education, training & workforce update fsp training for small counties june 29, 2007 by toni...
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Education, Training & Workforce UpdateFSP Training for Small Counties
June 29, 2007
By Toni Tullys, MPA, Project Director,
Regional Workforce Development, CiMH
Essential Elements in Workforce Development Focus on wellness, recovery, resilience Cultural competence Consumer/family driven services Consumers and family members integrated
throughout the mental health system Community collaboration
5 Education & Training Categories Workforce Staffing Support Training and Technical Assistance Career Pathway Programs Residency and Internship Programs Financial Incentive Programs Detailed descriptions on the DMH website:
http://www.dmh.ca.gov/mhsa/EducTrain.asp
What is Underway? MHSA Education & Training Component is
being rolled out Early implementation funds are currently
available for counties 5 key funding categories Funding will be equally divided between state
initiatives and county/local efforts from July 2007 - June 2009.
Early Implementation Funds 15% of each county’s education and training
funds are currently available Counties can select how they want to use
these dollars Minimal requirements to draw down these
funds CMHDA formula provides $225,000 for
small counties through June 09
MHSA Education and Training Funds Funding Sources:
Statewide administrative dollars $200 million available 07-09; divided equally
between state and local initiatives CMHDA funding formula used to determine each
county’s funding amount $400 + million in the Education and Training
Trust Fund - dedicated contribution to the fund stops in 2009
10% allocation in Community Services and Support (CSS) plans after 2009
3 Year County Plan Guidelines In final review process with all key stakeholder
groups Planned release date July 2007 Counties will be required to complete a Workforce
Needs Assessment and to develop an Education and Training Plan
Counties can decide what their needs are and how they want to use these funds – they do not have to develop programs in all 5 funding categories
Statewide Initiatives DMH will be releasing Requests for
Quotations (RFQ’s) to develop model programs that can be replicated across the state.
Competitive proposal process Stakeholder calls underway to revise each of
the RFQ’s Planned release July 2007
Education & Training Staff Support
CiMH – Toni Tullys DMH Education & Training Unit – Warren Hayes,
Chief Mental Health Planning Council Human Resource
Committee - Brian Keefer, Project Manager CMHDA - new position County training directors Regional partnership staff
What is a Regional Partnership? Local collaborative effort based on local
workforce needs. Participants include public mental health
providers, educators, consumers and family members, state agencies, and community partners.
Goal is to develop joint strategies and initiatives to address training, education, and workforce needs.
Why a Partnership? Workforce development requires the expertise
and efforts of each stakeholder group to get us where we need to go.
Wellness and recovery focused education is critical for mental health workers at all levels of the system.
Each stakeholder group adds value and benefits from the collaboration.
Partnership Value for Providers Influencing curriculum development to support
wellness and recovery. Sharing employment needs with educators to ensure
that new graduates are well prepared for the workforce.
Increasing the number of culturally competent, wellness and recovery oriented employees.
Increasing the number of consumers and family members in the workforce at all levels of the system.
Partnership Value for Educators Ensuring that curriculum and teaching reflect current
mental health practices and support wellness and recovery.
Integrating education with practice through co-teaching and fieldwork placements.
Attracting students to programs and expanding student opportunities.
Learning about supportive education needs and strategies for students who are consumers.
Partnership Value for Consumers Providing consumer voice, experience and
leadership. Promoting wellness and recovery. Eliminating barriers to education and
employment. Creating consumer employment opportunities
at all levels of the public mental health system.
Partnership Value for Consumers Providing consumer voice, experience and
leadership. Promoting wellness and recovery. Eliminating barriers to education and
employment. Creating consumer employment opportunities
at all levels of the public mental health system.
Partnership Value for Family Members Providing voice, experience and leadership. Raising awareness of family member roles
and needs. Creating family member employment
opportunities within the public mental health system.
Regional Partnership Functions Serving as the infrastructure for public mental health
training and education activities. Increasing employment and career advancement
opportunities for consumers and family members. Increasing the diversity and cultural competency of
the workforce. Strengthening partnerships between county mental
health departments, community-based organizations and educational institutions.
Functions (#2) Developing curriculum at all academic levels that
support wellness and recovery. Creating pipeline strategies from high schools to
colleges and universities. Partnering with existing workforce programs and
initiatives to leverage expertise and resources. Improving employers’ staff recruitment and
retention.
Functions (#3) Promoting public understanding and
awareness of mental illness and the damage caused by stigma and discrimination.
Evaluating successes and developing replicable models.
Identifying and securing workforce resources, such as grants and in-kind support.
What’s Happening Today? Initial meetings are underway across California “Micro-regions” are being developed in the Central
Valley and Northern California New relationships are being forged between
stakeholders Each region is identifying their local needs and
developing their priorities DMH will provide staffing support in Summer 2007
Small County Workforce Needs Recruitment of staff, especially licensed staff Educational partnerships to provide career
pathway options in remote geographic locations
Financial incentives to attract new staff and support continuing education for current staff
Training geared towards small county needs and offered at a local or regional level
Current Small County Recommendations Develop “micro-regions” based on
geographic proximity and county collaboration
Utilize regional partnership staff for local training and education support
Develop small county “grow your own” strategies and out-of- area recruitment strategies
Current Recommendations #2 Explore the development of a distance
education career pathway beginning with AA degrees and continuing through graduate degrees (RN & MSW)
Utilize/purchase the technology necessary for tele-psychiatry
Recognize the unique challenges of rural mental health departments and needs of rural underserved populations
Training and Technical Assistance Trainings on the Education & Training 3 Year
Guidelines will be offered in August and September
Plan is for counties to bring their workforce teams and to have an opportunity to learn about specific strategies designed to meet their local needs
Contact Information Toni Tullys, Project Director, Regional
Workforce Development, CiMH ttullys@cimh.org 916-556-3480 Ext. 145
Warren Hayes, Chief, Education and Training, DMH Warren.Hayes@dmh.ca.gov 916-651-0461
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