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Essay / Research Paper Abstract
A 5 page paper that focuses on the job of addiction counselor. The paper includes a job analysis, discussion of reliability and validity of job analysis, performance appraisal methods, and strengths and weaknesses. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: ME12_PG699809.doc
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on their level of education, they may provide treatment and support to help the addict lose his addiction and change these behaviors (Occupational Outlook Handbook, 2010). These counselors
work in a variety of locations. They could work in private practice, mental health centers, clinics, or even prisons. The education needed will depend on where the counselor works. It
can range from a high school diploma to a Masers degree or higher (Occupational Outlook Handbook, 2010). This would depend not only on the setting but on the counselors
responsibilities as well as on the states regulations. The job outlook for substance abuse and behavioral disorder counselors is very good. Demand is expected to grow by 27 percent between
2010 and 2020 (Occupational Outlook Handbook, 2010). That is faster growth than any other occupation. There are two reasons for this. First, courts are sentencing offenders who are addicts
to treatment programs and addicts are enrolling themselves in treatment programs. There are three primary methods used to analyze a job: observations, interviews, and questionnaires. Observation involves another party observing
what the employee is doing and how they are doing it. The observer knows what the responsibilities of the job are and can make judgments as to whether or not
they were performed. Sounds easy but it isnt (Management Study Guide, 2012). We all observe and interpret differently. This is the most common error. There is direct observation, work method
analysis and critical incident technique. Direct observation includes direct observation of the employee in different situations. Work method involves studying time and motion, and the critical incident identifies the behaviors
that result in performance (Management Study Guide, 2012). Interviews are good because the employee can express what they think about their job. Questionnaires are often used because they are easy
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