The following are examples of successful recruitment and retention strategies from within the behavioral health field. We encourage organizations to provide examples of successful practices to share with our readers. Please submit your suggestion to resources@wdrcsamhsa.org.

Recruitment is the process of attracting capable applicants to apply to the organization for employment.

To address the substance abuse service workforce crisis affecting North Carolina, The Durham County Center for Managing Behavioral Health and Disability Services began a series of innovative initiatives to attract substance abuse professionals. The overall goal was to “recruit, support, and maintain a qualified, knowledgeable, and highly skilled workforce to meet the need in the community and to fully implement best practices.” A set of recruitment and retention strategies were developed. Please see the resource Durham County North Carolina - Recruitment and Retention Interventions [2.1.6.a.2.b]

Increasing the Mental Health Workforce Pipeline, documents the testimony provided to the Joint Subcommittee of the House Committees on Border and International Affairs, Appropriations and Public Health, Interim Charge on the Health Workforce, by the Hogg Foundation for Mental Health on June 30, 2008. Although this report deals with mental health provider supply shortfall throughout Texas, its suggestions can be applied to all states and providers. Please see the resource Hogg Foundation of Texas [2.1.6.a.2.c]

Selection is the process of choosing and hiring the most appropriate person for the position from the pool of candidates.

We encourage organizations to provide examples of successful practices to share with our readers. Please submit your suggestion to resources@wdrcsamhsa.org.

Orientation and onboarding is the process of effectively integrating the new employee into the organization and assisting the new hire with reaching expected productivity, motivation, and job satisfaction.

We encourage organizations to provide examples of successful practices to share with our readers. Please submit your suggestion to resources@wdrcsamhsa.org.

Career development is a system of supports to help employees manage their careers within an organization.

Operation PAR, Inc. is a comprehensive behavioral healthcare provider in West Central Florida. It faced a critical need to improve its employee retention and increase professional opportunities within the agency. As a result the ICED – Individual Career Enhancement and Development program was developed and implemented for the professional and paraprofessional direct service employees. ICED allows Operation PAR to empowers their employees to partner with the agency in their professional development. Please see the resource Operation PAR [2.1.6.a.2.d].  

Recognition is the process of motivating and rewarding individuals and groups for excellence in support of the organization’s mission/goals with the intended outcome of increased job performance and staff retention.

 

We encourage organizations to provide examples of successful practices to share with our readers. Please submit your suggestion to resources@wdrcsamhsa.org. 

Training is the enhancement of the skills, knowledge, and experience of employees with the purpose of improving performance.

 

We encourage organizations to provide examples of successful practices to share with our readers. Please submit your suggestion to resources@wdrcsamhsa.org.

Supervision encompasses activities to oversee the productivity and progress of employees who report directly to the supervisor.

 

In 2008 Meta House Inc., of Milwaukee, was awarded the Family-Friendly Employer Award by Metroparent Magazine. It is a nationally recognized treatment program that provides alcohol and other drug abuse treatment services designed specifically for women. The agency has made specific efforts to create a workplace culture that meets the needs of employees, with the goal of increased recruitment and retention. Please see the resource Meta House - Supervision and Supportive Organizational Climate for Improved Retention [2.1.6.a.2.a].

The National Association of School Psychologists (NASP) strongly promotes the professional supervision of school psychologists at all levels as a means of assuring effective practices that support the educational attainment of all children. NASP has adopted standards of service delivery including standards for supervision of practicum trainees and interns, new school psychologists and experienced practitioners. NASP’s Position Statement on Supervision.

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