Now showing items 21-40 of 1769

    • Measurement, Measurement, Measurement

      Herlihy, Patricia A. (2022-10-09)
      Over the last decade there has been increasing requests for reliable instruments that measure the effectiveness of EAP services in general as well as specific assistance such as Critical Incident Response. Dave Sharar and his research team developed the Workplace Outcome Suite (WOS) in 2009 which has become one of the most widely used assessment tools in the field. Then in 2015, Sharar’s team developed the Critical Incident Outcome Measurement (CIOM) to effectively assess CIR offerings. The current area of scrutiny in the workplace revolves around the concept of diversity. Although there have been programs that addressed these issues since the early 1990s, the current racial justice issues of equality and inclusion have sparked renewed attention of organizations looking to evaluate how their work environments measure up. Dr Sharar’s research team has recently developed a statistically validated Workplace Inclusion Scale (WIS). The scale was designed to provide employees with a quick and easy way to provide their perceptions and impressions of how their organizations are implementing such programs. The results provide EAPs and DEI professionals the pulse of employees when evaluating workplace climate and the success of diversity and equity initiatives. Currently there are no known measures of workplace inclusion in the public domain, peer review published, and most importantly, distinctively short and easy to understand and complete. The Workplace Inclusion Scale (WIS) fits this niche. This presentation will introduce this new tool to the EAP audience and explore its possible applications to the myriad of services offered in this field.
    • Expanding EAP Business Value Through Strategic Partnerships: A Review of Research and Best Practices

      Amaral, Thomas M., 1952-; Attridge, Mark (2005-10-17)
      Summary of a conceptual model for the business value (ROI) for EAP services. Three components in the model of human capital cost savings, health care cost savings, and organizational cost savings. Research evidence is presented and employer case examples. References List.
    • Building the Professional On-Ramp: Reimagining EAP Graduate Education and Intern Training

      McNutt, Bryan R.; Frey, Jodi J; Hughes, Daniel; Evans, Renee' (2022-10-07)
      This is a power point presentation at the EAPA International Conference in Norfolk, VA in October, 2022. This was a panel presentation by four experts in the field of employee assistance on the topic of recruiting new members into the field. The presentation covered the following areas: 1) Exploration and identification of the challenges and opportunities that EAPs may discover when endeavoring to build a graduate and post-graduate level intern training program. 2) Identification and discussion on innovative educational approaches and program development strategies. 3) Exploration of opportunities to secure program funding and review approaches for establishing collaborative networks with community and organizational stakeholders and 4) Understanding how the COVID pandemic has transformed graduate level EA education.
    • Employer Response to Employee Financial Distress: Research and Case Studies

      Attridge, Mark; Carroll, Dianne; Moon, Jim (2010-04-22)
      A majority of employees in the US now have concerns about financial issues and a growing number have serious money problems. Financial distress contributes to employee performance problems, absence, health issues, disability leave complications and turnover. These distressed workers are also reaching out to their employers for direction and support. This presentation uses a review of the research literature and two employer case studies to bring to light this contemporary problem, delineate the risks it poses to employees and employers, and review what leading companies are doing to respond to their workers.
    • EAPA Wellness Wednesday Conversation #124: Who Are We?

      Joseph, Daryl (2022-10)
      In March 2020 at the start of the COVID Pandemic, the Employee Assistance Professional Association began hosting weekly Zoom sessions as a method of supporting the EA field during this challenging time. The following is #124 of those conversations - hosted by Darly Joseph and focused on a review of the Core Technology. This set of slides is an updated review of that Core Technology created by Paul Roman back in 1985 from an empirical research project. It reviews the 8 items that contribute to this Core Technology: 1) consultation to management 2) promotion 3) Problem Identification 4) constructive confrontation 5) Referral 6) Establishing/maintaining relationships 7) Availability of/access to health benefits 8) Evaluation
    • Clinical Skills Are Not Enough: Research to Practice Insights On Critical Incident Response Services

      Baker, Eugene M., Ph.D.; VandePol, Bob; Alfonsin-Vittoria, Isabel; Attridge, Mark (2010-10-08)
      Presentation for EAP professionals on best practices in the delivery of clinical response for workplace crisis events. Goals of presentation to: Bridge the R2P gap (Research to Practice); Accurately identify our client, our client’s objectives, and our role as crisis response specialists; Intentionally integrate clinical skills into a consultative model that fits the workplace; and Make certain that clinical expertise is not wasted because of a lack of workplace cultural competency.
    • EAP’s & First Responders: Love/Hate Relationship

