Updated data and analysis of the Nebraska behavioral health workforce.
Recruitment and Retention of Rural Behavioral Health Care Providers in Nebraska: Perception of Providers and Administrators
In order to build a behavioral health workforce that better meets the needs of Nebraska’s rural communities, we funded a series of focus groups for psychiatrists and psychologists, Licensed Mental Health Practitioners (LMHPs), and administrators in each of Nebraska’s four rural behavioral health regions.
Nebraska’s Rural Behavioral Healthcare Workforce Distribution and Relationship Between Supply and County Characteristics
Specific attention is needed to improve mental health outcomes in rural communities. Rural communities continue to have higher unmet mental health needs than their urban counterparts. Quantifying workforce supply and shortages can aid in identifying areas in need of the recruitment, training, licensure, and retention of behavioral health professionals. However, workforce analyses have presented a challenge as comprehensive workforce data are limited. This study examines the geographic distribution of behavioral healthcare professionals and the relationship between supply and county characteristics in Nebraska in 2012.
All 6 Nebraska Behavioral Health Regions have now completed their workforce needs assessment surveys. Overview:
- topics surveyed: recruitment, retention, telehealth, training needs, issues, etc.
- audience surveyed: both network and private behavioral health care/service providers
- representative quote: “The Region 3 BHECN Advisory Board determined that the first step in understanding the needs/interests of the behavioral health workforce was to survey providers to understand and develop training priorities. From the survey findings we then offered several trainings including Motivational Interviewing, Understanding Trauma, Compassion Fatigue and Trauma-Focused Cognitive Behavioral Therapy trainings.” – Kay Glidden, Assistant Regional Administrator
- common themes statewide:
- Training needs: motivational interviewing, trauma-informed care, compassion fatigue, etc.
- Staff attrition due to burnout, compassion fatigue and pay
- Requests for less restrictive reimbursement requirements