Mental Health Nurses and their Employers See Enhanced Role for Nursing in Milwaukee County s Mental Health System
|
|
- Toby Pierce
- 8 years ago
- Views:
Transcription
1 VOLUME 100, NUMBER 5 OCTOBER 2012 Mental Health Nurses and their Employers See Enhanced Role for Nursing in Milwaukee County s Mental Health System The Forum surveyed 120 mental health nurses and 34 employers this year as part of the Nursing s Voice project, intended to better understand the capacity and capabilities of the local mental health nurse workforce and gather the insights of nurses to inform mental health redesign planning in Milwaukee County. The findings highlight the potential for an enhanced role for nurses in the county s mental health care delivery system. In addition, Nursing s Voice survey data will help public and private sector employers gauge the challenges associated with securing an appropriately trained nursing workforce for Milwaukee s outpatient settings, hospitals, and rehabilitation centers. Mental health nurses in Milwaukee County and their employers agree that among the nursing skills most important for treating patients with mental illness is an understanding of dual or co-occurring disorders, in which mental health issues are accompanied by substance abuse and/or addiction. The importance of understanding treatment options and protocols also is important, but understanding the individual patient s needs is seen as perhaps more important. Both the nurses and their employers also agree that the nurse workforce in the county requires more training in dual or co-occurring disorder treatments. Nurses see their understanding of patients and clients needs in this area to be among their greatest strengths, however, while employers see opportunities for greater understanding of those needs (Table 1). Table 1: Important nursing skills most frequently cited by both nurses and nurse employers Nurses Nurse employers Frequency of respondents citing... Understands the needs of persons with mental illness, co -occurring disorders, and complex biopsychosocial and spiritual issues Understands dual disorder treatment/recovery and the impact of substance abuse on a person s mental health Among own greatest strengths In need of more training Among most important skills Among most commonly lacking skills 77% 75% 35% 36% 40% 59% Public Policy Forum 633 West Wisconsin Avenue, Suite 406 Milwaukee, Wisconsin Research by: Anneliese Dickman, Research Director Rob Henken, President Survey support by: Kathie Eilers, Nursing s Voice Project Manager Sue Schuler, Wisconsin Center for Nursing, Nursing s Voice Project Consultant Research funded by: The Faye McBeath Foundation Partners Investing in Nursing s Future: The Robert Woods Johnson Foundation & Northwest Health Foundation Aurora Healthcare Foundation Greater Milwaukee Foundation Rogers Memorial Hospital United Way of Greater Milwaukee
2 2 Data and methodology The survey of nurse employers was conducted in April and May Agencies holding contracts with the Milwaukee County Behavioral Health Division were phoned to determine whether they provided services of the type a mental health nurse might provide and to establish a contact name. Paper surveys with 16 questions were mailed to 51 health care providers and agencies with facilities in Milwaukee County. Following the initial mailing, at least one reminder was made to each agency, either by phone, mail, or . The survey of mental health nurses was conducted on-line in July and August s were sent to contacts at the 21 health care providers previously surveyed that indicated they employ nurses. Each employer was ed a customized link to a online survey, hosted by Survey Monkey. The customized links allowed us to maintain an anonymous survey while also counting the number of respondent nurses from each employer, to ensure the nurse survey sample was representative of the employer survey sample. Reminder s were sent up to four times per employer. Determination of response rates and representativeness is difficult due to a lack of data about the county s population of mental health nurses. To ensure the employer survey is representative of all mental health nurse employers in Milwaukee County, the distribution of responses was compared to the distribution of mental health nurses working in Milwaukee County, as enumerated in the 2010 nurse census conducted by the Wisconsin Department of Workforce Development in cooperation with the Wisconsin Center for Nursing (WCN). The sample of respondents is fairly representative in this way, lacking participation from only one employer thought to have a significant number of mental health nurses on staff (Table 2). Because the WCN nurse survey does not enumerate employers, however, we cannot Table 2: Representativeness of nurse employer sample Milwaukee County zip code Mental health nurses working in zip code (DWD census) Employers in zip code responding to nurse employer survey * * * N/A * * * * * * * * * * * * N/A 1 *Suppressed data, cells having a value of less than 5. calculate a response rate in comparison to all nurse employers in the county. As compared to the 51 employers to which surveys were mailed, our 34 responses equal a response rate of 66%. Table 3 shows the representativeness of the nurse survey sample. The distribution of responses from the nurse survey is compared to the number of nurse employees reported on the
3 3 Table 3: Representativeness of nurse sample Milwaukee County zip code Mental health nurses (DWD) Mental health nurses (employer survey) Nurses responding to nurse survey * * * * * * * * * * * * * * * *Suppressed data, cells having a value of less than 5. employer survey, as well as the nurses enumerated in the WCN census. As compared to the WCN data, our 120 mental health nurse respondents represent a 25% response rate. Both the nurse employer survey and the nurse survey were field tested prior to launch. The nurse employer survey was tested by six employers of mental health nurses in Milwaukee and Waukesha Counties. The nurse survey was tested by 11 mental health nurses working in the greater Milwaukee metro area. In addition, during the survey instrument drafting stage, input was sought from academic experts in the field of psychiatric nursing, mental health nurses and other practitioners, as well as current and former county administrators. The list of nursing skills and competencies we tested was developed based on competencies identified by nurse accreditation bodies, research studies, Milwaukee County redesign plans, and interviews with local nursing experts and academics. The Nursing s Voice Project Nursing s Voice is a collaborative partnership designed to enhance the role of nurses in Milwaukee County's adult mental health delivery system. Nursing's Voice reflects the strong role that needs to be assumed by mental health nurses in both the design and implementation of the system. It will provide research and ideas to help support the mental health system redesign currently underway in Milwaukee County. Key project activities include extensive data collection to establish the current and future need for mental health nurses and acquire nurses' own insights on their utilization in a redesigned system; development of strategies to educate nursing students about the rewards of a career in mental health service, and to prepare both students and current mental health nurses with the knowledge and skills needed to be successful in the field; and activities to amplify the voice of nurses to ensure that their skill sets are optimized in the new delivery system. The Nursing s Voice project is led by the Faye McBeath Foundation of Milwaukee and Partners Investing in Nursing s Future, a national funding cooperative. Other local funders include Aurora Healthcare Foundation, Greater Milwaukee Foundation, Rogers Memorial Hospital, and United Way of Greater Milwaukee.
