Drugs and alcohol workforce: knowledge and skills framework

1. Introduction

The Scottish Drug Death Taskforce’s ‘Changing Lives’ report recommended that the Scottish Government should ‘define key competencies’ for workers who support people who use substances. This Drugs and Alcohol Workforce Knowledge and Skills Framework (the ‘Framework’) serves as the response to that recommendation.

The Framework describes the practice-specific knowledge and skills required by those whose primary role is to support people affected by substance use. These are focused on embedding care, compassion and empathy in service delivery. As recommended by the Scottish Drug Deaths Taskforce the knowledge and skills required are arranged according to five themes:

1. Delivering Family-Inclusive Care

2. Tackling Stigma

3. Providing Harm-Reduction Advice

4. Taking A Human Rights-Based Approach

5. Practising Trauma-Informed Care

The Framework serves as a guide for practitioners, commissioners, managers and service providers to understand the knowledge and skills required by the drugs and alcohol workforce, in addition to any professional or clinical standards. The Framework is not mandatory and does not affect the rights and duties of employees and employers.

The Framework does not replace existing standards, i.e. Health and Care Professions Council’s ‘Standards of Proficiency’, Nursing and Midwifery Council’s ‘Standards of Proficiency for Registered Nurses’, Scottish Social Services Council’s ‘Code for Social Service Workers’, etc.

The Framework allows practitioners to demonstrate how they meet existing standards within their scope of practice, i.e. the activities that a person is permitted to perform as a registered health professional.

The Framework will assist in the effective implementation of the ‘Charter of Rights for People Affected by Substance Use’ by supporting duty bearers to understand the role they have in enabling people to realise their rights, and in how policies and practices should be implemented.

Knowledge and Skills

The Framework describes the practice-specific knowledge and skills required by those whose primary role is to support people affected by substance use.

Knowledge: knowledge is the understanding of information, facts, principles and theories. Knowledge may be acquired through experience, education, and training. Knowledge allows people to make informed decisions, solve problems, and to apply critical thinking skills within their job role.

Skills: skills are the practical and technical abilities required to perform specific tasks within a job role. These are usually gained through experience, practice, or training.

Framework Levels

The Framework reflects the range of roles that practitioners may have in relation to providing support to people who use substances. The Framework is incremental meaning that, for example, staff operating at enhanced level would also be expected to possess the knowledge and skills at skilled and informed levels.

The framework defines one set of knowledge and skills, across four distinct levels:

Informed

The ‘Informed’ level specifies the baseline practice-specific knowledge and skills every worker in the drugs and alcohol sector should be developing upon entering employment.

Skilled

The ‘skilled’ level specifies the practice-specific knowledge and skills expected of practitioners who have direct or substantial contact and responsibility for people affected by substance use, and who are responsible for direct care or treatment of people affected by substance use. The ’skilled’ level would typically apply to those in roles where there is responsibility for planning and delivery of support, care, or treatment.

Enhanced

The ‘enhanced’ level specifies the practice-specific knowledge and skills expected of anyone who has frequent contact with people affected by substance use. The ‘enhanced’ levels would typically apply to those in more advanced roles, such as supervisory or managerial positions.

Specialist

The ‘specialist’ level specifies the practice-specific knowledge and skills expected of leaders or those delivering specialist care to those affected by substance use. The ‘specialist’ levels apply to those in roles where the postholder is leading, guiding, supporting, or educating colleagues; and to those influencing the strategic direction of an organisation.

Using the Knowledge and Skills Framework

Who are the Drugs and Alcohol Workforce?

The drugs and alcohol workforce is complex to define. It spans a range of employers (including NHS, third sector, health and social care partnerships, and local authorities) across Scotland. Many different organisations and individuals work with people who use drugs and alcohol. The wider workforce can include those in social work, hospitals, community pharmacy, general practices, education, health, police, and the community.

For the purposes of the Framework, when we refer to ‘the drugs and alcohol workforce’ we mean all those, regardless of sector, who identify drugs and alcohol treatment as being the primary part of their role.

Knowledge and Skills

Commissioners can use the Framework to inform the minimum expected knowledge and skills required of the workforce delivering commissioned services, and in turn assist in planning, agreeing, and monitoring the delivery of services.

Managers will be able to use the Framework to develop job descriptions to ensure consistent standards of knowledge and skills within the workplace.

Practitioners will be able to use the Framework to identify the knowledge and skills required for working in the drugs and alcohol sector, alongside any necessary professional standards.

Recruitment

Managers can use the Framework to develop clear and consistent job descriptions. This can help ensure that, across the sector, applicants are assessed against matching criteria, ensuring greater consistency in recruitment processes.

Practitioners can use the Framework to understand the knowledge and skills that employers will require them to evidence and develop.

Performance Management

Managers can use the Framework to support improved performance management. The Framework can be used to assess an employee’s knowledge and skills.

Practitioners can use the Framework to assist in setting personal objectives and development needs. Practitioners can use the Framework to reflect on their practice and evidence how they meet professional standards.

Training & Development

Managers can use the Framework to identify induction and future training development activities.

Practitioners can use the Framework to identify the knowledge and skills required to further develop their careers.