Don’t Try This at Home: Building a National Strategic Plan for the Behavioral Health Workforce

1. Michael A. Hoge, PhD, Chair & John A. Morris, MSW, Vice Chair The Annapolis Coalition on the Behavioral Health Workforce ACMHA 25th Annual Meeting March 31, 2005 Don’t Try This at Home:Building a National Strategic Plan for the Behavioral Health Workforce

2. Major Themes in Two decades of Change • Managed care • Systems of care • Evidence-based practice • Safety • Consumerism • Rehabilitation & recovery • Cultural competency

3. Response of Training & Education Programs • Typically - delayed & minimal • Frequently – significant erosion • Notable exceptions stand as exceptions • Universal problem irrespective of setting, discipline, or specialty

4. The Paradoxes of Contemporary Workforce Development This being a cautionary tale in nine brief chapters…

5. PARADOX ONE

6. We train for a world that no longer exists.

7. PARADOX TWO

8. We offer most of our training to those who spend the least amount of time with the people we serve.

9. Paradox Three

10. We use methods that are demonstrably unsuccessful.

11. Paradox Four

12. We train where willing crowds gather.

13. Paradox Five

14. We ignore the largest segment of the workforce: consumers and their families.

15. Paradox Six

16. We reward students for “doing time” in our educational institutions. In fact, we seem to be guided by that sage Woody Allen…

17. “Ninety percent of success is just showing up.” – Woody Allen

18. Paradox Seven

19. Too often, especially with direct care staff, we hire them and then say: Just do it!!

20. Paradox Eight

21. The best trained worker may not perform well in environments that are dysfunctional.

22. Paradox Nine

23. We haven’t thought systematically about personnel development and career ladders, especially for consumers.

24. What are we to do about all of this? So, John…

25. Two obvious choices: (1) Run away screaming…(a.k.a “The wise person’s option”) (2) Try to fix it. (a.k.a. “The Fools’ errand”)

26. The Annapolis Coalition A confederacy of optimists… We choose option two.

27. The Annapolis Coalitionon the BehavioralHealth Workforce Education • Origins in 2000 • Interdisciplinary initiative sponsored by • American College of Mental Health Administration (ACMHA) • Academic Behavioral Health Consortium (ABHC) • Funded by a variety of sources, but largest source is CMHS/SAMHSA

28. What is the Annapolis Coalition? • A neutral convener of stakeholders • A think tank for culling, summarizing, and disseminating relevant literature & ideas • A technical assistance center • A vehicle for strategic planning and collective action • An effort to make the “right amount of trouble”

29. Board of Directors • Michael Hoge, Chair • John Morris, Vice-Chair • Allen Daniels, Treasurer • Neal Adams • Leighton Huey • Gail Stuart

30. Annapolis Coalition – Phase 1 • Annapolis Conference September 10-11, 2001 • Designed to build a national consensus on need for educational reform • Origin of the name

31. Conference ProceedingsAPMH 2002 (vol 29) • Problems & solutions for: • Graduate & residency education • Continuing education • Training of consumers, families, & direct care staff • Sample “best practices” in education • Strategies for change • Student perspectives

32. Annapolis Coalition – Phase 2 • National Steering Committee • Dissemination of recommendations via proceedings, presentations, web-site • Additional position papers – APMH 2004 • Best practices in education • Evidence-based teaching strategies • Compendium of innovations • Children’s workforce issues • Need for substance use disorders training

33. President’s New Freedom Commission • Advocated for a workforce committee • Offered recommendations • Drafted workforce content for final report • Calls for a national strategic plan on workforce

34. Annapolis Coalition – Phase 3 • Convened Expert Panel/Conference on Competencies – May 2004 • Drew on expertise in business & medicine • Commissioned papers & recommendations • Methods for developing competency models • Strategies for assessing competencies • Overview of behavioral health competencies in 13 areas • APMH May, 2005

35. Annapolis Coalition – Phase 4 Consultation to the Institute of Medicine: Committee on Crossing the Quality Chasm – Adaptation to Mental Health & Addictive Disorders • Commissioned background paper • Expert panel recommendations • Objective is a workforce focus in their recommendations as a catalyst for change

36. Annapolis Coalition – Phase 5 SAMHSA Supported • Provision of Technical Assistance to the field • Developing a National Strategic Plan on workforce development • Broadening the focus to include “recruitment & retention” issues

37. National Strategic Plan-Building on Efforts to Date • Conferences, task forces, and expert panels • Varied federal, state, and local initiatives • AMERSA’s Strategic Plan for Interdisciplinary Faculty Development • CSAT’s Challenges Facing the Addiction Treatment Workforce: A National Plan • President’s New Freedom Commission

38. National Strategic Plan –A Next Step • Seeking broad input from the field to identify: • Mission and vision • A core set of strategic directions • Specific, achievable goals • A set of high priority ACTION items for strengthening the workforce

39. Scope of the Plan • Sponsored by all three SAMHSA Centers • Encompassing workforce issues for: • Substance use disorders, mental illnesses, and co-occurring disorders • Prevention & treatment • Focusing on common issues, while respecting the unique needs of each specialty area • Initial focus on behavioral health specialty workforce • While SAMHSA sponsored, the goal is a national plan, built on broad consensus

40. Adult mental health Child & adolescent Consumers & families Co-occurring disorders Cultural competency Elderly Informatics Leadership Oversight processes Prevention Professional associations Providers: state, regional and local Recruitment & retention Rural Substance use disorders treatment Selected Areas for Consideration

41. Menu of Planning Vehicles • Senior consultants • Small expert panels • Reviews of existing recommendations • Planning sessions in existing meetings • Specially convened planning sessions • Targeted requests for recommendations • Open call for recommendations • National Steering Committee to integrate recommendations into final report

42. The Desired Results – Focused Action • Federal level – SAMHSA & federal partners • National level – through collaboratives, coalitions, etc. • State level • County and local level • Organizational level (providers, associations, training orgs)

43. Your Input is Critical • Comments on the draft Mission & Vision • Critique of the draft Strategic Workforce Goals • Identification of Specific Objectives within each goal • Recommend Specific Interventions to achieve those objectives

44. Join us at 4:00 PM today to brainstorm this question… If you could recommend just one thing to strengthen the workforce, what would it be?

45. www.annapoliscoalition.org