4 4 Key findings and implications Taken together, results from both surveys have significant implications for local health care employers and county administrators planning the redesign of Milwaukee s mental health system. There is a need for nurses with an interest in mental health now and in the future. Implication: Incentives for increasing the mental health workforce might be necessary. In addition, the mental health system redesign process should anticipate the need for more nurses. In general, employers are satisfied with the mental health nurse applicant pool, including recent graduates. However, very few nurses are nationally certified or advanced practice nurses. Implication: Schools of nursing are providing nurses with a basic foundation in mental health issues. Deeper knowledge among nurses is lacking; explanations for this gap should be explored. There is a role envisioned for more nurses in mental health outpatient/community settings, although it is unclear exactly what their roles should be. Currently, most nurses work with adults in inpatient settings. Implication: As the mental health system is redesigned, planners should explicitly consider the optimal roles of nurses in community health settings. Mental health nurses job satisfaction comes from work with patients; dissatisfaction comes from pay. Implication: If nurses responsibilities under a redesigned system are more administrative or policy-oriented, the reduction in patient contact may not be desirable, particularly if wages do not change. Employers and nurses have more disagreement than agreement about the most important skills and competencies for patients recovery. Implication: This suggests either a lack of clear communication between employers and nurses or differing expectations as to the job objectives. More clarity is needed if the role of nurses is to change under a redesigned system. Employers and nurses have more agreement about the specific skills that need strengthening. Implication: These areas should garner the most attention and resources for professional development. Understanding dual/co-occurring disorder treatment and the needs of patients with dual disorders were seen both as important and in need of strengthening. Implication: As the county shifts its focus to dual/co-occurring disorder treatment, the need for improved training for nurses will be imperative. Over the next two years, the Nursing s Voice project intends to grapple with several of these implications, including those for training and professional development, the size of the workforce, interest among nursing students, and clarity regarding job expectations.
5 5 Supply and demand for mental health nurses in Milwaukee County Twenty agencies report employing a total of 428 full- and part-time mental health nurses in Milwaukee County (Table 4). As shown in the table, most of these nurses (66%) are in inpatient settings working directly with patients. Roughly a third of nurses (30%) work with patients in outpatient settings. Just 16 mental health nurses hold administrative or other positions in which they do not work directly with patients. Table 4 also shows that few nurses (13%) hold advanced degrees in nursing or another field. Nurses with these advanced degrees are much more likely to work in outpatient settings than inpatient and are also more like to work full-time. Among nurses with either 2 or 4-year degrees, half work full-time and half work part-time. Turnover among these employers is relatively low, with just 20.6 full-time equivalent positions having turnover during 2011, which is a turnover rate of less than 10%. These full-time equivalent positions represent 68 individual nurses, or 16% of all mental health nurses employed last December, however. The recession has been the driving force behind the low 2011 turnover rates, according to 53% of employers. Table 4: Mental health nurses in Milwaukee County in 2011 and position openings in 2012 Full-time RNs on Part-time RNs on Separations* 12/31/11 12/31/11 between 1/1/11 and 12/31/11 2- or 4- year degree Advanced degree in nursing or other field 2- or 4- year degree The low turnover rate may also be due to high levels of commitment among nurses to their patients and clients; 43% of the nurses surveyed anticipate continuing to work as a mental health nurse for at least 10 more years (Chart 1 on next page). Despite the low turnover rate, 44 full or parttime positions were open at the end of last year. Coupled with the 42 new positions anticipated in 2012, these openings indicate a needed mental health workforce growth rate of 20%. In addition, because the average age of respondents is 50 years (median is 52 years), retirements can be expected to create openings over the long run. The need for growth in the workforce is also apparent from employers experiences in trying to fill open or new positions. Even though most employers (53%) feel the recession has resulted in more applicants per vacancy, more (65%) say staff nurse positions are difficult positions to recruit and about half (47%) feel similarly about advanced practice nurses. Third shift is reported to have the most problems in recruitment and turnover, by 64% of respondents. Many employers (63%) find too few nurses have an interest in mental health positions, which may explain these difficulties. Advanced degree in nursing or other field Direct care, inpatient Direct care, outpatient Indirect care Total FTEs New positions in 2012 Vacant positions being actively recruited on 12/31/11 Fulltime Parttime Headcount Fulltime Parttime
6 6 While employers report some difficulties filling positions, in general they feel the applicant pool is well-qualified. Just 16% of nurse employers feel the applicant pool is low-quality. More, 37%, feel the applicant pool is not wellprepared for mental health nursing, yet more than two-thirds (68%) hire recent nursing program graduates. Employers reported higher quality within the applicant pool during the recent recession, both in general and among psychiatric/mental health nurses in particular (Chart 2). Demand for nurses also may be shaped by perception. For example, health care agencies not currently employing mental health nurses are more likely to perceive the cost of nurse wages as a barrier to greater utilization of nurses in mental health care than agencies that do employ nurses. In addition, they are significantly less likely to perceive a lack of interest in mental health among nurses as a barrier. Chart 3 illustrates the gap between the perceptions of employers without nurses and those with nurses. Finally, when asked whether a redesign of the mental health care system should anticipate a larger or smaller role for mental health nurses, the majority of both types of employers see a need for nurses to play a larger role in outpatient mental health care. About half also see a need for nurses to play a larger role in inpatient care under a new system (Chart 4). Chart 1: How much longer do you plan to work in mental health nursing? 10 or more years 5 to 9 years 2 to 4 years Less than 2 years Larger applicant pool Higher quality psych applicant pool Higher quality applicant pool generally Fewer vacancies/less recruiting needed 18% 21% 18% 43% 0% 10% 20% 30% 40% 50% Chart 2: What has been the impact of the recession on psychiatric/mental health nurse recruitment? Other 6% 18% 24% 53% 53% 0% 20% 40% 60% Chart 3: Are any of the following barriers to greater utilization of nurses in psychiatric/mental health care? Other Too few RNs with interest No added benefit to patient care Applicant pool is inadequately prepared Applicant pool is low quality Too costly to employ RNs 0% 10% 20% 30% 40% 50% 60% 70% 80% No nurses Employing nurses
