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The purpose of this paper is to propose a focus for mental health training efforts to better equip officers to provide interventions and supports to help facilitate improved outcomes for people experiencing mental health crises.

A reflection on key evidence relating to mental health training programmes delivered to police, focussing on Australia, the USA and Canada.

While there are a number of similarities in the core content of mental health training programmes offered internationally, the availability and uptake of training across jurisdictions remains piecemeal and idiosyncratic. Police officers report a strong preference for hands-on experiential learning; this has immediate and direct relevance to their operational duties, and is consistent with core principles of andragogy. While all police employees require mental health training, specialised mental health training programmes should clearly be reserved for a select group of officers who volunteer after acquiring sufficient operational experience.

Priorities should centre on measuring the effectiveness of mental health training packages and discerning the active elements associated with changes in police skills and confidence, as well as identifying elements that support improved outcomes for people who experience mental illness and who have contact with the police.

Police need to continue to need to seek legitimacy with respect to their guardianship role as mental health interventionists. Training should tap into practice-based wisdom. Training should be practical, applied and reinforced through wider knowledge-based learning and workplace reinforcement. Training is needed for everyone, but specialised training is not for all. Police need to focus on the partnerships and expend time, energy and resources to maintain and grow them. Specialist (and other forms of) training needs to be evaluated so we understand what works?

There may be opportunities to streamline the delivery of knowledge-based aspects of mental health training and focus much more on experiential learning, both in specialised training courses as well as shorter mental health awareness sessions.

The Mental Health Act 2007 (HM Government, 2007) replaced the approved social worker (ASW) with the approved mental health professional (AMHP), opening up the role to some nonsocial work professions. AMHP training, however, remains linked to the General Social Care Council (GSCC) post‐qualifying social work framework, with AMHP training now incorporated into the higher specialist social work award, set at masters level (level M) rather than first degree (level H) (General Social Care Council, 2007).Analysis of data from the first year of AMHP training at Bournemouth University illustrates some of the challenges that have arisen particularly in relation to the masters level study. Evaluation of the first year highlights some important areas for future consideration in terms of student selection, pre‐course preparation and student support. The data also demonstrate that there have only been a very small number of non social workers enrolling on programmes at the present time. This article will explore some of the possible reasons behind this.

The current interest in evidence‐based practice has led to a growing literature on the role of education and training in getting evidence to inform professional practice. This report outlines the findings of an evaluation of a series of evidence‐into‐practice training workshops designed to strengthen evidence‐based practice in the delivery of mental health improvement in Scotland. Evaluation was conducted in two phases, in order to assess the extent to which the training had influenced practice. The findings suggest that, in addition to providing high quality learning opportunities for mental health improvement, considerable attention needs to be given to the barriers that inhibit putting learning into practice. These barriers may need to be taken much more fully into account in the design and delivery of evidence‐into‐practice training.

People with dual diagnosis have complex needs and vulnerabilities that may lead to incarceration in prisons. Mental health and substance use services in prisons should have the capabilities to address their needs while incarcerated and facilitate the transfer of care to community services on release. In order to develop these capabilities, a training programme is required.A pilot training programme for dual diagnosis was developed and piloted in five London prisons. The training was based on a training needs assessment of prison staff and consultation with service users. It was delivered in two forms: a five‐day classroom based course, and a ‘blended learning’ method that comprised a manual and three sessions of supervision. The course was evaluated by a brief questionnaire that included items on attitudes, self‐efficacy and knowledge about working with dual diagnosis.The evaluation of the training revealed that all workers, no matter what method of training they received increased their perception of their skills (self‐efficacy) and increased their attitudes. Knowledge remained the same (although the scores pre‐training were high). There was no difference between the two types of training when mean scores were compared at post‐training. There was also no difference between the mental health and substance workers regarding their mean scores at follow‐up, apart from knowledge.The conclusion is that the training pilot was evaluated positively and did indicate that it has some effect on attitudes and self‐efficacy. More rigorous evaluation of the impact of the training is required, using a robust methodology and assessing the impact on clinical skills and service user outcomes.

Emergency services face increasing frontline pressure to support those experiencing mental health crises. Calls have been made for police and ambulance staff to receive training on mental health interventions, prevention of risk and inter-professional collaboration. Mental health simulation training, a powerful educational technique that replicates clinical crises for immersive and reflective training, can be used to develop competencies in emergency staff. This study aims to evaluate the effectiveness of mental health simulation training for police and ambulance staff.

