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RTI and SAMHSA staff preparing survey materials for the 2002 NSDUH re-examined and updated both the CAI interview program and the Newton electronic screening program as well as all other manuals and interview materials. With veteran interviewer and new interviewer training sessions, the preparation for training required meticulous planning.
The Newton screening program for the 2001 NSDUH served as the basis for the 2002 program. All rostering questions, which gather the demographic data used for estimation and respondent selection, remained the same as in 2001. Several items from the 2001 version were modified slightly for the 2002 version:
Several other administrative changes were made to the Newton including changing the study name as needed, and correcting a problem to allow for ZIP codes beginning with zero.
Using the 2001 computer program, the following changes were made to prepare the 2002 CAI instrument:
Several other minor changes were made to improve the instrument, such as including a question in the respondent practice session to enter 'all-that-apply' type responses, revising the range limits on certain questions (such as increasing the number of days/nights to 366 to accommodate leap year), and updating the state-specific program names displayed within certain questions.
Corresponding audio WAV files were recorded for all new items within the ACASI portion of the interview. Materials used during the actual interview, including the Reference Date Calendar, the Pill Cards, and the Showcard Booklet, were also updated.
Using the 2001 Spanish CAI instrument, the above changes were translated and incorporated. Additional Spanish audio WAV files were recorded as well to allow respondents to listen to the ACASI sections in Spanish if necessary.
Based upon the 2001 manuals, updated versions of the below manuals were prepared. These new versions provided all staff, both experienced and new, with accurate, detailed manuals for both training and reference.
These manuals, developed in earlier years, remained available to all staff and were given to any new staff:
With the survey name change and the implementation of the cash incentive in 2002, the following materials were revised from the 2001 versions:
Based on the 2001 versions, the following materials were updated:
The following materials remained virtually unchanged from 2001 for use in 2002:
One new item developed for use in 2002 was referred to as the Spanish Card. For non-bilingual interviewers encountering a Spanish speaking household, this card, written in Spanish, requested an English speaking respondent. If no one was available, the reverse of the card explained that an interviewer who could speak Spanish would return and then asked the person to record a good time to visit.
This section reviews the main steps necessary to prepare for New-to-Project interviewer trainings.
Prior to training, each new FI hired for screening/interviewing work was sent a home study package containing:
Trainees were instructed to:
Completed exercises were to be brought to training. Exercises were collected at registration, graded, and returned to the appropriate training team. Any trainee scoring less than 84% was asked to redo the incorrect portions. Appendix A contains the New-to-Project home study memorandum, while Appendix B contains the home study exercises.
Using a master list of needed supplies, all supplies were prepared, ordered (if necessary), and stored in preparation for training activities throughout the survey year.
While using computers for data collection greatly reduced the production of printed materials, many paper forms were still necessary, particularly for training. A detailed, near-verbatim guide was prepared for each member of the team of trainers. Along with the training guide, numerous printed materials were developed:
Using videotapes during training provides controlled, standardized, visual presentations of the various tasks assigned to S/I interviewers. This videotape contained multiple segments for use throughout the course of new FI training. Portions of the videotape originally developed for New-to-Project FI training in 1999 were used again in 2002, including transmission details and administrative tasks. The important screening and interviewing portions were re-filmed for 2002 to reflect the name change and incentive procedures. During training, trainees also viewed the video "Your Important Role" which is used for controlled access situations.
Interviewers who were RTI-Certified as bilingual interviewers attended an additional day of classroom training. A detailed, near-verbatim guide with group exercises was prepared for the bilingual trainers.
Special training sessions for all veteran interviewers were held the first week of January 2002. Having worked in 2001, these experienced interviewers gathered to review important data collection topics, learn about changes for 2002 and practice with the newly loaded 2002 computer programs. This section reviews the main steps necessary to prepare for this special veteran training.
Prior to training, all veteran interviewers continuing for 2002 received a home study package containing:
In order to prepare for training, veteran FIs were instructed to:
To receive the home study exercise, FIs transmitted after a specified date and the exercise was automatically loaded on their laptop. FIs then had about one week to complete the exercise and transmit the finished work back to RTI where it was scored electronically and the results posted on the CMS. Any FI not achieving a score of 80% on this open book test was contacted by RTI staff for a telephone re-test. Failure to pass the telephone re-test meant dismissal from the project. Of the 765 FIs completing the home study, 98.6 % passed the first attempt. Eleven FIs were required to complete a phone re-test, with only 1 of them not passing and being terminated. Appendix C contains the Veteran home study memorandum, while Appendix D contains the home study exercises.
