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1 Department of Personnel & Administration Cristina Valencia, Jon Richard, Randi Wood Department of Personnel and Administration October 6, 2006 EAP and.

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Presentation on theme: "1 Department of Personnel & Administration Cristina Valencia, Jon Richard, Randi Wood Department of Personnel and Administration October 6, 2006 EAP and."— Presentation transcript:

1 1 Department of Personnel & Administration Cristina Valencia, Jon Richard, Randi Wood Department of Personnel and Administration October 6, 2006 EAP and Risk Management Collaboration, Synergy & Opportunities

2 2 DEPARMENT OF PERSONNEL AND ADMINISTRATION DIVISION OF HUMAN RESOURCES WORKFORCE PLANNING TOTAL COMPENSATION BUSINESS RISK & LOSS CONTROL C-SEAPRISK MANAGEMENT

3 3 Department of Personnel & Administration Workforce Planning & Development Consists of three work units: Workforce Development Staffing Systems Consulting Services. This section is responsible for workforce development (recruitment, examinations, selection processes) and also provides expert interpretation and review of applicable rules and laws and investigates and resolves appeals and disputes to the Division Director.

4 4 Department of Personnel & Administration Total Compensation Consists of two work units: The Compensation unit consists of several functions: Job evaluation and maintenance Pay Personal services contract review Leave Work-life programs. The Employee Benefits unit administers Employee group benefits plans, State of Colorado Deferred Compensation Plan, and State of Colorado Defined Contribution Plan.

5 5 Department of Personnel & Administration Business Risk & Loss Control Consists of two work units: Risk Management Workers’ Compensation Fund The Liability Fund Property Fund Loss Control Colorado State Employee Assistance Program (CSEAP) Statutory authorization, starting in FY03

6 6 Department of Personnel & Administration RISK MANAGEMENT ANNUAL BUDGET WORKERS COMPENSATION$30,075,696 LIABILITY$6,170,969 PROPERTY$5,846,006 (Premiums Only)

7 7 Department of Personnel & Administration STATE CLASSIFIED EMPLOYEES GRIEVANCE PROCESS 10 days to initiate the grievance Meeting with supervisor Seven days after discussion – written decision Five days from receipt of written decision to initiate formal grievance process Thirty days for second level supervisor to respond Ten days from receipt of written decision to file a petition with State Personnel Board

8 8 Department of Personnel & Administration STATE PERSONNEL BOARD Authority to review, through a hearing process — adverse impact to a certified employee’s current base pay, status or tenure. Discretionary authority to review other personnel matters that do not adversely affect a certified employee’s current base pay, status or tenure such as corrective actions, transfers, reassignments etc. Appeals to Colorado Court of Appeals. Paid for by the employing agency.

9 9 Department of Personnel & Administration RISK MANAGEMENT CLAIMS Claims Brought Under Federal Law EEOC FLSA FMLA ADA ADEA State Claims Whistleblower Retaliation Paid Out Of Risk Management Fund

10 10 Department of Personnel & Administration COST ASSOCIATED WITH EMPLOYMENT CLAIMS DIRECT COSTS Defense costs Attorney Fees Discovery costs Depositions Expert Fees INDIRECT COSTS Lost productivity Absenteeism Moral problems Payments to Plaintiff Settlement Back pay Front pay Punitive damages Expert fees Attorney Fees

11 11 Jon Richard, PsyD Psychologist, C-SEAP Department of Personnel & Administration

12 12 Department of Personnel & Administration BEHAVIORAL RISK MANAGEMENT Yandrick Definition: Behavioral Risk Management applies to the risks connected with workplace behaviors of employees and work organizations that have a negative impact on the productivity of an organization; and life-style behaviors that lead to preventable healthcare conditions and the cost of treating these conditions ”.

13 13 Department of Personnel & Administration MENTAL DISORDER AS BEHAVIORAL RISK FACTOR Mental disorder: problems in mood, thinking, or behavior associated with distress and/or impaired functioning. US population prevalence of mental disorder: 20% of population per year. Severe mental disorder: 5.4% per year. Source: Mental Health: A Report of the US Surgeon General, 1999.

14 14 Department of Personnel & Administration MENTAL DISORDERS AS BEHAVIORAL RISK ETIOLOGY Among the 10 leading causes of disability worldwide, 4 are mental disorders. Major depression is the leading cause of disability. Individuals with mental disorders utilize twice as many visits to primary care physicians. Individuals with major depression 4x as likely to suffer heart attack as those without, holding other factors constant. Source: NIMH

15 15 Department of Personnel & Administration ECONOMIC IMPACTS Employees with depression are absent 1.5x more than average employees, with 20% reduction in productivity. Depression alone is estimated to cost over $44B per year in lost productivity, direct treatment costs, and excess mortality. Employees with depression + any other chronic illness cost 1.7x those employees with only the non-mental health condition. Source: Wolf, D., EA Roundtable 2002

16 16 Department of Personnel & Administration COST OFFSET Surgeon General estimates that indirect costs of mental health disorders (e.g., sick days, reduced productivity) at $79B. Multiple studies demonstrate that provision of mental health care reduces non-mental health care costs and reduces use of the most expensive mental health care services (e.g., hospitalization).

