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 and to develop a feedback mechanism for the RFP process.

Next steps

Anna

• Set up a meeting with Kelly Schultz at HHSC to discuss the prevention framework and potential changes, using context/examples from the group.

• Share job postings for open prevention specialist positions on ASAP's social media and newsletter, if provided by members.

Tasha (REACH)

• Participate in the creation of the internal survey regarding RFP measures.

amoore

• Send the TEA strategic plan document to Anna for distribution to the group, regarding school district requirements for mental health and substance use education.

• Share the link/contact for Whirling & Associates with the group for the compensation survey.

Collaboration

• amoore & Anna: Huddle up to create an internal survey for the group regarding new RFP measures and challenges, to gather feedback and solutions.

• amoore & Anna: Discuss with Noelle the possibility of contracting with Dr. Worling/Worling & Associates for a new compensation analysis/salary survey, and explore negotiation options.

Summary

Regional Updates and Challenges Meeting

The meeting began with participants from various regions introducing themselves and sharing their favorite aspects of fall. The main purpose was to discuss challenges and updates from different regions, particularly focusing on Regions 1 through 3. amoor asked participants to share any current challenges or highlights affecting their prevention services work, but the discussion of specific challenges or updates was not captured in this transcript segment.

HHSC Recruitment and Operations Strategy

Anna discussed following up on a framework for improving HHSC operations and planned to meet with Kelly Schultz to address organizational concerns. Erin reported challenges filling the regional alignment coordinator position and shared a successful strategy of assigning one prevention specialist across all program types, though noted an upcoming resignation. The group discussed recruitment strategies for open prevention specialist positions, with Anna suggesting Recovery People's job board for candidates with lived experience and offering to help distribute job postings through their newsletter. Additional recruitment tips included using AI to revise job descriptions, exploring part-time roles for students, implementing role plays in interviews, and offering remote work options to attract candidates.

Curriculum Implementation Challenges Discussion

Kail discussed challenges with implementing curriculum in Conroe ISD schools due to concerns about LGBTQ promotion following a name change from Rainbow Days to Brighter Days, despite the program focusing on suicide prevention and mental health education. The team discussed potential solutions including TEA's strategic plan requirements for mental health and substance use education, exploring alternative sites like charter schools and community centers, and addressing hiring challenges with quick turnover of positions at the end of the fiscal year.

Prevention Specialist Certification Strategies

The meeting focused on challenges and strategies for prevention specialists, particularly around certification requirements and retention. Abigail shared that her agency offers a $2,000 bonus for staff who pass CPS certification and created study groups to help with the process, while Priscilla noted seasonal challenges with school programs starting the year. The group discussed conducting a compensation analysis survey using the Whirling Report, which would cost approximately $20,000 but could help benchmark salaries across nonprofit organizations. The team also agreed to create a survey about new measures for the upcoming RFP, with Abigail and Andrea taking the lead on developing questions to gather feedback from the field.

Attendees: Anna Unnerstall - ASAP (Organizer), Andrea Salazar, HCCADA (External), Bill Bailey (External), Lakeysha Jones-Hill (External), Michelle Nguyen (External), Kathryn Nava (External), michelle’s (2) (External), Kristina Tenorio (External), Kail Winfrey-Gorzek (Cenikor) (External), michelle’s (2) (External), Priscilla Cortez (External), Tiffany Beaudine, Brighter Days (External), TracyAguilar (External), Kristina Tenorio (External), Erin McCurdy (External), Jamaal Sanders (External), read.ai meeting notes (External), iPhone (External), Cassie Street (External), Chris Garcia (External), and 5 others.