Mental Health Learning Network
Background
The 2017 network will be structured similar to past networks and will include three key phases:
The network will include a series of six meetings throughout the year, with a minimum of 30-days advance notice and optional sessions added as deemed appropriate. Attendance in person is encouraged for maximum engagement and value, but a phone option may also be available. The Action Group will be responsible for preparation of agendas, materials, facilitation, any analysis required, coordination of presenters, and meeting follow up.
Past networks have resulted in the publication of a purchaser’s guide. While similar content will be delivered over the course of the network, the deliverable format may vary, depending on the content and preferences of network members (e.g. could be an online toolkit). Regardless of the format, network members will receive:
ü Market assessment
ü Summary of key learnings
ü Best-practices in design
ü Best-practices in value-based purchasing
ü Vendor management/contracting checklists
ü Employee/consumer engagement opportunities
ü Key measures of success
Questions to Address
We are gathering input from employers to guide the work of the Learning Network. Questions to potentially address include:
· Is coverage that employers have today enough?
· What kind of support is available?
· Can employers help with the stigma of mental health?
· What additional or new resources might be available (including digital/online solutions)?
· Comparison of mental health conditions and population impacted, public vs private.
· Depression-need to look at this one!
· The elephant in the room: Mental and behavioral health. Employees with these issues are frequently under-served. There’s a lack of high-quality options, unaddressed stigma; inconsistent benefit designs. What should and shouldn’t be covered? Do EAPs really work?
· How do we define quality? How can we direct employees to find the right fit for counseling, treatment programs, etc.?
· What is the potential for telehealth to help address issues of access to mental health services, especially in rural areas of Minnesota? What are the advantages and limitations? Are there examples of employer or health plan “best practices” in using telehealth to improve mental health access, and what are the impacts on quality and cost?
· More generally, are there good examples of value-based insurance designs that specifically address mental health? What is the evidence on their impact?
· What can and should employers and health plans be doing to address physical health and mental health comorbidities? What are they already doing and how well is it working? What other strategies should be tried?
· How can HR/benefits professionals educate leaders on this topic and build the business case to address mental health in the workplace?
Action Plan, Timeline, and Deliverables
Action / Timeline / Agenda / DeliverablesPreparation / January/ February / Brief survey for participating employers to gather:
· Input on scope of learning network (topics to be addressed)
· Current practices (design, vendors/consultants used, etc.)
· Key employer challenges
· Definition of success for the Learning Network / · Survey and transmittal email
· Summary of Survey results
· Advance reading packet, prior to first meeting
Meeting 1 / March / Market Assessment - subject matter expert advisors (e.g. NAMI, MDH, U of M)
· What’s wrong
· What’s right
· Who’s doing what / Meeting agenda, analysis, presentations, and meeting feedback form
Meeting 2 / April / Key Informant Meeting
· Health plans
· Behavioral health firms
· EAPs / Meeting agenda, presentations, and meeting feedback form
Meeting 3 / June / Key Informant Meeting
· Consultants
· Other stakeholders / Meeting agenda, presentations, and meeting feedback form
Meeting 4 / August / Community Dialogue / Meeting invitation, agenda, presentations, panel discussion, and meeting feedback form
Meeting 5 / November / Turning Knowledge into Action
· Best practices in design, vendors, resources, and purchasing / Meeting agenda, presentation, and meeting feedback form
Purchasers Guide for Mental Health
Meeting 6 / December / Recap/highlights of Mental Health Learning Network / Summary presentation to all Action Group members
Strategic Focus
Mental health includes a wide array of issues, needs, and potential areas of focus. Based on advance interviews with subject matter experts, the scope of the Learning Network will tentatively address the following areas which most commonly affect the workplace:
· Depression
· Anxiety
· ADHD
That said, elements of value-based design and purchaser best practices will apply across the continuum of mental health concerns.
As noted above, the scope will be confirmed and refined by the participating employers.
Keys to Success
Based upon experience from past learning networks, we will focus on the following keys to success:
· Strategic focus in selection of topic and defined scope, reflecting employer interest and opportunity for impact
· Broad purchaser participation, providing diversity of views and experiences
· Clearly defined process, including ongoing feedback
· Access to expert resources
· Engagement of community through key informant meetings and Community Dialogue
· Focus on action/solutions
Leverage and Alignment with Other Work of The Action Group
To ensure maximum value and impact, the Learning Network will also draw upon:
· Annual Employer Benefits Survey – additional survey questions related to mental health.
· Annual Employer Summit – at least one mental health organization to be included in the innovator’s showcase.
· National Alliance of Health Care Purchaser Coalitions
‒ Mental Health First Aid at Work. The National Alliance is kicking off a unique partnership with the National Council on Behavioral Health to roll out Mental Health First Aid at Work.
‒ Mental Health Summit. This gathering will be held in Denver on April 25. Action Group staff will attend, and members are also welcome to participate.
1