NDASA



-600074-580389Core CompetenciesSubstance Abuse Professional (SAP)The SAP operates in a complex environment requiring skills and knowledge in a variety of subject areas related to drug and alcohol use and misuse as it relates to employee performance. For the purpose of SAP accreditation, the competency skills and subject knowledge areas are divided into these categories:Regulatory issuesReturn-to-Duty ProcessReturn-to-Duty and Follow-up TestingTraining, Development and LeadershipTypes of evaluations and assessmentsEthical Standards, Integrity and ConfidentialityRegulatory IssuesCompetency Statement: The SAP must be knowledgeable about applicable regulations and rules including Federal and State guidelines for the return-to-duty process. These regulations include Department of Health and Human Services Mandatory Guidelines, 49 CFR Part 40, Subpart O and applicable Federal Agency regulations, and various state programs and laws regarding drug and alcohol testing and drug free workplace programs. The SAP must also have knowledge of state and local marijuana laws in the areas where the employer performs employee testing, including an understanding of how those laws and regulations impact workplace performance issues. Return-to-Duty ProcessCompetency Statement: The SAP must have knowledge of Part 40, Subpart O which describes the return-to-duty following a positive drug or alcohol test result or a refusal to test.Must be able to describe the initial evaluation process.Must determine what education and/or treatment is required.Must perform a follow-up evaluation to determine if the individual has successfully complied with the SAP requirements.Must determine if the individual is ready to complete a return-to-duty test.Must prescribe the number of follow-up drug and/or alcohol tests required, frequency and duration.Return-To-Duty and Follow Up TestingCompetency Statement: The SAP must have knowledge of and operational procedures for regulatory compliant return-to-duty and follow-up testing procedures. The SAP must be able to ascertain from initial and follow-up face-to-face evaluations when an employee has successfully completed the return-to-duty-process. DOT requirements for directly observed urine drug collections shall be followed for all return-to-duty and follow-up testing. Training, Development and LeadershipThe SAP is working in an evolving industry must stay abreast of regulations and industry knowledge. This includes the SAP and their staff who must be involved in ongoing training on regulations, emerging technologies, and particularly substance abuse trends in America, along with new methods for covering up drug and alcohol use/abuse and industry best practices. The SAP should participate in industry associations for ongoing training events and annual conferences. The SAP should exhibit proficient management and leadership skills and set the example, while fostering a culture of following company procedures, industry standards and best practices.Types of Evaluations and AssessmentsCompetency Statement: The SAP must know and understand the evaluation process and assessment tools that are used to determine if substance abuse is an issue with the employee. The initial evaluation should include any education and/or treatment the SAP feels is necessary based on the outcome of assessments used, visual determinations and discussions with the employee. An understanding of the MRO process and responsibilities can also be beneficial to the SAP. Knowledge and understanding of current and emergent drugs of abuse or possible abuse of prescription medications can be critical when determining if the employee is a danger to workplace safety. The following should be included as part of the assessment during the initial face-to-face evaluation:Standard psychosocial history An in-depth drug and alcohol use history (with information regarding onset, duration, frequency, and amount of use; substance(s) of use and choiceEmotional and physical characteristics of use; associated health, work, family, personal, and interpersonal problems) A current mental status. The evaluation should provide a diagnosis, treatment recommendations, and a treatment plan to be successfully complied with prior to the employee becoming eligible for follow-up evaluation and subsequent return (if the employer desires) to safety-sensitive functions.Consistent with sound clinical and established SAP standards of care in clinical practice and utilizing reliable alcohol and drug abuse assessment tools can be used to determine what type of education and/or treatment may be necessary. Non-verbal cues are essential for the SAP to objectively evaluate the employee. These might include:Internal feeling, thoughts and behaviorsAppearancePosture, carriageAbility to make eye contactAbility to relate in personPhysical characteristics indicative of substance abuse or alcohol misuseEthical Standards, Integrity and ConfidentialityCompetency Statement: Workplace drug testing affects the livelihood of job applicants and employees; thus, ethical conduct and confidentiality are critical functions of the SAP. The SAP and their staff must know the difference between right and wrong. A SAP mantra is to take responsibility for mistakes or errors, find the root cause, resolve the issue, and take steps to ensure the issue does not continue to occur. Respect for employees, staff, customers, service agents, and competitors is a core value for integrity in the drug and alcohol testing industry. The Accredited SAP shall abide by the current published NDASA SAP code of ethics.I agree that I meet the required Core Competencies, as required:______________________________________________________________________________Printed NameSignature ................
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