Employees of Substance Abuse Treatment Facility Needs

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Table of Contents

Substance Abuse Treatment Facility
Five Items to Consider
Reference List

Substance Abuse Treatment Facility

Many studies have focused on the wellness and health needs of patients (Baicker, Cutler, & Song, 2010, p. 2). However, this approach fails to address the needs of caregivers and employees. Modern psychologists are currently supporting the physical, emotional, and spiritual needs of different employees. A healthy workforce will support the targeted goals of an institution. The targeted organization is a substance abuse treatment facility.

Employees in such a facility encounter numerous challenges, such as work burnout. These caregivers work tirelessly in order to support the needs of their patients. A wellbeing program for such workers can produce the best outcomes (Sheperis, Young, & Daniels, 2009). A needs assessment (NA) plan is required in order to design the best wellbeing program for the targeted staff. The items below will be used to determine the needs of every worker.

Five Items to Consider

Nature of the Targeted Population

The first step is to understand the unique needs of the targeted population. A substance abuse treatment facility employs many professionals. Some of these workers include counselors, psychiatrists, nurses, physicians, and social workers. Such facilities also employ cooks and cleaners. Proper knowledge of the population will dictate the best services for supporting every employee (Calley, 2009). This item is critical because it ensures every practice supports the needs of different workers.

SWOT Analysis

This tool can be used to analyze the strengths and weaknesses associated with a given facility. The item will highlight the major strategies used to empower different employees. The tool will also identify the major gaps affecting the wellbeing of different workers. This knowledge will ensure the implemented wellness program addresses the existing gaps. The tool will also identify new opportunities that can support the targeted program. The financial position of the firm can make the program successful (Baicker et al., 2010, p. 3). The toll will also outline the major threats facing the facility.

Problems and Challenges

Every employee has his or her personal problems. Questionnaires will be used to identify the major challenges faced by different workers. Some of the potential challenges include poor support, inappropriate decision-making, lack of guidance, and ineffective working conditions (Baicker et al., 2010, p. 3). Some issues, such as interpersonal relations, communication processes, and problem-solving practices, should also be analyzed (Baicker et al., 2010, p. 5). This assessment plan will ensure the implemented program is successful.

Prioritization

The issue of prioritization is critical whenever implementing a wellbeing program in a substance abuse treatment facility. Many workers in the facility encounter numerous challenges. The level of absenteeism is usually high in such institutions. The priorities of the organization might differ from those of the workers. This assessment tool will identify the major aspects embraced by different workers (Baicker et al., 2010). This knowledge will ensure the implemented Action Plan (AP) fulfills the needs of the targeted workers.

Availability of Resources

Every workforce requires the best wellbeing program in order to achieve its objectives. It will be appropriate to assess the required resources before implementing the targeted wellness program. This item will dictate the success of the program (Calley, 2009). The required resources should address the needs of the interviewed workers. The institution should have adequate financial resources in order to support the intended program. The organization should also hire competent counselors in order to empower every caregiver (Sheperis et al., 2009). Time is also a critical resource whenever implementing a wellbeing program. The facility should be able to allocate enough time for the project.

Reference List

Baicker, K., Cutler, D., & Song, Z. (2010). Workplace Wellness Programs can Generate Savings. Health Affairs, 29(2), 1-8. Web.

Calley, N. (2009). Comprehensive Program Development in Mental Health Counseling: Design, Implementation, and Evaluation. Journal of Mental Health Counseling, 31(1), 9-21. Web.

Sheperis, C., Young, J., & Daniels, H. (2009). Counseling Research: Quantitative, Qualitative, and Mixed Methods. New York, NY: Pearson. Web.

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