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Business Challenge

In 2004 the Canadian Centre on Substance Abuse (CCSA) conducted their first national workforce survey which identified the need to develop national standards and competencies that can be tailored to meet the needs of the different national jurisdictions. In 2007 the CCSA identified a set of core technical competencies, but did not address the core behavioural competencies that would ultimately describe the abilities, attitudes and values required to perform effectively in the common job functions or roles in the substance abuse workforce.

Solution

HRSG was engaged to develop behavioural competencies, baseline competency profiles and practical competency-based recruitment and performance management tools.  Using our competency dictionary as the base material, consultants worked with substance abuse professionals across Canada to develop a set of 18 comprehensive competencies, 7 profiles for the common occupational groups and a series of occupation-specific interview guides and performance management toolkits to assess the relevant competencies in each profile. 

Key Benefits

CCSA envisages that the key benefits to the substance abuse field of using the competency-based recruitment and performance tools substance abuse field will be:

• to enhance professionalism by supporting the adoption of evidence-informed practice;
• to support the hiring and retention of the right people, with the right skills at the right time;
• to develop strategies for learning and development for excellence now, and in the future 

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