7 7 Chart 4: If the mental health care system in Milwaukee County were to be redesigned, what size role would you prefer nurses to play in the delivery of [each type of] care? Percent answering larger inpatient care outpatient care 42% 50% 70% 79% 0% 20% 40% 60% 80% 100% employing nurses no nurses Chart 5: Degree held at time of entry into field of nursing Masters degree in nursing, 5% Bachelors degree in nursing, 40% Diploma in nursing, 13% Associate degree in nursing, 43% Chart 6: Highest degree earned: Nursing-related Taken as a whole, these findings have implications for the county as it plans for a system redesign. A new system with greater reliance on outpatient care providers may require even more mental health nurses than providers anticipate having a need for today. Coupled with low turnover and a perceived lack of interest in mental health nursing among nurses, this may require incentives to increase the mental health nursing workforce. At a minimum, county planners may wish to further investigate the need for more mental health nurses and the anticipated growth in the workforce. Nursings Voice will work over the next two years to increase awareness of and interest in mental health care among nursing students in Milwaukee. Workforce snapshot Surveying nurses in the mental health field provides a snapshot of their background, qualifications, and other descriptive attributes. Chart 5 shows that among our sample of 120 nurses, slightly more entered the field with Associate degrees (43%) than with Bachelors degrees (40%). As illustrated in Chart 6, however, a large majority of nurse respondents have at least a Bachelors degree at this point in their career. Very few nurses in the sample are advanced practice nurses (6%) or have national board certification in psychiatric nursing (10%) or any Non-nursing Masters degree or higher 16% Associate degree or below 38% Masters degree or higher 19% Associate degree or below 32% Bachelors degree 46% Bachelors degree 49%
8 8 other specialty (10%). The average experience in mental health nursing is 14.1 years and the average age is 50 years. Nearly all of our respondents are female (87%) and white (81%). The next most represented racial group is African- American (12%). With respect to positions held in their organizations, most are staff nurses (64%), working in inpatient settings (60%) with adults (84%). The average work week among the sample is 38.5 hours. Chart 7 shows the various positions held by survey respondents. Table 5 shows that the nurse survey sample is quite representative of the nurses employed by the agencies in the employer sample. The relatively small proportion of mental health nurses having advanced degrees or national certification, as well as the small number of advanced practice nurses, may indicate a lack of deeper knowledge of mental health care advancements or promising practices. The fact that the nurses in the survey have an average of 14 years experience in the field indicates a level of expertise that may not be reflected in academic Chart 7: Job title in primary position Case manager Staff nurse Advanced practice nurse Quality improvement Staff education Nurse manager Administrator 3% 3% 1% 16% Table 5: Nurse survey representativeness Employer survey Nurse survey Inpatient 66% 60% Outpatient 30% 26% Masters degree or above 13% 16% Full-time 55% 70% 8% 6% 64% 0% 20% 40% 60% 80% 100% Chart 8: Services provided by mental health nurses, nurse employers, and mental health care providers without nurses other supportive housing protective payee case management counseling crisis services community support inpatient medication management psychotherapy 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% nurses employers without nurses employers of nurses
9 9 credentials, however. Employers may wish to investigate why experienced nurses are not seeking national certification or other opportunities to demonstrate advanced expertise. One explanation may be few academic programs in the Milwaukee area focused on mental health nursing. Finally, the fact that most mental health nurses in Milwaukee are staff nurses in inpatient settings calls into question whether or not their skills are transferable to outpatient settings and/ or community-based organizations, should most delivery of mental health care in the county move to those settings. Chart 8 shows there is a distinct difference between the services provided by mental health care providers employing nurses and those without nurses, as well as between the services the nurses report they help to provide. Crisis services tend to be provided by nurses, for example, while supportive housing does not. Nurse competencies and job satisfaction As noted previously, most mental health nurse employers feel the workforce is adequately prepared for mental health nursing positions and the applicant pool is qualified. Most employers also say they hire recent nursing school graduates. When asked about specific mental health nursing competencies, employers tended to vary in opinion, however. For example, when asked to identify the skills most commonly lacking among Table 6: Employers views of important and lacking nurse competencies Of the specialized skills and competencies listed in the box to the right, please rank below the five most important for a psychiatric/mental health nurse in your facility: (percent of all responses) Understands the needs of persons with mental illness, co-occurring disorders, and complex biopsychosocial and spiritual issues 15% Applies physical assessment skills with persons (adults and elderly) with mental illness including the identification of medical issues and provision of needed nursing interventions 8% Utilizes assessment data to identify and prioritize problems and validates with client and family 8% Demonstrates proficiency in evidenced-based nursing practice, as applied to medication teaching and symptom management strategies, to promote recovery and community reintegration 8% Understands dual disorder treatment/recovery and the impact of substance abuse on a person s mental health 8% Of the specialized skills and competencies listed in the box to the right, please rank the five that are most commonly lacking among your new psychiatric/mental health nursing hires: (percent of all responses) Understands dual disorder treatment/recovery and the impact of substance abuse on a person s mental health 12% Demonstrates effective managerial, supervisory, and leadership skills in psychiatric/mental health practice 11% Applies principles of trauma-specific care 10% Demonstrates cultural competence for the identification and response to race, culture, ethnicity, and language 7% Utilizes motivational interviewing and client engagement strategies 7% Understands the needs of persons with mental illness, co-occurring disorders, and complex biopsychosocial and spiritual issues 7% Understands the needs of persons with a mental illness to be successful in their community, evidenced by knowledge of community resources/contacts and supports essential for seamless transitions between services and providers 7%
10 10 their mental health nursing staff, three skills were mentioned most frequently (at least 10% of the time), but four other skills each garnered significant responses, as well (Table 6). There was even less consensus among employers when asked to name the most important skills for mental health nurses, with only one skill mentioned more than 10% of the time and opinions otherwise split among four other skills. For the most part, the skills deemed lacking were not the most important skills, although understanding dual disorder treatment/recovery and the impact of substance abuse on a person s mental health was a skill thought to be both important and in need. Nurses also were asked about important skills and competencies. They, too, lacked consensus as to importance of specific skills and the need for greater proficiency in specific areas (Table 7). In addition, none of the skills nurses deemed most important for their patients recovery also was deemed most in need of more training. Interestingly, when nurses were asked about Note: All skills and competencies included as part of the surveys can be found on the final page of this Research Brief. their own greatest strengths and their own skills in need of more training, greater consensus emerged. A large majority (79%) of nurses said their greatest strengths included being able to conduct a psychosocial assessment of the client to identify and prioritize problems and validate the concerns with the client and family. When asked to identify the skill they were most in need of strengthening through additional training, 36% said, Knowledge of community resources, contacts, and supports for seamless transitions between services and providers. To the extent nurses and employers agree on the skills and competencies most commonly lacking among the mental health nurse workforce, county planners might wish to investigate whether those skills and competencies are among those which would be most in demand under a community-based mental health delivery system. If so, they may wish to work with nurse educators Table 7: Nurses views of important and lacking competencies Of the skills listed, which three do you feel are the most important in the recovery of your patients? (percent of all responses) Psychosocial assessment of the client to identify and prioritize problems and validate the concerns with the client and family. 