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Employee Assistance Program USING THE EAP IN SUPERVISION.

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Presentation on theme: "Employee Assistance Program USING THE EAP IN SUPERVISION."— Presentation transcript:

1 Employee Assistance Program USING THE EAP IN SUPERVISION

2 Who is CCW? 30,000 Professionals in EAP Network Nationally and Internationally 24-Hour Problem Resolution System 1-6 Sessions Per Employee Confidential Counseling from Licensed Counselors

3 Why Offer an Employee Assistance Program? Morale Performance Quality of Life & Work Environment Reducing Employee Stress Creates a Healthier & Productive Workforce

4 An Employee Assistance Program Reduces Financial Drains Reductions in: Absenteeism Employee Turnover Healthcare Costs Accidents on the Job Worker’s Compensation & Unemployment Insurance

5 Employee Assistance Program Services Emotional –Anxiety and Stress –Relationship Issues –Depression

6 Employee Assistance Program Services Physical –Addictions –Substance Abuse –Threats of Violence –On-Site Crisis Response

7 Employee Assistance Program Services Work/Life Balance –Child/Elder Care –Workplace Issues –Financial Problems –Legal Issues

8 When a Occurs Stress Debriefing Consultation and Support Services Printed Materials on Coping Strategies Encouragement and referral to EAP services CCW is there to provide Crisis

9 Use of EAP Services - Sample Anxiety/Stress/Depression (39%) Balancing Work & Family (41%) Legal & Financial Issues (10%) Workplace Issues (5%) Addictions (5%)

10 Training Programs Topics Include: Stress Management Change Management Dealing with Difficult People Staying Tough in Tough Times

11 CCW EAP Online Services CCW’s Online Services draw from contributors such as Harvard Publication, LexisNexis and FinanCenter. The site offers thousands of resources into an easy-to-use and easy-to-navigate website.

12 Building a More Productive Workforce Referral Types Self Referral Occurs most often The employee contacts the EAP for personal issues Supervisor Referral The employee is referred due to job performance decline (It may be an informal recommendation or a mandatory formal supervisor referral.)

13 =Job Performance  Attendance and availability  Quality of work  Attitude and conduct Building a More Productive Workforce

14  Supervisor recommends employee contact EAP and provides benefits information and accessing instructions:  It is the employee’s choice regarding whether or not to contact EAP.  If employee does contact EAP, then counselor works directly with employee. Building a More Productive Workforce Brevard County Public Schools – Informal Supervisor Referrals

15  If employee does not contact CCW EAP, then the Supervisor continues to monitor job performance per district policy.  If problems continue, Supervisor may move to a more formal referral process. Building a More Productive Workforce Informal Supervisor Referrals (continued)

16  Supervisor identifies performance issue regarding employee.  Supervisor contacts Human Resources Office: ext 265. Building a More Productive Workforce Brevard County Public Schools – Mandatory Supervisor Referrals

17  Supervisor evaluates situation and contacts CCW Care Manager for consultation: If the situation is of urgent nature, please inform the receptionist that you wish to speak directly with a Care Manager of if placed on hold, press “0” and ask the receptionist to speak directly to a Care Manager.  Care Manager provides Supervisor with contact and appointment information. Building a More Productive Workforce Brevard County Public Schools – Mandatory Supervisor Referrals

18  Supervisor meets with and refers employee to EAP.  EAP Letter and Release of Medical Information Forms are signed by employee and faxed to CCW Care Manager:  If employee attends assessment and signs Release of Confidential Information, then CCW communicates with BPS regarding whether employee is following through with recommendations. Building a More Productive Workforce Mandatory Supervisor Referrals (continued)

19  If employee does not attend assessment or does not follow through with recommendations:  Deputy Superintendent is contacted immediately.  Note: If the consent for EAP Letter and Release of Medical Information Forms are not signed, then disciplinary action may be taken and no contact between EAP and employee. Building a More Productive Workforce Mandatory Supervisor Referrals (continued)

20  Tell the employee that you are making a supervisor referral  Remind the employee that the EAP is confidential  Remind the employee that attending the EAP cannot interfere with job security or promotional opportunities  Let the employee know you have spoken with the EAP already  Know what to expect after you make the referral Building a More Productive Workforce Supervisor Referral Tips

21  Schedule meeting to review performance after EAP referral  Consult with EAP if a new problem emerges  Expect satisfactory performance  EAP will notify Lee Berry’s office of changes in employee’s willingness to follow-through with recommendations  Plan ahead for employee’s return from medical absences Building a More Productive Workforce Follow-up and Monitoring

22 Review Suggestions for Positive- Constructive Confrontation 1.Contact EAP for management consultation services before confronting an employee. 2.Document job performance issues. 3.Set up a private/confidential meeting. 4.Review the history of events. 5.Do not talk about suspected causes of the problem - focus on job performance! Building a More Productive Workforce

23 Review Suggestions for Positive- Constructive Confrontation 6.Establish the level of performance expected. 7.Emphasize consequences if no change occurs. 8.Show that help is available and refer to EAP. 9.Document the specific plan of action and time frame. Building a More Productive Workforce

24 Review Components of a Supervisory Referral 1. Identification 2. Documentation 3. Expectation 4. Time Line 5. Consequence Building a More Productive Workforce

25 Review Reasons for Referral  Frequent mistakes  Reduced productivity  Absenteeism  Tardiness  Missed deadlines  Customer/client complaints  Repeated minor accidents  Unpredictable behavior  Suspected substance abuse Building a More Productive Workforce

26 Supervisor Concerns  “His or her career will be harmed.”  “The employee will be offended.”  “It’s none of my business.”  “Referring would show that I can’t fix the problem.”  “This problem is not bad enough for the EAP.”  “I’m afraid I would make a procedural mistake.” Building a More Productive Workforce

27 In Summary Building a More Productive Workforce  Available 24 hours a day, 365 days per year  FREE to your employees and their family members  Confidential How to reach CCW Simply call or

28 In Summary WELLNESS EDUCATION CHILD/ ELDER CARE LEGAL/ FINANCIAL TELEPHONE CONSULTATION IN PERSON CONSULTATION PROMOTIONAL OUTREACH Online Courses Webinars On-site Learning Life Cycle Ed. Coaching and Referral Services Debt Mgmt. All Non-Work Related Legal Issues Assess Risk Consultation Case Mgt. Assess Risk Consultation Referral to EAP Counselor Master’s Level Clinician Provides Immediate Assistance Employee Contacts Corporate Care Works


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