1. EAP as a Supervisor’s Resource
Employee Assistance Program

2. Overall Goals of EAP Demonstrates employer concern for employees
Reduces obstacles which prevent people from getting help and encourages early assistance before the problem worsens
Reduces the cost of personal problems at work
Offers early intervention

3. EAP is …
A confidential assessment, brief counseling and referral service to all employees and their family members.
The EAP is designed to assist in the identification of any personal problem that may be affecting you, your family or your job.

4. Key Points Voluntary Private No cost to client Confidential
Not treatment

5. Types of Referrals Self – 85%, Other 5%
The employee contacts the EAP without being referred by the supervisor
Performance problems may or may not exist

6. Supervisor Referral- 10%
Types of Referrals
Supervisor Referral- 10%
The employee is referred by the supervisor based upon documented job performance problem(s).
NOTE: If the supervisor does not contact the EAP, the EA professional relies upon the employee’s report.

7. A Resource for the Supervisor
Consultation with the EAP counselor
Supervisory Referral

8. Supervisor Referral
Informal
Formal

9. Benefits to the Supervisor
An alternative to tolerating poor performance or taking an adverse action
Eliminates need to get “involved” in the personal problem of the employee
Permits manager to focus on performance
EAP can offer supervision tips

10. Troubled Employee
Definition: An employee whose personal problems adversely affect job performance.
Typically, 12–18% of employees in an organization experience personal problems that interfere with job performance to some degree.

11. Managing Troubled Employees
DO:
Observe all employees regularly
Document any and all performance problems
Intervene when you notice any performance deficiencies
Refer to EAP early and at every step of warning process
Communicate concern and value of employee
Remain focused on job performance issues
Formulate specific plans for improvement with consequences
Call EAP for consultation
Follow all human resource policies

12. Managing Troubled Employees
Do Not
Diagnose the employee’s problem
Pry into an employee’s personal life or give advice – stay job-focused
Accept excuses for performance issues
Ignore a performance/attendance problem
Use EAP as a “last ditch effort”
Wait until the employee’s job is in jeopardy
Take responsibility for solving the employee’s problem
Share information with co-workers
Refer based on office grapevine

13. Observing Job Performance
Be alert to decline or changes in job performance, especially with those who have histories of good performance.
Ask what is causing the job performance problem:
If personal, remind employee of EAP — don’t discuss the problem.
If not personal, address the relevant workplace issues.

14. Possible Signs & Symptoms of Declining Job Performance
Absenteeism
On-the-Job Absenteeism
Difficulty Concentrating
Confusion
Erratic Work Pattern
Lowered Job Efficiency
Friction with other Employees
Unusual Behavior
High Accident Rate

15. Referral: Key Principles
Tell the employee that you are making a supervisor referral to the EAP based upon ongoing job performance problems
Reference documentation and past discussions
Appear supportive
Remind the employee that the EAP is confidential — no confidential details will be given to you
Let the employee know that you will not discuss the referral with coworkers
Remind the employee that attending the EAP cannot interfere with his or her job security or promotional opportunities
Let the employee know you have spoken with the EAP already

16. Supervisor Referral Tips
Call the EAP and/or provide written information regarding the nature of job performance problems prior to referral
Refer early, when job performance problems emerge
Call the EAP if the EA professional does not call you after referral
Don’t ignore a developing problem

17. Barriers to Supervisor Taking Action
Betrayal of Employee
Protecting a “Good” Worker
Admitting Failure
Misconception about Personal Problems
View of EAP as a Stigma
Fear of Offending Employee
Viewing Referral as a Severe Step

18. For more information, contact…
Employee Assistance Program
Elizabeth Robinson, Manager or call Ct toll free: