunities for ATDC members and other stakeholders to provide input into a discussion paper on the question of minimum qualifications, and this feedback, along with input from the ATDC board and Workforce Expert Reference Group has shaped the current position paper.

The position is  for organisations delivering ATOD services.

ATDC  anticipates that these services will use the position paper to identify the minimum ATOD skills and qualifications required for job roles, and when employing new staff will either seek these qualifications and skills in the applicants or support the new worker to gain them.

In addition, ATDC  anticipates that these services will use the paper to assist in identifying ongoing professional development pathways that will enhance worker efficacy and provide potential career progression pathways, both of which have been shown to enhance job satisfaction and worker retention.

The ATDC will provide support to member organisations in a number of ways, including: by negotiation for access to funding to support the gaining of ATOD qualifications and skill sets, continuing to negotiate with training providers to ensure access to high quality ATOD education, and providing support for effective transfer of skills and knowledge acquired during training to workplace practice.
ATDC hopes that these processes will assist ATOD specialist workers gain and have recognised the ATOD specific skills and qualifications that enable them to deliver excellent client service in a changing environment.
Click here to download the ATDC position paper on Minimum ATOD Qualifications and Skills for the ATOD Sector.

Click for more information about Traineeships

Government subsidised traineeships in nationally recognised qualifications are available for eligible new employees in Tasmania’s workforce.

Qualification levels vary from Certificate II level to Advanced Diploma level, depending on the field of study for the qualification.

Eligible new employees for state government funded traineeships (“User Choice” funding) will include those who are new to the workplace (less than 3 months full time or 12 months part time) provided they are in a new occupation.

The Certificate IV in Alcohol and Other Drugs and the Diploma of Community Services (Alcohol, other drugs and mental health) are currently approved for the State Funding (User Choice) according to the available qualifications list on the Skills Tasmania website. To view the full list of available qualifications, please click here

You can find out whether you or your staff are eligible for Commonwealth Employer Incentives by contacting an Australian Apprenticeship Centre. A list of Tasmanian centers can be found at: http://www.australianapprenticeships.gov.au/search/tradingnames.asp?Postcode=7000&source=None