Some Questions for the Employee Assistance Roundtable:

No abstract available for this article.     

Chapter 21: A Commentary on the Integration of EAPs

Abstract

This article addresses the notion of integration-past and present. The author discusses his earlier experiences and research in the field when the dominant model of service delivery was occupational alcoholism programs and counselors of the day sought to integrate these programs into the personnel management function as a means of more effectively serving the employee and the employer. This article also reviews the evolution of this earlier model into employee assistance programs and points out the success and continued growth of these programs was the direct result of empirical research that demonstrated the cost-effectiveness of EAPs. The author reminds the reader to be mindful of the need to maintain the core technology ascribed to EAPs as the range of workplace human service programs continues to expand. Lastly, the author reiterates the necessity of empirical research to demonstrate the value of adding of work-life and wellness services to the broadening scope of programs aimed at maximizing human capital.     

Chapter 5: Perspectives on the Integration of Employee Assistance and Work-Life Programs

SUMMARY

A recent qualitative study explored perceptions of critical issues and challenges from the point of view of experts and key informants working in diverse roles in the Employee Assistance Program (EAP) field (Sharar & Hertenstein, 2005). One of the central themes that came out of the study is that EAPs have become a type of platform for the expansion of integrated collateral services, chiefly work-life (WL) programs. This paper presents a variety of perceptions and opinions from experts in the EAP field, both pro and con, on the growing convergence of EA and WL programs, including the rationale to integrate, segregate, and concerns regarding the diffusion of traditional and core EAPs. The paper concludes with the authors? perspectives on implications for the EA field, along with the need to find ways to measure if and when integration leads to employee and organizational improvement.     

Prerequisites of EAP Evaluation:

This chapter's main contention is that EAP evaluators, coordinators and administrators need to spend more time in thoughtfully planning EAP evaluations as such activities directly influence the quality of any subsequent evaluation. The chapter outlines four prerequisites to be considered in this regard. These are: (1) a sincere commitment to evaluate the program, (2) answering the why, when, and how of the evaluation; (3) the goals and objectives of the EAP require specification; and (4) information should be in retrievable form. These prerequisites are discussed within the context of a cooperative planning process between the administration, the EAP coordinator and EAP evaluator(s), and are described as to how they may directly influence the EAP evaluation.     

A Human Needs Assessment of a Trade Union:

No abstract available for this article.     

Alcohol and Drug Use,and Sources of Stress

ABSTRACT

The purposes of this survey were to assess the prevalence of self-reported chemical use, concerns regarding coworker and family members' chemical use, and issues relating to life stress. A total of 2,567 faculty, staff, and administrators from a medium-sized, eastern, land-grant institution responded to a 20 item survey. Results indicated that tobacco was the most frequendy used chemical followed by alcohol. Participants were most concerned both about coworkers drinking and family member's drinking. Respondents also reported significant concerns regarding coworker's drug use. Applications for prevention, intervention and programming are discussed. Suggestions for future research are also provided.     

The Impact of Gender and Status in a University Setting on Importance of EAP Services

ABSTRACT

Employee groups vary in their perceptions of the importance of EAP services. Women value them more than men, and, in a university setting, office and service workers value EAP services more than do administration and faculty.     

Chapter 10: Ceridian's Experience in the Integration of EAP,Work-Life and Wellness Programs

SUMMARY

This article considers EAP services, work-life and wellness programs and the implications of integrating these services. The concept of how wellness programs enter into this equation is explored as well as how Web-based services have played a significant role. Ceridian's experience in providing these services is explored through a case study, anecdotal information, and other data. This article reviews why integrated EAP services, work-life and wellness programs offer more value when compared to programs that contain individual components. It is concluded that wellness and the Internet continue to play a key role in programs becoming more integrated. It is also suggested that integration is now larger than traditional EAP, work-life, and wellness programs. Other human resource services are becoming more important components of integrated services.     

Workplace Problems and Needs for Lesbian and Gay Male Employees

Abstract

This article presents research findings pursuant to the problems and needs of lesbian and gay male employees, as perceived from a randomly selected national sample of employee assistance professionals. The research was based on a conceptual model for framing workplace interventions addressing issues of protection, inclusion and equity (PIE) for gay/lesbian employees. Findings indicate that heterosexual employees greatly underestimate the level of discrimination sexual minorities experience; women respondents were more sensitive to gay/ lesbian workplace issues than men; existing EAP and human resource services, programs and policies inadequately address gay/lesbian needs; significant differences exist between heterosexual and gay/lesbian employees' on perceptions of diversity training content and gay/lesbian EAP professionals feel the workplace is only somewhat “safe” for them as sexual minority employees.     

EAPs

No abstract available for this article.     

