don’t try this at home: building a national strategic plan for the behavioral health workforce...
TRANSCRIPT
![Page 1: Don’t Try This at Home: Building a National Strategic Plan for the Behavioral Health Workforce Michael A. Hoge, PhD, Chair & John A. Morris, MSW, Vice](https://reader035.vdocument.in/reader035/viewer/2022081603/56649f315503460f94c4c498/html5/thumbnails/1.jpg)
Don’t Try This at Home:Building a National Strategic Plan for the
Behavioral Health Workforce
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
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Major Themes in Two decades of Change
• Managed care
• Systems of care
• Evidence-based practice
• Safety
• Consumerism
• Rehabilitation & recovery
• Cultural competency
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Response of Training & Education Programs
• Typically - delayed & minimal
• Frequently – significant erosion
• Notable exceptions stand as exceptions
• Universal problem irrespective of setting, discipline, or specialty
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The Paradoxes of Contemporary Workforce Development
This being a cautionary tale in nine brief chapters…
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PARADOX ONE
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We train for a world that no longer exists.
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PARADOX TWO
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We offer most of our training to those who spend the least amount of time with the people we serve.
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Paradox Three
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We use methods that are demonstrably unsuccessful.
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Paradox Four
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We train where willing crowds gather.
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Paradox Five
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We ignore the largest segment of the workforce: consumers and their families.
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Paradox Six
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We reward students for “doing time” in our educational institutions.
In fact, we seem to be guided by that sage Woody Allen…
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“Ninety percent of success is just showing up.”
– Woody Allen
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Paradox Seven
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Too often, especially with direct care staff, we hire them and then say:
Just do it!!
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Paradox Eight
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The best trained worker may not perform well in environments that are dysfunctional.
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Paradox Nine
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We haven’t thought systematically about personnel development and career ladders, especially for consumers.
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So, John…
What are we to do about all of this?
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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”)
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The Annapolis Coalition
A confederacy of optimists…
We choose option two.
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The Annapolis Coalition on 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
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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”
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Board of Directors
• Michael Hoge, Chair
• John Morris, Vice-Chair
• Allen Daniels, Treasurer
• Neal Adams
• Leighton Huey
• Gail Stuart
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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Selected Areas for Consideration
• 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
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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
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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)
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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
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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?
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www.annapoliscoalition.org