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Recruitment & Retention

 

 

 

 

 

 

 

Providing treatment as a member of an integrated team is distinct from practicing as a sole provider or in a shared practice. Integrated care requires individuals who want to deliver healthcare as a member of a team in a workflow that is different from traditional healthcare settings. As integrated care models develop, a key factor is the recruitment and retention of providers who are a good fit for the model of care and the unique cadence of care required. An important element is accurately describing the model of care to interested providers and attracting those who will perform best in team settings. It is also essential that performance assessment become standard practice to ensure that providers have the necessary skill sets to maximize desired outcomes. One additional outcome that is important to the future of integrated care is job satisfaction for the individuals delivering care. Because the model is distinct from previous treatment approaches, the aspects of work that create satisfaction may also be new and will need to be identified and promoted to continue to improve recruitment and retention of the best providers. 

If you think you have great resource or a good idea, we want to hear about it. Please email us your ideas and suggestions at integration@thenationalcouncil.org.

The core competencies highlight the importance of specific provider skillsets. Careful review of these nine competencies may be particularly useful as organizations consider hiring and performance assessment--two of the recruitment/retention workforce development sub-categories.



Attracting Providers

  • The National Health Service Corps (NHSC) plays an important role in addressing the country’s healthcare workforce shortage and is expanding to help meet the need for practitioners.
  • The Nurse Corps Loan repayment program is available to registered nurses and advanced practice registered nurses, such as nurse practitioners, working in a public or private nonprofit Critical Shortage Facility. 
  • Workforce Capacity for Reducing Rural Disparities in Public Mental Health Services for Adults with Severe Mental Illness, a study that examined workforce capacity in publicly-funded mental health agencies in rural mental health service areas (MHSAs). Overall, workforce capacity in rural MHSAs varied greatly, with some areas’ workforce capacity similar to of metropolitan areas,’ while others have little to no capacity. The study asserts that better leverage of rural MHSA’s core workforce would lead to more comprehensive, higher quality services, noting that the current core workforce lacks high levels of training in specialty care or adequate access to support from urban areas. 
  • The Rural Assistance Center offers a number of recruitment and retention resources to help address rural health care workforce shortages. 

Hiring - Sample Job Descriptions

The job descriptions linked below have been provided by SAMHSA PBHCI Grantees and other integrated care facilities as examples of positions on their integrated care team. These descriptions are provided as samples, and do not represent endorsement by CIHS.

Care Coordination
Health & Wellness
Clinical Teams
 Executive Leadership
PBHCI Coordination Team

Project Management and Coordination

Data and Evaluation


Performance Assessment


Payment 
      - Reimbursement 
      - Wages and Benefits 

  • The National Health Service Corps offers financial and other support to primary care providers and sites in underserved communities, as well as loan repayment program for dental and mental and behavioral health professionals while providing services for communities in need.  Use the Comprehensive Behavioral Health Services Checklist to review the policies for behavioral health providers and sites updated for the fiscal year 2016 Loan Repayment Program.
     
  • The Nurse Corps Loan Repayment Program provides registered nurses (including advanced practice nurses and nursing faculty) with a rewarding career path while paying off 60 percent of their unpaid nursing student loans in just 2 years – and an additional 25 percent of the original balance for an optional third year.
     
  • The NURSE Corps Scholarship Program (NCSP) enables students accepted or enrolled in a diploma, associate, baccalaureate or graduate nursing programs (including Nursing Bridge Programs: RN to BSN; RN to NP and non-nursing Bachelor’s to NP) to receive funding for tuition, fees and other educational costs in exchange for working at an eligible Critical Shortage Facility (CSF) upon graduation.
     
  • State-based Loan Repayment Programs (SLRP) are funded grant programs that provide cost-sharing grants to states help them operate their own state loan repayment programs for primary care providers in HPSAs.
     
  • The Indian Health Service (IHS) Loan Repayment Program (LRP) provides
    health care professionals with a unique opportunity to practice within an
    interdisciplinary health care team environment while receiving loan repayment
    for their qualified education loans.
Reimbursement
Wages and Benefits

SAMHSA Reimbursement of Mental Health Services in Primary Care Settings

In 2005–2006, the Substance Abuse and Mental Health Services Administration (SAMHSA) and the Health Resources and Services Administration (HRSA), with guidance from the Centers for Medicare & Medicaid Services (CMS), jointly sponsored a study to identify the barriers to, and possible solutions for, reimbursement of mental health services provided in primary care settings. This study was divided into two main efforts to better understand the payment policies and practices that may prohibit or discourage the provision of mental health services in primary care settings.

Arizona State University Addressing Barriers to Integration: Successful Reimbursement Strategies for Behavioral Health Providers in Primary Care

Despite a demonstrated need for behavioral health providers in primary care, there is a gap between the principle of providing behavioral health in primary care and payment. This presentation identifies administrative barriers to successful reimbursement of behavioral health services in primary care, reviews current strategies for service reimbursement under a fee for service model, and identifies opportunities for new models of reimbursement based on the Accountable Care Act and the ACO model.

The Colorado Health Foundation Summary Report: The Colorado Blueprint for Promoting Integrated Care Sustainability

Highlights the recommendations from the Promoting Integrated Care Sustainability project for moving integrated care to the mainstream of Colorado's health care system. For more details, download the complete report.

