3 minute read

I was not ready to negotiate my first, “big boy” salary. Until that point, my pay rates were all decided by policies (e.g., minimum wage, graduate student stipends, teenager allowance). I didn’t have the moxie, or matching clothes, to negotiate.

Growing up, salary talk was off the table, quite literally. My parents never discussed their earnings at the dinner table, and none of my graduate courses touched on compensation market rates or salary negotiation strategies.

By the time I entered the job market in 2012, integrated care was still relatively new. I knew my skill set was unique and valuable, but I had no idea how to put a number on it. That’s why the CFHA salary survey is such a crucial tool. It helps establish fair compensation standards and market rates across the integrated care field, ensuring professionals know their worth—regionally and industry-wide.

One of the primary challenges facing the entire behavioral healthcare workforce is a significant shortage of professionals, coupled with high turnover rates. The U.S. is projected to be short approximately 31,000 full-time equivalent mental health practitioners by 2025. In December 2023, I reflected on recent stories on workforce shortages, burnouts, and unions.  

High turnover is driven by factors such as burnout, inadequate compensation, and the demanding nature of the work. Reducing administrative burdens is critical to mitigate burnout, which is exacerbated by excessive time spent on paperwork rather than patient care.

Enhancing training programs by providing better support for interns, such as stipends or paid internships, and establishing clear career pathways can foster a more competent and satisfied workforce.

Lastly, ongoing efforts to improve diversity through the collection of demographic data and implementation of targeted initiatives are crucial for developing a culturally competent and representative workforce.

Integrating behavioral healthcare into primary care settings is seen as a promising solution to several challenges in healthcare. This model can streamline administrative processes, improve patient outcomes through comprehensive care, and potentially ease workforce shortages by making better use of existing professionals across different healthcare settings.

In February 2023, I shared the story behind the salary survey and some preliminary findings. We are now working on the first manuscript. To summarize, the 2022 survey results provide the only salary data specific to behavioral healthcare professionals integrated into primary care facilities. The survey offers key insights into demographics, workload, and compensation in this field. It paints a picture of a growing sector in integrated primary care, attracting experienced behavioral health professionals, particularly psychologists. However, some findings point to salary disparities related to gender, race, and region.

Reflecting on my own journey, I realize just how important it is to understand the value of your work. The CFHA salary survey represents a critical step in ensuring that behavioral health professionals have access to the compensation data they need to advocate for themselves. But it’s only the beginning.

As the field of integrated care evolves, so too must our commitment to supporting the workforce that makes it possible. Together, we can create a future where compensation reflects the true worth of behavioral health professionals—while building a more inclusive and sustainable healthcare system for all.

Note. CFHA Members will receive a link to the 2024 salary survey via email.