• Making the Business Case for Mental Health Treatment: New Research and Resources

      Attridge, Mark (Behavioral Healthcare, 2007-10)
      Text version of brief article in trade magazine on the importance of addressing mental health and addiction problems in the workplace. Review of studies on the need for workplace mental health services, their clinical effectiveness and the ROI of these outcomes for business. Includes a table of the Top 10 Resources for Making the Business Case for Workplace Mental Health Treatment. Also has list of 21 research references.
    • A New Research-Driven Approach to Workplace Behavioral Health Services: Does This Present an Opportunity or a Challenge for EAPs?

      Amaral, Thomas M., 1952-; Attridge, Mark (EAP Technology Systems, 2010-04)
      A new research-driven approach is emerging to the delivery of behavioral health services in the workplace. This new approach involves actively targeting those employees, as identified by research, whose personal problems are most likely to negatively impact their work performance. Because this new approach focuses on high-risk/high-cost employees, it has the potential to yield a greater return-on-investment (ROI) to an organization than traditional workplace programs, such as employee assistance programs (EAPs).
    • Research Matters Column - Making the Business Case for EAPs: A Conceptual Framework

      Attridge, Mark (Employee Assistance Professionals Association (EAPA), 2001)
      Brief article in Research Matters column. Review of research findings and strategic arguments for how to make the business case for employee assistance programs.
    • Research On Return-On-Investment: Which Models of EAP Are Generating the Most Significant ROI?

      Amaral, Thomas M., 1952-; Attridge, Mark (EAP Technology Systems, 2010-03)
    • Return on Investment (ROI) Analysis of Employee Assistance Program: Employer Case Study of Piraeus Bank

      Attridge, Mark; Chasapogianni, Evi (2017-05-17)
      Keynote presentation of a successful employer case study and R.O.I. estimation analysis from the implementation of the EAP program in 2016 at Piraeus Bank. Analysis featured actual EAP utilization data, EAP user outcomes and employee and business cost data from the client organization. Results of 4.31:1 (euro) ROI for the overall EAP program, with the majority (67%) of the total cost savings coming from outcome area of restored employee and manager lost productive time at work after use of EAP counseling. Similar ROI results were obtained for years 2014 (4.87:1) and 2015 (5.73:1).
    • Return-on-Investment (ROI) Calculations for Behavioral Health: Development and Application

      Attridge, Mark (2008-03-06)
      This presentation reviews the development and research rationale for a Return-on-Investment (ROI) calculator tool for a web-based application available to the public and targeted to employers. The calculator is designed to estimate the population prevalence, the cost burden to employers for three common health conditions – cardiovascular problems, depression, and alcohol abuse – at a specific organization. The calculator is called the IntelliPrev™ Return on Investment Tool and is available online at www.intellipev.com. When one uses the tool, there are two sections: The Input section and the Results section. The “Input” section asks five inputs about the workplace (number of employees, type of organization, location, industry, and the percent of full-time workers). It also asks about workplace health and productivity climate and estimated levels of program participation. These nine inputs are also used to make a key or grand estimate of overall health and productivity. The tool estimates the “disease burden” associated with the three health conditions and adjusts for the co-occurrence or overlap across the health conditions. The tool estimates the number of employees affected and also the associated costs in three areas: Health care, work productivity and employee absenteeism. The tool also estimates total disease burden in dollars for the company. The second output is an estimated savings from improved outcomes. This second set of estimates is the reduction in disease burden that can be reasonably expected to occur when investing in prevention programs. The third output combines the savings with the disease burden to yield the ROI dollar figure. This figure assumes an employer investment at so much per employee/per year for participating in a program compared to the estimated savings. The process for developing this tool was grounded in personal experience and a comprehensive review of the research literature. The components of the model were selected based on research evidence in the mental health and worksite wellness fields. The economics and human resources literature was also reviewed for logical models and dollar default inputs for the dollar value of workplace outcomes. A unique component of the ROI tool is that both the prevalence rate for these three health problems and the level of improvement to each from interventions are adjusted automatically by the level of overall work climate and organizational health.
    • Trends Report 2017

      Donalson, Todd R.; Mollenhauer, Matthew; Shjerven, Tom; Servizio, Lou (Chestnut Global Partners, 2017-03)
      By many accounts, 2016 was a year of contradictions and extremes. Our politics were certainly contentious and polarizing, as evidenced by Britain’s controversial decision to exit the European Union and the election of a new President in the United States prone to late night TwitterTM feuds. The ongoing civil war in Syria continued to create a humanitarian crisis which, in some countries, increased tensions and discrimination toward immigrants. Added to these tensions were the rise of terrorism in places such as Berlin and Nice, and the violent attacks on Dallas police officers and Orlando night club goers – all of which contributed to rising anxiety levels and safety concerns. By contrast, there were many good news reports that lifted our spirits. West Africa finally became Ebola free, causing the celebration of thousands of families and humanitarian aid workers. Here in the United States the teen birth rate continued its decline of more than 50% since 2007, while the generosity of American employees resulted in a record $373 Billion donated to charities. The unemployment rate of 4.6% was the lowest in almost 10 years, and let us not forget the ‘feel good’ sports stories, including the Chicago Cubs and Cleveland Cavaliers winning world championships for the first time in over a half century. In the world of health care, concerns about the rising costs contrasted with the satisfaction that many felt in seeing the number of uninsured reach record lows. And finally, the death of recording artist Prince due to drug overdose helped shed light on the epidemic of opioid addiction and a growing need for greater integration of physical and mental health. In this year’s CGP Trends Report, the stories featured are also studies in extremes and contradictions. Perhaps the central theme this year is a variation of last year’s theme: the more things change,the more unpredictable they become...and the more resilient we’ll have to become in navigating life’s unexpected turns. Sincerely, Todd Donalson Todd R. Donalson Director of Training and Consultation
    • The Value of Employee Assistance Programs - 2009 EASNA Research Brief

