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Resources for Managers

This Resources for Managers section is specifically targeted for managers/clinical supervisors.  This section offers several sample forms, letters and other documents for review and modification, as well as specific tools and resources to assist supervisors with their daily responsibilities.   It also serves as an employee retention resource for supervisors, offering tips and checklists to assist in the recruitment, orientation (onboarding) and retainment of quality addiction treatment practitioners who are motivated and happy. 

Management Library
Interviewing
Assessment
Orientation/Onboarding
Letters and Forms
Performance Evaluation/Development Plans
Reports
Recognition
Books
Organizations
Featured ATTC Resources
Wellness

Management Help Library – free management library with comprehensive topic listing.


Interviewing:


Basic Interview Guide – form for interviewing

Job Description – sample job description from the Research Foundation of SUNY

Job Description Writertool for writing job descriptions from Careeronestop.



Assessment:

Leadership Effectiveness Inventory from the United States Department of Agriculture (USDA) Graduate School – 360 degree assessment utilized at the PFR/ATTC Leadership Institute to assess individual strengths and developmental needs.

Retention-Focused Manager Survey – survey designed for leaders to determine which retention strategies are most important to use with specific individual employees.  It is a 180-degree feedback tool offered by Career Systems International.

Meyers-Briggs Type Indicator® personality inventory – as assessment identifiying and describing 16 distinctive personality types resulting from the interactions among preferences.  This assessment is also utilized at the PFR/ATTC Leadership Institute.

Online assessment center – resources for assessing potential employees including honesty and integrity tests, pre-hire screenings, and competency assessments from Chart Your Course International.


Orientation/Onboarding:

Employee Orientation Checklist – comprehensive checklist prepared by Projections, Inc.

New Staff Orientation Checklist – checklist for clinical supervisors

Manager’s Guide – New Employee’s First Week – Sample Checklist of Ideas for Managers from Northeast Delta Dental.

New Staff First Day Checklist – Sample Checklist for New Hires from Northeast Delta Dental.

90 Day Employee Check-in – Sample Questions to ask Employees 90 days after their hire date from Northeast Delta Dental.

Employee Retention Resources – library of retention resources from Chart Your Course, International.  Includes books, videos, and a free online Employee Retention Course.


Letters and Forms:

Sample Letters – Sample assortment of acknowledgement, congratulations, welcome, and retirement letters.

BLR Encyclopedia of Personnel Forms – comprehensive collection of human resource forms from BLR, Inc.


Performance Evaluation/Development plans:

Performance Appraisal Program – sample performance appraisal program from Research Foundation of SUNY

Supervisor Instructions of Performance Appraisal Program – sample instructions for supervisors from the Research Foundation of SUNY

Performance and Development Plan Instructions for Employees and Managers – for Washington State Agencies and Higher Education Institutions – Human Resources (HR WSD)

Performance and Development Plan Expectations form – from HR WSD Personnel

Performance and Development Plan Evaluation form – from HR WSD Personnel


Reports:

Best Practices in Recruitment and Retention – Special report provided by Business & Legal Reports, Inc. (BLR) publications

Top 10 Best Practics in HR Management for 2007 – Special report provided by Business & Legal Reports, Inc. (BLR) publications.  Prepared for the HR Daily Advisor.

Engaging the Massive Middle - HR Executives from across the country convened for an Employee Retention & Loyalty Seminar filled with Best Practices.  Topics included are how leaders engage and retain the massive middle.

Healthcare Workforce Study of the Finger Lakes Region – Sample workforce study from the Finger Lakes Health Systems Agency in Rochester, NY.  It addresses the area’s turnover, retention and the cost of turnover issues, as well as offers improvement strategies.

White Paper:  Onboarding:  Employee Orientation Beyond “Sink” or “Swim”paper prepared by Projections, Inc.

Onboarding Benchmark Report:  Technology Drivers Help Improve the New Hire Experience – report conducted by Madeline Tarquinio of the Human Capital Management Division of Aberdeen Group.  The data included in this report is derived from a survey conducted in partnership with the Human Capital Institute and interviews with senior executives in the human capital management community.

Pricewaterhouse Coopers Survey – survey finds fast-growth private companies spend almost half of total budget on workforce, but employee retention is not a top priority

Retention White Paper – Global organizations sharing engagement and retention practices.

Recognition:

Action Verbs – a glossary listing of verbs often used to promote achievements from WriteExpress®.

165 Power Words – glossary listing of power sales words and phrases from WriteExpress®.

See also Sample Letters


Recognition and Performance Management Tips:(66,67)

  • Attach recognition to “real” accomplishments and goal achievement as negotiated in a performance development plan.  Make sure the recognition meets above the stated requirements.
     
  • Make the recognition random -- with an element of surprise.
     
  • Look for employee reward and recognition activities that build positive morale in the work environment.  i.e. The Pall Corporation, in Ann Arbor, MI, has a “smile team” that meets to schedule random, fun events.  They sponsor ice cream socials, picnics, “the boss” cooks day, etc.

  • Determine what behaviors your work place wants to recognize.  i.e. recognizing team work, going the extra mile, and years of service.

  • Identify and communicate the criteria by which the proposed recipients will be judged or assessed, making it clear what employees need to do to qualify for recognition.

  • Magnify the value of the recognition by: naming the employee publicly, placing employee names in the newsletter, sending out a company-wide e-mail announcement, etc.

