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Overview of the Behavioral Health Workforce

Overview of the Behavioral Health Workforce. Linda Kaplan SARC Meeting September 11, 2013 Sacramento, CA. Presentation Topic Areas. Snapshot of the current workforce Changes in the work environment Challenges and Opportunities. Need and Demand for Behavioral Health Services .

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Overview of the Behavioral Health Workforce

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  1. Overview of the Behavioral Health Workforce

    Linda Kaplan SARC Meeting September 11, 2013 Sacramento, CA
  2. Presentation Topic Areas Snapshot of the current workforce Changes in the work environment Challenges and Opportunities
  3. Need and Demand for Behavioral Health Services 21.6 million people aged 12 and older identified with SUDs, only 10.8% receive treatment 38% of the 45 million people reported to have psychological distress receive mental health care More than 8.9 million persons have co-occurring mental health and substance use disorders Increasing number of veterans reporting mental health and substance use disorders Health care reform and parity will increase demand Integration of primary care and behavioral health care will increase access to behavioral health services.
  4. Current State of the Behavioral Health Workforce Worker shortages Mal-distribution of workforce -- 55% of U.S. counties -- all rural -- have no practicing psychiatrists, psychologists, or social workers. Aging workforce Growing demand for workers but difficulties recruiting people to field -- especially from minority communities
  5. Current State of the Behavioral Health Workforce-Continued 5 Paucity of data Inadequate compensation Integration of peer specialists, people in recovery Increased emphasis on integration with primary care
  6. Snapshot of the Current Workforce
  7. Representation of Minorities in Behavioral Healthcare Although minorities make up approximately 30% of the U.S. population, they currently account for only: 19.2% of psychiatrists 5.1% of psychologists 17.5% of social workers 10.3% of counselors 7.8% of marriage & family therapists 30% of addiction counselors** (Mental Health, United States, SAMHSA 2012) **Ryan, et al 2012-ATTC Vital Signs)
  8. Gender and Age Data *Data from Bureau of Labor Statistics 2010-2011; ** Data from 15 certification boards 2012
  9. BLS Salary Information Median Wages Data from BLS OOH 2010-2020
  10. Median Wages by Setting BLS 2010-2011 data
  11. More Salary Data PayScale.com 2012 Chemical dependency counselors median salary - $38,900 Also listed this as one of the five high stress and low paying jobs in the country Curtis and Eby (2010) also reported average salaries in the mid $30,000 range.
  12. Community Behavioral Health Care Workers Salaries A recent salary survey of more than 850 mental health and addictions treatment organizations found: A direct care worker in a 24-hour residential treatment center has a lower median salary than an assistant manager at Burger King ($23,000 vs. $25,589) A social worker with a master’s degree in a mental health-addictions treatment organization earns less than a peer in the general healthcare agency ($45,344 vs. $50,470) A registered nurse working in behavioral health earns less than the national average for nurses ($42,987 vs. $66,530) Source: 2011 Behavioral Health Salary Survey, www.TheNationalCouncil.org
  13. Recruitment #1 reason for recruitment difficulties -$$$ Applicants don’t meet minimum job requirements Many agencies report at least 1 FTE position unfilled Perception of “lower” status of addiction counselors
  14. Staff Turnover Recent studies* found turnover rates: 30-33% for counselors 19-23% for clinical supervisors #1 Reason for leaving was better opportunity *(Eby et al 2010; Carise et al 2005; Knight et at 2012; Garner et al 2012)
  15. Steering a new course
  16. Recommendations from Action Plan on BH Workforce and Strengthening Addiction Workforce Recruitment and retention of personnel Adequate pre-service and in-service training and education Adoption of evidence-based practices Ongoing clinical supervision of front-line staff Preparation of the next generation of managers and leaders Recruitment of qualified staff in rural and frontier areas Increasing the diversity of the workforce so it reflects the individuals, families and communities receiving services Integration of peers/consumers/ family members into the workforce. Ongoing collection of data on the workforce
  17. Projected Growth of Specific Occupations Projected growth rated much higher than average which is 14% Bureau of Labor Statistics, Department of Labor, Occupational Outlook Handbook 2010-11 http://bls.gov/oco/