In total, 199 participants from the London Metropolitan Police Service and London Ambulance Service attended a one-day simulation training course designed to promote effective and professional responses to mental health crises. Participants took part in one of six simulated scenarios involving mental health crisis before completing structured debriefs with expert facilitators. Participants’ self-efficacy and attitudes towards mental illness were measured quantitatively using pre- and post-course questionnaires while participants’ perceived influence on clinical practice was measured qualitatively using post-course open-text surveys.

Statistically significant improvements in self-efficacy and attitudes towards mental illness were found. Thematic analyses of open-text surveys found key themes including improved procedural knowledge, self-efficacy, person-centred care and inter-professional collaboration.

This study demonstrates that mental health simulation is an effective training technique that improves self-efficacy, attitudes and inter-professional collaboration in police and ambulance staff working with people with mental health needs. This technique has potential to improve community-based responses to mental health crises.

It is recognised that training is required for staff working with people with a diagnosis of personality disorder, as it poses challenges requiring particular skills and abilities (National Institute for Mental Health in England, 2003a). The proposal to train graduate primary care mental health workers (GPCMHWs) to work with the client group met with some scepticism by senior clinicians. However, the experience of providing training and supervision to the graduate primary care mental health workers to work with clients with personality disorder in Camden and Islington has proved positive. Several characteristics of the GPCMHWs identified in the training literature might contribute to this positive experience. Those factors include cognitive ability, motivation to learn, age, and attitudes. Initial findings from the evaluation of the training shows that graduate workers respond positively to the training, showing improvements in self‐rated knowledge and skills relating to working with the client group, and an eagerness to learn more. The relevance of this to the personality disorder capabilities framework are described.

This paper reports outcomes from a holistic, recovery‐based, user‐led group training for people with DSM‐IV bipolar disorder. Drawn from professional therapies and personal experience of the illness by the user‐researcher, the training was delivered over 12 weekly sessions. Using a case‐study approach, an experimental design incorporated pilot (eight participants), main study (five) and control groups (six). Self‐report scales measured mood, coping, empowerment and quality of life pre‐, post‐ and six months post‐training. Semi‐structured interviews noted individual change within the same time frame. Interviews with mental health professionals, medical note analysis and user‐researcher observations also informed the study. Findings from self‐report questionnaires indicated that participants experienced improved mood stability, symptom severity, coping and quality of life and greater empowerment. Out of the six controls, two indicated slight but slow recovery, four continued to use poor coping skills, and two of these four experienced major relapses.

Universal workers, or Tier 1 workers, as the CAMHS service structure suggests they are called, are in excellent positions to influence the mental health of children and young people. Many government policies and guidance suggest that Tier 1 workers have a part to play in promoting mental health, early identification of problems and offering general advice about being mentally healthy. To fulfil these roles these workers need to learn about children's mental health and their roles within this field. A CD‐rom trainer's package was developed to help trainers deliver this type of training, which was later converted into an e‐learning package. The implications of developing e‐learning are considered.

Anecdotal feedback obtained from alcohol and drug and mental health staff across the eastern metropolitan region of Melbourne, Australia suggests that attitudes towards working with people experiencing a dual diagnosis are becoming more positive. The purpose of this paper is to understand if dual diagnosis-specific training delivered to staff within mental health and alcohol and other drug services was a factor positively influencing attitudes.

No formal evaluation assessing the impact of dual diagnosis-specific training on staff attitudes had previously occurred within this region of Australia. Access to staff on two occasions from three distinct sectors provided an opportunity to examine if and, to what degree, attitudes can be influenced by dual diagnosis-specific training. Using a co-designed attitudes survey, information was gathered from mental health and alcohol and drug staff on their attitudes to working with people with co-occurring mental health and substance use problems.

Two surveys were conducted involving 186 staff in 2012 and 110 staff in 2016. The dual diagnosis attitudes survey showed that positive attitudes to working with people experiencing a dual diagnosis were associated with recency of training. While attitudes may be improved by dual diagnosis training, these findings cannot exclude the impact of other dual diagnosis capacity building activities.

This study highlights the benefits of a regional partnership between mental health and alcohol and drug services and people with lived experience of dual diagnosis and the benefit of recent co-designed dual diagnosis training on longitudinally assessed worker attitudes.