• Employee Assistance Program Accreditation: History and Outlook

      Haaz, Edward J.; Maynard, John Blackwell; Petrica, Stephen C., M.Div., M.P.H.; Williams, Charles E., M.H.S., C.E.A.P. (2003)
      Accreditation is a means of verifying the professional competence and programmatic integrity of an employee assistance program (EAP). This paper examines the history of the accreditation of EAPs in the United States and Canada by the two dominant professional associations in the field, and makes some observations about the outlook for EAP accreditation. The two professional associations, driven by divergent philosophies, have evolved differently in their approach to accreditation. However, they share the conviction that control of standards is essential to the self-definition of a professional field, and has implications as well for marketing and governmental regulation. Accreditation thus has an important role in those areas, and should define acceptable standards in the emerging employee assistance environment, which entails such issues as managed behavioral health care, work-life, and international programs. Accreditation may also help advance thinking about current tensions in the field, and thus help shape its future.
    • Evaluating Your Employee Assistance and Managed Behavioral Care Program

      Masi, Dale A. (Troy, MI: Performance Resources Press, Inc, 1994)
    • Quantifying Quality: Findings from Clinical Reviews

      Masi, Dale A.; Jacobson Frey, Jodi; Cooper, Allen R. (2000)
      This article presents findings from 42 clinical reviews of employee assistance programs across the country. As companies are becoming increasingly concerned about the quality of their services, EAPs and managed behavioral health care organizations (MBHC) are being required to present quantifiable data that indicates that their programs are of an acceptable level of quality. Clinical review is one method to objectively measure the quality of documentation and clinical work of EAPs and MBHCs. This method is clearly outlined in the article and its relevance to a total quality management framework utilizing "six sigma" criteria is illustrated. The findings presented in this article support the notion that quality-of-care in the employee assistance field is often lacking. Implications for below standard quality services are discussed and recommendations for improving the field are suggested.
    • The Role of a Payor Advisory Board in Managed Mental Health Care: The IBM Approach

      Astrachan, Boris M.; Essock, Susan; Kahn, Richard, M.B.A.; Masi, Dale A.; McLean, Alan A.; Visotsky, Harold M. (New York : Kluwer Academic/Plenum Publishers, 1995-07)
      In 1990 IBM Corporation initiated a novel mental health plan. This paper describes the IBM plan and the development of the relationship between IBM, and its managed care vendor and an independent mental health advisory board. Areas in which effective collaboration were established are discussed, such as provider credentialing standards, development of clinical review processes, among others. Two years following implementation of the program, it was found that utilization costs had decreased by 7%.