Logic Models are a program development and evaluation process that evolved in the latter half of the 20th century. As well as having the capacity to be a planning tool, Logic Models also allow for an in depth, multi-layered examination of an existing program. This article outlines the purpose, historic development, and strengths and weaknesses of this contemporary evaluation approach that has been increasingly utilized in the social services. An example of how the Logic Model evaluation process can be applied to an Employee Assistance Program is also provided.

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.

Social workers provide a majority of employee assistance (EA) services; however, a paucity of research exists assessing actual clinical practices of these EA social workers. This study examined how predictors including percentage of EA clients on one’s caseload, discipline (social work/other), use of cognitive behavioral therapy with EA clients, and knowledge of the EA Core Technology affected desired EA clinical practices. Outcomes included screening or assessment of job performance problems and substance abuse issues, and following-up with clients referred out of the EA. Results suggested that knowledge of the EA Core Technology predicted follow-up practices. Implications for social workers and future EA research are discussed.

This is a literature review article. It highlights the epidemiological prevalence rate data for mental health and substance disorders from the US, Canada, Australia, Europe and globally. I also describe how the workplace can both hurt and help employees. The growth of employee assistance programs (EAP) globally is noted, including key trends in program use and global evidence documenting the effectiveness of brief counseling on workplace outcomes (particularly for reducing employee presenteeism). Finally, 21 leading organizations are profiled that are active in supporting workplace mental health in different parts of the world and select key resources of interest on their websites.

As employee assistance researchers, we have conducted and reviewed numerous studies about the impact of EAPs on a wide variety of workplace cost and performance measures, including absenteeism, disability claims, healthcare expenditures and accident rates. This research indicates that EAPs have a significant positive impact on these outcome indicators.....

Funded by the Employee Assistance Research Foundation, this is the second of eight videos completed as part of the EAP History of the U.S. and Canada project by MASI Research Consultants, Inc. and the University of Maryland, Baltimore School of Social Work. This video shows Fran Rodgers being interviewed by Dale Masi. Fran was the original founder of Work-Life Services. She discusses the role of IBM in starting childcare and eldercare programs.

Employee Assistance Programs continue to evolve and broaden the scope of programming provided to employees. Many EAPs now claim that wellness programming is a core component. However, the definition of wellness is often limited to only one or two dimensions of the concept. As well, EAPs generally have yet to fully examine the relationship between wellness and the nature of work. This article’s premise is that EAPs should be working towards not only improving worker wellness but also workplace wellness.

Occupational assistance programming has evolved from welfare capitalism during the 1800's to Occupational Alcoholism Programs, Employee Assistance Programs, to the emerging trend of Worksite Wellness Programming. Instrumental to this evolution has been the self-help movement and its three primary principles. This article reviews the role self-help/mutual aid has had in shaping occupational assistance in North America.