The Future of EAPs: Some Ideas for Creating What We Want D.C. Chapter EAPA March 20, 2014 Lisa Teems U.S. Coast Guard EAP Manager

You all know that your EAP has great value as a coaching/consultation resource, as a career saving tool, as a resource for helping people who are under personal and professional stress, and as an effective organizational benefit to assist with large scale issues impacting employees. Do your employees know the same things? Are they using the program? Does your agency understand these values?

Future Considerations: Communication/messaging Stigma reduction Shake it up! Perceptions and realities about confidentiality Perceptions about the purpose of the EAP (alcohol, etc.) and how to use it Data use Use of social media Others ?????

Work-Life Programs Health Promotion – Cholesterol Screening – Health Risk Assessment – Stress Management – Tobacco Cessation – Physical Fitness – Weight Management Substance Abuse Treatment and Prevention Food Services Ombudsman Sexual Assault Prevention and Response Family Advocacy Special Needs CG SUPRT (EAP) Critical Incident Stress Mgmt (CISM) Suicide Prevention Workplace Violence Transition/Relocation Child Development Centers In-Home (Family) Childcare Adoption Elder Care Scholarships

CG SUPRT (EAP) Face-to-face, telephonic, and video counseling Consultations Work life balance Legal consultation Personal financial management services Health coaching Career counseling for dependents Training Critical incident support

CG SUPRT (EAP) SUCCESS Utilization from 12-25% since launch 2 years ago Why: Branding Marketing Senior management involvement Collaboration with other programs Sharing of data and data analysis Website Partnership with vendor Fighting the internal battles