17 17 Department of Personnel & Administration ECONOMIC IMPACTS: Beyond Mental Disorder Consider also: Smoking: estimates of app. $601/yr/smoker increased health care expenditures. (APA) Alcohol abuse/dependence: annual health care costs of over $22B (APA) Sedentary lifestyle: Annual per person costs of app. $330 more than active person (CDC). Obesity: direct US health costs of $102B (Lewin, 1999)

18 18 Department of Personnel & Administration CHALLENGE How can EAP move beyond tertiary response to the individual distressed employee, to also incorporate primary prevention and risk management activities?

19 19 Department of Personnel & Administration EAP-RISK MANAGEMENT INTERFACE Training Programs for Managers: e.g., Responding to Mental Disorder in the Workforce. Targeted Consultation (secondary intervention). Integrating EAP into promotion of wellness activities such as exercise promotion, weight management services, prevention and disease management elements of insurers’ services. Encouragement of services via Worker’s Comp administrators.

20 20 Randi C. Wood, LCSW, DCSW, CEAP Director, C-SEAP Department of Personnel & Administration

21 21 Loss Reduction Pilot Conducted By C-SEAP Evaluation Indicators August 7, 2006 Department of Personnel & Administration

22 22 Regions Pilot Regions: Region 1 Region 3 Headquarters ( In Region 6) Department of Personnel & Administration

23 23 Evaluation Indicators Short Term: Short Term: Penetration - Managers, Supervisors, Lead Workers Trained Penetration - Managers, Supervisors, Lead Workers Trained Training Evaluations Training Evaluations 30 Day Follow-up Evaluations 30 Day Follow-up Evaluations Long Term: Long Term: Incidents and Type of Incidents Incidents and Type of Incidents By Region & Gender By Region & Gender Department of Personnel & Administration

24 24 Short Term Indicator: Penetration Managers, Supervisors & Lead Workers Managers, Supervisors & Lead Workers Number Number Received Training: 8 of 15 sessions completed to date Received Training: 8 of 15 sessions completed to date Trained Trained Penetration: Penetration: Trained / Number = 246 / 404 = 60.9% Trained / Number = 246 / 404 = 60.9% Department of Personnel & Administration

25 25 Short Term Indicator: Training Evaluations Attendees: 8 of 15 sessions completed to date Attendees: 8 of 15 sessions completed to date Training Evaluations: Training Evaluations: Training Response Rate: Training Response Rate: 217 / 246 = 88.2% 217 / 246 = 88.2% Department of Personnel & Administration

26 26 Short Term Indicator: Training Evaluation Responses Response Scale: Response Scale: 1 – Strongly 2 – Disagree 3 – Agree 4 - Strongly Disagree Agree Provided me with useful information to improve my job performance and/or work life balance: Provided me with useful information to improve my job performance and/or work life balance: Would recommend C-SEAP service to others: Would recommend C-SEAP service to others: Department of Personnel & Administration

27 27 Short Term Indicator: 30 Day Follow-up Evaluations Attendees: 8 of 15 sessions completed to date Attendees: 8 of 15 sessions completed to date Day Follow-up Evaluations: 30 Day Follow-up Evaluations: Day Follow-up Response Rate: 30 Day Follow-up Response Rate: 176 / 246 = 71.5% 176 / 246 = 71.5% Department of Personnel & Administration

28 28 Short Term Indicator: 30 Day Follow-up Responses Same 4 Point Response Scale: Same 4 Point Response Scale: Conflict Management training had a positive effect on your ability to manage performance and productivity. : Conflict Management training had a positive effect on your ability to manage performance and productivity. : 2.91 = Agree 2.91 = Agree Conflict Management training provided by C-SEAP has had a positive effect on your ability to prevent or resolve workplace conflict : Conflict Management training provided by C-SEAP has had a positive effect on your ability to prevent or resolve workplace conflict : 2.96 = Agree 2.96 = Agree Department of Personnel & Administration

29 29 Long Term Evaluation Indicators Long Term Indicators: Long Term Indicators: Numbers of Incidents Numbers of Incidents Type of Incidents Type of Incidents Type of Separation Type of Separation By Region & Gender By Region & Gender Department of Personnel & Administration

30 30 Total Incidents 2002 – 2006 Department of Personnel & Administration

31 31 Incidents 2002 – 2006: Type of Action Department of Personnel & Administration

32 32 Incidents : Gender Department of Personnel & Administration

33 33 Incidents : Gender Rates Per 100 Employees Department of Personnel & Administration

34 34 Separations by Fiscal Year Department of Personnel & Administration


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