Through a $4 million grant, the city of Houston will be able to provide mental health treatment to at-risk students. Educational First Steps/Facebook

The city of Houston just received a major opportunity to help grow access to mental health treatment in children.

Thanks to a four-year $4 million grant from the United States Substance Abuse and Mental Health Services Administration, the city and its partner, Baylor College of Medicine, are launching the Be-Well Be-Connected program that provides at-risk students age six to 17 years old with mental health treatment.

The program will be led by Dr. Laurel Williams, associate professor of psychiatry at Baylor, division head for child and adolescent psychiatry and chief of psychiatry at Texas Children's Hospital. The treatment will include cognitive behavioral intervention for students with bipolar disorder and first episode psychosis, according to the release. The services will be provided in the child's home, which will ensure compliance.

"We do not have many places in Houston that have this capability to provide this level of intensity of services," Williams says in the release. "Having in-home therapy can allow the young person to stay engaged in their community and in their schools, which can promote wellness and reduction in symptoms burden more quickly."

Other Houston health centers, including Texas Children's Hospital, Harris Health System, Menninger Clinic, Harris Center, Veteran's Mental Health Care Line, Legacy Community Health Services, and DePelchin's Children's Center, will be involved with the program and the Mayor's Office of Education is the program manager of the grant.

"I created the Office of Education to support school districts in Houston because they are doing the essential work of guaranteeing that our next generation of adults is educated and ready for the future," says Mayor Sylvester Turner in the release. "The grant validates our efforts and more importantly will provide care on the frontlines of a key health issue involving young people."

Five independent school districts will also receive first level screening services and telemedical care. Families of the students receiving care will also receive support from the newly developed Texas State Child Mental Health Consortium.

"Houston and our surrounding area is primed to really take children's mental health care to the next needed level," says Williams in the release. "This SAMHSA grant opportunity coupled with the State Consortium will allow better coordination amongst services and an overall increase in available services — services that are desperately needed."

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Houston expert: How you should be approaching recruiting in 2024

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The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the tech and energy sectors may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Houston software shop bets on AI with new C-suite member

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A Houston-based software company has named its first chief artificial intelligence officer.

Blue People has named Luis Arregoces as the company’s CAIO. With 20 years of experience, Arregoces has led AI projects for global Fortune 100 companies in various industries.

He has a Ph.D. in Economics from the University of New Mexico and is an adjunct professor in Statistics and Data Science at the University of Houston. He previously led the Applied Intelligence and Data Science at Accenture's Innovation Hub.

“We are beyond excited to have Luis on board,” Alfredo Arvide, chief innovation officer of Blue People, says in a news release. “His leadership and vision will allow Blue People to help clients and C-level executives develop AI roadmaps and solutions for real-time analytics, secure data sharing, and technology-agnostic ecosystems that will shape the future of innovation across all industries in Houston and throughout the region.”

Blue People has offices in Houston, Austin, Texas, and Monterrey, México. Blue People was named People’s Choice: Startup of the Year at the 2023 Houston Innovation Awards. The company also recently participated in CodeLaunch Houston, where its startup partner won the judges' pick in the competition.

“I am honored to join Blue People and be a part of this historic moment,” Arregoces says in a news release. ”Together, we have the opportunity to shape the future of AI in Houston and beyond. AI’s versatility and transformative potential make it indispensable across all industries to drive innovations, efficiency, and competitiveness.”

Houston surgeon takes part in first-of-its-kind surgery in space

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A small surgical robot at the International Space Station completed its first surgery demo in zero gravity last week, and one of the surgeons tasked with the remote robotic operations on simulated tissue was Houston-based Dr. Theodoros Voloyiannis.

Voloyiannis took part in what is being referred to as “surgery in space” by being one of the six doctors remotely controlling spaceMIRA — Miniaturized In Vivo Robotic Assistant — that performed several operations on simulated tissue at the lab located in the space station. The surgeons operated remotely from earth in Lincoln, Nebraska. The remote surgeons worked to control the robot's hands to provide tension to the simulated tissue made of rubber bands. They then used the other hand to dissect the elastic tissue with scissors.

“I said during the procedure ‘it was a small rubber band cut, but a great leap for surgery,’“ Voloyiannis tells InnovationMap. “This was a huge milestone for me personally in my career.”

The robot was developed by Virtual Incision Corporation, and made possible through a partnership between NASA and the University of Nebraska. The team of surgeons took part in a demonstration that is considered a common surgical task, as they dissected the correct piece of tissue under pressure.

Latency is the time delay between when the command is sent and the robot receives it, and that was the big challenge the team faced. The delay was about 0.85 of a second according to what the colorectal surgeon who worked on spaceMIRA Dr. Michael Jobst said to CNN. The demo overall was a success according to the team, and posed a new-found adrenaline rush due to the groundbreaking innovation.

“The excitement of the new and the unknown,” Voloyiannis says on the feeling of doing the first operation of its kind. “I never thought I’d be doing something like this when I was in training and in medical school.”

Voloyiannis serves as the chairman of colon and rectal surgery for The US Oncology Network. He was chosen for this experiment due to his experience and expertise performing robotic colorectal surgery. Voloyiannis and the developers are hopeful that this type of technology will soon allow doctors to perform this specialized robotic surgery on patients living in rural areas without a specialized surgeon nearby, military battlefields, as well as regularly in space one day.

“The same concept of remote surgery regularly in space could certainly be entertained,” Voloyiannis says. “When you do things with an absence of gravity and perform a surgery in that environment — of course that changes the way we do things. When you have an absence of gravity with bodily fluids, it is a very hard surgery, but with partial gravity that idea can be entertained.

"Remotely, internet connectivity would have to be considered and you’d have someone remote like me here, while potentially there you’d have someone with less training doing the procedure there guiding the robot," he continues. "It’s quite the concept though.”

The doctors had to account for nearly a second of delay in connectivity. Photo courtesy of Texas Oncology