Articles for the Topic "Workforce Development"

An Action Plan for Behavioral Health Workforce Development

2009-01-26T08:33:44

A comprehensive report outlining recommendations for recruitment, retention, and professional development within the mental health and substance abuse prevention and treatment workforce. Major issues affecting the quality of behavioral health care include a lack of diversity in the workforce, and inadequate training for workers who do not hold advanced degrees. The substance abuse treatment workforce is primarily older, female, and White although its clientele is largely young, male, and non-White. The report outlines seven key recommendations, including increasing the involvement of people in recovery and their families and creating national strategies for workforce development.

Assuring the Sufficiency of a Frontline Workforce: A National Study of Licensed Social Workers, Special Report: Social Work Services in Behavioral Health Care Settings

2009-01-26T11:48:10

A report on a national survey of social workers revealed that fewer young social workers are working in mental health settings and that social workers in mental health settings tend to be older, female, and not reflective of the racial and ethnic diversity of the client base. Retirement and increased job stressors, such as increased caseload and increased non-social work responsibilities, threaten to exacerbate workforce shortages.

Counselor Emotional Exhaustion and Turnover Intention in Therapeutic Communities

2009-01-26T10:39:19

National study of substance abuse counselors in therapeutic communities identified significant negative correlations between turnover and (1) distributive justice—whether workers are treated similarly; (2) procedural justice—whether decisions are made fairly; and (3) noncentralized decisionmaking in the agency.

Counselor Turnover in Substance Abuse Treatment Centers: An Organizational-Level Analysis

2009-01-26T10:50:45

National study of substance abuse counselors at privately funded treatment centers showed that participatory management can reduce turnover intention. Also affecting turnover intention are program characteristics (such as nonprofit or for-profit status, location in or away from a hospital, and level of care) and counselor characteristics (such as race, age, salary, and recovery status).

Imagine Who You Could Save

2009-01-26T11:44:24

A promotional video prepared as part of a national campaign to recruit people to join the addiction treatment and recovery field. This short video offers a consistent message that addiction is a serious but treatable problem and that working in the field is an excellent opportunity to help others.

Improving the Quality of Health Care for Mental and Substance-use Conditions: Quality Chasm Series

2009-01-26T08:36:51

A thorough examination of the barriers to comprehensive mental health and substance abuse treatment in the United States, together with recommendations for addressing these barriers. A chapter is devoted to workforce issues specifically, asserting that past efforts to promote workforce competencies have been unsuccessful because they have not been built into credentialing standards, academic training, continuing education, or organizational policies.

Prevalence and associated factors in burnout and psychological morbidity among substance misuse professionals

2009-01-26T08:46:20

British study of burnout in the mental health treatment workforce found higher rates of burnout and mental health issues than in other healthcare fields. Younger workers were more susceptible to burnout and psychological morbidity, and workers who expressed an unmet need for professional accomplishment were at increased risk.

Retaining counseling staff at substance abuse treatment centers: Effects of management practices

2009-01-26T12:46:18

National study of counselors at privately funded substance abuse treatment centers found that management practices significantly affect turnover. These management practices can be implemented in a variety of settings and are not dependent on treatment approach or target population. Performance-based rewards, job autonomy, and support for creativity directly or indirectly reduced counselors’ desire to leave their employers.

Staff Retention and Turnover in a Residential Treatment Center

2009-01-26T11:30:44

Research study conducted at a single residential treatment center for children and adolescents. The results indicate that a number of personal factors (as opposed to program- or client-related factors) might significantly affect turnover intention. Factors such as a short commute, participation in a tuition reimbursement program, and positive performance evaluations reduced the likelihood of an individual employee leaving the employer.

Staff Turnover and Retention in Addiction Treatment: Annotated Bibliography

2009-01-26T09:34:27

Annotated bibliography of research studies relating to workforce retention among professional staff in substance abuse treatment programs, including institutional, inpatient, and outpatient settings. For each study, the purpose, hypotheses, data collection, methodology, main findings, and implications for program development are reviewed.

Supervision as Collaboration in the Human Services: Building a Learning Culture

2009-01-26T08:54:46

Handbook for supervisors in human service professions. Promotes collaborative management techniques and the development of a “learning culture” within an organization. Many of the topics are particularly relevant to workforce development, including culturally competent supervision, professional development, and workplace environments.