Building the Behavioral Health Workforce for Tomorrow Lessons Learned from the Recruiting and Retention Tool-Kit Pilot Project

1
(No Transcript)
2
Building the Behavioral Health Workforce for
TomorrowLessons Learned from the Recruiting and
Retention Tool-Kit Pilot Project
3
Agenda

• BH workforce crisis
• Project overview
• Overview of online resources
• Highlights from two project participants
• Applicability of project findings
• RR and Health Care Reform

4
Does this look like the front door of your agency?
5
Agenda
Training
Worker shortages
Stress and burnout
Compensation
The Issues
Recruiting/retention
Competency training for special populations
Career progression/upward mobility
Lack of competency standards
Stigma
Poorly defined job descriptions
6
Projected Increase in Need
34
Thousands
34
7
A Bit of History

• The Building Blocks for Recruitment and Retention
  developed by AHP as part of the SAMHSA Behavioral
  Health Workforce Development Initiative
• In 2007, an expert panel identified staff
  recruitment and retention as a field priority
• Hard-copy resources converted to an on-line
  format

8
Pilot
Test
Disseminate
Gather
Launch
9
Selection process
Application
54 interested agencies
Orientation Webinar
Group A Group B
Expanded project
10
Pilot Participants
Pilot Participants Where they came from

• Insert data on organizational demographics.

21 Rural 79 Urban
11
Participant Agency Staffing
12
Participant Agency Budgets
13
Project Components

• Building Blocks for Recruitment Retention
  online toolkit to support behavioral health
  workforce development
• BHTalk web-based behavioral health online
  learning community
• Monthly Webinars
• Technical assistance
• Participation at SAAS/NIATx Conference

14
Project Expectations

• Use RR online resources
• Participate in the RR Group on BHTalk
• Attend monthly webinars
• Complete recommended readings
• Develop a recruitment and retention plan
• Provide feedback through the forums
• Participate in the exit interview
• Take part in SAAS/NIATx spotlight session

15
Why bother to develop a plan?
16

• Building Blocks for Behavioral Health Recruitment
  and Retention
• http//toolkit.ahpnet.com

The Steps and Tools needed to build a
successful plan
17
Building Blocks for Recruitment Retention

• Purpose
• To build a workforce to meet current and future
  needs by sharpening organizational skills in
  recruitment, selection and retention practices

18
Building Blocks for Recruitment Retention

• On-line resource for recruiting and retaining
  staff
• Three years in design
• Living resource designed to grow and evolve
• Includes resources for download and customization

19
Building Blocks for Recruitment Retention
Chapters

• Building a Recruitment and Retention Plan
• Recruitment
• Selection
• Employee Orientation and On-Boarding
• Supervision
• Recognition
• Training
• Career Development
• Support Topics - stress, burnout, wellness

20
Using the On-Line Resource

• Two ways to navigate the resource
• Guided
• Following prompts
• Reading each chapter in order
• Not Guided
• Click around
• Find what you are looking for and use it!
• Either way works!

21
Steps to Building a Recruitment Retention Plan
Step 1 Gather organizational baseline
information Step 2 Decide on priority R/R
focus Step 3 Analyze the selected job
position Step 4 Write an accurate job
description Step 5 Identify Strategies Step 6
Develop an action plan
22
About Professional Networking

• A Professional Network is an online community
  where members with common interests build
  networks, partnerships, and collaborate around
  common interests

Some Features of On-Line Professional Networks
Include
Announcements
Forums
Resources
Blogs
23
BHTalk

• An online learning community
• Promotes collaboration and knowledge development
  in behavioral healthcare
• BHTalk has diverse members from
• Professionals,
• Paraprofessionals and
• Peer providers
• Pilot testers

24

• Participant Feedback

25
Recruiting and Retention Pilot Participation 2011

• Ellie Skelton
• Wayside House

26
Encourage the HEart
27
I like to be recognized
28
Model The way
29
Wayside Baseline Retention

• Retention Rate 85
• Turnover Rate 21
• Voluntary Turnover Rate 19
• Average Tenure 4 years
• Average Tenure of Employees who left 2 years

30
Program Assistants

• The position with the most turn over is our
  program assistants.  They are the line staff at
  our two residential programs. Retention Rate
  62 Turnover Rate 40 Voluntary Turnover Rate
  36 Average Tenure 1.75 years Average Tenure of
  Employees who left .75 years 

31
Program Assistants

• Job Description
• Training Orientation
• Coaching mentoring

32
STAFF Interest in WAYSIDE WELLNESS PROGRAM
33
Questions?
34
PROACTION Behavioral health
Margaret Chappell
35
Implications and lessons learned
36
Lessons Learned

• The participating organizations have a great
  range of the type of HR support, i.e. full time,
  part time, none
• It is challenging to address recruitment and
  retention needs without a full time HR specialist
  supporting program staff
• Recruitment and Retention needs to be a joint
  effort between Mgmt/HR/Program staff
• Many organizations have started addressing WFD
  but have focused on credentialing
• Need to address stress, burnout, training,
  recruitment, career development, orientation and
  on-boarding

37
Lessons Learned

• Many organizations would benefit from more direct
  support from corporate and board leadership
• In order for RR activities to be viable - need
  leadership to sponsor and be visibly supportive
  of these activities
• The Building Blocks for Recruitment and Retention
  can be used independently
• But employing technical assistance and/or
  learning collaboratives and social networking can
  increase understanding and implementation efforts

38

• Questions?

39
Project Team

• Project Director Rich Landis, AHP
• Project Staff
• Angela Bowman Halvorson, SAAS
• John Daigle, SAAS
• Margie Murphy, AHP
• Ellen Radis, AHP
• Carl Yonder, AHP

40
Thank You!!