14% Person-centered care planning to create meaningful life options, informed choices, and to promote stigma reduction. 13% Understanding the needs of persons with mental illness, co-occurring disorders, and complex biopsychosocial and spiritual issues. 13% Crisis management, including relationship development and medication management 11% Of the skills listed, which three do you feel are the most important for you to receive more training? (percent of all responses) Knowledge of community resources, contacts, and supports for seamless transitions between services and providers. 13% Proficiency in evidence-based nursing practice, as applied to medication teaching and symptom management strategies, to promote recovery and community reintegration 11% Proficiency in dual disorder treatment/recovery and the impact of substance abuse on a person's mental health. 10%
11 11 to improve training opportunities and access. Because so many nurses expect to stay in the field for at least 10 more years, understanding the satisfactory aspects of their current jobs is important, especially if those aspects might change considerably in a redesigned mental health system. Not surprisingly, the skills and competencies nurses see as among their greatest strengths, and most important to their patients, are reflected in the aspect of their job that provides the most satisfaction: interactions with patients (Chart 9). Most nurses also are satisfied with the quality of care they provide and the hours they work. Sources of dissatisfaction are not related to patient care, but to other aspects of the job, such as pay and the potential for advancement. Overall, however, more nurses report job satisfaction than dissatisfaction. Taken together, it seems that nurses feel they have developed competencies in areas that are among the most important to their patients, and they get satisfaction from those skills. They do see a need to strengthen their proficiency in other skills areas, but they may be encountering barriers to obtaining that training. Conclusion These two surveys provide health care planners and nursing schools with considerable data on the demand for mental health nurses currently and in the near future. More research is likely to be needed once the mental health care system redesign process is further along, so that nurses and their employers can provide perspective on the potential demands of the new system. Until then, the Nursings Voice project will work to help clarify job expectations and core competencies, expand opportunities for training, and encourage nursing students to consider careers in mental health care. Chart 9: Aspects of mental health nursing leading to greatest job satisfaction and dissatisfaction 70% Interactions with patients 63% 62% Quality of care you provide Hours/shift availability 25% Job security 35% 35% Potential for advancement Employer-supported education options 44% Pay % Dissatisfied % Satisfied
12 12 Specialized skills and competencies needed by psychiatric/mental health nurses A. Demonstrates cultural competence for the identification and response to race, culture, ethnicity, and language B. Applies physical assessment skills with persons (adults and elderly) with mental illness including the identification of medical issues and provision of needed nursing interventions C. Utilizes assessment data to identify and prioritize problems and validates with client and family D. Integrates family assessment and interventions into client education E. Applies principles of person-centered care planning to create meaningful life options, informed choices, and to promote stigma reduction F. Implements consumer-centered/care-driven models including recovery principles guided by evidenced based practices in hospitals and community settings G. Implements crisis management including relationship development and medication management H. Demonstrates proficiency in evidenced-based nursing practice, as applied to medication teaching and symptom management strategies, to promote recovery and community reintegration I. Applies principles of trauma-specific care J. Utilizes motivational interviewing and client engagement strategies K. Understands the needs of persons with mental illness, co-occurring disorders, and complex biopsychosocial and spiritual issues L. Demonstrates understanding of team development and participation skills and a collaborative approach to care, evidenced by delegation and interdisciplinary fluency M. Utilizes principles of group process in providing client education and support N. Understands dual disorder treatment/recovery and the impact of substance abuse on a person s mental health O. Understands the needs of persons with a mental illness to be successful in their community, evidenced by knowledge of community resources/contacts and supports essential for seamless transitions between services and providers P. Demonstrates knowledge of legal and ethical issues relevant to the practice of psychiatric/mental health nursing Q. Identifies own beliefs about persons with mental illness and creates environments that promote mental health recovery R. Demonstrates effective managerial, supervisory, and leadership skills in psychiatric/mental health practice S. Examines the practice environment and quality of nursing care in relation to existing evidence so as to identify opportunities for quality improvement This list of mental health nursing skills and competencies was developed by Sue Schuler of the Wisconsin Center for Nursing based on competencies identified by nurse accreditation bodies, research studies, Milwaukee County redesign plans, and interviews with local nursing experts and academics.
NURSING S VOICE - SUPPORTING MENTAL HEALTH REDESIGN VIA NURSING
NURSING S VOICE - SUPPORTING MENTAL HEALTH REDESIGN VIA NURSING PROJECT SUPPORT PROVIDED BY THE ROBERT WOOD JOHNSON & NW HEALTH FOUNDATIONS THROUGH PARTNERS INVESTING IN NURSING S FUTURE (PIN) LOCAL SUPPORT
More informationPsychiatric/Mental Health Nurse Practitioner. Graduate Nursing Program
Psychiatric/Mental Health Nurse Practitioner Graduate Nursing Program Program Options University of California, San Francisco School of Nursing https://nursing.ucsf.edu Psychiatric Mental Health Nursing
More informationASSERTIVE COMMUNITY TREATMENT (ACT) FIDELITY REPORT
ASSERTIVE COMMUNITY TREATMENT (ACT) FIDELITY REPORT Date: /4/201 To: Todd Andre, Clinical Director Stacey Byers, Clinical Coordinator Candise Sorensen, Site Administrator From: Georgia Harris, MAEd Karen
More informationPerformance Standards
Performance Standards Co-Occurring Disorder Competency Performance Standards are intended to provide a foundation and serve as a tool to promote continuous quality improvement and progression toward best
More informationModel Scopes of Practice & Career Ladder for Substance Use Disorder Counseling
Model Scopes of Practice & Career Ladder for Substance Use Disorder Counseling February 2011 Background and Introduction Treatment of substance use disorders (SUD) is recognized as a multidisciplinary
More informationCertified Addiction Counselor INTERNSHIP PROGRAM
Certified Addiction Counselor INTERNSHIP PROGRAM Updated: January 2016 ASPENPOINTE The AspenPointe family of organizations has provided healthcare solutions to Southern Colorado residents for over 130
More informationEmerging Challenges for Nursing & Healthcare. Judith Hansen, MS, BSN, RN Executive Director Wisconsin Center for Nursing, Inc.
