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November/December Monthly Newsletter
Workforce Development and Prevention Credentialing
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In this Issue:
- What is the Value of Prevention Credentialing?
- International Certification & Reciprocity Consortium
- Prevention Examination and Domains
- Testing Resources
- Region 6 Credentialing Boards
- Degree Programs in Prevention
- What's Happening Around the Region?
- Epi Corner: Growing and Maintaining a Competent Prevention Workforce: A Data Driven Process
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What is the Value of Prevention Credentialing?
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The International Certification & Reciprocity Consortium has this short explanation available on their website describing some of the reasons for credentialing.
What other benefits to credentialing have you seen in your state? What benefits have you experienced personally from being credentialed, or by working with others who are credentialed?
Send us your thoughts
pttc@ou.edu
.
The Value of Credentialing
Quality care requires a competent workforce that is well trained, educated, and skilled in providing appropriate services. It is the position of IC&RC that regulatory and funding agencies, whether on the national or local level, should require prevention, substance use treatment, and recovery professionals be certified in order to ensure services are provided in an appropriate and ethical manner.
Ensuring the Public's Safety
The most compelling reason to certify professionals is to ensure public safety. Qualified staff are an essential part of quality programs. Government agencies and community-based organizations that adopt and enforce practice standards through the requirement of credentialing assure appropriate and effective service delivery for the recipients of substance use disorder services.
Further, IC&RC credentials establish a strong ethical code among prevention, substance use treatment, and recovery professionals. This protects consumers of services from other forms of professional misconduct, such as misappropriation of funds, misrepresentation of credentials, conflicts of interest, and discrimination. IC&RC requires all certified professionals obtain ethics-specific training and agree to adhere to a code of ethics.
Enhancing Public Funds Accountability
Ethical practice demands accountability for public expenditures, and accountability dictates that governments and their programs utilize staff who demonstrate proficiency with competency-based standards. This increases the likelihood that public funds spent in service delivery will be used for programming that is research- and evidence-based and that offer reasonable hope of affecting the populations being served in a positive way.
Credentialing aligns practice with the rapid advancements in the field, keeping pace with newly available data. As the professions have grown, training requirements for certification have become more rigorous. Meeting standards for certification insures that practitioners meet competency benchmarks. Substance abuse is widespread and costly to society, so the credentialing of professionals who work in the field is critically important.
Providing Practitioner Benefits
Prevention, substance use treatment, and recovery professionals also gain significant benefits by achieving and maintaining a practice credential. Not only are they able to demonstrate practice competencies in their daily work, but they become part of an international cadre of advocates for quality service delivery.
Through the continuing education required for renewal of certification, practitioners are able to maintain their knowledge, skills and abilities while staying abreast of new and emerging trends in the field. Continued skill development often leads to an enhanced career standing and the potential for greater advancement.
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International Certification & Reciprocity Consortium (IC&RC)
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Organized in 1981, the IC&RC has 73-member certification and licensing boards in 48 U.S. states and territories, four Native American regions, all branches of the U.S. military and 11 international regions. Representing more than 50,000 professionals, IC&RC is the global leader in the credentialing of prevention, substance use treatment, and recovery professionals.
IC&RC promotes public protection by setting standards and developing examinations for the credentialing and licensing of prevention, substance use treatment, and recovery professionals.
IC&RC’s credentials use the latest research on evidence-based practices. They are updated every five years and subjected to an extensive process of peer review. IC&RC examinations are based on a formal job analysis, written by subject matter experts, and supported by current references.
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The Prevention Examination and Domains
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It is the policy of IC & RC to administer valid, reliable, and legally defensible examinations and therefore works with a contracted testing company to develop, administer, and score all examinations.
The development of a valid examination begins with a clear and concise definition of the task, knowledge, and skills needed for competent job performance known as a
Job Analysis
. Using interviews, surveys, observation, and group discussions, IC&RC works with subject matter experts in the field to delineate critical job components. These job components, along with their identified tasks and the needed knowledge and skills then become the basis for questions on IC&RC examination.
Prevention Job Components
- Planning and Evaluation
- Prevention Education and Service Delivery
- Communication
- Community Organization
- Public Policy and Environmental Change
- Professional Growth and Responsibility
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Exam Prep Resources
The resources listed below can assist you as you prepare for the Certified Prevention Specialist Examination.
Candidate Guide: International Examination for the Prevention Specialist, 2017
The purpose of this Candidate Guide is to provide CPS candidates with guidance for the IC&RC examination process. By providing candidates with background information on examination development, administration, and content, preparation for an IC&RC examination can be enhanced.
