Training internal sering dilakukan dalam suatu organisasi / perusahaan, namun masalah sering muncul dengan tidak kompetennya trainer internal, sehingga proses training tidak berjalan secara efektif serta tidak memberikan dampak yang significant bagi peserta training. Training for the trainer merupakan solusi untuk meningkatkan kompetensi trainer sehingga menjadi trainer yang handal, menarik, dan efektif. Termasuk bagi perusahaan/ organisasi yang selama ini tidak menyelengarakan training karena tidak tersedianya trainer, maka dengan pelatihan ini dapat membantu mendidik dan menyediakan trainer internal yang kompeten.

1. WELCOME
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Good Morning !
Welcome to
Screening and
Assessment of COD
Instructor Training

2. Ben Camp, M.S.Ed.
Faculty Washington Institute for Mental
Illness Research and Training COD Case
Management Academy
 Faculty Eastern Washington University

School of Social Work
 Alcohol/Drug Studies Program
 International & Educational Outreach


3. Before we get started I want you
to check out the 3 people sitting
nearest to you.

4. Some thoughts on Parallel Process
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Engaging training participants is like
engaging clients… so much depends on it!
You all come into this training with skills
and knowledge that needs to be validated.
Training, like therapy, is a dance.
Adult educational issues.
Staff change and dealing with resistance.
Questions and process.

5. But enough about me
What are you hoping to
gain from today?

6. Knowing what your participants
expect from the training,
especially if that is not what you
expect to present, can help
avoid a car crash later.

8. The Adult Learner
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They are less forgiving about poorly prepared
instructors, having questionable expertise, and
not having suitable supplementary materials.
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They value their own life experience (for good
reason) and want to share and discuss it in small
groups and as a class.
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As they know the world to be complex, they
expect to learn multiple ways of solving
problems and to have discretion in applying the
material.

9. 
They need the opportunity for reflection after
trying out a new application or method.
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Rote learning just won’t work for them.
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They are practical and are usually quite
disinterested in theory.
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They demand that the materials have immediate
utility and relevant application.
(Wlodkowski, 1993; Vella, 1994)

10. It is also important to
recognize that men and
women may learn differently.

12. Dealing With Staff “Resistance”
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Clinical staff, like clients, may be ambivalent
about change.
The presenter needs to “role with resistance” by
validating their feelings about change.
It is less about change as it is about being
changed.
Change, in this case, might mean more work.

13. Training Content
Break into groups of 3
 Briefly review TIP 42, Chapter 4
 Develop a list of what you like and dislike
 Where are the potential conflict areas with
clinicians you might be training?
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14. Training Modules Designed
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In clusters of five 60 to 90 minute sessions that
build on one another.
To provide agencies the ability to present this
information in a series of in-service trainings.
So that smaller agencies can combine their staff
with other agency staff to deliver these trainings.
To provide information over a period of time
with assignments between sessions to increases
the potential for retention and implementation.

15. TIP Chapter 4: Assessment
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Module I
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Module II
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Screening and Assessment Process: Step 3 – Step 7
Module IV
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Screening and Assessment, Step 1 and Step 2
Module III
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Introduction to Screening and Assessment of Persons with Co-Occurring
Disorders: Overview and Focus on GAIN-SS
Screening and Assessment Process: Step 8 – Step 12
Case studies, review of relevant appendices, and key considerations in treatment
matching.
Module V
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Case presentation and completion of the GAIN-SS and the 12 Step process

16. Trainer Resource Disk
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Module Outlines and Trainer Notes
PowerPoint Presentations for each Module
RCW 71.05.027: Integrated comprehensive
screening and assessment for chemical
dependency and mental disorders.
GAIN-SS 2.0.1: This pdf file contains a copy
of the screening tool adopted by the state and
covered in the training.

17. Trainer Resource Disk
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Perceptions of the Global Appraisal of
Individual Needs – Short Screener (GAINSS): A Pilot Study: GAIN-SS Overview
GAIN Cover and Introduction: This is the
GAIN Manual that provides a complete
description of the full range of GAIN
instruments and additional information for
interested individuals.

18. Trainer Resource Disk
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Adult Decision Tree for Referral to Chemical
Dependency Focused COD Level of Care:
Designed to assist clinicians and case managers make
appropriate referrals to the substance abusing COD
patient into chemical dependency focused COD
treatment.
DSM-IV Questions: (Adapted from the Modified
SADS Interview and Rating Guide; Spitzer &
Endicott, 1989;and the PANSS Scale (Kay, Fiszbein
& Opler, 1987).

19. Trainer Resource Disk
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DSM-IV Diagnostic Worksheet:
ASAM LOC: This is a brief overview of the 6
Dimensions and the Levels of Care of the ASAM
Patient Placement Criteria along with a more
complete description of Level I Outpatient Services
and Level IV Medically-Managed Detox and
Intensive Inpatient Treatment.
Indicators of Medical Attention: This pdf file is
intended to assist clinicians to determine when a
patient is in need of medical attention to address
potential withdrawal problems.

20. Trainer Resource Disk
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Screening, Assessment, and Treatment Planning for
Persons with Co-Occurring Disorders: This is a companion
document to TIP 42
Substance Abuse Screening and Assessment Tools:
Brief Intervention: Provides information about evidencedbased brief intervention approaches with additional short
screens for substance abuse problems.
COD Handouts: This document contains a variety of
information designed to assist clinical staff to have a broader
understanding of the clinical issues related to the treatment of
COD.
PTSD: Provides additional information about this common
COD.

21. Trainer Resource Disk
Train The Trainer Presentation
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COD Train The Trainer PowerPoints
How you staff learn handout

22. Trainer recognition and validation
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How are you feeling about any of the following
The training material to be covered,
 The use of the GAIN-SS
 Doubts about the training process
 Any aspects of the training
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How do you feel about becoming the expert?