Showing items related by title, author, creator and subject.

• 

  Integrating Employee Assistance Programs Into Other Workplace Programs: The Organizational Health Map

  Attridge, Mark (2016-11-02)

  Employee Assistance Programs (EAP) can expand their business value by creating connections with other employee health and benefit programs within the same work organization. The Organizational Health Map identifies potential partners within each of the three segments of the health care cost continuum model (Preventive Care; Acute Care; and Chronic Care). The EAP can offer resources, referrals, and behavioral health expertise to help make these programs more effective. Collaborating with Human Resources is needed to facilitate integrating the EAP into other programs. Finally, the EAP can consult with leaders of the organization to advance company-wide health and work culture initiatives.
• 

  MDAC 2022: "Preparing Clinician-Scientists in Nursing Through the Johns Hopkins DNP/PhD Program: Enrollment and Preliminary Program Outcomes"

  Farley, Jason; Lowensen, Kelly; D'Aoust, Rita F. (2022-05-23)
• 

  Experiences of Internal and Hybrid Employee Assistance Program Managers: Factors Associated with Successful, At-Risk and Eliminated Programs

  Frey, Jodi J; Pompe, John C.; Sharar, David A., 1961-; Imboden, Rachel; Bloom, Lauren (2018-02-07)

  Employee Assistance Programs (EAPs) originated as workplace­ focused programs delivered largely by peer employees. Over the past 25 years, the once standard internal EAP has largely been replaced by internal/external hybrid programs or out­ sourced EAP vendors. Many long-standing internal programs have been downsized or eliminated, along with their internal program manager positions. This qualitative study examined the organizational, leadership, and programmatic characteristics associated with the internal and internal/hybrid EAPs from the perspectives of EAP managers working in programs that have thrived and those that have depreciated. Twenty-four current and former internal or internal/hybrid EAP managers were interviewed using a semi-structured interview schedule. Qualitative methods were used to identify patterns and themes within the data to describe the experience of internal and internal/hybrid EAP managers and the critical success and risk factors associated with their positions and programs. Five final themes, with 15 subthemes emerged from the data, suggesting that both individual and organizational characteristics of EAP internal and hybrid programs are important to the program's sustainability. These findings offer insights regarding best practices and critical success factors to EAP professionals, EAP purchasers, and the EAP industry.