      Attridge, Mark (Employee Assistance Society of North America (EASNA), 2009-12)
      A brief report that summarizes key points from research relevant to the business value of employee assistance programs (EAPs). A companion report to the full-length Purchasers' Guide to EAPs from EASNA (2009).
    • The Value of Employee Assistance Programs: Updated Report

      Attridge, Mark (Employee Assistance Society of North America (EASNA), 2016-01-01)
      Brief report summarizing research and industry facts on the business value of employee assistance programs (EAP). Four areas of value are examined (see Table of Contents) and support by data from 27 reference citations.
    • 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.
    • Workplace Behavioral Health and EAP Services: Best Practices and Future Trends

      Attridge, Mark (2013-09-13)
      Over 1,000 research-based works are now available globally that document the need for, and the benefits of, workplace sponsored mental health and addiction support services. This body of research is summarized into key findings that represent best practices for the delivery and management of effective workplace behavioral health services. Key findings of a recent industry profile of 82 employee assistance program (EAP) vendors are also discussed throughout the talk. In addition, several trends are identified that offer opportunities for greater effectiveness of these services.
    • Workplace Impact of EAP: WOS-5 Benchmark Results from 16,000+ Cases & Tests of Moderator Factors

      DeLapp, Gregory P.; Sharar, David A., 1961-; Attridge, Mark (2017-10-04)
      This is an essential session for EA professionals tasked with demonstrating EAP outcomes. Current “pooled” data from over 16,000 individual counseling cases from many different EAP internal programs and vendors all using the Workplace Outcome Suite (WOS) is presented on the workplace impact of EAP services. This session highlights the significance using the same “yard stick” when collecting outcome data across the EA profession. Global benchmarks for improvement in outcomes from before to 3 months after EAP use are compared between the five WOS scales – with the greatest impact found for work presenteeism and overall life satisfaction. Each WOS measure was also tested for differences in the rate of improvement among six factors (age, gender, referral, presenting issue, industry, and EAP delivery model). Results were very similar for these moderating variables, indicating the general effectiveness of EAP counseling regardless of contextual factors. Best practices are shared for Pre Post data collection, conducting simple statistical analyses, and meaningful reporting of results to customers – including a new change in “problem status” approach for the WOS-5. Presenteeism and absenteeism outcomes can be monetized to show the business value of EAP services (ROI) in restoring worker productivity.
    • Workplace Outcome Suite© (WOS) Annual Report 2018: Understanding EAP Counseling Use, Longitudinal Outcomes and ROI, and Profiles of EAPs that Collect WOS Data.

      Attridge, Mark; Lennox, Richard; Sharar, David A., 1961- (Chestnut Global Partners (A Morneau Shepell Company)., 2019-05)
      The Workplace Outcome Suite is made up of data contributed by multiple employee assistance providers worldwide. The study looks at the utilization and effectiveness of Employee Assistance Programs (EAP) with regards to five specific outcomes: (1) Work Presenteeism (2) Life Satisfaction (3) Work Absenteeism (4) Work Engagement, (5) Workplace Distress, and analyzes the level of each, both before and after intervention through an EAP. This 2018 report updates Employee Assistance Professionals Association (EAPA) members and other stakeholders in the field of EAP regarding the latest Workplace Outcome Suite data. SAMPLE: 24,363 counseling cases from year 2010 to 2018 with Pre and Post data on WOS. A total of 28 countries were represented, with 79% from the United States, 15% from China, and 6% from 26 other countries. RESULTS: Positive results were obtained that were statistically significant at beyond chance levels (p < .05) for all five WOS measures but the statistical effect sizes differed by measure. Work presenteeism decreased by 26% and was a large size statistical effect. Life satisfaction was increased by 22% and was a large size statistical effect. The new measure of work absenteeism with 1-5 range decreased by 27% and was a medium size effect. Workplace distress decreased by 14% and was a small size effect. Work engagement increased by 8% and was a small size effect. The combined SuperScore measure had a 16% level of improvement and was a large size effect. ROI FOR EAP: The results from the WOS global norms for reductions in absenteeism and presenteeism were used to estimate the return on investment (ROI) for employee assistance programs. Typical ROI result of $3.37:1. PROFILE OF EAPS: To better understand the kinds of EAPs who provided WOS data, 13 providers and large employers are also profiled for how and why they collect WOS data from their counseling cases. These include a mix of vendor and internal delivery models from the United States and four other countries.
    • Workplace Screening & Brief Intervention: What Employers Can and Should Do About Excessive Alcohol Use

      Ensuring Solutions to Alcohol Problems, The George Washington University Medical Center; Williams, Lynora; Anderson, David R.; Goplerud, Eric N.; Hereford, Amy; Jacobus-Kantor, Laura; Joubran, Kelly; McPherson, Tracy L.; Sam, Delia Olufokunbi (2008-03)
      Excessive alcohol use by employees and their family members has a substantial impact on the cost of doing business in the United States. Problems associated with alcohol use are not just confined to drinking during work hours. Excessive drinking boosts absenteeism, diminishes productivity, and contributes to skyrocketing health care costs.