• The Business Case Bibliography: 100 Review Papers on the Workplace Value of Mental Health, Addiction and EAP Services

      Attridge, Mark (Employee Assistance Society of North America, 2011-12)
      This Note provides a list of 100 recent review papers on the topic of making the business case for providing mental health and addiction services to employees and their family members. This list has a special emphasis on employee assistance program (EAP) services, which already serve many work organizations and are often an effective source of referrals into mental health and addiction care treatment for more serious cases and for immediate short­‐term counseling for more minor cases. Most of these works examine financial issues of cost­‐benefit, cost­‐effectiveness and return on investment (ROI) as well as other behavior­‐ based outcomes of value to employers such as improvements in employee performance, employee engagement, positive work culture, risk management, work absence, work productivity/presenteeism, health care costs, disability costs, and turnover. The list includes works from the United States, Canada, and other Western countries.
    • The Business Value of EAP: A Conceptual Model

      Attridge, Mark; Amaral, Thomas M., 1952-; Bjornson, Tom; Goplerud, Eric N.; Herlihy, Patricia A.; McPherson, Tracy L.; Paul, Rich; Routledge, Sandra; Sharar, David A., 1961-; Stephenson, Diane; et al. (Employee Assistance Society of North America, 2010-05)
      This Research Note describes how to conceptualize the different ways that employee assistance services provide business value to an organization. The model features three major categories or levels of value: Workplace Performance Value – which has cost savings from employee productivity, absence and other human capital areas; Benefit Cost Value – which has cost savings from health care, disability and other employee benefits; and Organizational Value – which has cost savings from risk management and improved organizational development.
    • The Cannabis Conundrum: Getting Value from your EAP

      Greer, Kathleen (Arizent, 2019-08-16)
      Cannabis has shown to be helpful in well-being and recovery. Millions of people rely on it to help with pain, sleep and other conditions. However, cannabis is an addictive drug, resulting in more than four million diagnoses of cannabis-use disorder. How will workplaces deal with the increase of cannabis use and how can the EAP help?
    • EAP Competence and Value

      White, William L., 1947-; Sharar, David A., 1961- (2001-11)
      The second of two articles on the need for a revised ethic in employee assistance addresses concerns about the use of subcontractors by national EAP vendors.
    • How EAPs Can Use Public Relations to Communicate Value

      BackBone, Inc. (BackBone, Inc., 2018)
      Executive Summary: EAP practitioners are continually required to communicate and prove their value — particularly in a business climate where every service provider needs to demonstrate ROI — not just this month or next, but at regular intervals. To business executives, value is defined by the correlation between EAP services and productivity. To end-users, or employees using the EAP, it’s defined by the efficacy of the counseling and the speed with which the individual is able to mitigate or remove barriers to performance and personal well being. EAPs typically use several communications vehicles to convey value, from utilization reports geared to senior management to brochures, e-mails, and HR intranets targeted to end-users. However, few EAPs look toward standard public relations to communicate — indeed validate — their business model and the efficacy of the services they provide. Effective public relations — which is to say, getting broad, sustained, and positive media coverage — can be beneficial to both external EAP vendors as well as internal EAP organizations. If you’re an external EAP, it provides a vehicle for obtaining third-party validation of your services, programs, or business model. This goes a long way in establishing credibility with prospects —indeed, we’ve found that many organizations vetting outside service providers often visit the service provider’s media page to gauge press coverage and read not what the company is saying about itself, but what others — in this case, respected publications, writers, and analysts — are saying about it. For those of you who handle EAP internally, you can use media relations in ways that are just as beneficial. First, it can raise awareness of your organization as a “Best Place to Work.” We know that balancing work/life issues is a primary concern for employees and benefits remain an important component in recruiting and retaining valued employees. That’s why it’s important to communicate that message to end-users so they better understand the value of EAP benefits and how to get the most out of them — employees are more likely to take notice when their organization is profiled in a national publication. A favorable write up about the company’s EAP program or a particular aspect of it, is an effective way to get the word out to the workforce...it’s obviously also a great recruitment tool as it showcases your forward-thinking and the value you place on your staff. The objective of this white paper is to convey the value of Public Relations to EA organizations seeking to differentiate their services and their business model.
    • Measuring Outcomes and Mitigating Risk with the Workplace Outcome Suite in the Federal Workplace