Emerging Challenges for Nursing & Healthcare Judith Hansen, MS, BSN, RN Executive Director Wisconsin Center for Nursing, Inc. Goal Describe the work of Wisconsin Center for Nursing Identify funding priorities
More informationMental and Behavioral Health Needs Assessment
Mental and Behavioral Health Needs Assessment ADMINISTRATORS AND PRACTITIONERS SURVEY Prepared for: The Lincy Institute University of Nevada Las Vegas January 16, 2014 2 Executive Summary Mental and Behavioral
More informationhttp://www.bls.gov/oco/ocos060.htm Social Workers
http://www.bls.gov/oco/ocos060.htm Social Workers * Nature of the Work * Training, Other Qualifications, and Advancement * Employment * Job Outlook * Projections Data * Earnings * OES Data * Related Occupations
More informationResidential SOAP and Inpatient Dual Diagnosis Comparisons Consumer Satisfaction Report, 2003-2005 Addendum to 2003-2005 Inpatient Aggregate Report
Residential SOAP and Inpatient Dual Diagnosis Comparisons Consumer Satisfaction Report, 2003-2005 Addendum to 2003-2005 Inpatient Aggregate Report, Inc. 1 , Inc. CQI s mission is to give consumers a greater
More informationThree Year Comparison of Nurses in North Dakota Health Care Facilities: Results and Implications
CR H Center for Rural Health University of North Dakota School of Medicine & Health Sciences Three Year Comparison of Nurses in North Dakota Health Care Facilities: Results and Implications Patricia Moulton,
More informationSocial Worker Overview The Field - Preparation - Day in the Life - Earnings - Employment - Career Path Forecast - Professional Organizations
Social Worker Overview The Field - Preparation - Day in the Life - Earnings - Employment - Career Path Forecast - Professional Organizations The Field Social work is a profession for those with a strong
More informationMODESTO JUNIOR COLLEGE HUMAN SERVICES PROGRAMS
MODESTO JUNIOR COLLEGE HUMAN SERVICES PROGRAMS Mission of the Program The Modesto Junior College Human Service Programs provide the necessary theoretical foundation, historical perspectives, professional
More informationIntensive Outpatient Psychotherapy - Adult
Intensive Outpatient Psychotherapy - Adult Definition Intensive Outpatient Psychotherapy services provide group based, non-residential, intensive, structured interventions consisting primarily of counseling
More informationEstimating Future RN Supply and Demand in South Carolina: 2008-2028
Policy Brief June 2014 Estimating Future RN Supply and Demand in South Carolina: 2008-2028 Nursing shortages disrupt the timely delivery of health care and jeopardize the safety of hospital patients. Being
More informationCATEGORY I OR 2 PROJECT NARRATIVE
Identifying Project and Provider Information CATEGORY I OR 2 PROJECT NARRATIVE Title of Project: Integrate Primary and Behavioral Health Care Services Category / Project Area / Project Option: 2.15.1 RHP
More informationWisconsin Nursing Education and Nurse Faculty: 2012 Survey Results
Wisconsin Nursing Education and Nurse Faculty: 2012 Survey Results This report is a product of a State Implementation Program (SIP) grant, # 70696, awarded by the Robert Wood Johnson Foundation to the
More informationThe Field of Counseling. Veterans Administration one of the most honorable places to practice counseling is with the
Gainful Employment Information The Field of Counseling Job Outlook Veterans Administration one of the most honorable places to practice counseling is with the VA. Over recent years, the Veteran s Administration
More informationAmerican Society of Addiction Medicine
American Society of Addiction Medicine Public Policy Statement on Treatment for Alcohol and Other Drug Addiction 1 I. General Definitions of Addiction Treatment Addiction Treatment is the use of any planned,
More informationThe Expectation is Recovery... Evidence-Based Practices State-of-the-Art Strategies to Help Recover from Mental Illnesses
State of Illinois Department of Human Services The Expectation is Recovery... Evidence-Based Practices State-of-the-Art Strategies to Help Recover from Mental Illnesses Ask your mental health provider
More informationThe Louisiana Behavioral Health Partnership
The Louisiana Behavioral Health Partnership Transforming the lives of our youth Supporting adults in need Keeping families together Kathy Kliebert Deputy Secretary What is the Louisiana Behavioral Health
More informationDecember, 2009. Salary, Education, Benefits, and Job Descriptions of Nurses, Teachers, and Social Workers: A Comparative Analysis
December, 2009 Salary, Education, Benefits, and Job Descriptions of Nurses, Teachers, and Social Workers: A Comparative Analysis Contents Introduction 3 Problem Statement 3 Social Work within the Texas
More informationHow To Understand And Understand The Health Care Needs In North Dakota
North Dakota Nursing Needs Study 2011 Licensed Nurse Supply Analysis January, 2012 Patricia L. Moulton, Ph.D. North Dakota Center for Nursing Research Publication #3 Funding for this project was provided
More informationRegistered Nurse Survey 2012 Executive Summary
Wisconsin Registered Nurse Survey 2012 Executive Summary wicenterfornursing.org Wisconsin Center for Nursing Mary Ellen Murray, PhD, RN, School of Nursing University of Wisconsin-Madison Judith Westphal,
More informationASSERTIVE COMMUNITY TREATMENT (ACT) FIDELITY REPORT
ASSERTIVE COMMUNITY TREATMENT (ACT) FIDELITY REPORT Date: 8/6/2015 To: Jennifer Starks From: Jeni Serrano, BS T.J. Eggsware, BSW, MA, LAC ADHS Fidelity Reviewers Method On July 13-14, 2015 Jeni Serrano
More informationLEVEL II.1 SA: INTENSIVE OUTPATIENT - Adult
LEVEL II.1 SA: INTENSIVE OUTPATIENT - Adult Definition The following is based on the Adult Criteria of the Patient Placement Criteria for the Treatment of Substance- Related Disorders of the American Society
More information(a) To qualify as a certified supervised counselor alcohol and drug, an applicant shall: (1) BE OF GOOD MORAL CHARACTER;
2015 -Legislative Proposal 1- BOPCT Statute amendment: 1. Revise the BOPCT Statute to remove barriers Introduce legislation in collaboration with the Board of Professional Counselors and Therapists (BoPCT)
More informationTopic: Nursing Workforce Snapshot A Regional & Statewide Look
Topic: Nursing Workforce Snapshot A Regional & Statewide Look Nursing Workforce in Texas 184,467 registered nurses (2011) Median age of RN is 47 (2011) Gender 89% Female and 11% Male (2011) Race/Ethnicity
More informationLEVEL III.5 SA: SHORT TERM RESIDENTIAL - Adult (DUAL DIAGNOSIS CAPABLE)
LEVEL III.5 SA: SHT TERM RESIDENTIAL - Adult (DUAL DIAGNOSIS CAPABLE) Definition The following is based on the Adult Criteria of the Patient Placement Criteria for the Treatment of Substance-Related Disorders
More informationMASSACHUSETTS HEALTHCARE CHARTBOOK
MASSACHUSETTS HEALTHCARE CHARTBOOK 2013 Commonwealth Corporation 1 Commonwealth Corporation strengthens the skills of Massachusetts youth and adults by investing in innovative partnerships with industry,
More informationComprehensive System of Personnel Development (CSPD): Attachment 4.10
Comprehensive System of Personnel Development (CSPD): Qualified Personnel Providing Vocational Rehabilitation Services The Office of Adult Career and Continuing Education Services Vocational Rehabilitation
More informationASSERTIVE COMMUNITY TREATMENT TEAMS CERTIFICATION
ARTICLE 5.2. ASSERTIVE COMMUNITY TREATMENT TEAMS CERTIFICATION Rule 1. Definitions 440 IAC 5.2-1-1 Applicability Sec. 1. The definitions in this rule apply throughout this article. (Division of Mental
More informationCASE STUDY: CHICAGO HEALTH OUTREACH Chicago, Illinois
CASE STUDY: CHICAGO HEALTH OUTREACH Chicago, Illinois This project was funded by a grant from the Health Resources and Services Administration, U.S. Department of Health and Human Services, grant #4H97HA001580201.
