In Region IV, the mental health workforce shortage remains an ongoing concern. The Health Resources and Services Administration (HRSA) publishes workforce projections for behavioral health occupations based on current supply data, utilization, and the number and characteristics of new graduates. HRSA uses the term “adequacy of supply” to indicate expected shortages or surpluses in the workforce. Nationally, some behavioral health occupations are projected to experience shortages in supply by 2030 if there are no changes in behavioral health utilization. Below are workforce-related resources for the behavioral health field.
Workforce Shortages
- Region IV Mental Health Workforce - This brief report provides an overview of mental health workforce challenges in the region and offers strategies and resources for mental health workforce recruitment and retention.
- Mental Health Workforce Shortages (Interactive Map) - This Visualization Project shows the mental health care Health Professional Shortage Area (HPSA) by county and select mental health outcomes (i.e., suicide rate and mental health distress) by county.
- Impact of Tele-Health on Mental Health Care Access (Interactive Map) - This Visualization Project shows the availability of mental health professionals and household access to broadband services by county.
Workforce Recruitment and Retention
- Why People Stay: Workforce Retention in Community Behavioral Health - In this on-demand recording, Dr. Michelle Salyers shares current research on people who have remained in their jobs for at least 14 years to understand why they stayed, even during trying times. She discusses how turnover and retention may have different predictors and identifies factors that support long term retention. Click here to view our accompanying Why People Stay Infographic.
- Recruitment & Retention of the Mental Health Workforce Part 1 (Overview) - In this on-demand recording, Michael Hoge, PhD, provides an overview of recruitment and retention in mental health. He discusses core concepts, findings from national surveys, information on the causes of vacancies and turnover, and examples of innovative approaches to addressing recruitment and retention.
- Recruitment & Retention of the Mental Health Workforce Part 2 (Strategies) - In this on-demand recording, Michael Hoge, PhD, reviews key strategies from improving recruitment and retention in mental health organizations, including examples of innovation and specific approaches for increasing the diversity of an organization’s workforce.
Workforce Well-Being
- Southeast MHTTC Provider Well-Being Resources - A collection of resources developed by the Southeast MHTTC for providers looking to enhance personal and professional resilience and for organizations seeking to improve wellness programs, culture, and structures.
- Workforce Well-Being Strategies - Links to on-demand recordings of the seven evidence-based self-care strategies currently most recommended to mitigate the impacts of stress. Each of these reduces stress hormones, enhances neuroplasticity, and reduces inflammation, all of which play important roles in counteracting the body’s stress response, and improving health and well-being.
School-Based Mental Health Workforce Resources
- Expanding the School-Based Mental Health Workforce: State Policies in the Southeast U.S. - This infographic presents policy efforts in the Southeast U.S. to expand the school mental health workforce in 2015-2020.
- Recruitment and Retention of School Mental Health Providers Part 1: An Overview - In this on-demand recording, Dr. Mark Weist and Dr. Janet Cummings discuss recruitment and retention approaches that community mental health providers and local education agencies may want to consider implementing for sustaining the school mental health workforce and for achieving the goals of an effective, high-quality school mental health services system.
- Recruitment and Retention of School Mental Health Providers Part 2: Innovative Strategies - In this on-demand recording, presenters explore the innovative approaches and experiences of leading provider organizations and their partners as they work to recruit and retain school mental health providers. Ms. Nikki Raymond (CEO, Georgia HOPE) discussed the diverse array of strategies her organization has employed and their impact, and Dr. Mark Sander (Director of School Mental Health, Hennepin County School System) discussed his experience coordinating 18 mental health agencies’ efforts as they develop and support the school mental health workforce.
- Recruitment and Retention of School Mental Health Providers: Strategies and Key Resources - This report describes organizational and policy strategies to improve recruitment and retention of school mental health providers. Additionally, it identifies resources developed by reputable organizations to facilitate implementation of these strategies. The report aims to provide useful guidance on developing and maintaining the school mental health workforce for organizations (e.g. schools, school districts, and community mental health agencies) and policy makers involved in school mental health efforts.
*For additional School-Based Mental Health Workforce Resources, please click here.