      Couwels, Judy (2022-10-08)
      EAP’s have been in existence for over 70 years in a variety of forms. Historically EAP’s were designed as internal programs for employees of many large private and government agencies. Much like many other services, internal EAP’s program services were “contracted out”. Maintaining a thriving EAP requires some thoughtful, creative and dogged approaches which include culturally aware mental health practitioners offering on-going marketing interventions. Mental Health practitioners need to embrace the resistance (or learn to go with it) of the “crazy” stigma, build relationships and grow some think skin. EAP’s working in and with the First Responder community must become familiar with their jargon, work/ life challenges and unique stressors of the professions. Firefighters/paramedics work 9-10, 24 hour shifts per month, communications operators work 12 hour shifts and law enforcement may work 8, 10 or 12 hour shifts absorbing trauma after trauma. Additionally, navigating the administrative/bureaucratic nonsense, disappointment and stressors of the profession often diminishes the first responders’ sense of hope and justice. Recognizing how trauma exposure corrupts their core values of life and frequently adversely effects their relationships, health and longevity. Suggestions are offered about how to get invited into “the club”, maximizing your influence and providing culturally competent interventions.
    • Making the Business Case for Organizational Assistance from EAPs

      Attridge, Mark; Hyde, Mark, M.A.; Amaral, Thomas M., 1952- (2003-04-26)
      The presentation will show the results of an exploratory research study conducted through the EAP at Mayo Clinic to examine the relationship between its organizational assistance services and its traditional core technology services. The Mayo EAP has used TSI’s cutting-edge software, EAPISoft, for nearly two years, and data drawn from the software were used in the research study. Mark Hyde, Director of the EAP at Mayo Clinic in Rochester, MN, which serves 27,000 employees, stated: “We receive many requests for organizational assistance services and decided to study what type of impact these organizational activities might be having on the delivery of our client-focused services.” The presentation will provide a conceptual model for understanding the business value of organizational assistance services provided through an EAP. Learning objectives will include making participants aware of the wide variety of organizational assistance services that EAPs might provide; introducing them to a conceptual model and the existing research on organizational assistance services; helping them understand the research-based business value of organizational services; and showing them how to apply the conceptual model and research findings on organizational services to their own practices.
    • How to Boost Psychological Capital to Support Early Sobriety

      Hedblom, Lawrence (2022-10-08)
      This is a presentation of a new program called "The Bridge" to support newly-sober, employed professionals returning to their jobs. It covers the following areas: 1) Coaching program to support transition from treatment back to regular life. 2) Emphasis on re-entry and integrating back into productive work routine. 3) Ongoing support to help sustain sobriety. 4) Win-win – treatment program and client (plus family).
    • Empowering Employers to Address Loneliness in the Workforce

      Lustig, Stuart L.  ; Bowers, Anne M. (EAPA, 2022-10)
      Even before the COVID-19 pandemic, we lived in paradoxical times: while many individuals reported feeling more connected than ever, many also reported feeling lonelier than ever. Three in five adults reported feelings of loneliness. These feelings of loneliness, as well as stress, anxiety, and depression, negatively impact people’s desire and ability to engage at home and at work. An estimated 62% of the adult workforce consider themselves lonely, and the impact on business performance and the organization’s bottom line is significant. Lonely employees have higher rates of absenteeism, which costs employers more than $154 billion annually, and are twice as likely to quit, according to our recent study conducted for Cigna Corporation and Evernorth (Cigna’s health services business) and published in the Journal of Organizational Effectiveness: People and Performance. The study provides a deeper look at the costs of loneliness and opportunities for employers to support their workers, now and in the future. It is based on an Ipsos survey commissioned by Cigna of nearly 6,000 working adults across the United States conducted online from July to August 2019. With so much cultural and corporate attention being paid to mental health, now is the time for employers to re-examine their thinking and take bold actions to reverse troubling mental health trends. Today’s opportunity for leaders is to see workforce loneliness as an organizational challenge and shared responsibility rather than an individual’s issue to solve independently.
    • Optum EAP Client Satisfaction and Outcomes Survey Study 2002

      Attridge, Mark (2003-11-19)
      1) To determine levels of client satisfaction and health and workplace outcomes for EAP cases. 2) To explore possible differences in the levels of satisfaction and outcomes due to client demographic and clinical context factors. 3) To explore possible associations between the satisfaction, health outcome and workplace outcome measures.
    • A Roadmap for Thriving as a Newcomer to the Employee Assistance Profession