More informationSurvey of Nurses 2012
Survey of Nurses 2012 EXECUTIVE SUMMARY In 2012, the Michigan Center for Nursing conducted the ninth annual survey of nurses licensed in Michigan. The samples for this survey and previous surveys were
More informationWisconsin Nursing Education and Nurse Faculty: 2010 Survey Results. Susan Dean-Baar, PhD, RN, FAAN Ann Cook, PhD, RN Christine Laurent, MSN, RNC
Wisconsin Nursing Education and Nurse Faculty: 2010 Survey Results Susan Dean-Baar, PhD, RN, FAAN Ann Cook, PhD, RN Christine Laurent, MSN, RNC Wisconsin Center for Nursing http://www.wicenterfornursing.org
More informationCustomer Experience Survey Findings, 2014 Wisconsin s Publicly Supported Outpatient Substance Use Services
Division of Mental Health and Substance Abuse Services Customer Experience Survey Findings, 2014 Wisconsin s Publicly Supported Outpatient Substance Use Services P-01059 (06/2015) TABLE OF CONTENTS INTRODUCTION
More informationTopic: Nursing Workforce North Texas Region
Topic: Nursing Workforce North Texas Region Background This report was compiled with information from the Texas Board of Nursing, Texas Nursing Statistics, September 2011. This data is produced by the
More information2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET
2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET The National League for Nursing and the Carnegie Foundation Preparation for the Professions Program conducted a study of the nation's estimated 32,000 nurse
More informationGreater New York Hospital Association. Emerging Positions in Primary Care: Results from the 2014 Ambulatory Care Workforce Survey
Greater New York Hospital Association Emerging Positions in Primary Care: Results from the 2014 Ambulatory Care Workforce Survey Introduction.......................................................... 1
More informationNorth Dakota Nursing Needs Study
North Dakota Nursing Needs Study Faculty Survey Results Center for Rural Health North Dakota Center for Health Workforce Data June 2003 Patricia Moulton, Ph.D. Seth Christman Holly Dannewitz, B.A. Mary
More informationAnd in rural areas. Chart 3: Median number of days to fill vacant RN positions in urban and rural areas
RN Shortages in Hospitals March 1999, Vol. 1, No. 2 Nurses comprise the largest sector of the healthcare workforce and the majority of nurses work in hospitals. Because of the prominence and importance
More informationSurvey of Nursing Education Programs: 2005 2006 School Year
Survey of Nursing Education Programs: EXECUTIVE SUMMARY In the fall of 2006, the Michigan Center for Nursing conducted a survey of nursing education programs in Michigan to collect information on the types
More informationHow To Identify A Substance Abuse/Addiction Counselor
MDS: SUBSTANCE ABUSE/ADDICTION COUNSELORS Demographics Year 1. Birth date 2. Sex: O Male O Female 3. Race/Ethnicity (mark one or more boxes) O American Indian or Alaska Native O Black or African American
More informationHow To Be A Successful Supervisor
Quick Guide For Administrators Based on TIP 52 Clinical Supervision and Professional Development of the Substance Abuse Counselor Contents Why a Quick Guide?...2 What Is a TIP?...3 Benefits and Rationale...4
More informationDual Diagnosis. Location: VA Boston Healthcare System, Brockton Campus
Track Director: Justin Enggasser, Ph.D. Psychology Service (116B) 940 Belmont Street Brockton, MA 02301 Telephone: (774) 826-1380 Email: justin.enggasser@va.gov Dual Diagnosis Location: VA Boston Healthcare
More informationTopic: Nursing Workforce North Texas Region
Topic: Nursing Workforce North Texas Region Background This report was compiled with information from the Texas Board of Nursing, Texas Nursing Statistics, September 2013. This data is produced by the
More informationThe Hospital Nursing Workforce in South Carolina: 2015
The Hospital Nursing Workforce in South Carolina: 2015 May, 2015 Acknowledgments This study of the nursing workforce in South Carolina hospitals was a joint effort between The Office for Healthcare Workforce
More information2015 Survey of Health Care Employers in Arizona: Home Health Agencies
2015 Survey of Health Care Employers in Arizona: Home Health Agencies Conducted for St. Luke s Health Initiatives by the UCSF Philip R. Lee Institute for Health Policy Studies Please contact Lela Chu for
More informationAOPMHC STRATEGIC PLANNING 2015
SERVICE AREA AND OVERVIEW EXECUTIVE SUMMARY Anderson-Oconee-Pickens Mental Health Center (AOP), established in 1962, serves the following counties: Anderson, Oconee and Pickens. Its catchment area has
More informationWashburn University School of Nursing Family Psychiatric Mental Health Nurse Practitioner Post Masters Certificate Program. 1. Introduction and Need
Washburn University School of Nursing Family Psychiatric Mental Health Nurse Practitioner Post Masters Certificate Program 1. Introduction and Need In the United States it is estimated that 1 in 4 Americans
More informationWisconsin Public and Community Health Registered Nurse Workforce Report
Wisconsin Public and Community Health Registered Nurse Workforce Report Wisconsin Public and Community Health Registered Nurse Workforce Report Wisconsin Department of Health Services This report was prepared
More informationCLINICAL REHABILITATION COUNSELING
CLINICAL REHABILITATION COUNSELING Students who are preparing to work as rehabilitation counselors will demonstrate the professional knowledge, skills, and practices necessary to address a wide variety
More informationComments by Disability Rights Wisconsin on the Analysis of Adult Bed Capacity For Milwaukee County Behavioral Health System
Comments by Disability Rights Wisconsin on the Analysis of Adult Bed Capacity For Milwaukee County Behavioral Health System Study Barbara Beckert, Milwaukee Office Director September 23, 2014 Disability
More informationSNOHOMISH COUNTY BLUEPRINT :: HEALTHCARE 1
SNOHOMISH COUNTY BLUEPRINT :: HEALTHCARE 1 Washington State Snapshot Healthcare is a fundamental and flourishing segment of Washington s infrastructure that allows individuals to study, work, and participate
More informationPERFORMANCE STANDARDS DRUG AND ALCOHOL PARTIAL HOSPITALIZATION PROGRAM. Final Updated 04/17/03
PERFORMANCE STANDARDS DRUG AND ALCOHOL PARTIAL HOSPITALIZATION PROGRAM Final Updated 04/17/03 Community Care is committed to developing performance standards for specific levels of care in an effort to
More informationASSERTIVE COMMUNITY TREATMENT TEAMS
ARTICLE 11. ASSERTIVE COMMUNITY TREATMENT TEAMS Rule 1. Definitions 440 IAC 11-1-1 Applicability Sec. 1. The definitions in this rule apply throughout this article. (Division of Mental Health and Addiction;
