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Shared Vision

MCBH is currently in the midst of a system transformation;  MCBH is taking steps to become a more wellness-based organization. While individuals come to or are referred to MCBH because of serious symptoms and/or impairments in life functioning, MCBH strives to focus on health and strategies to restore or improve health. Other terms associated with this movement are recovery and resilience. MCBH’s guiding principles for wellness-based care, developed with input from the community, people we serve and staff members, include being:

  • Strength Based
  • Culturally Responsive
  • Evidence Supported
  • Trauma Informed
  • Person Driven
  • Outcomes Focused
  • Racially Equitable
  • Community Integrated

These guiding principles inform the process and content of MCBH’s Training Plan. The Training Plan serves as a guide to keep staff development experiences focused on and accountable to these principles. These principals can be divided into three overarching values: Seamless, Person Centered and Strategic. MCBH strives to create an atmosphere where all community members feel welcomed and where community members will have a similar seamless experience across all MCBH systems of care, programs and employees. When working with individual community members, other systems and each other, MCBH hopes that the people we serve will find their strengths as well as their challenges are noticed and built upon (Strength Based), that from staff, to facilities, to paperwork, MCBH consistently transmits a sense of safety, transparency, collaboration, empowerment and diversity and belonging (Trauma Informed) and that MCBH services are provided in a fair manner that does not favor one group over another (Equitable).

MCBH also strives to provide individualized, unique care to the people we serve, care that is person or family centered (versus program centered). We seek to understand the beliefs, values and practices of the people we serve, and how these experiences shape and are shaped by each person’s unique behavioral health challenges (Culturally Responsive).  We also seek to empower the people we serve to be the driving force in their own care (Person Driven) and link the people we serve back to the natural supports of their community so that as they make progress, family, friends and spiritual leaders, for example, replace treatment supports (Community Integrated).
Finally, MCBH strives to ensure that the services we provide are strategic and result from collaboration with the people we serve and use of our critical thinking skills. MCBH strives whenever possible to use interventions that have research or other professional support (Evidenced Supported). MCBH also seeks to assess outcomes at meaningful intervals to help ensure that we are providing the appropriate type and intensity of care (Outcome Focused).

Training Plan Document

To see and/or print a copy of the 2018 Training Plan, follow this link:
2018 Training Plan

Core Competencies

To promote professional development for early-career staff members and inform the Training Plan, the Training Department developed the Core Competencies Assessment Tool. Core competency expectations from the fields of psychiatry, psychology, social work, and psychiatric rehabilitation were reviewed, distilled and grouped into five categories: Professionalism Diversity & Belonging Clinical Thinking Client Care Documentation

Self-Reflection & Supervision The Core Competencies Assessment Tool is currently being piloted with line staff members and their supervisors; these dyads are being asked to complete the review independently and then work collaboratively to identify the line staff member’s areas of strength and needed growth. Staff members may at times be asked to participate in and even develop new Staff Academy trainings in their areas of strength. Areas of needed growth are used to help the line staff member develop their annual Individual Development Plan. The Individual Development Plan lists all required courses as well as any additional courses that the line staff member will take during the training year.

Hiring & Performance The Core Competencies Assessment Tool is also being given to Psychiatric Social Work candidates before they are interviewed to both provide clarity about MCBH’s competency expectations before hire and to gather information about candidate’s impressions of their strengths and areas of needed growth. The Core Competencies Assessment Tool is not currently a formal part of the performance review process. If after several years of use, the tool provides a valid perspective on quality of line staff member performance, the tool may then be used to help choose candidates for lateral transfers and promotion.

Training Plan Development The Core Competencies Assessment Tool will also be used to inform the Training Plan. In Summer 2017, MCBH staff members will be asked to complete the Core Competencies Assessment Tool anonymously, on-line. Results will be used to inform what types of trainings will be developed and/or offered in the 2018 Training Year. Moving forward, if this process proves meaningful, the self-assessment survey will be administered every year in the Summer.

To see and/or print a copy of the Core Competencies Tool, follow this link:(no link)

Individual Development Plan

The Individual Development Plan (IDP) guides annual training for each employee in the Behavioral Health Bureau and is a parallel process to the Training Plan, which outlines the bigger training picture for the BH Bureau.

The Individual Development Plan is intended to be:

  • Collaborative
    • Supervisors are expected to sit down with their staff at least twice a year (once at the beginning of employment/annually to develop the IDP) and once in the middle of the employment year to check on the progress/update the plan.
  • Targeted
    • Except for the Year One IDP, which includes a significant number of mandatory trainings, the IDP should be unique to the staff member and his/her program needs. The plan should represent the outcome of strategic planning on the part of the staff and his/her supervisor to balance training needs with direct service needs.
  • Fluid
    • The IDP should be able to change based on emerging staff and program needs.

To see and/or print a copy of the Individual Development Plan, follow this link and chose the appropriate tab at the bottom of the excel spreadsheet:
Individual Development Plan