The Framework for Workforce Planning in Behavioral Health
The workforce problems in behavioral health are numerous, complex, and challenging to address. It is common for policymakers, agency leaders, and program managers to become somewhat confused and overwhelmed about how to assess the many problems and set workforce development priorities. Drawing on the national Action Plan on Behavioral Health Workforce Development, which was created with federal support, the Coalition has developed and disseminated The Annapolis Framework for Workforce Planning in Behavioral Health. It identifies three broad areas for planning, and ten essential goals within those areas. The Framework provides a conceptual road map for understanding the elements of the workforce crisis in behavioral health and the opportunities for intervention.
Broaden the Concept of “Workforce”
Expand the role of individuals in recovery and their families to actively participate in and influence their own care, provide care and supports to others, and educate the workforce.
Expand the role and capacity of communities to effectively identify their needs and promote behavioral health, wellness, and recovery.
Expand the role and capacity of all health and social service providers, through interprofessional collaboration, to meet the needs of individuals and families experiencing mental health and substance use conditions.
Strengthen the Workforce
Expand the pipeline of individuals into the field, ensuring broad diversity, successful completion of initial education and training, and entry into the workforce.
Implement systematic recruitment and retention strategies at the federal, state, and local levels to find and retain a diverse workforce.
Increase the relevance, effectiveness, and accessibility of training and education.
Foster the development of supervisors and leaders among all segments of the workforce.
Create Structures to Support the Workforce
Establish financing systems that enable competitive employee compensation commensurate with required education and levels of responsibility.
Implement systems to monitor workforce strength and evaluate workforce development practices.
Build a technical assistance infrastructure that promotes adoption of workforce development best practices.