alcohol and other drug problems among addiction professionals

◆Guidelines for Interviewing and Hiring: The goal of this projectwill be to present to each hiring manager specific guidelines, includinginterviewing standards, the evaluation of expectations, uniform handlingof performance issues, and ways of balancing all these elements. To thisend, the participant will gather existing data on legal issues, interviewingpractices, job descriptions, employee handbooks, workplace policies, andcounseling approaches.5. Privacy: We need to define ways of balancing personal privacy with professionalduties, responsibilities, and obligations.◆◆Policies and Procedures for Disclosure: This document will includepolicies and procedures on disclosure of elements such as recoverystatus and AOD use, guidelines for exceptions, and consequences for nondisclosure.In preparation, this participant will identify areas of personalbehavior that may have adverse impact on an employee’s performance,the reputation of the service provider or the profession within the community,and any negative or conflicting messages that their behavior mightsend to the client or the community. Procedures will address appropriateresponses to employee behavior, keeping in mind the best interests of theclient, the organization, the community, and the profession.Resource Tool and In-Service for Increasing Balance andEffectiveness: This resource tool will be designed to increase the effectivenessof addiction professionals, helping them balance their personalprivacy with their professional duties, responsibilities, and obligations. Itwill identify these professional duties, responsibilities, and obligations inaccordance with TAP 21 (The Addiction Competencies established by theSubstance Abuse and Mental Health Services Administration, Center forSubstance Abuse Treatment). This participant will use the dictates of lawand a fair labor survey of professionals in the field to define personal privacyand delineate its appropriate boundaries. Based on this information,the participant will compile a document and/or a training, including anin-service education outline, to serve as an educational resource for supervisorsand supervisees in the addiction field.6. Non-Discriminatory Policies and Practices: Organizations should developnon-discriminatory policies and procedures that prevent and manage problemsthat might be experienced by addiction professionals. These include: (1) aconsistent code of ethics and (2) consistent hiring practices.◆Non-Discriminatory Policies and Procedures: This project willbegin with an assessment of current policies and practices in the field, includingan analysis of their deficiencies and the ways in which they mightdiscriminate against recovering staff. Naturally, this process will have to in-n 50 n