More informationASSERTIVE COMMUNITY TREATMENT (ACT) TEAM REQUEST FOR PROPOSALS. October 3, 2014
ASSERTIVE COMMUNITY TREATMENT (ACT) TEAM REQUEST FOR PROPOSALS INTRODUCTION October 3, 2014 New York State Office of Mental Health communicated the availability of reinvestment funding associated with
More informationMental Health Emergency Service Interventions for Children, Youth and Families
State of Rhode Island Department of Children, Youth and Families Mental Health Emergency Service Interventions for Children, Youth and Families Regulations for Certification May 16, 2012 I. GENERAL PROVISIONS
More informationProgram Specific Information Packet. Department of Human Services and Behavioral Health (HSBH) Building 9, Room 217 (937) 512-2845 (800) 315-3000
Sinclair Community College 444 West Third Street Dayton, Ohio 45402 Program Specific Information Packet Department of Human Services and Behavioral Health (HSBH) Building 9, Room 217 (937) 512-2845 (800)
More informationADDICTION COUNSELOR EDUCATION
ADDICTION COUNSELOR EDUCATION A PROFESSIONAL DEVELOPMENT SEQUENCE Addiction services agencies have become an important element in our nation s health care delivery system, employing professional managers,
More informationLEVEL I SA: OUTPATIENT INDIVIDUAL THERAPY - Adult
LEVEL I SA: OUTPATIENT INDIVIDUAL THERAPY - Adult Definition The following is based on the Adult Criteria of the Patient Placement Criteria for the Treatment of Substance-Related Disorders of the American
More informationRequirements For Provider Type 11 Mental Health/Substance Abuse Services
Requirements For Provider Type 11 Mental Health/Substance Abuse Services Specialty Code Please choose from the following for specialty and code: 113 - Partial Psychiatric Hospitalization (Children) 114
More informationOklahoma Behavioral Healthcare Workforce Study
Oklahoma Behavioral Healthcare Workforce Study Presented to the Oklahoma Governor s Transformation Advisory Board December 17, 2009 This research was supported by the Mental Health Transformation State
More informationThe Hospital Nursing Workforce in South Carolina: 2015
The Hospital Nursing Workforce in South Carolina: 2015 Acknowledgments This study of the nursing workforce in South Carolina hospitals was a joint effort between The Office for Healthcare Workforce Analysis
More informationOutcomes for People on Allegheny County Community Treatment Teams
Allegheny HealthChoices, Inc. Winter 2010 Outcomes for People on Allegheny County Community Treatment Teams Community Treatment Teams (CTTs) in Allegheny County work with people who have some of the most
More informationNursing Supply and Demand Study Acute Care
2014 Nursing Supply and Demand Study Acute Care Greater Cincinnati Health Council 2100 Sherman Avenue, Suite 100 Cincinnati, OH 45212-2775 Phone: (513) 531-0200 Table of Contents I. Introduction and Executive
More informationSANTEE-LYNCHES EMPLOYMENT SERIES
An Evaluation of the Local Manufacturers Responses to Selected Questions on the Survey of Area Employers Introduction The Survey of Area Employers was developed and distributed as a major element of the
More informationIntegrating Behavioral Health and Primary Health Care: Development, Maintenance, and Sustainability Cici Conti Schoenberger, LCSW, CAS Behavioral
Integrating Behavioral Health and Primary Health Care: Development, Maintenance, and Sustainability Cici Conti Schoenberger, LCSW, CAS Behavioral Health Provider Sunshine Community Health Center Why Integrate?
More informationIndiana Social Work Reinvestment Initiative
Social Work Reinvestment Initiative An integrated action plan designed to unify and advance the social work profession www.naswin.org 317-923-9878 naswin@naswin.org The Social Work Reinvestment Initiative
More informationThe Field of Counseling
Gainful Employment Information The Field of Counseling Job Outlook Veterans Administration one of the most honorable places to practice counseling is with the VA. Over recent years, the Veteran s Administration
More informationSurvey of Nurse Employers in California 2015
Gordon and Better Moore Foundation Survey of Nurse Employers in California 2015 Conducted by UCSF Philip R. Lee Institute for Health Policy Studies, HealthImpact (formerly California Institute for Nursing
More informationRationale: Increasing the supply of RNs in Texas is of paramount importance. Although both enrollment and completion rates have been
Comprehensive Strategic Action Plan to Increase Supply of Registered Nurses and Nurse Graduates to Meet Healthcare Demands in Texas Recommended by Texas Center for Nursing Workforce Studies and Texas Center
More informationASSERTIVE COMMUNITY TREATMENT (ACT) FIDELITY REPORT
ASSERTIVE COMMUNITY TREATMENT (ACT) FIDELITY REPORT Date: August, 28 2015 To: Derrick Baker, Clinical Coordinator From: Jeni Serrano, BS T.J Eggsware, BSW, MA, LAC ADHS Fidelity Reviewers Method On August
More informationNew Jersey Practical Nursing Education Programs 2008
New Jersey Practical Nursing Education Programs 2008 Results of the 2008 Survey of New Jersey Nursing Education Programs Introduction New Jersey has both public Practical Nurse Education Programs and others
More informationCreated by Neevia Document Converter trial version http://www.neevia.com Created by Neevia Document Converter trial version
AN ACT IN THE COUNCIL OF THE DISTRICT OF COLUMBIA Codification District of Columbia Official Code 2001 Edition 2009 Summer Supp. West Group Publisher To amend the District of Columbia Health Occupations
More information2013 Survey of registered nurses
We ve earned The Joint Commission s Gold Seal of Approval 2013 Survey of registered nurses Generation Gap Grows as Healthcare Transforms AMN Healthcare, Inc., 2013 12400 High Bluff Drive, San Diego, CA
More informationSALARY SURVEY INSTRUCTIONS
FY 2014 BHA/CSA Annual Salary Survey, Cost Report, and Financial Status Report To comply with regulations, you must send us three types of information: 1) a completed FY 2014 salary survey, 2) a 2014 cost
More informationTN No: 09-024 Supersedes Approval Date:01-27-10 Effective Date: 10/01/09 TN No: 08-011
Page 15a.2 (iii) Community Support - (adults) (CS) North Carolina is revising the State Plan to facilitate phase out of the Community Support - Adults service, which will end effective July 1, 2010. Beginning
More informationSurvey of Nursing Education Programs: 2009 2010 School Year
Survey of Nursing Education Programs: 2009 2010 School Year Prepared for Michigan Center for Nursing Okemos, Michigan Prepared by Public Sector Consultants Lansing, Michigan www.pscinc.com Survey of Nursing
More informationMatching Workers with Registered Nurse Openings: Are Skills Scarce?