      Tamburo, Melissa Back; Mintzer, Jeffrey (2017-05-12)
      Federal Occupational Health (FOH) is the largest provider of occupational health services in the Federal Government, serving more than 360 federal agencies and reaching 1.8 million federal employees. FOH began providing Employee Assistance Program (EAP) services in 1980, and is Health and Human Services’ recognized expert in this key area of employee health programs, delivering specialized EAP services exclusively to over 905,624 federal employees. More than ten years ago, we integrated our EAP with our WorkLife program and many of the Agencies we serve are accustomed to our integrated set of resources. FOH has a rich history of working to advance the knowledge of the EAP field, and was an early supporter of measuring program outcomes. Selvick, Stephenson, Plaza and Sugden (2004) published one of the few studies that demonstrate statistically and practically signifcant outcomes from the FOH EAP. Their work showed significant improvement from pre- to post- EAP intervention on measures of productivity; work and social relationships; perceived health status; attendance and tardiness; and global assessment of functioning. In an effort to revitalize the findings with more current outcomes, FOH engaged an industry gold-standard tool, the Workplace Outcome Suite (WOS). A 5-item measure, this tool is psychometrically tested and easy to administer telephonically during the intake proces. It consists of 5 scales that measure absenteeism, presenteeism, work engagement, life satisfaction, and workplace distress, In October of 2015 FOH began to collect data on specific outcomes for clients who accessed the EAP.
    • Observations from the Trenches on the State of the EAP Field

      Sharar, David A., 1961-; Bjornson, Tom; Mackenzie, Alex, M.F.T., C.E.A.P. (Journal of Employee Assistance, 2012)
      This article is intended to provide a glimpse of what is going on in the field of EAP, as we embark upon a new year. First the bad news: our field is currently in peril for two reasons: 1) slowness in demonstrating how EAP adds value to the organizations we serve; and 2) the flawed process through which EAP services are contracted. Now, the good news: as a field we are in a position to address both of these problems.
    • The State of EAP: Observation from the Trenches

      Sharar, David A., 1961-; Bjornson, Tom; Mackenzie, Alex, M.F.T., C.E.A.P. (Employee Assistance Professionals Association, 2010-01)
      This article is intended to provide a glimpse of what is going on in the field of EAP as we embark upon a new year. First, the bad news: our field is currently in peril for two reasons: 1) slowness in demonstrating how EAP adds value to the organizations we serve; and 2) the flawed process through which EAP services are contracted. Now, the good news: as a field we are in a position to address both of these problems.
    • Where Do We Go From Here? Improving Value and Pricing in EAP

      Sharar, David A., 1961- (International Employee Assistance Professionals Association, 2019)
    • Why CFOs Should Stop Worrying and Learn to Love EAP/Wellness

      Servizio, Lou (2017-01-15)
      Employee assistance programs (EAPs) are often the go-to resource for at-risk employees grappling with personal problems -- substance abuse, depression, stress, marital strife, etc. These programs have gained popularity among employers as a preventative or early intervention measure, allowing employees to address personal issues before they escalate into larger -- and far costlier -- health problems. Despite serving as the primary entry point for over 150 million American workers seeking professional support, short-term counseling and referrals for any personal or behavioral health concern, many EAPs continue to serve employees without knowing or improving upon their workplace impact – until recently. There is increasing recognition amongst EAP providers that in order to continue to thrive, the EAP field needs to be able to measure and demonstrate effectiveness in quantifiable business terms.