The Behavioral Health Workforce...UA Behavioral Health Workforce Development Meeting October 25, 2016 Dan Robinson Alaska Dep’t of Labor and Workforce Development Research and Analysis

UA Behavioral Health Workforce Development MeetingOctober 25, 2016

Dan Robinson

Alaska Dep’t of Labor and Workforce Development

Research and Analysis

Kathy Craft

Alaska Health Workforce Coalition

University of Alaska Anchorage

Alaska’s Behavioral Health Workforce: Identifying occupations that are hardest for

employers to fill and assessing what can be

done to help

Introduction:

• DOLWD’s Research and Analysis section works with federal

statistical partners to produce much of the state’s economic

and demographic data:

– Job numbers

– Unemployment rates

– Wages and wage rates

– Population estimates and projections

– Occupational counts and projections

– Etc.

Introduction:

Our recently released 10-year projections:

Introduction:

Aside from the data that all states produce,

Alaska is particularly data-rich for two big

reasons:

1. Permanent fund dividend

2. More detailed quarterly wage records (that almost all

employers are required to file every quarter under unemployment

insurance laws) that include occupational information

Introduction:



reasons:





Introduction:



reasons:





Introduction:

• Access to that data allows us to do things like:

Introduction:


Introduction:


Introduction:


Which leads us to …

Out soon, but for now just know that it

does two new things:

1. Details health care employers’ responses to survey

asking them which occupations were difficult to fill

2. Shows retention rates by occupation

Today’s focus is more specific …

Behavioral health is a sub-set of health care, but

it’s not one that’s used in standard data sets.

So, first let’s define it.

Today’s focus is more specific …

Behavioral health is a sub-set of health care, but

it’s not one that’s used in standard data sets.

So, first let’s define it.

One helpful formulation in Alaska:

Alaska Mental Health Trust Authority defines as

“beneficiaries” Alaskans with:

• Mental illness

• Developmental disabilities

• Chronic alcoholism and other substance related disorders

• Alzheimer’s disease and related dementia

• Traumatic brain injuries




• Mental illness








• Mental illness








• Mental illness








• Mental illness








• Mental illness








• Mental illness





So defining the occupations who work with those

types of patients as Alaska’s behavioral health

workforce is one approach.

What health care occupations are not behavioral health then?

• Occupations that primarily treat people with discrete, mostly physical conditions (imperfect, but helpful)

– Anesthesiologists

– Orthodontists

– Sonographers/MRI technologists

– Obstetricians/gynecologists

– Surgeons

– Radiologists

Behavioral health occupations

Five broad categories:

1. Behavioral health clinical

2. Allied health support services

3. Medical services

4. Administration

5. Health educators





3. Medical services

4. Administration

5. Health educators





3. Medical services

4. Administration

5. Health educators





3. Medical services

4. Administration

5. Health educators





3. Medical services

4. Administration

5. Health educators





3. Medical services

4. Administration

5. Health educators



Examples:

– Clinical Psychologists [88% and 3.4 years]

– Clinical Social Workers [8[65% and 1.8 years]

– Psychiatrists [100% and 3.9 years]

– Substance Abuse and Behavioral Disorder Counselors [90% and 2.2 years]

– Psychiatric Nurses [91% and about 7 years]



Examples:

– Clinical Psychologists [88% and 3.4 years]

– Clinical Social Workers [81% and 1.7 years]

– Psychiatrists [100% and 3.9 years]

– Substance Abuse and Behavioral Disorder Counselors [90% and 2.2 years]

– Psychiatric Nurses [91% and about 7 years]



Examples:

– Occupational Therapists [90% and 6.1 years]

– Physical Therapists [82% and 7 years]

– Physical Therapist Assistants [50% and 3 years]

– Physical Therapist Aides [27% and 1.5 years]

– Rehabilitation Counselors [100% and 3.4 years]

– Speech-Language Pathologists [84% and about 6.1 years]

– Dietitians and Nutritionists [56% and 4.2 years]

– Personal Care Aides



Examples:

– Occupational Therapists [90% and 6.1 years]

