All Providers compared to Client Population

• In terms of ethnicity, the largest negative difference between representation in provider pool and client population is for Hispanic/Latino ethnic group. There is a difference of 12.41% between their proportion of the provider population (29.27%) and their representation in the client population (41.68%).

Conclusions

• Reduce ratio of providers to population need for all groups, especially for Hispanic/Latino and Asian/Pacific Islander populations

• Increase provider levels (i.e., programs and staff) for groups with the highest population to provider ratios; i.e., Hispanic/Latino and Asian/Pacific Islander groups

• Increase proportion or representation of providers from African-American/Black, Hispanic/Latino and Native American to better match their client proportions. The data suggest that increases of 50%, 42% and 11%, respectively, should be considered.

• Focus Group priorities suggest need for more staff across all segments of staffing – Licensed, Unlicensed, bilingual in all Service Areas

9

TABLE 2 – COMPARISON: AUTHORIZED – FILLED POSITIONS by TYPE OF

Unlicensed 3,438 3,112

(90%) -10 TOTAL 12,873.55 11,593.00

(90.01%)

-10

KEY: Row values represent total number of positions in the category.

10

Discussion: Authorized, Filled Positions and Ethnicity

• Largest proportion of filled positions in 3 of 5 staff segments

(Licensed, Other Health Care, Managers) are Non-Hispanic/Latino White/Caucasian employees

• Smallest proportion of filled positions in all segments are represented by Native American employees

• Support staff reflect the lowest number of authorized to filled positions, (-11 difference)

• Unlicensed staff reflect second lowest number of authorized to filled positions, (-10 difference)

Conclusions

• Need to increase hiring to reduce disparities in licensed and support segments

• Need to increase hiring of employees from Native American, African- American/Black and Asian/Pacific Islander populations across all segments

• Reduce gap between filled and authorized positions in Unlicensed, Licensed and Other Health Care segments. These position include clinical positions and key recovery/resiliency positions such as Community Outreach, Peer Advocates, Housing Specialists, Prevention that are relevant to WET goals

• Expand options for career movement from all segments to manager positions [Need to develop more representative leadership and transform career movement/mobility to manager’s positions]

• Examine criteria and eligibility for various positions to assure broader diversity and ethnic representation and work experience

• Provide cultural competency training and increase translation services to address existing disparities and improve workforce

• Develop educational programs, career pathways that move qualified people into positions in segments with biggest disparities

• Focus groups priorities suggest a need to increase (i.e., fill) Licensed and Unlicensed positions with bilingual and bicultural staff

11

TABLE 3 – FILLED POSITIONS by ETHNICITY

KEY: Row values represent total number and/or proportion of positions in category

DMH Client

Discussion: Filled Positions by Ethnic Representation

• Native American employees represent the lowest proportion in every segment of filled positions; less than 1%

• Hispanic/Latino employees are one-third of filled positions in four of the five segments

• Non-Hispanic/Latino White/Caucasian employees represent the largest proportion of two segments; licensed (37.9%) and management (40.6%)

• Hispanic/Latino employees represent almost 40% of filled Unlicensed positions

• Notable difference for African-American/Black between representation in Licensed positions (9.7%) and client population (27%); a difference of approximately 17%

• Difference for Hispanic/Latino between representation in Licensed positions (33.4%) compared to client proportion (41.%); approximately 7.6%

• Licensed White/Caucasian clinicians represent almost 40% of the total and White/Caucasian clients are 22% of the total client population

Conclusions

• Need to increase, (through hiring, career pathways, training programs) diversity within the ranks of Licensed segment

• Address the actual numbers and proportions of licensed positions in the system compared to Unlicensed and Other Health Care segments;

transformation to a recovery model may call for adjustments or rebalancing of types of positions in the system

• Examine hiring practices, criteria, eligibility especially in segments that reflect important disparities or gaps

• Focus group priorities suggest cultural competency training and more career opportunities that may need to occur in this area

13

TABLE-4 – CONSUMER and FAMILY SUPPORT POSITIONS - PROVIDER BY STAFF ETHNICITY

Provider Authorized

FTE’s Filled Difference Highest % by Ethnicity

KEY: Row percentages represent total number and/or proportion of positions in the category.

14

15

Discussion: Consumer and Family Positions by Provider and Ethnicity

• Total of 520.4 Consumer and Family positions represents 4% of all positions overall in the system

• All providers show a negative difference between authorized and filled positions for these two categories

• Largest negative difference between authorized and filled positions are in the directly-operated category

• DMH contractors show the “best effort” in term of filled positions in this category, 87%, only a 13% difference between authorized and filled

• The positions of Consumer and Family represent a small proportion of overall positions in the system

Conclusions:

• Increase the proportion of positions in this category to achieve the goals of the WET plan in terms of representation of consumers and family members/advocates in the system

• Improve the number of filled positions in these categories for directly operated providers

• Develop career pathways and training to advance this segment of the workforce

• Focus groups identified this as a key area for development of the workforce

16 Subset Table: Providers by Language

EXHIBIT 3: WORKFORCE NEEDS

ASSESSMENT

III. Language Proficiency - Page 2

Language, other than English Number who are proficient

Spanish Direct Service Staff 3,489.0 2,638.0 6,127.0

Others

Mandarin Direct Service Staff 55.0 10.0 65.0

Others

Other Chinese Direct Service Staff 86.0 233.0 319.0

Others

Cantonese Direct Service Staff 96.0 0.0 96.0

Others

Korean Direct Service Staff 77.0 234.0 311.0

Others

Tagalog Direct Service Staff 145.0 224.0 369.0

Others

Vietnamese Direct Service Staff 52.0 96.0 148.0

Others

Russian Direct Service Staff 44.0 33.0 77.0

Others

Cambodian Direct Service Staff 60.0 0.0 60.0

Others

Armenian Direct Service Staff 64.0 175.0 239.0

Others

Arabic Direct Service Staff 20.0 53.0 73.0

Others

Farsi Direct Service Staff 89.0 29.0 118.0

Others

Others Direct Service Staff 339.0 2,509.0 2,848.0

Others

TOTAL, all languages other than English: Direct Service Staff 4,616.0 6,234.0 10,850.0

Others 0.0 0.0 0.0