National Drug Strategy
National Drug Strategy

Submissions received


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Submissions found

Currently viewing 13 published submissions.

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SubmissionDate

Submission by Dr Khim Harris (Fresh Start Recovery Programme)

no comment View full submission by Dr Khim Harris

20101210195513

10 Dec 2010

Submission by Macciza

The development of a qualified workforce requires governance. The workforce in most need of education, support and development is our Political workforce. Our politicians need to be educated with regards to treating personal Cannabis consumption as a health problem rather than a legal issue. The National Drug Strategy needs to support calls for reform of drug laws from within its own ranks and from affiliated industries and professional sectors; a majority of the issues they have to deal with on the 'Frontline' are products of prohibition.



The Drug Law Enforcement workforce needs to be given clear direction to not pursue minor cases of personal Cannabis consumption. The various recommendations for reform of Cannabis laws from within law enforcement, and criminology's, own ranks need to be given far greater respect rather than rejection; these recommendations are from people who are on the 'Frontline' of the 'War on Drugs' and have experienced its failure first hand.



The National Drug Strategy should accept the recommendations from within its own workforce for Cannabis to be treated as a health issue, and adopt a policy in support of removing criminal penalties for the personal cultivation and consumption of Cannabis by adults.

View full submission by Macciza

20101210203456

10 Dec 2010

Submission by WANADA (WANADA)

It is encouraging that the range of workforce planning and development (including training with identified core competencies, organisational development including accreditation, and systemic capacity building across sector) is identified – even as an identified challenge. WANADA would welcome an action plan linking workforce planning and development across the 3 pillars. Ensuring suitable funds support workforce planning and development would be the obvious next step to support this approach. View full submission by WANADA

20101210173901

10 Dec 2010

Submission by Jan Warren (South Australian Department of Education and Children's Services)

DECS strongly supports workforce development and capacity building. Schools, through teachers and school counsellors, can act as agents of early and brief interventions and referral: training/workforce development is essential to a quality response. Effective responses to drug-related incidents (that can often involve IDDI) can prevent secondary and tertiary harm. View full submission by Jan Warren

20101210170121

10 Dec 2010

Submission by Burnet Institute (Burnet Institute)

The inclusion of workforce issues is a positive development but a number of improvements may be made:

• A broader definition of AOD workforce could include trainers and researchers essential to skills building and continuously updating the evidence base.

• The increasing complexity of improving outcomes for AOD service users is recognised in the strategy but the difficulties associated with attracting and retaining a suitably skilled/qualified workforce particularly in the NGO sector needs to be addressed – this is linked to SACS award paying up to $20,000 less pa when compared to government services. View full submission by Burnet Institute

20101210153557

10 Dec 2010

Submission by Fiona Sharkie (Quit Victoria)

The working group for the national workforce strategy should include experts in smoking cessation. View full submission by Fiona Sharkie

20101210164951

10 Dec 2010

Submission by APSAD (Australasian Professional Society on Alcohol & other Drugs (APSAD))

APSAD is delighted to see the commitment to developing and hopefully implementing a national ATOD sector workforce development strategy. APSAD stands ready to assist in this important task. View full submission by APSAD

20101210150450

10 Dec 2010

Submission by School Drug Education and Road Aware (SDERA)

SDERA suppoprts the idea that the school setting is an important focal point for prevention and early intervention. In this regard school staff, as the workforce, should be viewed as targets for development and capacity building. This includes, teachers, pastoral care staff, school pyschologists/counsellors, chaplains, school nurses and other staff that have a student support or pastoral care role. School staff trained in early intervention strategies may assist students reduce drug use harm or even stop drug use altogether. Importantly they can keep students connected to education and support services. SDEREA supports investment in school staff as a workforce development strategy. View full submission by School Drug Education and Road Aware

20101210150017

10 Dec 2010

Submission by Trevor King (DPMP Deputy Director) (UNSW: Drug Policy Modelling Program)

We agree with the statement on p 29 that ‘an appropriately skilled and qualified workforce is critical.”



We know from the work of Roche and colleagues (2010) that a significant proportion of the ‘specialist’ sector has no professional qualifications or bare minimum qualifications. This creates a challenge in the context of rising expectations that AOD workers will address the increasing complexity of AOD work.



Many of the workforce challenges listed on page 30 are a reflection of the long-standing underinvestment in the AOD workforce. This is particularly the case in the NGO sector. Many of the priorities outlined such as responding to emerging issues, strengthening treatment outcomes and enhancing research literacy are all commendable but largely dependent on recruiting qualified/registered health professionals and retaining them through adequate remuneration, on-going professional development and provision of career opportunities (Siggins Miller 2009 p ix). Attention to this fundamental, long-standing issue will be the most effective way to improve quality treatment and better treatment outcomes. This will require Commonwealth leadership and commitment from states and territories.



The establishment of an IGCD workforce development working group (including workforce experts) to develop a national workforce strategy is an important step.

View full submission by Trevor King (DPMP Deputy Director)

20101210121352

10 Dec 2010

Submission by Australian Drug Foundation (ADF)

Attracting and retaining staff in the alcohol and other drug treatment sector is the major challenge. This is exacerbated in more remote and less prosperous areas. View full submission by Australian Drug Foundation

20101210101433

10 Dec 2010

Submission by ACSO (ACSO)

The specific focus on workforce development within the Strategy is supported. Priority needs to be given to workforce development within the AOD sector as a critical issue to attract and maintain staff and increase expertise in the sector. Some key issues for consideration include:

• Development of staff qualifications and expertise in providing varied therapeutic interventions to the client group. This focus would maximise potential behaviour change in substance use and criminal activity for the client population as opposed to brief interventions, case management or pure education that keep clients in a ‘holding pattern’. These types of interventions can be effective however do not necessarily transfer to long term positive changes for individuals.

• Attention needs to given to attracting staff with relevant health related qualifications as opposed to generalist qualifications however this would also need to encompass higher funding for staff wages to attract appropriate staff and be competitive with other sectors.

• Support needs to be given to existing staff within the AOD sector for increased professional development and training in health related disciplines which allow for accreditation and opportunities for staff across the sectors.

• The mental and psychological well being of staff needs to be an important component of any workforce development. Increasingly high caseloads are a constant challenge for organisations in maintaining employees as staff leave the AOD sector to work in other welfare or health related fields.

View full submission by ACSO

20101209123811

09 Dec 2010

Submission by Richard Struik (Western Australian Local Government Association)

It should be noted that Local Governments provide a substantial workforce which plays its role across preventative health, including alcohol and drug misuse. Many would also benefit from coordinated training to maximise their skills in this area, particularly those in regional and remote areas who often feel isolated and would benefit from further support. View full submission by Richard Struik

20101207183550

07 Dec 2010

Submission by Mike (Western Health)

Addiction Medicine is a new specialty: it's existance can increase the probability of doctors becoming more involved in detecting and better managing Alcohol and Drug problems because a formal/entrenched part of established medical culture (indeed a "modus operandi") involves, from point of entry as a medical student, an awareness of specialists, opportunity to train as a specialist, and practical/working knowledge about working with specialists ("who and when to call" etc): the visible presence of Addiction specialists can help ensure AoD problems take a formal place within the important medical professional/hospital portion of our healthcare workforce. I believe this point is not clearly addressed in this section of the document. View full submission by Mike

20101127174643

27 Nov 2010

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