Workforce competencies are technical and behavioural skills that enhance the performance of addictions professionals, allowing them to better meet the needs of their clients. The
Competencies for Canada's Substance Abuse Workforce is a practical collection of resources, developed for organizations and individuals who provide services such as health promotion, support and outreach, counselling and withdrawal management.
The Competencies provide practical supports, such as interview and performance management guides and
application tools, which organizations and individuals can begin using immediately. The Competencies can also serve as a self-evaluation tool, allowing professionals to assess themselves against the Competencies and determine the areas where they would like to increase their skills.
For one free CD of Competencies for Canada’s Substance Abuse Workforce, email email@example.com.
CCSA extends permission to organizations that wish to reproduce, modify, translate or adapt the tools and questions in the
Competencies. All adaptation must acknowledge CCSA and the
Competencies for Canada’s Substance Abuse Workforce as their source. Please use the
Application for Copyright Permission to tell us about your adaptation and provide us a copy of it. Your adaptation will inform future revisions of the
Because of its size, the Competencies resource is posted in sections, as set out below.
|Competencies for Canada's Substance Abuse Workforce – Table of Contents|
Overview [PDF, 1.14 MB]|
An introduction to understanding the
Competencies, their background, how individual competencies were identified and finalized, how they can be used and who they are for.
Section I — Behavioural Competencies Report [PDF, 368 KB]|
Identifies the 18 Behavioural Competencies (including definitions) deemed most desired for the substance abuse workforce and provides sample behaviour indicators at four levels of proficiency for each competency. This section also identifies job clusters common in the substance abuse workforce, provides generic proficiency profiles for each cluster and discusses adapting the profiles to individual organizations.
Section II — Generic Questions for the Behavioural Competencies [PDF, 276 KB]|
Generic interview questions for each proficiency level of each of the Behavioural Competencies. Provides four questions per competency, one at each level of proficiency. To be used as a foundation for developing job-specific interview questions that are relevant to the proficiency levels identified for the position.
Section III — Guide to Behavioural Competency-based Interviewing [PDF, 249 KB]|
Sets out a structured, behavioural approach to conducting interviews by learning about candidates' past performance and accomplishments to predict performance in the position being filled.
Section IV — Interview Tools for Common Job Clusters for the Behavioural Competencies [PDF, 509 KB]|
A series of seven tools (one for each job cluster) containing the interview structure and sample behavioural questions, based on the profiles set out in Section I. Also contains tips for conducting and evaluating the interview and a scoring grid.
Section V — Guide to Competency-based Performance Management [PDF, 604 KB]
Describes a structured approach to managing performance, discusses the performance management cycle and planning for performance, and provides tips on when to document performance feedback. Also provides a step-by-step guide to evaluating performance and performance interview checklists.
| Section VI — Performance Management Tools for Common Job Clusters for the Behavioural Competences [PDF, 388 KB]|
A series of seven tools (one for each job cluster) to use as templates, with explanations on assessing and revising each tool so it is well-suited to a specific organization. Includes instructions for using the form and summarizing overall performance at any point when performance is assessed.
Section VII — Technical Competencies Report [PDF, 353 KB]|
New. Identifies the updated 17 Technical Competencies (including definitions) deemed (by focus groups) to be most desirable for the substance abuse workforce and provides sample behaviour indicators at four levels of proficiency for each competency.
|Section VIII — Generic Questions for the Technical Competencies [PDF, 276 KB]|
New. Generic interview questions for each proficiency level of each of the Technical Competencies. To be used as a foundation for developing job-specific interview questions that are relevant to the proficiency levels identified for the position.
Section IX — Technical Competencies Guide to Working with First Nations Clients [PDF, 380 KB] |
New. Provides context and sample behaviour indicators, by technical competency, for staff working with First Nations clients. To be used in conjunction with the updated Technical Competencies Report.