The Core 4 Clinical Model: Strengthening the rural behavioral health workforce through a focus on foundational clinical skills.

2020 ◽  
Vol 44 (2) ◽  
pp. 118-128
Author(s):  
David K. Dan ◽  
Amy D. Herschell ◽  
Tiberiu Bodea-Crisan ◽  
Patricia L. Schake ◽  
James G. Gavin
Keyword(s):  
Behavioral Health ◽  
Health Workforce ◽  
Clinical Skills ◽  
Clinical Model ◽  
The Core ◽  
Behavioral Health Workforce

Use of Evidence-Based Technology to Assist the Behavioral Health Workforce

2021 ◽  
Vol 32 (3) ◽  
pp. 197-204
Author(s):  
Thomasine Heitkamp ◽  
Shawnda Schroeder ◽  
Maridee Shogren ◽  
Christine Harsell
Keyword(s):  
Behavioral Health ◽  
Health Workforce ◽  
Evidence Based ◽  
Behavioral Health Workforce

scholarly journals The Current Psychiatric Mental Health Registered Nurse Workforce

2019 ◽  
Vol 25 (1) ◽  
pp. 38-48 ◽  
Author(s):  
Bethany J. Phoenix
Keyword(s):  
Mental Health ◽  
Behavioral Health ◽  
Health Workforce ◽  
Health Professionals ◽  
Rural Areas ◽  
The United States ◽  
Institutional Settings ◽  
Registered Nursing ◽  
Data Limitations ◽  
Behavioral Health Workforce

OBJECTIVE: To define and describe the current psychiatric mental health registered nursing (PMHN) workforce providing care for persons with mental health and substance use conditions, evaluate sources of data relevant to this workforce, identify additional data needs, and discuss areas for action and further investigation. METHOD: This article uses currently available data, much of it unpublished, to describe the current PMHN workforce. RESULTS: The available data indicate that PMHNs represent the second largest group of behavioral health professionals in the United States. As is true of the overall nursing workforce, PMHNs are aging, overwhelming female, and largely Caucasian, although the PMHN workforce is becoming more diverse as younger nurses enter the field. PMHNs are largely employed in the mental health specialty sector, and specifically in institutional settings. Similar to other behavioral health professionals, a significant shortage of PMHNs exists in rural areas. Because of data limitations and difficulty accessing the best available data on the PMHN workforce, it is often overlooked or mischaracterized in published research and government reports on the behavioral health workforce. CONCLUSIONS: Although PMHNs are one of the largest groups in the behavioral health workforce, they are largely invisible in the psychiatric literature. Psychiatric nursing must correct misperceptions about the significance of the PMHN workforce and increase awareness of its importance among government agencies, large health care organizations, and within the broader nursing profession.

A Grow-Your-Own Approach in Social Work: Shaping Alaska's Workforce

2019 ◽  
Vol 24 (1) ◽  
pp. 211-228
Author(s):  
Heidi Brocious ◽  
LaVerne Demientieff ◽  
Carol Renfro ◽  
Retchenda George-Bettisworth
Keyword(s):  
Social Work ◽  
Behavioral Health ◽  
Health Workforce ◽  
The United States ◽  
Small Population ◽  
Work Related ◽  
Grow Your Own ◽  
Students First ◽  
Behavioral Health Workforce ◽  
The Impact

The need for a stable, well-trained behavioral health workforce is substantial, especially in rural parts of the United States. As a state with a large land mass and small population, Alaska epitomizes this struggle. This article examines the impact of a rural and indigenous BASW program focused on “growing our own” social workers throughout rural Alaska. Data from graduates demonstrates more than half of the homegrown graduates were still working in Alaska in 2016, most in jobs that could be identified as social work related. Additionally, 33% of graduates were AI/AN, compared to 19.5% in the general population. The study also found that having students first complete a culturally grounded certificate program both increased the likelihood that graduates remained working in Alaska and substantially increased the percentage of AI/AN BASW graduates. These findings suggest a Grow Your Own program may be an effective strategy for addressing rural behavioral health workforce challenges.

scholarly journals ADVANCING POLICY TO BUILD A BEHAVIORAL HEALTH WORKFORCE THAT ADDRESSES THE NEEDS OF OLDER ADULTS

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S665-S665
Author(s):  
Kathryn G Kietzman ◽  
Alina Palimaru ◽  
Janet C Frank
Keyword(s):  
Mental Health ◽  
Older Adults ◽  
Behavioral Health ◽  
Health Workforce ◽  
Public Mental Health ◽  
State Planning ◽  
Health Delivery ◽  
County Mental Health ◽  
Workforce Education And Training ◽  
Behavioral Health Workforce

Abstract California’s Mental Health Services Act has infused funding for workforce education and training into the public mental health system. However, funding has not kept pace with an existing behavioral health workforce shortage crisis, the rapid growth of an aging population, and the historical lack of geriatric training in higher education for the helping professions. This study draws on findings from a recent evaluation of how older adults are served by California’s public mental health delivery system, and a review of state planning documents and academic literature, to describe gaps and deficiencies in the workforce that serves older adults. While California has more than 80,000 licensed behavioral health professionals in a variety of disciplines, very few have specialized training in geriatrics. Across the U.S., there are fewer than 1,800 geriatric psychiatrists and only about 3% of medical students take any geriatrics electives during their training. Very few nurses (1%), psychologists (4%), or social workers (4%) have training in and/or specialize in geriatrics. Of additional concern in California is the lack of representation of ethnic and racial minorities, and rural/urban geographic disparities in the distribution of the behavioral health workforce. Recommendations for advancing policy change to improve the preparation and distribution of the geriatric behavioral workforce are presented to three distinct audiences: state policymakers and administrators; educational institutions, accrediting bodies, and licensing boards; and county mental health/behavioral health departments and their contracted providers.

Behavioral Health Workforce Development in the United States

2016 ◽  
pp. 37-59 ◽  
Author(s):  
Michael A. Hoge ◽  
Gail W. Stuart ◽  
John A. Morris ◽  
Leighton Y. Huey ◽  
Michal T. Flaherty ◽  
...  
Keyword(s):  
Mental Health ◽  
Substance Use ◽  
Behavioral Health ◽  
Workforce Development ◽  
Health Workforce ◽  
Control Policy ◽  
Receive Treatment ◽  
National Drug Control Policy ◽  
Behavioral Health Workforce ◽  
The U.S

Mental health and substance use conditions are among the most prominent causes of illness and disability in the U.S. Yet less than half of the individuals with these conditions receive treatment (Substance Abuse and Mental Health Services Administration [SAMHSA], 2011; Office of National Drug Control Policy [ONDCP], 2013). While there are many impediments to accessing care, the absence of a workforce that is of sufficient size and adequately trained is a significant factor (Olfson, 2016). This chapter provides an overview of the U.S. behavioral health workforce and describes seven strategic areas in which activity has been undertaken to strengthen it. The initiatives of the Annapolis Coalition on the Behavioral Health Workforce are presented to highlight these strategic areas, which include assessment and planning; competency identification and development; roles for persons in recovery and family members; integrated care and interprofessional collaboration; workforce development in substance use; diversity and cultural competency; and knowledge dissemination and adoption of best practices.

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