– Physical Therapists [82% and 7 years]

– Physical Therapist Assistants [50% and 3 years]

– Physical Therapist Aides [27% and 1.5 years]

– Rehabilitation Counselors [100% and 3.4 years]

– Speech-Language Pathologists [84% and about 6.1 years]

– Dietitians and Nutritionists [56% and 4.2 years]

– Personal Care Aides [65% and 1.8 years]


3. Medical services

Examples:

– Dentists [53% and 3.7 years]

– Family and General Practitioners [72% and 4.9years]

– Health Care Social Workers [78% and 4.4 years]

– Pharmacists [86% and 5.9 years]

– Pediatricians [83% and NA]

– Geriatric Nurses [85% and about 7 years]


3. Medical services

Examples:

– Dentists [53% and 3.7 years]

– Family and General Practitioners [72% and 4.9 years]

– Health Care Social Workers [78% and 4.4 years]

– Pharmacists [86% and 5.9 years]

– Pediatricians [83% and NA]

– Geriatric Nurses [85% and about 7 years]


4. Administration

Examples:

– Chief Executives [63% and 4.9 years]

– General and Operations Managers [62% and 4 years]

– Chief Medical Officers [94% and NA]

– Hospital Administrators [80% and NA]

– Behavioral Health Directors and Supervisors [67% and NA]


4. Administration

Examples:

– Chief Executives [63% and 4.9 years]

– General and Operations Managers [62% and 4 years]

– Chief Medical Officers [94% and NA]

– Hospital Administrators [80% and NA]

– Behavioral Health Directors and Supervisors [67% and NA]


5. Health educators

Examples:

– Nursing Instructors and Teachers [71% and NA]

– Health Educators/Community Wellness

Advocates [57% and 2.2 years]


5. Health educators

Examples:

– Nursing Instructors and Teachers [71% and NA]

– Health Educators/Community Wellness

Advocates [57% and 2.2 years]

Hardest to fill occupations

Occupation

% Who

Reported

Difficulty

Health Diagnosing and Treating Practitioners, All

Other/Community Health Aide or Practitioner 100%

Psychiatric Nurse Practitioners 100%

Psychiatrists 100%

Rehabilitation Counselors 100%

Chief Medical Officers 94%

Psychiatric Nurses 91%

Occupational Therapists 90%

Substance Abuse and Behavioral Disorder Counselors 90%

Clinical Psychologists 88%

Pharmacists 86%

Geriatric Nurses 85%

Occupations with longest retention

Occupation

Avg.

Retention

Physical Therapists 7

Registered Nurses 6.9

Occupational Therapists 6.1

Speech-Language Pathologists 6.1

Pharmacists 5.9

Pharmacy Technicians 5.3

Licensed Practical and Vocational Nurses 5.2

Physician Assistants 5.1

Occupations with shortest retention

Occupation

Avg.

Retention

Physical Therapist Aides 1.5

Counselors/Clinical Social Workers 1.7

Personal Care Aides 1.8

Home Health Aides 2

Substance Abuse and Behavioral Disorder

Counselors 2.2

Health Educators/Community Wellness

Advocates 2.2

Mental Health Counselors 2.7

Psychiatric Technicians 2.8

Why are some occupations harder to

fill than others?

Why are some occupations harder to

fill than others?

So what?

• So now you know what behavioral health

occupations employers are having the

hardest time filling

• You have some information to help figure

out why (a mix of reasons, almost certainly)

• Your conclusions as to why will guide you in

your mitigation efforts

So what?




• You have some information to help figure

out why (a mix of reasons, almost certainly)



So what?




• You have some new information to help

figure out why (a mix of reasons, almost

certainly)



So what?




• You have some new information to help

figure out why (a mix of reasons, almost

certainly)



Now over to Kathy …

From industry data to informed

behavioral health decision-making

What we heard from the field...