      Harewood, Janice E.; McClammy, Karis L. (EAPA, 2022-10)
      With the growth in the provision of employee assistance (EA) services in the US and internationally (Employee Assistance Professionals Association, n.d.), and the usefulness of employee assistance programs (EAPs) being highlighted by the impact of COVID-19 on workers and organizations (Brooks and Ling, 2022), EA work represents a valuable career opportunity for mental health professionals seeking a career transition. We (the authors), mid-career and early-career psychologists, respectively, found positions within a faculty staff assistance program (FSAP) at a southeast US university during the COVID- 19 pandemic. Since most of our work experience was with services in college counseling centers and private practice, with only limited prior exposure to EA work, it has been an exciting challenge for us to develop new knowledge areas and skill sets and find ways to enrich the services provided by our FSAP. While transitions can be energizing, they can also be stressful, as they may produce anxiety in the face of uncertainty. As we continue to adjust to the EA profession, we have identified six interrelated strategies that have been useful to us. In agreement with Cooper-Thomas et al. (2011) that organizational newcomers can utilize a variety of approaches to enhance their own socialization, we outline our adjustment strategies and discuss how they have supported our transition into our new roles.
    • Employee Assistance and Worksite Wellness: Time for Collaboration and Partnership

      Attridge, Mark; Bennett, Joel B. (2014-06-23)
      There are now over 1,000 research-based works available globally that document the need for and the benefits of workplace mental health and addiction support services. This body of research is summarized into key findings relevant identifying the best practices for the delivery and management of effective workplace behavioral health services in the context of collaboration with wellness services. A general overview of the current state of the employee assistance program (EAP) services is provided. Several trends are also identified that offer opportunities for greater integration of these services. These trends include: the corporate focus on employee health and productivity and employee engagement, integration of EAP, Work/Life and Wellness services, use of technology for accessing services, and policy changes.
    • ROI for EAP: The Four Paths to Value

      Attridge, Mark (2015-02-11)
      This presentation explains how to conceptualize and calculate the financial return on investment (ROI) for employee assistance program services. Over 20 years as a researcher, Mark Attridge has developed a data-driven logic model and consulting approach that features four different paths to value for EAP. These approaches include: The Primary Path, The Pareto Path, the Productivity Path, and the Partnership Path.
    • Our App Will Solve All Your Problems: Technology Update for EAPs

      Attridge, Mark (2022-10-10)
      A 90-minute presentation to members of the EAP Roundtable (Internal staff and hybrid programs in US). Part 1. Effectiveness of Machine Therapy Tools & Apps. Part 2. Effectiveness of Human Therapy & EAP Counseling Delivered Using Technology. Part 3. Opportunities for Full-Service EAPs. References List.
    • Research Review of Human and Digital Resources to Support Workplace Mental Health

      Attridge, Mark (2022-10-05)
      Review of the research literature comparing human counseling with machine counseling. Implications for workplace mental health programs at employers and future trends of integration of technology support tools with EAP services.
    • Reframing the Conversation: Embracing Workplace Conflict Through a DEIB Lens

      Fosten-English, Mary; McNutt, Bryan R. (EAPA, 2022-10)
      While the experience of interpersonal conflict at work is not new, managers and EA professionals face increasingly complex and dynamic situations that influence how workplace conflict emerges, how conflict is interpreted, and how conflict is managed. Navigating workplace conflicts is often a part of the job that managers and employee assistance professionals report as a standard yet considerably challenging phenomenon in the workplace. In addition, organizational leaders are confronted with the dif- ficult task of guiding their teams through rapidly changing macro-sociocultural factors that can play out as unavoidable dynamics within the workplace, such as critical matters of diversity, equity, inclusion, and belonging (DEIB). This article discusses the intersectionality between workplace culture and conflict while also introducing the benefits of using a DEIB lens in navigating workplace conflict through the application of the EMBRACE© model of mediation.
    • Dancing in the Minefield: Seeking Peace Amidst Polarization

      Gorter, Jeff (EAPA, 2022-10)
      Bitter arguments over pandemic protocols and public safety...racial injustice protests following the death of George Floyd and others...the most divisive and aggressive political environment in memory, including an unprecedented breach of the US Capitol...the SCOTUS decision overturning Roe v Wade, and the subsequent chaos regarding reproductive rights...these issues and others have confronted the United States over the last three years and show no signs of abating. The passion-fueled polarization surrounding these matters is no surprise, as these are not just esoteric debating points - they are deeply personal issues that often come with debilitating pain for many. These conflicts play out daily in our families, communities, and companies. As EA professionals, we are at the forefront of bringing hope, compassion and under- standing into these situations.
    • Tips for Talking With and Supporting Children, Teens, & Young Adults After a Disaster or Traumatic Event

      Persectives (Perspectives, 2022)
      This tip sheet is designed to provide advice on how parents, caregivers, and teachers can talk to and support children, teens, and young adults in their life, following a traumatic event.