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Selecting an EAP
| When determining what an EAP can do for your company, include these considerations |
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| Do you have a problem with turnover of the Workforce? |
Do you know what your Medical and Mental Health costs are? |
| Is your Accident rate higher than you like? |
Is your company Morale low? |
| If you think this is for you, then determining what EAP is right for you is the next step. A professional EAP company will provide a diversity of services. Ask these questions as you consider proposals: |
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| Is Supervisory Training a core component? |
Are Utilization Reports prepared quarterly? |
| Does this include Face to Face problem solving |
Are Onsite Consultations a part of the contract? |
| Are EAP Staff members Master's prepared? |
Does the company Specialize in EAP? |
Do you have a problem with Turnover with your workforce?
Turnover: According to studies conducted by the Bureau of National Affairs, the cost of replacing an average worker ranges up to $20,000. Recent information released by the American Management Association indicates that the average non-skilled worker costs $7000 to replace. Although turnover can be attributed to many factors, some turnover is attributed to personal problems. If the turnover of one employee was avoided and was attributed to early identification by supervisory personnel and recommendation for counseling to address problems that affect the employee's ability to be successful at work, a conservative estimate of savings would be $14,000.
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Do you know what your medical and mental health costs are?
Health Costs: An employee assistance program is an additional tool for your company to directly impact health insurance utilization through early recognition and intervention so that problems can often be resolved before mental health insurance becomes involved. According to recent figures, depression costs American business $43.7 billion annually. The office of Disease Prevention and Health Promotion suggests that poor lifestyle and fitness habits contribute to 51% of the deaths in the United States. The American Institute of Stress indicates that between 75% and 90% of visits to primary care physicians are related to stress. An early detection prevention program can positively offset those expenses, and lost work time.
In 1998 Virginia Power realized a 23% drop in medical claims over a four year period for individuals who accessed the EAP compared with those who accessed behavioral health benefits on their own. Additionally, NCR Corporation encouraged employees and dependents to access EAP before seeking mental health or substance abuse treatment. After one year, 80% of the cases were resolved without using healthcare benefits.
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Is your accident rate higher than you would like?
Accidents: Implementing an employee assistance program can impact upon pre-occupation and poor concentration due to personal concerns. According to Occupational Health and Safety, more than 25 percent of all accidents on the job are related to personal factors. With accidents, as with serious illness, the costs involved go beyond the obvious. Lost work time, treatment costs, workman's compensation, and other factors contribute to an unhealthy bottom line. Implementing such a program can positively impact the frequency of accidents and result in positively financial and human benefit.
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Is your Company Morale low?
Morale: Engaging an employee assistance program will demonstrate to your employees your commitment to their health and well being, providing a strong message that they are valued. Pride in excellence and a commitment to employees regarding their quality of work life bring to focus the team environment and compassion of a caring organization. In a survey for Managed Care Network in June 1995, Roger Starch Worldwide, Inc. polled over 500 U.S. companies' human resource professionals and 500 employees. Employers (50%) believe that they should not get involved in employees' personal problems; however, 70% say that employers owe it to employees to help them cope.
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Is Supervisory Training a core component?
Supervisor Training/Supervision: The training and consultation provided as part of the employee assistance program will give administrative personnel skills and tools to assist employees with timely and responsive referrals for job performance issues or personal problems, before they affect the work place. The supervisor is instructed in how to identify, not diagnose employee problems. This reduces the strain experienced by supervisors who often feel limited by alternatives when faced with employee problems and provides a mechanism to get the troubled employee the help he or she needs to resolve the problem and return to full productivity. The supervisor is able to do the job hired for, supervising job performance. In addition, consultation services are available for administrative staff to assist in determining the most appropriate course of action to take with a troubled employee. Counselors are available for crisis consultation or to assist supervisors in these processes.
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Are Utilization Reports prepared regularly?
A major aspect of Supportive Systems is recording of utilization of services by the employee population. Data is shared quarterly to trend the utilization by groupings of employees, length of service, employee status, age, sex and problems. Employee confidentiality is protected at all times in the presentation of data.
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Does this include Face to Face problem solving?
Promotion of Supportive Systems employee assistance program includes the use of fliers, posters and newsletter articles, in addition to employee orientation meetings. Employee orientations will occur at mutually agreed upon times.
Our goal is to resolve the presenting problem. Each case is assessed, treatment goals identified, and a closure date projected at the time of first contact. We have found that employees and their family members enjoy the opportunity to meet face to face with an EA professional to discuss the issues at hand. In the event that critical incidents occur, critical incident stress management is available on site at the work place.
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Are Onsite Consultations a part of the contract?
An integral part of an employee assistance program is to have management consultation on site. Consultations are available to meet with supervisory staff to problem solve specific employee situations as well as to problem solve general supervisory issues that emerge. In addition, it is important to have critical incident stress management services available within 24-48 hours of an event at work, to begin to normalize the experience, and prepare employees for common reactions to trauma.
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Does the Company Specialize in EAP?
Supportive Systems, LLC is a comprehensive, broad-brush Employee Assistance Program. Employee and Management consultation and training are a core component of the effectiveness of the services offered. The services provided include assessment, short term counseling, referral and follow-up services for employees and their dependents or members of their household who need assistance in dealing with problems that impact job performance and personal lives. In addition to the personal, confidential services for employees, management and supervisory consultation and training is provided to assist supervisors to perform effectively and increase productivity. The addition of an employee assistance program demonstrates to your valued work force that you are concerned about them as individuals, and are prepared to promote and maintain services in a confidential manner. Problems for resolution include: family, marital, relationship issues, alcohol and drug abuse, emotional issues such as depression, medical, legal, and financial concerns. Supportive Systems, LLC will assist your company to maintain it's most valuable asset: a healthy and productive work force.
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Are EAP Staff master’s prepared?
Supportive Systems, LLC is comprised of master's prepared mental health professionals, with numerous years’ experience in the delivery of services. We are a blend of marriage and family therapists, counselors, and social workers. We are culturally diverse by ethnicity, gender and age, with a respect for diversity among ourselves as well as our clients. Currently we have thirteen therapists on staff, and all are functioning in the role of an employee, rather than contracted status. They share a strong commitment to Supportive Systems, LLC and a competent employee assistance program focused on solution focused care. Regular inservices and staff meetings are held for the purposes of staff development, case presentation and resource development. In addition to general therapeutic interventions, our staff has expertise in crisis management, critical incident debriefing, alcohol and substance abuse evaluation, bereavement counseling, and eating disorders. The corner stone of our services hinges on a strong assessment and goal delineation with the client.
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