Call Our Helpline: 202-268-7457

 

 

 

 

 

 

 

Providing treatment as a member of an integrated team is distinct from practicing as a sole provider or in a shared practice. Integrated care requires individuals who want to deliver healthcare as a member of a team in a workflow that is different from traditional healthcare settings. As integrated care models develop, a key factor is the recruitment and retention of providers who are a good fit for the model of care and the unique cadence of care required. An important element is accurately describing the model of care to interested providers and attracting those who will perform best in team settings. It is also essential that performance assessment become standard practice to ensure that providers have the necessary skill sets to maximize desired outcomes. One additional outcome that is important to the future of integrated care is job satisfaction for the individuals delivering care. Because the model is distinct from previous treatment approaches, the aspects of work that create satisfaction may also be new and will need to be identified and promoted to continue to improve recruitment and retention of the best providers. 

If you think you have great resource or a good idea, we want to hear about it. Please email us your ideas and suggestions at integration@thenationalcouncil.org.

The core competencies highlight the importance of specific provider skillsets. Careful review of these nine competencies may be particularly useful as organizations consider hiring and performance assessment--two of the recruitment/retention workforce development sub-categories.



Attracting Providers

  • The National Health Service Corps (NHSC) plays an important role in addressing the country’s healthcare workforce shortage and is expanding to help meet the need for practitioners.
  • The Nurse Corps Loan repayment program is available to registered nurses and advanced practice registered nurses, such as nurse practitioners, working in a public or private nonprofit Critical Shortage Facility. 
  • Workforce Capacity for Reducing Rural Disparities in Public Mental Health Services for Adults with Severe Mental Illness, a study that examined workforce capacity in publicly-funded mental health agencies in rural mental health service areas (MHSAs). Overall, workforce capacity in rural MHSAs varied greatly, with some areas’ workforce capacity similar to of metropolitan areas,’ while others have little to no capacity. The study asserts that better leverage of rural MHSA’s core workforce would lead to more comprehensive, higher quality services, noting that the current core workforce lacks high levels of training in specialty care or adequate access to support from urban areas. 
  • The Rural Assistance Center offers a number of recruitment and retention resources to help address rural health care workforce shortages. 

Hiring - Sample Job Descriptions

The job descriptions linked below have been provided by SAMHSA PBHCI Grantees and other integrated care facilities as examples of positions on their integrated care team. These descriptions are provided as samples, and do not represent endorsement by CIHS.

Care Coordination
Health & Wellness
Clinical Teams
 Executive Leadership
PBHCI Coordination Team

Project Management and Coordination

Data and Evaluation


Performance Assessment


Payment 
      - Reimbursement 
      - Wages and Benefits 

  • The National Health Service Corps offers financial and other support to primary care providers and sites in underserved communities, as well as loan repayment program for dental and mental and behavioral health professionals while providing services for communities in need.  Use the Comprehensive Behavioral Health Services Checklist to review the policies for behavioral health providers and sites updated for the fiscal year 2016 Loan Repayment Program.
     
  • The Nurse Corps Loan Repayment Program provides registered nurses (including advanced practice nurses and nursing faculty) with a rewarding career path while paying off 60 percent of their unpaid nursing student loans in just 2 years – and an additional 25 percent of the original balance for an optional third year.
     
  • The NURSE Corps Scholarship Program (NCSP) enables students accepted or enrolled in a diploma, associate, baccalaureate or graduate nursing programs (including Nursing Bridge Programs: RN to BSN; RN to NP and non-nursing Bachelor’s to NP) to receive funding for tuition, fees and other educational costs in exchange for working at an eligible Critical Shortage Facility (CSF) upon graduation.
     
  • State-based Loan Repayment Programs (SLRP) are funded grant programs that provide cost-sharing grants to states help them operate their own state loan repayment programs for primary care providers in HPSAs.
     
  • The Indian Health Service (IHS) Loan Repayment Program (LRP) provides
    health care professionals with a unique opportunity to practice within an
    interdisciplinary health care team environment while receiving loan repayment
    for their qualified education loans.
Reimbursement
Wages and Benefits

SAMHSA Reimbursement of Mental Health Services in Primary Care Settings

In 2005–2006, the Substance Abuse and Mental Health Services Administration (SAMHSA) and the Health Resources and Services Administration (HRSA), with guidance from the Centers for Medicare & Medicaid Services (CMS), jointly sponsored a study to identify the barriers to, and possible solutions for, reimbursement of mental health services provided in primary care settings. This study was divided into two main efforts to better understand the payment policies and practices that may prohibit or discourage the provision of mental health services in primary care settings.

Arizona State University Addressing Barriers to Integration: Successful Reimbursement Strategies for Behavioral Health Providers in Primary Care

Despite a demonstrated need for behavioral health providers in primary care, there is a gap between the principle of providing behavioral health in primary care and payment. This presentation identifies administrative barriers to successful reimbursement of behavioral health services in primary care, reviews current strategies for service reimbursement under a fee for service model, and identifies opportunities for new models of reimbursement based on the Accountable Care Act and the ACO model.

The Colorado Health Foundation Summary Report: The Colorado Blueprint for Promoting Integrated Care Sustainability

Highlights the recommendations from the Promoting Integrated Care Sustainability project for moving integrated care to the mainstream of Colorado's health care system. For more details, download the complete report.

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Email: integration@thenationalcouncil.org

Phone: 202-684-7457