  18. Changing Landscape Health care reform Integration of care Recovery-oriented systems & Recovery principles – peer recovery specialists/coaches Medication Assisted Treatment & Evidenced-based practices Needs of veterans and their families
  19. The Impact of Health Care Reform Influx of millions of new clients into the behavioral health care system. Need to implement Health IT Greater emphasis on evidence-based practices and outcomes Increased emphasis on credentials and education for behavioral health workforce Emphasis on early intervention and integrated care (primary and behavioral health)
  20. Integrated Care Health Reform places a greater emphasis on integrated care, including Federally Qualified Health Centers, to meet the behavioral health needs of individuals Integrated and collaborative care has been shown to optimize recovery outcomes and improve cost-effectiveness (Smith, Meyers, & Miller, 2001; Humphreys & Moos, 2001) Cross-training will need to occur for both behavioral health and primary health care workers 70 % of FQHCs provided mental health services; 55% provide substance abuse services (NACHC 2010 Assessment of Behavioral Health Services inFederally Qualified health Centers)
  21. Training and Education Needs Substantial training in team competencies and the primary care culture Understanding SBIRT including brief interventions and brief treatment Care coordination Competencies in co-occurring disorders and cross training Training and education on Recovery Oriented Care and Principles Pre-service and in-service education needs to foster adoption of evidenced-based practices
  22. Staffing Implications Staff who can function in primary care settings are focused on behavior change and on brief counseling (e.g. health educators) Certifications for peers working in primary care settings Credentialing and licensing for professionals that meets reimbursement standards
  23. Role of Peer Specialists/Recovery Coaches Peer specialists/recovery coaches provide activities that engage and support individuals as they navigate systems; address barriers to recovery; provide hope; and whole health support
  24. Role of Peers/People and Families in Recovery in the Workforce Peer services provided in a number of ways 33 states have Certified Peer Specialists (CPS) working in mental health ; 3-4 states have similar process for addictions CPS/Recovery Coaches work in many settings: e.g. Independent Peer Support Program; Partial Hospitalization or Day Program, Inpatient, or Crisis Center, Vocational Rehabilitation or Clubhouse, Drop-in Center Peer Support Activities include: self-determination and personal responsibility; Health and Wellness ; maintenance of sobriety; providing Hope; communication with providers; illness management ; addressing stigma in the community; leisure and recreation; Daniels, etl al (2011) www.pillarsofpeersupport.org; ; “What are Peer Recovery Support Services?” “
  25. Examples of SAMHSA Behavioral Health Workforce Activities in the Strategic Initiatives Prevention: In addition to SBIRT, training develop and implement training around suicide prevention and prescription drug abuse Trauma: Technical assistance and training strategies to develop practitioners skilled in trauma and trauma-related work and systems Military Families: Development and distribution of training curricula and resources for clinicians on needs of returning veterans Recovery Support Services: Build an understanding of recovery-oriented practices, including incorporating peers into the current workforce to support peer-run services. Health Care Reform: Joint funding with HRSA of a resource center that promotes integration of primary and behavioral health care. Health Information Technology: Training of staff on EHR and HIT Data, Quality and Outcome: Focus on process improvement (NIATx) Public Awareness and Support: Ensure access to information
  26. SAMHSA’s Ongoing Workforce Development Programs Addiction Technology Transfer Centers (ATTCs) Minority Fellowship Program Knowledge Application Programs SBIRT Medical Residency Grants Recovery to Practice Program Provider Business Opportunities (BH Business)
  27. SAMHSA-HRSA Workforce Activities Center for Integrated Health Solutions Training for NHSC awardees on behavioral health topics Information on the behavioral health workforce Coordination of education and training opportunities in HBCUs through Morehouse School of Medicine contracts Workforce Dialogue Meetings Minimum Data Set Initiative
  28. Thank you.
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