Principles of Total Quality Management and Their Application to Employee Assistance Programs:

Total quality management (TQM) has been thrust into the psyche of corporate America. TQM is not a new phenomena. Introduced in the early fifties to Japanese managers by an American management expert, it served to make Japan an international economic leader. U.S. companies have generally had little international competition. They now recognize he formidable challenge that quality based companies represent and are striving to replicate these successes. To do so will be to remain competitive. To discount the impact of TQM initiatives could spell economic disaster. Employee assistance program (EAP) management is modeled after American management principles. EAPs are also now having to compete for market share in ways for which they were never prepared. The TQM initiatives currently being implemented in many companies may be applied equally well to EAPs. This article presents an overview of the TQM principles formulated by W. Edwards Derning. The article also attempts to critically analyze some of the areas that have been problematic in EAP management. Further, it examines how TQM initiatives could serve to ameliorate some of these problems and lend additional impetus to the competitiveness of employee assistance programs with other behavioral health care service delivery and cost management programs.     

The Current State of Evaluation Practices in Employee Assistance Programs,San Francisco

This study assessed the current state of evaluation practices within Employee Assistance Programs (EAPs). Because of structural variation and previous design problems, an examination of EAPs was needed. The sample consisted of 34 EAPs, primarily drawn from the San Francisco ALMACA chapter. A Program Survey was sent to each EAP, which included a demographics and an evaluation section. This study found that 59% of the sample reported conducting program evaluation and another 20% planned future evaluations. The findings of this study suggest a trend toward an increasing awareness of the value of EAP evaluation; however, important issues still need to be addressed.     

Integrating Work-Related Issues on Gay and Lesbian Employees into Occupational Social Work Practice

Social workers in employee assistance programs are increasingly being asked to assist employers in responding more fully to minority group members. This paper reviews the current state of governmental and corporate policies and business practices involving gay and lesbian workers. It also proposes practice interventions and change strategies for the workplace to respond more fully to the needs of such a client population.     

Using Critical Incident Stress Debriefing to Mediate Organizational Crisis,Change and Loss

This article provides an overview of the development of critical incident stress debriefing and suggests its utility for both traditional and nontraditional purposes, by employee assistance practitioners. Both crises and traumas are defined and a brief history of the development of CISD is offered. The critical incident stress debriefing process is explicated and examples of how CISD's has been used by EAPs is shared. Case studies are then offered of both traditional and nontraditional situations where a CISD process was used by an internal EM, including a homicide, an operating room fire, an organizational change and multiple losses of employees by a work unit.     

A Comparative Analysis and Evaluation of a University Employee Assistance Program

Abstract

The major goal of this presentation is to provide overview of evaluation results of the University of Pittsburgh (Pitt) Faculty and Staff Assistance Program (FSAP). The major goal of the Pitt FSAP evaluation was to generate information pertaining to the program's service adequacy, program effectiveness, client satisfaction, cost-efficiency and cost-savings. Such an evaluation effort is becoming increasingly important due to the recent trend of organizational downsizing and coping with resource constraints. As Universities downsize, it can be challenging to justify allocating scarce funds to employee assistance programming. This study also includes review of EAPs among eighteen universities and colleges from around the country in order to compare program performance of the Pitt FSAP system.     

Compassion Fatigue,Compassion Satisfaction,and Burnout

Summary

Over the past several decades the mental health field has become increasingly concerned about potential negative effects in professionals of providing crisis intervention and traumatic stress services to individuals and groups. The employee assistance (EA) field has not received adequate attention with regard to the study of these negative effects, such as compassion fatigue. This paper highlights results from a national research study of members of the Employee Assistance Professionals Association (EAPA) who were assessed for risk for compassion fatigue and burnout, as well as potential for compassion satisfaction. Additionally, coping methods for dealing with work-related stress resulting from the provision of workplace crisis intervention services were measured. Findings indicate that EA professionals who provide clinical services and/or crisis intervention services in the workplace are at low risk for burnout, moderate risk for compassion fatigue, and have high potential for compassion satisfaction. Implications for the EA field, in terms of training and practice, are discussed.     

Chapter 22: Perspectives on the Future of Integration

Abstract

Thomas Friedman's political analysis of The Lexus and the Olive Tree(2000) is used to frame the discussion of the future of integration in the EAP, Work-life and Wellness field. Many claim that for progress to occur, one needs to understand history. Friedman, however, pushes the reader further to focus on understanding the constant interplay and tension between present day advances and past traditions. This article briefly reviews one of the early attempts at comprehensive benefit services in the United States-Welfare Capitalism as a means to understand the beginnings of some of these endeavors. In addition early research conducted by Lawrence and Lorsch on organizational integration and differentiation are briefly reviewed as a conceptual framework to ground the discussion of future trends in the field of integration. Finally, some closing thoughts are offered that raise both questions on areas requiring further investigation on the topic of integration, as well as a challenge to professionals regarding what role they would like to take regarding the future of these services.     

Chapter 18: Australian Perspectives on the Organizational Integration of Employee Assistance Services

Abstract

This article considers the commonalities and differences between Australian EAPs and their counterparts in the United Kingdom and the U.S.A. The unique characteristics of Australian EAPs are examined, including an account of the approach taken to the integration of EAP services and other employee services such as work-life and wellness. Three case studies illustrate the forms of integration presently being explored in Australia. It is concluded that efforts to engage in the type of “big picture” thinking characteristic of integration are apparent, even though there is little evidence of the type and degree of collaboration seen to be emerging in the U.S.A.