The Substance Use Prevention Workforce: Results of a National Assessment
This national report was just published relating to the prevention workforce.
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ASAP Prevention Networking Group
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Meeting Summaries (14)
October 8, 2026
Quick recap
Participants from various regions across Texas shared updates, challenges, and successes related to prevention services. Common challenges included difficulties in recruiting and retaining prevention specialists, issues with school access due to SB12, and the requirement for CPS certification leading to turnover. Strategies shared to address these included revising job descriptions using AI, offering flexible work arrangements, and providing incentives like certification bonuses. The group discussed the need for a new compensation analysis, similar to the previous Whirling report, to assess salary ranges in the field. They also talked about the upcoming HHSC RFP and the need to provide feedback on new measures, with a suggestion to create their own survey to ensure relevant input. Updates were given on successful program implementations, such as increased school engagement and the use of alternative sites like charter schools and community centers. The conversation ended with plans to explore the compensation survey…
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Link to Prevention Networking Meeting
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September 10, 2026
Quick recap
The meeting focused on updates and challenges in prevention services, contract management changes, and feedback for HHSC. Participants discussed the unexpected departure of contract manager Allie and shared concerns about ongoing turnover. Noelle asked for updates on BeWell contract changes and SB12 implementation, with most reporting smoother integration in schools this year. The group had a lengthy discussion about the need for more focus and support for prevention work, highlighting issues with rigid reporting requirements, outdated technology, and limited funding compared to treatment services. They shared frustrations about contract negotiations, measures set by HHSC, and the lack of flexibility in prevention programming. Suggestions included allowing providers to propose their own service numbers based on community needs and more transparency in funding allocations by region. Jennifer announced her retirement and introduced John Haynes as her successor. The meeting closed with well-wishes for Jennifer and confirmation of communication regarding contract…
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Thank you for sharing this report. It holds a lot of valuable information that our providers have been asking for and it's very comprehensive with the makeup of the workforce, the need for the workforce, as well as motivation to enter the workforce, which I find particularly insightful as we think about hiring and filling those vacant positions.