Source: Emily Franzosa, Emma K Tsui, Sherry Baron, The Gerontologist, Published: August 17, 2018
From the abstract:
Background and Objectives:
Interventions to strengthen the home care workforce focus on workers’ economic and physical well-being, without acknowledging the caring labor affecting emotional well-being. Our study examined workers’ perceptions of the emotional effects of caring work, coping mechanisms, and desired support.
Research Design and Methods:
We conducted 4 worker focus groups (n = 27). Moderators cross-checked codes and themes, and aides provided input through report-backs.
Building close, trusting relationships with clients was central to aides’ emotional well-being. Well-being was also influenced by relationships with client families and agency supervisors, work–life balance, and the level to which aides felt their work was valued. Aides were largely alone in managing job stressors and desired more communication, connection, and support from supervisors and peers.
Discussion and Implications:
Recognizing and supporting the emotional demands of caring work is crucial to strengthening the workforce. Policy makers and agencies must realign reimbursement systems, job descriptions, and care plans to include measures of emotional labor, improve communication between workers and supervisors, and provide training, mental health benefits, and peer support.
Source: Jacques Wels, American Journal of Industrial Medicine, Early View, First published: 28 June 2018
From the abstract:
To assess whether unionization prevents deterioration in self‐reported health and depressive symptoms in late career transitions.
Data come from the Health and Retirement Study (N = 6475). The change in self‐perceived health (SPH) and depressive symptoms (CESD) between wave 11 and wave 12 is explained using an interaction effect between change in professional status from wave 10 to wave 11 and unionization in wave 10.
The odds of being affected by a negative change in CESD when unionized are lower for unionized workers remaining in full‐time job (OR:0.73, CI95%:0.58;0.89), unionized full‐time workers moving to part‐time work (OR:0.66, CI95%:0.46;0.93) and unionized full‐time workers moving to part‐retirement (OR:0.40, CI95%:0.34;0.47) compared to non‐unionized workers. The same conclusion is made for the change in SPH but with odds ratios closer to 1.
The reasons for the associations found in this paper need to be explored in further research.
Source: Joanne Sammer, SHRM, June 13, 2018
Some employers offer addiction-treatment programs for qualified job candidates.
Source: Lois James, Natalie Todak, American Journal of Industrial Medicine, Online First, June 12, 2018
From the abstract:
To examine the prevalence of Post‐Traumatic Stress Disorder (PTSD) in a sample of prison employees, investigate risk factors, and explore protective factors for PTSD.
We surveyed 355 Washington State Department of Corrections employees. The survey included the PTSD checklist for the DSM‐5 (PCL‐5), the Critical Incident History Questionnaire, and the Work Environment Inventory.
We found 19% of the sample met the criteria for diagnosable PTSD. Several risk factors were associated with a higher PCL‐5 score, including exposure to critical incidents, and having greater ambiguity in the job role. Being happy with job assignments and having positive relationships with supervisors and coworkers were associated with decreased PCL‐5 score.
Prison employees have a PTSD rate equivalent to Iraq and Afghanistan war veterans and higher than police officers, suggesting the importance of developing programs for promoting resilience to stress, incorporating the knowledge gained on risk, and protective factors.
Source: Jaclyn Schildkraut Margaret K. Formica Jim Malatras, Nelson A. Rockefeller Institute of Government, May 22, 2018
The mass shooting at Columbine High School in Littleton, Colorado, happened nearly two decades ago, yet it remains etched in the national consciousness. Columbine spurred a national debate — from personal safety to the security of schools, workplaces, and other locations and to broader considerations of guns and mental illness. To this day, communities still are grappling to find solutions to the complex and multifaceted nature of mass shootings.
Source: Mattie Quinn, Governing, April 26, 2018
Dirty needles left behind by drug users have become so prevalent in parks that some public health agencies are leaning on citizens to clean them up.
Source: Elayne J. Heisler, Congressional Research Service, CRS Report, R43255, April 20, 2018
Congress has held hearings and some Members have introduced legislation addressing the interrelated topics of the quality of mental health care, access to mental health care, and the cost of mental health care. The mental health workforce is a key component of each of these topics. The quality of mental health care depends partially on the skills of the people providing the care. Access to mental health care relies on, among other things, the number of appropriately skilled providers available to provide care. The cost of mental health care depends in part on the wages of the people providing care. Thus an understanding of the mental health workforce may be helpful in crafting policy and conducting oversight. This report aims to provide such an understanding as a foundation for further discussion of mental health policy.
No consensus exists on which provider types make up the mental health workforce. This report focuses on the five provider types identified by the Health Resources and Services Administration (HRSA) within the Department of Health and Human Services (HHS) as mental health providers: clinical social workers, clinical psychologists, marriage and family therapists, psychiatrists, and advanced practice psychiatric nurses. The HRSA definition of the mental health workforce is limited to highly trained (e.g., graduate degree) professionals; however, this workforce may be defined more broadly elsewhere. For example, the Substance Abuse and Mental Health Services Administration (SAMHSA) definition of the mental health workforce includes mental health counselors and paraprofessionals (e.g., case managers).
An understanding of typical licensure requirements and scopes of practice may help policymakers determine how to focus policy initiatives aimed at increasing the quality of the mental health workforce. Most of the regulation of the mental health workforce occurs at the state level because states are responsible for licensing providers and defining their scope of practice. Although state licensure requirements vary widely across provider types, the scopes of practice converge into provider types that generally can prescribe medication (psychiatrists and advanced practice psychiatric nurses) and provider types that generally cannot prescribe medication (clinical psychologists, clinical social workers, and marriage and family therapists). The mental health provider types can all provide psychosocial interventions (e.g., talk therapy). Administration and interpretation of psychological tests is generally the province of clinical psychologists. …..
Source: Jeremy Bauer-Wolf, Inside Higher Ed, April 19, 2018
Only some college and university police officers are being trained to handle students’ mental health crises, experts say.
….Ideally, university police forces would be trained with a deep 40-hour program called the Memphis model, in which they’re taught how to ease the stress of a student experiencing a mental health break, James said. Developed by the University of Memphis’s Crisis Intervention Team Center, the training introduces cops to victims of mental health crises. The Atlantic reported that officers trained in this method are much less likely to use force when dealing with people with mental health problems…..
Source: Tana Ganeva, Stanford Social Innovation Review, Spring 2018
North Carolina’s Project Lazarus has brought harm-reduction principles to Appalachia. Although its practices saw immediate impact and have saved lives, the opioid crisis continues to claim victims in the region and beyond. ….
Source: Liz Farmer, Governing, The Week in Public Finance, February 23, 2018
Hennepin County, Minn., did a deep dive into what it was spending on the opioid crisis. The numbers were alarming.