Mental Health Support Workers Research Articles

Knowledge and attitudes towards hepatitis C and injecting drug use among mental-health support workers of a community managed organisation

People with mental illness are at significantly higher risk of acquiring hepatitis C virus (HCV) compared with the general population. This study assessed knowledge of and attitudes towards people with HCV and people who inject drugs (PWID) among support workers of clients with mental illness. Support workers from a community managed organisation (CMO) in Australia were recruited to complete an online cross-sectional survey. The survey collected data about their knowledge of HCV and attitudes towards PWID and people with HCV. Valid responses were received from 117 support workers. Although HCV knowledge was moderate, there were significant knowledge gaps around transmission and treatment of HCV. Higher HCV knowledge was significantly associated with more positive attitudes towards PWID, but not with attitudes towards people with HCV. Participants had more positive attitudes towards people with HCV than towards PWID. Additionally, those with more positive attitudes towards HCV tended to also have more positive attitudes towards PWID. Given that people with mental illness are at higher risk of acquiring HCV, these results point to the need for education targeted at support workers of clients with mental illness to increase HCV knowledge and promote positive attitudes towards PWID and people with HCV.

Bridging the gap: cognitive behaviour therapy

This discussion paper describes the inception, development and evaluation of a cognitive behavioural certificate programme for mental health support workers, critically examining its content, assessment strategies and effectiveness in terms of theory and practice. Data was gathered via the written evaluation reports from the participants and the personal reflections of the programme leaders. Finally, the paper will reflect on the future direction of this and other cognitive behavioural therapy programmes for mental health support staff.

Assessment of Core Competency Status and Work Environment of Residential Mental Health Support Workers

The present study explored the current competency status of New Zealand residential mental health support workers (n = 121). Competency was assessed through the domains of skills, attitudes and perception of the work environment. Consistent with a recovery model, the National Mental Health Workforce Development Coordinating Committee (1999) put forward 10 basic core competencies that they recommended that all mental health workers should be able to demonstrate in their work practice. Skills and attitudes self-report measures were developed to assess participant performance on these competencies. In addition, a standard measure, the Ward Atmosphere Scale (Moos, 1996), was utilised to evaluate the perceived atmosphere of the participants' work environment. The aggregated results of this study appeared to show that participants were generally competent in a number of areas of work practice. However, deficiencies in critical areas of client support were identified on closer examination of the data. While superior education and training did appear to influence performance on certain competencies, some deficiencies were nevertheless reported by the more highly educated and trained participants. In addition, participants generally characterised their work settings in a negative manner such that it appears that many settings are not adhering to the philosophies of rehabilitation and recovery. Despite the identification of specific deficiencies, many participants did demonstrate a number of competencies combined with an encouraging commitment to professional growth.

Mental Health and Employment — A Joint Enterprise

For employers, like many members of the general public, mental illness is a scary subject — the more so that they don't know who to turn to if a member of staff starts to show signs of abnormal distress. Susan Scott‐Parker argues that if employers are going to be persuaded that it is in the interests of their business to take on people with mental health problems, then mental health professionals and support workers must pay more attention to what employers actually need.

Training, skills and caseloads of community mental health support workers involved in case management: evaluation from the initial UK demonstration sites.

This paper describes phase one of a three phase, Department of Health funded project, led by the Mental Health Programme of the Royal College of Nursing Institute in collaboration with the Research Unit of the Royal College of Psychiatrists and the School of Social Work at the University of East Anglia. Its project aims were to establish whether the work of demonstration sites in mental health case management had developed beyond their original structure, to compare their current profile with the general literature on case management and assertive outreach and to use this data to reach consensus about issues affecting the work of those healthcare workers who currently see themselves working as case managers. Central to these aims were the experiences and narratives of the demonstration site case managers themselves. In 1995 data were collected from six fieldwork sites in England using semistructured interviews. Similarities and differences between the literature and the fieldwork data were used to inform a consensus conference. The main areas of investigation were organizational considerations, the nature of innovative projects and user involvement. The paper concludes that there are serious problems with the perceived role of case managers, their support and training and further difficulties attributed to interagency working. Finally, it is clear that the exact nature of the client group most suited to UK case management typology has not yet been resolved.

An Act to Follow?

In relation to employment, mental health difficulties are almost invariably seen as ‘problems’ to be overcome, but this is not always the case. Within services for people with mental health problems, personal experience of such difficulties can afford an expertise not shared by non‐user staff: having ‘been there’ can be positively useful. The User Employment Project at The Pathfinder Mental Health Services NHS Trust has, for over two years, provided supported employment for service users in ordinary, existing clinical posts within teams: mental health support workers, occupational therapy assistants and technicians and physiotherapy assistants. More recently, the Trust has broadened its approach and begun to examine the ways in which its more general employment practices have been discriminatory. This has lead to the development of a ‘Charter for the Employment of People who have Experienced Mental Health Problems’ covering the whole of the Trust.

Access to employment: A supported employment project to enable mental health service users to obtain jobs within mental health teams

This paper considers the importance of employment for people who experience serious mental health problems, together with the shortage of employment opportunities for them. A supported employment project is described. People who experience serious mental health problems are recruited to clinical posts within an inner London mental health service. These ' user employees' are provided with assistance during the recruitment process, and afterwards in their initial training and ongoing employment. Service users have thus far been employed as mental health support workers, nursing assistants, care assistants, physiotherapy assistants and occupational therapy assistants. The problems encountered in this initiative, and the solutions sought, are outlined. The project has provided much needed employment opportunities for people who have experienced serious mental health problems. It has also recognised the special skills and expertise of users and made these available to other users and staff within the service. There also appears to have been a positive effect on staff attitudes and practices.