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
Perc
enta
ge
Director Staff State0
5
10
15
20
25
30
35
40
45
Perc
enta
ge
Director Staff State0
5
10
15
20
25
30
35
40
45
Perc
enta
ge
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
enta
ge
Staf
f
Dire
ctor
Dire
ctor
Dire
ctor
Staf
f
Staf
f
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
Dire
ctor
Dire
ctor
Dire
ctor
Staf
f
Staf
f
Staf
f
Percentage of Agency Staff in Recovery by State
Perc
enta
ge
Racial/Ethnic Differences
Age by Ethnicity (Mean = 49.1)
42
43
44
45
46
47
48
49
50
51
Mea
n A
ge
White Black Hisp Asian Am Ind 2orMore
p < .01
Education by Ethnicity
0
10
20
30
40
50
60
70
80
90
Perc
enta
ge
HS or Less Some College Bachelors Graduate
WhiteBlackHispAsianAm Ind2orMore
Salary Range by Ethnicity
0
10
20
30
40
50
60
70
Perc
enta
ge
<25K 25K-50K 50K-75K <75K
WhiteBlackHispAsianAm Ind2orMore
Experience with Recovery
0
10
20
30
40
50
60
70
80
90
100
Perc
enta
ge
Personal Family Friend Any
WhiteBlackHispAsianAm Ind2orMore
Group Differences between Directors and Agency Staff
Level of Education
0
10
20
30
40
50
60
Directors Staff
HS or LessSome CollegeBachelorsGraduate
Age
0
5
10
15
20
25
30
35
40
Directors Staff
=<4142-4950-57>=58
Salary Levels
0
10
20
30
40
50
60
Male Female
<25K25K-50K50K-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
MaleFemale
Recovery Status by Level of Education
0
10
20
30
40
50
60
In Recovery Not In Recovery
HS or LessSome CollegeBachelorsGraduate
Recovery Status by Salary Level
0
10
20
30
40
50
60
In Recovery Not In Recovery
<=25K25K-50K50K-75K75K
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
