addiction treatment workforce characteristics for california, arizona, & new mexico:...

Addiction Treatment Workforce Characteristics for

California, Arizona, & New Mexico: Implications for Workforce Development

NAADAC/CAADAC/NALGAP National Conference September 29, 2006Burbank, California

Beth Rutkowski, M.P.H.UCLA ISAP/Pacific Southwest Addiction Technology Transfer Center (PSATTC)

Introduction

Each of the three states in the Pacific Southwest ATTC region (CA, AZ, NM) has a significant treatment gap (i.e., people who need substance abuse treatment but do not receive it): 3.2% of the AZ population (139,500), 2.8% of the CA population (802,500),

and 3.5% of the NM population (54,200)

The Substance Abuse Treatment Gap

CAAZ NM0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5 NM 54,200

AZ 139,500

CA 802,500

Percentage of Population with Unmet NeedIndividuals with Unmet Need, by State

Introduction

In an effort to better understand the conditions and needs of the substance abuse treatment workforce in the region, the PSATTC conducted a survey of substance abuse counselors and their supervisors employed in publicly funded treatment programs in CA, AZ, and NM.

Purposes of the PSATTC Workforce Survey

To better understand the changing demography of this workforce

To identify key workplace conditions and staff/agency issues affecting turnover rates

To identify the educational and technical assistance needs of the programs operating within this region and their workforce

Methodology Used for thePSATTC Workforce Survey

List of agencies compiled from the SAMHSA Treatment Facility Locator Database

100% sampling of agencies in Arizona and New Mexico 195 agencies for AZ 90 agencies for NM

Random sampling of agencies in California 736 agencies (50%)

Methodology Used for thePSATTC Workforce Survey

Letters mailed to agency directors in advance

Surveys mailed to directors and staff

Reminder letters sent to non-responding agenciesOverall response rate of 17% (459 surveys)171 from program directors288 from program staff

PSATTC Workforce Survey Analysis

Analyzed for basic respondent characteristics

Crosstabs with chi-square statistics were run to determine group differences

Scope of thePSATTC Workforce Survey

Topic areas included:Workforce demographicsEducational and professional

backgroundAgency characteristicsProfessional experienceCompensationTraining preferences, needs, and

barriers

Sample Demographics

Gender and Time in the Field

43%

57%

Male Female

Gender

41%

59%

<=7 years >=8 years

Years in Drug Treatment Field

0

5

10

15

20

25

30

35

40

45

Per

cent

age

Director Staff State0

5

10

15

20

25

30

35

40

45

Per

cent

age

Director Staff State0

5

10

15

20

25

30

35

40

45

Per

cent

age

Director Staff State

Percentage Reporting Hispanic Ethnicity

Racial characteristics of the staff and directors of each state were representative of that state and did not differ across states. However, people of Hispanic ethnicity were under-reprentedArizona California New Mexico

The median age of the US workforce is 40 years. The Substance Abuse workforce is considerably older (Medians age for counselors: AZ=51, CA=48, NM=52)

0

10

20

30

40

50

60

70

80

90

AZ CA NM

Percentage of Respondents Over the Age of 40 Years

Perc

en

tag

e

Sta

ff

Dir

ec

tor

Dir

ec

tor

Dir

ec

tor

Sta

ff

Sta

ff

0

10

20

30

40

50

60

70

AZ CA NM

A total of 54% or repsondents reported a personal history of being recovery. A higer percentage of respondents in Arizona and California reported a personal recovery history than in New Mexico

Dir

ec

tor

Dir

ec

tor

Dir

ec

tor

Sta

ff

Sta

ff

Sta

ff

Percentage of Agency Staff in Recovery by State

Perc

en

tag

e

Racial/Ethnic Differences

Age by Ethnicity (Mean = 49.1)

42

43

44

45

46

47

48

49

50

51

Me

an

Ag

e

White Black Hisp Asian Am Ind 2orMore

p < .01

Education by Ethnicity

0

10

20

30

40

50

60

70

80

90

Pe

rce

nta

ge

HS or Less Some College Bachelors Graduate

White

Black

Hisp

Asian

Am Ind

2orMore

Salary Range by Ethnicity

0

10

20

30

40

50

60

70

Pe

rce

nta

ge

<25K 25K-50K 50K-75K <75K

White

Black

Hisp

Asian

Am Ind

2orMore

Experience with Recovery

0

10

20

30

40

50

60

70

80

90

100

Pe

rce

nta

ge

Personal Family Friend Any

White

Black

Hisp

Asian

Am Ind

2orMore

Group Differences between Directors and Agency Staff

Level of Education

0

10

20

30

40

50

60

Directors Staff

HS or Less

Some College

Bachelors

Graduate

Age

0

5

10

15

20

25

30

35

40

Directors Staff

=<41

42-49

50-57

>=58

Salary Levels

0

10

20

30

40

50

60

Male Female

<25K

25K-50K

50K-75K

<75K

In Recovery versus Not In

Recovery

Recovery Status by Gender

0

10

20

30

40

50

60

70

In Recovery Not In Recovery

Male

Female

Recovery Status by Level of Education

0

10

20

30

40

50

60

In Recovery Not In Recovery

HS or Less

Some College

Bachelors

Graduate

Recovery Status by Salary Level

0

10

20

30

40

50

60

In Recovery Not In Recovery

<=25K

25K-50K

50K-75K

75K

Length of Time in the Field by Recovery Status

0

10

20

30

40

50

60

70

In Recovery Not in Recovery

<=7 years

>= 8 years

Likelihood of Leaving Current Employment

0

0.5

1

1.5

2

2.5

3

<25K 25K-50K 50K-75K >75K

Scale ranged

from 1 to 5

Summary

Summary #1

Understanding the characteristics of individuals in the substance abuse workforce is critical to: Retaining people in the field Recruiting new practitioners

Pacific SW substance abuse providers are older

63% of the Pacific SW workforce is female, but females had significantly lower salary levels than males

Summary #2

Variability in ethnic differences appear to be related to: Age Level of education Salary Recovery status

Summary #3

A higher percentage of men reported being in recovery

Agency staff were more likely than directors to be in recovery

Practitioners in recovery were more likely to be retained in the workforce longer, but were more likely to have less education and to receive lower salaries

Final Thought

Ensuring equity in educational opportunities and compensation and recruiting younger professionals into the field is critical to meeting the expanding treatment need.

Acknowledgements

The data were collected by staff from the Pacific Southwest Addiction Technology Transfer Center with support from SAMHSA-CSAT (5 UD1 TI13594)

For more information or to obtain the Workforce Results for CA, AZ, or NM, please visit:

www.psattc.org

The End…Thank you for your Attention