Matching Workers with Registered Nurse Openings: Are Skills Scarce? A new DEED study found that a lack of skilled candidates is a small factor in the inability of employers to fill openings for registered
More informationDEPT: Behavioral Health Division UNIT NO. 6300 FUND: General 0077. Budget Summary
2 Budget Summary Category 2014 Budget 2014 Actual 2015 Budget 2016 Budget 2016/2015 Variance Expenditures 1 Personnel Costs $71,051,105 $68,846,318 $63,170,918 $61,866,902 ($1,304,016) Operation Costs
More informationSurvey of Nursing Education Programs: 2005 2006 School Year
Survey of Nursing Education Programs: 2005 2006 School Year EXECUTIVE SUMMARY In the fall of 2006, the Michigan Center for Nursing conducted a survey of nursing education programs in Michigan to collect
More informationREQUEST FOR PROPOSALS. Dorchester Health Initiative
REQUEST FOR PROPOSALS Dorchester Health Initiative Background Tufts Medical Center (Tufts MC) established the Dorchester Health Initiative (DHI) in 2004 to address health issues affecting the Dorchester
More informationSUCCESSION PLAN FOR PUBLIC HEALTH NURSING. Applicant: Wyoming Public Health Nursing. Community and Public Health Division
SUCCESSION PLAN FOR PUBLIC HEALTH NURSING Applicant: Wyoming Public Health Nursing Community and Public Health Division Wyoming Department of Health 6101 Yellowstone Road Cheyenne, WY 82002 1.307.777.7275
More informationMASTERS IN COUNSELOR EDUCATION PROGRAM EVALUATION REPORT
MASTERS IN COUNSELOR EDUCATION PROGRAM EVALUATION REPORT Prepared by Leanne Walker Paula Gravelle Center for Education Policy, Applied Research and Evaluation College of Education & Human Development University
More informationSurvey of Nurses 2013
Survey of Nurses 2013 Survey of Nurses Report Summary Since 2004, the Michigan Center for Nursing has conducted an annual survey of Michigan nurses in conjunction with the licensure renewal process for
More informationState Plan for Vocational Rehabilitation & Supported Employment Services FFY 2011-2013 Attachment 4.10 Comprehensive System of Personnel Development
Kansas Rehabilitation Services State Plan for Vocational Rehabilitation & Supported Employment Services FFY 2011-2013 Attachment 4.10 Comprehensive System of Personnel Development The Kansas Rehabilitation
More informationMENTAL HEALTH COUNSELING CONCENTRATION PRACTICUM/INTERNSHIP HANDBOOK
WILLIAM PATERSON UNIVERSITY COLLEGE OF EDUCATION DEPARTMENT OF SPECIAL EDUCATION AND COUNSELING MENTAL HEALTH COUNSELING CONCENTRATION PRACTICUM/INTERNSHIP HANDBOOK Prepared April, 2000 by Paula Danzinger,
More informationThe Landscape of Health Information Management
1 Benchmark Report The Landscape of Health Information Management Benchmarking Trends and Insights for HIM Leadership Sponsored by himagine solutions Brought to you by himagine solutions, inc. and ADVANCE
More informationPsychology Internship Program
Psychology Internship Program Welcome Thank you for your interest in the APA accredited Psychology internship program at Cherokee Health Systems (CHS). The primary goal of the internship is to provide
More informationExisting Student Learning Objectives Proposed Changes Feedback or Rationale to CACREP
CLINICAL MENTAL HEALTH COUNSELING Students who are preparing to specialize as clinical mental health counselors will demonstrate the knowledge, skills, and practices necessary to address a wide variety
More informationSubacute Inpatient MH - Adult
Subacute Inpatient MH - Adult Definition Subacute Inpatient hospital psychiatric services are medically necessary short-term psychiatric services provided to a client with a primary psychiatric diagnosis
More informationAssertive Community Treatment The Indiana Experience. Pat Casanova Director, Indiana Office of Medicaid Policy and Planning November 2009
Assertive Community Treatment The Indiana Experience Pat Casanova Director, Indiana Office of Medicaid Policy and Planning November 2009 Indiana ACT History 2001: Division of Mental Health and Addictions
More informationAssistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07
All photographs courtesy of Mark Bright and used by permission. COUNTY OF SANTA BARBARA Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07 The
More informationEvaluations. Viewer Call-In. www.t2b2.org. Phone: 800-452-0662 Fax: 518-426-0696. Geriatric Mental Health. Thanks to our Sponsors: Guest Speaker
Geriatric Mental Health June 1, 7 Guest Speaker Michael B. Friedman, LMSW Chairperson Geriatric Mental Health Alliance of New York Thanks to our Sponsors: School of Public Health, University at Albany
More informationPsychosocial Rehabilitation & Recovery Center (PRRC): A New Mental Health Paradigm
Psychosocial Rehabilitation & Recovery Center (PRRC): A New Mental Health Paradigm April 27, 2008 Timothy R. Smith, Ph.D. Director, Outpatient Psychosocial Rehabilitation & Recovery Services Office of
More informationTreatment of Depression in Older Adults Evidence-Based Practices (EBP) Kit
Treatment of Depression in Older Adults Evidence-Based Practices (EBP) Kit Substance Abuse and Mental Health Services Administration. The Treatment of Depression in Older Adults: How to Use the Evidence-
More informationMaster of Science in Nursing. Academic Programs of Study 2015 2016 MSN
Master of Science in Academic Programs of Study 2015 2016 MSN Contents ACCREDITATION AND EDUCATIONAL OUTCOMES... 3 OVERVIEW OF SPECIALTY TRACKS... 4 TRACKS... 6 MSN ADULT/GERONTOLOGICAL ACUTE CARE NURSE
More informationChapter 14 HIGHLIGHTS INTELLECTUAL & DEVELOPMENTAL DISABILITIES INTRODUCTION
INTELLECTUAL & DEVELOPMENTAL DISABILITIES Chapter 14 HIGHLIGHTS INTRODUCTION Become the first accredited state intellectual and developmental disabilities service delivery system in the nation. When accomplished,
More information