Rhode Island Prevention Specialist Certification Study Guide for the Certification Exam
Updated:
Winter 2015
The Rhode Island Prevention Certification Guide: A Study Guide for the Certification Exam
is a resource sponsored by the Department of Behavioral Healthcare, Developmental Disabilities and Hospitals (BHDDH) to serve as a study aid to assist prevention professionals to prepare for and pass the Prevention Specialist Certification Exam. The Guide was developed by the Rhode Island Prevention Resource Center (RIPRC).
IC & RC Prevention Specialist Practice Examination
The practice exam has been developed to assist candidates preparing for the IC&RC Prevention Specialist (PS) examination.
After completing the practice examination, candidates will receive a score report identifying their areas of strength and weakness. In addition, they will receive a copy of the questions, the correct answers, and the answer the candidate selected. Small fee required.
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Who Do You Contact to Begin Credentialing with IC&RC or its Member Boards?
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Listed below are each of the IC&RC member boards within the South Southwest Region 6 service area. The reciprocal level certification is the certification that meets the IC&RC minimum requirements for international certification. Answers to specific questions about reciprocity and testing procedures can be found on the IC&RC website.
Many states will have an intern or advanced certification in addition to the reciprocal level certification. These are state specific certifications. In most cases the intern level certification won’t have as many requirements as the reciprocal level and the advanced level certification will require additional conditions to be met in addition to the reciprocal level requirements. Reciprocal level certification requires the candidate to pass the IC&RC exam.
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Arkansas Prevention Certification Board (APCB)
Intern Certification:
Associate Preventionist
Reciprocal Level:
Certified Prevention Specialist
Advanced Certification:
Certified Prevention Consultant (CPC)
Louisiana Addictive Disorder Regulatory Authority (LADRA)
Intern Certification:
Prevention Specialist in Training
Advanced Certification:
Registered Prevention Professional
State Training:
Board approved training providers
New Mexico Credentialing Board for Behavioral Health Professionals (NMCBBHP)
Intern Certification:
Certified Prevention Intern
Reciprocal Level:
Certified Prevention Specialist,
Advanced Certification:
Senior Certified Prevention Specialist
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Oklahoma Drug & Alcohol Professional Counselor Certification Board (ODAPCCB)
Intern Certification:
Associate Prevention Specialist
Reciprocal Level:
Certified Prevention Specialist
Advanced Certification:
None listed
State Training:
Workshops, conferences and on-line training are listed on the website
Texas Certification Board (TCB)
(Formerly Texas Certification Board of Addiction Professionals)
Intern Certification:
Associate Prevention Specialist
Reciprocal Level:
Certified Prevention Specialist
Advanced:
Advanced Certified Prevention Specialist
State Training:
Board approved trainers and providers
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Certificate and Degree Programs in Prevention
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In addition to pursuing prevention certification or re-certifying, many prevention professionals are turning to institutions of higher education. Below is a list of universities offering a certificate or degree ranging from bachelors to doctorates in prevention.
Prevention scientists come from many different types of degree programs, including Community Psychology, Public Health, Community Health, Implementation Science, Human Development, Education, and more. We encourage those interested to explore not just the links to Prevention Science programs that we have provided here, but also other similar graduate programs.
Programs located in Region 6
Human Service Technology - Certified Prevention Specialist - Occupations Skills Award - Houston Community College
The Certified Prevention Specialist Occupational Skills Award (OSA) completes the educational requirement of the Texas Certification Board of Addiction Professionals (TCBAP), Certified Prevention Specialist. In order to obtain the complete certification, a student must take an additional 2000 hours of field work and pass a written exam.
Human Services - Santa Fe Community College
Online Delivery
This program prepares students to work in substance misuse prevention in their communities and will provide all the educational components to take the credentialing examination. Courses address community assessment, levels of risk and protective factors in the community, data collection and analysis, and target populations, as well as information about drugs, alcohol, dependence and addiction.
Master of Prevention Science - The University of Oklahoma
Online Delivery
The Master of Prevention Science is an accredited, flexible, and affordable degree program designed to help an individual take on the real-world challenges facing communities today. In this program, students will learn the theoretical and real-world skills necessary to help others fight addiction. Participants will graduate prepared to pursue the International Certification and Reciprocity Consortium’s Certified Prevention Specialist (IC & RC CPS) credential, the most respected credential in prevention.
Degree topics:
- Prevention across the lifespan
- Foundation in prevention science
- Cultural, social, and diversity issues
- Strategic planning and evaluation
- Ethics
- Program implementation and evaluation
Other Degree Programs
Kent State University
The Pennsylvania State University
University of Illinois, Chicago
University of Miami
University of Oregon
Washington State University
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What's Happening Around the Region?
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SAMHSA recently launched
Findtreatment.gov
, a new and improved, modern, easily accessible means of finding treatment for millions of Americans struggling with substance use disorder. Please take some time to
visit this site
and spread the word!
