Workplace Outcome Suite (WOS) Annual Report 2020: Part 1 - Decade of Data on EAP Counseling Reveals Prominence of Presenteeism.
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AbstractReport 1 of 2. The Workplace Outcome Suite (WOS) industry profile is made up of data contributed by multiple providers worldwide since year 2010. This white paper is the forth in an annual series of reports on the Workplace Outcome Suite that first started in 2016. This study looks at six outcomes from the WOS: (1) Work Presenteeism, (2) Work Absenteeism, (3) Workplace Distress, (4) Work Engagement, (5) Life Satisfaction, and (6) a new measure that combines the results of the absenteeism and presenteeism data converted into hours of Lost Productive Time (LPT) at work. This report features 35,693 employees with self-reported data collected at before and after a counseling intervention provided by an employee assistance program (EAP). The data was collected over a period of 10 years, between 2010 and 2019. A total of 38 different sources provided valid data on all five WOS measures, with 20 EAP vendors, 17 employer-based programs and one industry group of external vendors in the United States. Although 26 different countries are represented, 95% of the total cases are from only four countries with almost three-fourths of the total from just one country - the United States (72%). China (22%) and New Zealand (3%) both had more than a 1,000 cases, with the remaining 3% of cases spread across 23 other countries (from two vendors and two large multi-national corporations). Within the United States, all five regions of the country were represented and profiled. Main findings: Brief counseling from EAPs was associated with statistically significant improvements on all five WOS outcomes. Large size statistical effects were found for improvement on a composite measure of all five outcomes and for the specific outcomes of work presenteeism and life satisfaction. A medium size statistical effect was found for reducing work absenteeism. Small size statistical effects were found for the more organizationally-influenced WOS outcomes of work engagement and workplace distress. Work presenteeism is the outcome that most defines the employee who uses an EAP, both in terms of the initial impact (work deficit) when distressed before use and also the improvement after counseling. When absenteeism and presenteeism were converted into hours of lost work productivity, the average employee case had 63 hours of unproductive time when in distress before EAP use. Yet, at the follow- up after counseling, this was reduced by 43% to 36 hours. Other research showed the typical worker is unproductive for 27 hours per month. Thus, the EAP user had more than double the amount of lost productive time when first seeking assistance compared to the average employee. However, after counseling had ended, 75% of this initially very high level of lost productivity at work had been restored. The effectiveness of EAP counseling is robust across almost all of the contexts with data to test. The extent of improvement from before to after counseling on WOS measures was generally consistent across client age and sex, across the clinical factors of the type of issue, the number of clinical sessions used, the total duration of the time period of the treatment period, and the source of referral into the EAP, and across different employer conditions of industry and whether the EAP was provided by an external vendor, internal staff, or a hybrid model.
Table of ContentsEAPs that contributed data to the WOS benchmarking project; Forward; Executive Summary; Chapter 1 – Profile of study sample; Chapter 2 – What is the WOS?; Chapter 3 – Impact of employee distress on work outcomes; Chapter 4 – Improvement in WOS outcomes; Chapter 5 – Converting WOS data into hours of lost productive time (LPT); Chapter 6 – ROI for EAP counseling: Small, medium and large employers in US; Chapter 7 – Context factors and outcomes; Chapter 8 – Benchmarking with WOS data; Chapter 9 – WOS-2020 updated 7-item measure; Appendix A – Methodology; Appendix B – Validity and reliability of WOS measures; Appendix C – Mini Studies 1 & 2: Representativeness of study sample; Appendix D – Mini Study 3: Employee depression and WOS outcomes; Appendix E – Estimating improvement in LPT among matched non-users of EAP; Bibliography of research on WOS; References
DescriptionThis is the fourth in the series of annual reports on the Workplace Outcome Suite (WOS). The 2020 Report is the second year that Morneau Shepell has had the privilege of collaborating with Dr. Mark Attridge on its completion. Historically, organizations in our industry have been reluctant to share data with each other, but outcome measures reported by consistent, validated tools like the WOS benefit us all. We encourage the companies that purchase EAP’s and brokers who sell EAP services to support this tool and use it as a way of demonstrating the importance and value of EAP services to their clients. These findings create a narrative about the valuable work we do to improve employee wellbeing. The story becomes significantly more compelling with more data, more organizations using the tool, and more geographical reach. Fortunately, usage of the WOS is increasing since it was introduced in 2010, and as such, this year’s report is more robust than ever representing over 35,000 counseling cases globally.
CitationMorneau Shepell. (2020). Workplace Outcome Suite (WOS) Annual Report 2020: Part 1 - Decade of Data on EAP Counseling Reveals Prominence of Presenteeism. White paper. Toronto, ON: Morneau Shepell. Author: Attridge, M. Available at: https://www.eapassn.org/WOS
Series/Report No.Workplace Outcome Suite (WOS) Annual Reports;Fourth Year in Series
SponsorsMorneau Shepell was financial sponsor. Endorsed by the Employee Assistance Professionals Association (EAPA).
Rights/TermsCopyright to Morneau Shepell. 2020.
Workplace Outcome Suite (WOS)
Employee assistance programs