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EAP Outcomes, Critical Incident Effectiveness Measures and EAP Product Extension
Date
2018-10-12Type
Conference/CongressLecture/Address
Poster/Presentation
Metadata
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Highlights of Workplace Outcome Suite (WOS) 2018 Global Results for EAP CounselingAbstract
KEYNOTE ADDRESS. During this moderated panel-session we will examine the value of our industry working towards a set of globally standardized workplace evaluation tools, including the Workplace Outcome Suite (WOS), the recently validated version of the WOS for workplace critical incident response - The Critical Incident Outcome Measure (CIOM), and a new organizational level measure of the effectiveness of EAP supports to workplace - the Short Inventory of Stress and Well-being tool from Europe. Additionally, this session will address the rationales for designing and incorporating these tools into your books of business.Table of Contents
1) What’s New in Outcomes Measurement (Greg); 2) What is Measured by the WOS and Why Do EAPs Collect WOS Data? (Dave); 3) Measuring the Effectiveness of EAP Counseling: 2018 Update of WOS-5 Global Results (Mark); 4) Measuring the Effectiveness of EAP Critical Incident Response: Introducing The CIOM (Barb); and 5) Measuring the Effectiveness of EAP Workplace Culture Supports: A New Short Inventory of Stress and Well-being (Dirk)Citation
DeLapp, G., Sharar, D., Attridge, M., Veder, B. & Antonissen, D. (2018, October). EAP outcomes, critical incident effectiveness measurement, and EAP product extension. Keynote Address at the Annual World Conference of the Employee Assistance Professionals Association, Minneapolis, MN, USA.Sponsors
Employee Assistance Professionals Association (EAPA); Chestnut Global Partners, Attridge Consulting, Morneau Shepell, Pulso EuropeKeyword
EAPoutcomes
presenteeism
employee engagement
workplace distress
life satisfaction
workplace crisis
critical incident response
organizational health culture
organizational stress
measurement
employee well-being
Workplace Outcome Suite (WOS)
Critical Incident Outcome Measure (CIOM)
Short Inventory of Stress and Well-being
workplace
Work Engagement
Occupational Stress
Employee assistance programs
Work environment
Absenteeism (Labor)
Job stress
Employee health promotion
Well-being
Identifier to cite or link to this item
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Workplace Outcome Suite Annual Report 2021: EAP Counseling Use and Outcomes, COVID-19 Pandemic Impact, and Best Practices in Outcome Data CollectionAttridge, Mark (LifeWorks, 2022-04)Research results over an 11-year period (from 2010 to early 2021) for employees who used EAP counseling found significant improvements in work presenteeism, hours of missed work, distress over the workplace, employee engagement in their work, and overall life satisfaction. Also, findings showed these improvements in work-related outcomes were consistently obtained across many contexts even during the challenges of delivering counseling during the COVID-19 global pandemic. The 2021 WOS Report is based on data shared by over 50 different EAP programs and vendors for their users of counseling and other individual EAP services across a wide range of contexts. Among the over 45,000 cases with baseline profile data, most of the cases were living in the United States (77%), with another 13% from China, 6% from New Zealand, and 4% from 37 other countries. The reasons for seeking counseling from an EAP included: mental health issues (30% of all cases); personal life or stress issues (29%); marital or family relationship issues (19%); work problems or work-related stress (19%); with alcohol and substance use issues accounting for less than 3% of cases. The number of counseling sessions used averaged 3.3 sessions per case over a treatment period of about seven weeks. The longitudinal findings are all statistically significant results obtained from comparing metrics at the start of an EAP case and at follow-up about three months after counseling ended for over 39,000 cases with Pre and Post data: The analyses found significant improvements in all five WOS outcomes for the typical user of EAP counseling. Large size statistical effects were found for reductions in work presenteeism and increases in overall life satisfaction, followed by a medium size effect for the reduction in hours of missed work, and small size effects for reducing the level of distress over the workplace and increases in employee work engagement. Importantly, all of these improvements in WOS measures were also found to a similar extent in different subgroups of EAP users based on employee demographic, clinical use, business context, and COVID-19 pandemic time period factors. These industry-wide independent results provide research evidence for the general effectiveness of brief counseling provided by employee assistance programs.
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Longitudinal Outcomes of the Face to Face EAP Counseling Services in Greece on Workplace Outcome Suite (WOS): Hellas EAP 2016Mazouropoulou, Christina; Attridge, Mark (2017-05-17)This presentation shares the research results of employee users of face-to-face counseling provided by Hellas EAP in Greece during the year 2016. Data from 110 cases was compared at before counseling and after a longitudinal follow-up (about 3 months). The five components of the Workplace Outcome Suite (WOS) for EAPs were analyzed for change over time. Significant improvements were obtained on all five outcomes. The greatest degree of change was found for employee presenteeism. These results for the EAP in Greece are comparable with other worldwide benchmark data for the WOS. When the average improvements in employee absenteeism hours and level of work presenteeism were combined, the amount of lost productive time per month per employee was reduced from 8.9 days to 4.4 days. A new analysis method examined the change in the percentage of cases who were at the "Problem Level" on each of the WOS measures. All five measures also showed significant reductions in the number of cases at a problem level from before to after use of the counseling.
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Demonstrating Value: Measuring Outcome & Mitigating Risk: FOH EAP Study Utilizing the Workplace Outcome SuiteMintzer, Jeffrey; Morrow, Veronica Y.; Back-Tamburo, Melissa; Sharar, David A., 1961-; Herlihy, Patricia A. (Institute for Health and Productivity Management, 2018-12)Despite the popularity and prevalence of Employee Assistance Programs (EAPs), and the historical emphasis on how EAP can improve work performance, there has been very little rigorous evaluation of the workplace effects of EAP counseling. The aim of this Federal Occupational Health (FOH) outcome study was to examine if and to what degree EAP counseling is associated with improved workplace effectiveness with this particular population. 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. In 2004 Selvick, Stephenson, Plaza and Sugden published one of the few studies that demonstrated statistically and practically significant outcomes from the FOH’s 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). This measurement tool consists of a 5-item measure, that has been psychometrically tested and is also easy to administer telephonically. It consists of five scales that measures 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. This study reports findings from 2016 and 2017 data that indicates a significant decrease in absenteeism and workplace distress as well as increases in life satisfaction and workplace presenteeism.