Community mental health staff utilization in washington state: Characteristics and target groups

1988 ◽  
Vol 24 (1) ◽  
pp. 65-82 ◽  
Author(s):  
Paul D. Peterson ◽  
Gary B. Cox
Keyword(s):  
Mental Health ◽  
Community Mental Health ◽  
Washington State ◽  
Health Staff ◽  
Mental Health Staff ◽  
Target Groups

Trial staff views on barriers recruitment in a digital intervention for psychosis and how to work around them: A qualitative study within a trial

2020 ◽  
Author(s):  
Stephanie Allan ◽  
Hamish Mcloed ◽  
Simon Bradstreet ◽  
Emma Morton ◽  
Imogen Bell ◽  
...  
Keyword(s):  
Mental Health ◽  
Clinical Trials ◽  
Community Mental Health ◽  
Research Participation ◽  
Feasibility Trial ◽  
Health Staff ◽  
Mental Health Staff ◽  
Emotional Labour ◽  
Trial Staff ◽  
Recruitment Barriers

Abstract Background: Recruitment processes for clinical trials of digital interventions for psychosis are seldom described in detail within the literature. While trial staff have expertise in describing barriers and facilitators to recruitment a specific focus on understanding recruitment from the point of view of trial staff is rare.Methods: We applied pluralistic ethnographic methods including analysis of trial documents, observation and focus groups explored the recruitment processes of the EMPOWER feasibility trial (ISRCTN: 99559262).Results: Recruitment barriers fell into two main themes; service characteristics (lack of time available to mental health staff to support recruitment, staff turnover, patient turnover (within Australia only), management styles of community mental health teams, physical environment) and clinician expectations (filtering effects and resistance to research participation). Trial staff negotiated these barriers through strategies such as emotional labour (trial staff managing feelings and expressions in order to successfully recruit participants) and trying to build relationships with clinical staff working within community mental health teams.Conclusions: Researchers in clinical trials for digital psychosis interventions face numerous recruitment barriers and do their best to work flexibly negotiate these barriers and meet recruitment targets. The recruitment process appeared to be enhanced by trial staff supporting each other throughout the recruitment stage of the trial.Trial Registration: (ISRCTN: 99559262 registered 21/12/2015)

Survey of aggressive incidents experienced by community mental health staff

2002 ◽  
Vol 11 (2) ◽  
pp. 112-120 ◽  
Author(s):  
Anne J. Fry ◽  
Declan O'Riordan ◽  
Melissa Turner ◽  
Katherine L. Mills
Keyword(s):  
Mental Health ◽  
Community Mental Health ◽  
Health Staff ◽  
Mental Health Staff

scholarly journals Perspectives of Trial Staff on the Barriers to Recruitment in a Digital Intervention for Psychosis and How to Work Around Them: Qualitative Study Within a Trial (Preprint)

2020 ◽  
Author(s):  
Stephanie Allan ◽  
Hamish Mcleod ◽  
Simon Bradstreet ◽  
Imogen Bell ◽  
Helen Whitehill ◽  
...  
Keyword(s):  
Mental Health ◽  
Clinical Trials ◽  
Community Mental Health ◽  
Well Being ◽  
Point Of View ◽  
Feasibility Trial ◽  
Health Staff ◽  
Mental Health Staff ◽  
Trial Staff ◽  
Recruitment Barriers

BACKGROUND Recruitment processes for clinical trials of digital interventions for psychosis are seldom described in detail in the literature. Although trial staff have expertise in describing barriers to and facilitators of recruitment, a specific focus on understanding recruitment from the point of view of trial staff is rare, and because trial staff are responsible for meeting recruitment targets, a lack of research on their point of view is a key limitation. OBJECTIVE The primary aim of this study was to understand recruitment from the point of view of trial staff and discover what they consider important. METHODS We applied pluralistic ethnographic methods, including analysis of trial documents, observation, and focus groups, and explored the recruitment processes of the EMPOWER (Early Signs Monitoring to Prevent Relapse in Psychosis and Promote Well-being, Engagement, and Recovery) feasibility trial, which is a digital app–based intervention for people diagnosed with schizophrenia. RESULTS Recruitment barriers were categorized into 2 main themes: service characteristics (lack of time available for mental health staff to support recruitment, staff turnover, patient turnover [within Australia only], management styles of community mental health teams, and physical environment) and clinician expectations (filtering effects and resistance to research participation). Trial staff negotiated these barriers through strategies such as emotional labor (trial staff managing feelings and expressions to successfully recruit participants) and trying to build relationships with clinical staff working within community mental health teams. CONCLUSIONS Researchers in clinical trials for digital psychosis interventions face numerous recruitment barriers and do their best to work flexibly and to negotiate these barriers and meet recruitment targets. The recruitment process appeared to be enhanced by trial staff supporting each other throughout the recruitment stage of the trial.

Attitudes of Community Mental-Health Staff Toward Computers

1990 ◽  
Vol 9 (1) ◽  
pp. 155-162 ◽  
Author(s):  
Ron Peters
Keyword(s):  
Mental Health ◽  
Community Mental Health ◽  
New Technologies ◽  
Support Staff ◽  
Health Staff ◽  
Community Mental Health Service ◽  
Attitudes Toward Computers ◽  
Mental Health Staff ◽  
Positive Attitudes ◽  
Intermediate Views

Staff attitudes are an important determinant of success or failure when implementing new technologies. Attitudes toward computers were generally very positive among 207 staff of a community mental-health service, but there was notable variation across professions. Attitudes were least positive among physicians and psychologists; social workers held more intermediate views; nursing, clerical, and other (administrative, rehabilitation, and support) staff held the most positive attitudes toward computers. Younger staff were more positively disposed to computers than staff older than 50 years, and attitudes were more positive among staff with higher levels of previous experience with computers.

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