Districts struggle to fill mental health positions.
"The shortages are significant and severe, to the point where we're in somewhat of a potential crisis," says Eric Rossen, director of professional development and standards at the National Association of School Psychologists. "As we learn more about all of the barriers to learning that students face, it's not only imperative but mandatory to have school psychologists if we want our students to thrive."
The association recommends a student-to-school psychologist ratio of 1,000-to-l for the general population. For psychologists providing comprehensive and preventative services, such as counseling, behavioral interventions and crisis response, the ratio should not exceed 500 to 700 students per psychologist.
The issue is complex and multifaceted, and the cause often varies district by district, Rossen says. For example, some districts have the funding for a position but lack applicants, while others do not have the budget to hire anyone.
Creative staffing in North Carolina
In 2014, Cabarrus County Schools in North Carolina faced an all-time low of five psychologists for its 30,000-plus students. Today, 19 are on staff, but low salaries compared with neighboring states make it a struggle to hire more, says District Psychological Services Coordinator Amy Lowder.
To fill the gaps, the psychology team partnered with other specialized instructional support personnel in the district--such as guidance counselors, social workers, nurses and school resource officers--to address student mental health needs. This has broken down silos and provided more combined funding for mental health, according to Lowder.
"Whenever you have these teams working together effectively, it does improve student academic, behavioral and social-emotional outcomes," Lowder says.
Recruitment and retention strategies
Here are seven more strategies from the National Association of School
Psychologists for dealing with counseling shortages:
1. Develop paid internship programs to recruit graduate school candidates to your district.
2. Sell the job and your district by outlining community assets, such as a lower cost of living, strong school systems and local parks.
3. Cast a wide net. Post positions on job websites that reach a state or national audience, rather than only on your district site. Recruit at conferences and events.
4. Incentivize candidates. Some states, such as Wyoming, have no graduate school psychology programs. "You have to be very proactive and somewhat aggressive--maybe creating a loan forgiveness program that incentivizes people to move there," says Eric Rossen, director of professional development and standards for NASP. Districts can pay for a teacher to get a master's degree in exchange for working in the district.
5. Consider the working conditions. When ratios are very high and comprehensive services cannot be provided, professionals are more likely to burn out, Rossen says.
6. Establish peer support and mentorship programs for current school psychologists.
7. Plan for the future. Current psychologists can speak at high schools and colleges to raise awareness about the field.
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|Title Annotation:||Beyond the News: HEALTH AND WELLNESS|
|Date:||Sep 1, 2018|
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