Using a master list of needed supplies, all supplies were prepared, ordered (if necessary), and stored in preparation for training activities.
A detailed, near-verbatim Veteran Training Guide was prepared for each member of the training team. Based in part on the guide developed for 2001, most sections of the guide were newly developed to present different topics and emphasize the changes for 2002. Along with the training guide, numerous printed materials were developed:
A new videotape was developed specifically for one of the Veteran FI training exercises. To encourage FIs to think about the observation process, the video contained several screening and interviewing segments. While viewing each segment, FIs were to make notes about various positives and negatives of the video interviewer's performance.
To prepare for data collection a master list of needed supplies was developed. Using this list, all supplies were developed, ordered (if necessary), and stored for use in data collection activities throughout the survey year.
Veteran interviewers were given assignment materials as each new quarter approached. These materials included a packet of Segment Materials (including the various maps and listing sheets for a segment) and a packet of lead letters. Letters were prepared and sent by the FIs prior to the time they would be working a particular area. Before beginning a new quarter's work, interviewers also transmitted from their Newton to receive their new assignments.
Trainees performing well after the first days of New-to-Project training were given assignment materials for the cases assigned to them. The assignment materials consisted only of the Segment Materials packet. Usually, the FS mailed the lead letters so that the trainee could begin work immediately upon the successful completion of training. Interviewers also had to transmit at the end of training to pick up their assigned cases on their Newtons. Trainees struggling during training were placed on probation and received no assignment until they adequately completed further training with their FS. Any unassigned or partial segment packets were sent to the FSs for later assignment.
Bulk supplies were packed at RTI and shipped via Federal Express directly to the homes of veteran staff and those staff completing training successfully. During the year, additional needed supplies were requested by FSs using a re-supply ordering process on the management Website. Requested items were sent from the Field Distribution Center directly to the FIs needing supplies.
Using the power of the Internet to enhance communication, RTI staff continued to refine and enhance the two NSDUH Websites.
The up-to-date Web-based CMS enhanced the ability of all levels of management to make informed decisions based on current field conditions. Each night, data were transmitted to RTI from the interviewers' Newtons and Gateway laptops for inclusion in the CMS. The next morning, each supervisor and manager had access to the results of the previous day's work and its effect on the totals for that quarter.
Besides case work reports, the Website also contained many helpful tools, such as logs to enter new recruits, links to other pertinent sites, project calendars, and other administrative tools.
Access to this secure Website was tightly controlled with system wide security provided through secure links to the network from each user's computer. Additionally, several levels of passwords were required to enter the system. Supervisors had access limited to the information needed to manage their areas (e.g., an FS could only see data about his/her staff, while an RS viewed details about all cases and staff in his/her region).
For computer savvy respondents, an informative public NSDUH Website was maintained. Visitors to the site could access a variety of topics such as project description, confidentiality, and frequently asked questions. Brief information was included about both SAMHSA and RTI, with links to the Websites of both organizations. Also included was a listing of various users of NSDUH data which included links to those users' Websites.
Staff used an extensive inventory system to monitor the disbursement and location of all NSDUH equipment, including interviewer Newtons and Gateway laptops; management laptops, printers, and faxes; training projectors and VCRs; and the many miscellaneous parts and cords. Technical assistance to the users of the equipment was an important and necessary task.
All issued equipment received annual routine maintenance during the January veteran training sessions (for interviewing staff) or during management meetings (for management staff).
If staff left the project, equipment was returned to Technical Support for check-in and maintenance. Detailed procedures were in place to recover any equipment not readily returned by former staff.
Development of all NSDUH materials and the computer programs for the electronic instruments requires a tight schedule in order to complete all preparations on time. For 2002, the implementation of the incentive process, the name change, the modified Newton sampling algorithm as well as all other changes combined for a busy preparation season. Approvals for some of these changes were received after established deadlines, leaving very little time for implementation. Any last minute change leaves very little time to thoroughly test the entire computer program, thus increasing the likelihood of error. In addition, changes also ripple through respondent materials, manuals and drafted training materials.
With dedicated and experienced staff, all preparations were completed so that data collection began as scheduled.
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This page was last updated on May 16, 2008.
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