States such as Arizona, New Jersey, and Washington have made direct investments in grant and scholarship awards for individuals pursuing behavioral health degrees to attract and retain a range of behavioral health professionals. In addition, the state is re-releasing over $21 million in remaining funds from previous MA Repay initiatives, which target child/adolescent psychiatrists, primary care professionals, and substance use treatment providers. Use the NASHP state strategy resource to explore the approaches of three states that are leveraging managed care payment models that incentivize improvements in behavioral health performance. The initiative is designed to enhance workforce sustainability, expand access to care, and improve service quality across the state, particularly in rural areas where shortages are more pronounced. Washington’s approach emphasizes that the increased payments are directed at community-based providers, excluding hospital inpatient services, and requires MCOs to pass these increases directly to the providers. Starting in January 2024, Washington requires managed care organizations (MCOs) to increase rates by 15 percent for these services, including specialized programs like WISe (Wraparound with Intensive Services), New Journeys, and opioid treatment programs.
School Mental Health
Training programs should move beyond didactic lectures and incorporate experiential learning. When professionals https://www.cdcfoundation.org/howrightnow feel respected, they are more likely to stay. Encourage professionals to take on supervisory roles and participate in decision-making processes. These networks create a sense of community and combat feelings of isolation. Implement referral bonuses or recognition programs to motivate employees to actively participate in recruitment efforts.
- The Oregon Health Authority (OHA) has implemented a tiered model through its coordinated care organizations (CCOs), the state’s regional managed care entities.
- During the roundtable, Utah’s approach to addressing workforce development gaps was highlighted.
- The vast majority of recruiting for peer support workers is informal, largely through word of mouth.
- The discussion also focused on opportunities and challenges for state policymaking and public-private partnerships to invest in the behavioral health workforce and build evidence-informed, flexible approaches that leverage the unique contributions of both licensed and unlicensed workers.
- Part of the challenge in expanding the supply of peer support workers stems from norms about how their services are typically reimbursed.
Strategies for Recruiting and Retaining Behavioral Health Professionals
Washington allocated funding for its 2023–2025 budget to increase behavioral health provider rates for both non-hospital inpatient and outpatient services. As of 2023, outpatient behavioral health providers who derive over 50 percent of their revenue from Medicaid are eligible for a 30 percent increase in reimbursement compared to 2022 CCO reimbursement. By aligning reimbursement rates with study recommendations, Montana exemplifies a data-drive approach to ensure enhanced access to quality care for beneficiaries while addressing workforce sustainability. The initiative aimed to increase provider reimbursement for behavioral health services and improve service delivery for Medicaid beneficiaries. Alongside rate updates, as part of its Comprehensive Behavioral Health Plan for Maine, MaineCare transitioned assertive community treatment for adults and home and community treatment services to alternative payment models through performance-based provisions, enhancing care delivery and billing flexibility. As detailed in KFF’s 2023–2024 Medicaid budget survey, around 32 states in FY 2023 raised rates for behavioral health services, followed by 34 states in FY 2024, with 26 states planning further increases in FY 2025.
Introduction to Behavioral Health Workforce Challenges
While each state has its own definitions, this analysis defines Behavioral Health Workforce Centers (BHWCs) as state-commissioned, funded, or endorsed entities that address state behavioral workforce challenges through research, training, and policy collaboration. By partnering with the federal government, states, municipalities, healthcare systems, and nonprofits, we help people experiencing the greatest disadvantages lead full and productive lives. Massachusetts Access to RecoveryThis program includes innovative job training and recovery supports for people with substance use disorders—integrating workforce goals with sustained recovery. In the rapidly evolving landscape of behavioral health, the need for a resilient and adaptable workforce has never been more critical. Effective workforce development necessitates collaboration across disciplines. Let us delve into the nuances of collaboration and its impact on workforce development, drawing insights from various perspectives.
This program supports healthcare professionals who may be struggling with substance use or mental health issues, promoting recovery and safe practice. By incorporating technology such as AI into workforce development, healthcare practitioners can effectively respond to the evolving needs of their patients while optimizing resources. In the realm of behavioral health education, the incorporation of technology stands as a pivotal element in enhancing both the learning experience and the efficacy of workforce development. Telehealth services, for example, have been instrumental in increasing access to care, particularly in rural areas where behavioral health professionals are scarce. In the realm of behavioral health, the evolution of education and training models is pivotal to the development of a robust workforce.