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South Southwest Webinar: What Do You Get When You Combine an Epidemiologist and an Evaluator? A Study in Duality
Date:
December 12, 2019
Time:
2-3:30 CST
This 90-minute interactive webinar will focus on hiring and working with an epidemiologist and evaluator. Participants in the field of prevention will hear from national experts, Drs. Kyle Barrington (evaluator) and Sandeep Kasat (epidemiologist) on the respective roles and responsibilities of those data collectors and how they support your program.
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Self-guided Learning Courses
- Introduction to Substance Abuse Prevention: Understanding the Basics
- Marijuana
- E-Cigarettes and Vaping
- Early Childhood Development: Toxic Stress and Adverse Childhood Experiences
- Prevention in Action Series: Teaching the SAPST at a University
- Minecraft, not Ms. Pac-Man: Transforming Prevention Presentations for Today's Audience
- Evaluation
- Social Media and Use of Technology
- “Talk. They Hear You.” Campaign
Online Courses
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Epi Corner
Iris Smith, Ph.D., M.P.H.
South Southwest Prevention Technology Transfer Center
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Growing and Maintaining a Competent Prevention Workforce: A Data Driven Process
The landscape of public health is constantly changing as a result of emerging trends, changes in the socio-political environment, health policy, and new research findings. Ensuring that the prevention workforce is informed and prepared to meet the challenges of this changing environment is an important part of the strategic planning process. Without question, staffing and work force competence are central to organizational effectiveness. Effective planning for workforce development should be based on analysis of changes or trends in indicators such as substance use, availability, associated consequences, and risk and protective factors. This data can be helpful in determining the knowledge and skills needed to implement effective prevention strategies. In short, it should be a data-driven process
.
Planning for Workforce Development
One of the first steps in planning for workforce development is gathering information on current staff. Staff competencies can be determined through a review of objective descriptors that may have been used in recruitment, such as position requirements (level of education, training, experience). Desirable qualitative aspects of performance such as judgement, communication, self-management and leadership potential may also be identified through this process.
A second phase of planning, an assessment of incumbents
is highly recommended to validate these findings and incorporate perceived training needs of active practitioners into workforce planning. The purpose of this phase of assessment is to identify the required knowledge and skills from the field perspective as well as perceived gaps and training needs. A combination of qualitative (focus groups, key informant interviews) and quantitative (incumbent surveys) methods may be used to gather this information. Assessments can be done annually or bi-annually.
You may also want to consider including a review of the recruitment process as part of your assessment. Such a review can help identify areas where recruitment has been especially challenging due to a scarcity of qualified applicants. In these circumstances work experience and training might be considered in lieu of academic credentials with an emphasis on intensive on-the-job training post-hire. Other strategies might include expanding the recruitment pool outside of the local region or even the state. Comprehensive work force assessments can be useful in evaluating overall program functioning that may inform strategic planning and identify opportunities to improve organizational efficiency and success (Jenkins & Curtin, 2006)
[1]
.
It is also important to include key volunteer positions and partners who contribute to prevention work but may not be full time prevention employees. These could include school or community based behavioral health staff, coalition and advisory board members. This broader view of work force capacity building is important for the sustainability of state-wide prevention efforts.
How Your Epidemiology Partners Can Help
Information on emerging local trends in substance use, risk and protective factors, and other local factors can supplement the information obtained from the workforce assessment. Epidemiology partners can also help through ongoing monitoring of national, state, and available local data. Such data can be helpful in forecasting future workforce needs. Epidemiologists can also help you develop appropriate data collection tools and strategies, assist with the analysis and interpretation of findings from the workforce assessment as well as identify best practices from other states.
Resources That May Be Helpful
Research Articles
Smith PF, Hadler JL, Stanbury M, Rolfs RT, Hopkins RS (2013). “Blueprint Version 2.0”: Updating Public Health Surveillance for the 21
st
Century.
Journal of Public Health Management Practice 19(3)
, pg. 231-239.
Weintraub J, Walker P, Heuer L, Oishi M, Upadhyay K, Huang V, Lindquist C, Cushan LF, Ripp J (2015) Developing Capacity for the American Indian Health Professional Workforce: An Academic-Community Partnership in Spirit Lake, North Dakota.
Annals of Global Health 2015 Mar-APR; 81(2), pg. 283-289.
Doi: 10.1016/j.aogh.2015.03.009.
Dean HD, Myles RL, Spears-Jones C, Bishop-Cline A, Fenton, KA. A Strategic Approach to Public Health Workforce Development and Capacity Building.
American Journal of Preventive Medicine 47 (553):S288-S296.
[1]
Jenkins SM & Curtin P (2006). Adapting Job Analysis Methodology to Improve Evaluation Practice.
American Journal of Evaluation 27 (4); pgs. 485-494
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