    Avoid employee recognition traps that:
  • Single out one or a few employees
  • Zap the morale of the many who failed to win
  • Confuse people who meet the criteria yet were not selected
  • Seek votes or other personalized, subjective criteria to determine winners

Books:

Clinical Supervision in Alcohol and Drug Abuse Counseling:  Principles, Models, Methods – by David J. Powell

Competency-Based Recruitment and Selection - by Robert Wood and Tim Payne

Documentation in Supervision:  The Focused Risk Management Supervision System (FoRMSS) – by Janet Elizabeth Falvey, Christine F. Caldwell & Carol R. Cohen

First, Break All the Rules: What the World’s Greatest Managers do Differently – by Marcus Buckingham and Curt Coffman

Good to Great:  Why Some Companies Make the Leap . . . and Others Don’t – by James C. Collins

Journal of Teaching in the Addictions - Official journal of the International Coalition for Addiction Studies Education

Leading Change – by John P. Kotter

The 7 Habits of Highly Effective People – by Dr. Stephen R. Covey

The Fifth Discipline:  The Art and Practice of the Learning Organization - by Peter M. Senge

The Five Dysfunctions of a Team:  A Leadership Fable – by Patrick M. Lencioni

The Leadership Challenge, 4th Edition – by James M. Kouzes and Barry Z. Posner

The Other Side of the Card – by Mike Morrison


Organizations:


Abt Associates, Inc. – government and business research and consulting firm

Adopting Changes to Improve Outcomes Now (ACTION Campaign)- campaign seeking to increase access and keep clients engaged in treatment.

Annapolis Coalition – coalition charged with building a National Strategic Plan for Behavioral Health Workforce Development

Association of Medical Education and Research in Substance Abuse (AMERSA) - national organization with focus on health professional faculty development in substance abuse.

Center for Creative Leadership – organization’s mission is to advance the understanding, practice and development of leadership for the benefit of society worldwide.

Business & Legal Reports (BLR®) – organization which has been helping HR, Safety and Environmental professionals with legal compliance and professional support resources for over 30 years.  Offers several ezines including the HR Daily Advisor, a FREE HR newsletter offering HR tips, news and practical advice and the HR Strange But True! newsletter bringing all the offbeat (often hilarious) tales from the workplace.

Institute of Medicine (IOM) of the National Academies - nonprofit organization specifically created to give science-based advice on matters of biomedical Science, medicine and health.

Institute for Professional Development in Addictions (IPDA) – organization offering addiction treatment and prevention professionals opportunities to improve skills and competencies.
Institute for Research, Education, and Training in Addictions (IRETA) – organization whose mission is to become a repository of information related to addiction research, health policy, prevention, intervention and treatment.

International Coalition of Addiction Studies Education (INCASE) - professional association of individuals, programs, and students specializing in addiction studies.

National Centre for Education and Training on Addictions – Australia’s National Research Center on Alcohol and Other Drugs (AOD) Workforce Development.

NAADAC, the Association for Addiction Professionals –membership organization serving addiction counselors, educators and other addiction-focused health care professionals who specialize in addiction prevention, treatment and education.

National Association of Social Workers (NASW), Center for Workforce Studies – Center developed to serve as a clearinghouse for educators, policy makers, social workers, and workforce planners; enhance professional development through innovative training programs; and disseminate timely information and resources on evidence-based practices.  Also offers the Clinical Alcohol, Tobacco, and Other Drugs Social Worker credential.

National Association of State Alcohol and Drug Abuse Directors (NASADAD) – private, not-for-profit educational, scientific, and informational organization whose mission is to foster and support the development of effective alcohol and other drug abuse prevention and treatment programs throughout every State.

National Association of State Workforce Agencies – national organization of state administrators.

Substance Abuse Librarians and Information Specialists (SALIS) - international association of individuals and organizations with special interests in the exchange and dissemination of alcohol, tobacco, and other drug (ATOD) information.

Substance Abuse and Mental Health Services Administration (SAMHSA) – U.S. Department of Health and Human Services agency focusing its mission on building resilience and facilitating recovery for people with or at risk for mental or substance use disorders.

SAMHSA’s Center for Substance Abuse Treatment (CSAT) – CSAT works with states and community-based groups to improve and expand existing substance abuse treatment services for individuals and families needing these services.

SAMHSA’s Center for Substance Abuse Prevention (CSAP) - CSAP works with states and communities to develop comprehensive prevention systems.

SAMHSA’s Co-Occuring Center for Excellence -  first national resource for the field of co-occurring mental health and substance use disorders (COD).

SAMHSA’s Office of Applied Studies (OAS) – OAS collects, analyzes and disseminates national data on behavioral health practices and issues.

SAMHSA’s Partners for Recovery (PFR) – initiative sponsored by SAMHSA which supports and provides technical resources to those delivering prevention, treatment, and mental health services and seeks to improve services and systems of care.

STRIVE National – non-profit actively involved in field research and policy development, discussions of systems change, best practices and modeling innovations.

U.S. Department of Labor, Employment & Training Administration - provides high quality job training, employment, labor market information, and income maintenance services primarily through state and local workforce development systems.

Workforce Strategy Center – nonprofit organization working to strengthen the nation’s economy by producing a prosperous and globally competitive workforce.

Click on Featured ATTC Resources:


Get Ready for Success – section of the ATTC Network Web site addressing how addiction practitioners can get ready for a successful addictions career.

Join Ussection of the ATTC Network Web site featuring the “Imagine Who You Can Save” video and recruitment resources.

Workforce development tools, references and resources
– section of the ATTC Network Web site offering a comprehensive listing including ATTC Regional Center workforce surveys, reports, and an extensive bibliography.


Wellness:

Drug Free Workplace Kit – kit developed by the Division of Workplace Programs (DWP, in the Center for Substance Abuse Prevention (CSAP)

Workplace Health Promotion/Wellness Fact Sheet – provided by the Center for Substance Abuse Prevention.

BLR® Workplace Wellness Guidebook – guidebook includes assessment tools, forms, educational materials and handouts. 

GetFit.SAMHSA.gov – Web site promoting health, wellness and safety


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