• Address workforce staffing challenges – Recruitment & Retention

– Workforce is aging

– High stress and burnout

– Low pay

– Rural housing needs

– Large caseloads

– Need for on-going training and quality supervision

– Entry-level staff not prepared for highly resistant clients

• Prepare Graduates for the Workforce – Training & Education

– Discuss the stigma that goes with behavioral health

– Encourage students to chose rural practicums and internships

– Increase experiential, hands-on training

– Encourage students to be active in their community

– Experienced professionals should mentor young professionals entering the workforce

More from the field...

• Improve Access to Training - Training & Professional Development

– Offer more trainings and certification through distance delivery modalities

– Offer more training to rural/remote communities

– Increase, promote and market existing training opportunities

– Help offset costs for transportation to attend trainings

• Training Topics – Training & Professional Development

– Training opportunities focused on evidenced-based practice fidelity

– Expand AK Core Competency for Direct Care Worker training

– How to conduct telehealth services (how to use hardware/software)

– How to navigate paperwork with new policies and practices

– Health Information Exchange/Electronic Health Records

– More information on community resources

System reform, redesign, and reinvestment• Behavioral Health Access Initiative

o Improve and expand access to substance use disorder services

o Improve and expand access to mental health services

o Strengthen the crisis response system

o Integrate behavioral health services and primary care

o Expand services “particularly those with mild and moderate mental health and substance use disorders” (Agnew::Beck Report)

• Criminal Justice Reinvestment

o Reduce Recidivism

o Develop a continuum of diversion programs – emphasize prevention and intervention

o Strengthen coordinated community reentry through employment, housing, transportation and peer support

• Registered Apprenticeships in Behavioral Health

Emerging trends in Alaska’s workforce

• Development of enhanced and retooled competencies and skills as new services areas and team-based approaches are developed

• Increased need for enhanced care coordination

• Expand telehealth/telemedicine

• Develop and support community reentry positions

• Expand and support Alaska’s peer support specialists and paraprofessional workforce

• Increase the capacity of beneficiaries to become part of the workforce

• Ensure that individuals are able to work at the top of their licensure

• Implement Health Information Exchange (HIE)/ Electronic Health Records (EHR)

Now that we have the data, we need to ask some hard questions …

• Examining the complete list of occupations most difficult to fill, in the top six, four are behavioral health occupations who work directly with consumers:

WHY?

• Examining the complete list of occupations least difficult to fill, in the top six, only one may work, on occasion, directly, with consumers experiencing behavioral health needs. Four of the six are in medical (front desk) administration:

WHY?

Rural – most difficult and least difficult to fill

• Examining the rural occupations most difficult to fill, in the top six, five are health occupations who work directly with consumers or patients:

WHY?

• Examining the rural occupations least difficult to fill, in the top six, only one works directly with patients. Four of the six are in medical (front desk) administration:

WHY?

Urban – most difficult and least difficult to fill

• Examining the urban occupations most difficult to fill, in the top six, three are behavioral health occupations who work directly with consumers:

WHY?

• Examining the urban occupations least difficult to fill, in the top six, only one may work on occasion, directly, with consumers experiencing behavioral health needs. Four of the six work in medical (front desk) administration:

WHY?

What’s working? Engage, recruit, train, and retain

• Engage Alaska’s youth – “Grow Our Own”

– Engage youth to explore the numerous behavioral health careers across the state

– Implement young adult behavioral health career marketing tools: develop career pipelines; display career ladders/lattices with wages; present at career fairs

• Incentive programs that attract and retain Alaska’s workforce

– Expand support for services

– Support loan repayment and incentive opportunities

– Expand additional in-state internship and practicum slots

• Investment in coordinating and increasing access to training, professional development and technical assistance resources

– Expand and increase training, cross-training, networking and use of distance modalities

– Increase the number of community practicum and internship slots

– Expand and support tribal health training needs

– Expand cultural competency and relevant training

Closing message

–Alaska’s horizon is right in front of us,

and now is the time to act….

Next up …

University of Alaska’s Behavioral Health

Programming

Documents

The Behavioral Health Workforce...UA Behavioral Health Workforce Development Meeting October 25, 2016 Dan Robinson Alaska Dep’t of Labor and Workforce Development Research and Analysis