The Employee Assistance Profession

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1 The Employee Assistance Profession Current state, future trends, threats & opportunities John Maynard, Ph.D., CEAP Chief Executive Officer Employee Assistance Professionals Association (EAPA) EAPA DC Chapter Meeting September Jrs f npn ' l' C.,rrr".* lrrr,; E, lurrrlrrrrl & 5up1rr:tfilrg ta Prolcsrir:[cjl: W,;rlc]wrrie \dww *of){lsin gr/ji Mercer 2011 National Survey of Employer Sponsored Health Plans 1f Gompany size <500 a0!+ Provide Employee Assistance Program 27% 87% 93o/o lvww {r,ipil5sil ()r(j

2 Alternative Modalities of Counseling More organizations are implementing web-based and video tools to assist individuals with issues that surface through the EAP 30%! 254/a 6 2A% z 15v" I r o"z" 5% ovo fttaa:ed cou,s! E &daa.6d Cou63 ile G,oup Source Aon Hewitt s Behavroral Heallh RFI -:* tai'n '.'I. Cor,'..,,tr'q, E,.lr.,,.ulrr,r1 & 5uppoliinil ta Prr:fosli,;n."rls Wotlclwiclc \dw!v.eilpljjifl cl{j National Behavioral Consortium (NBC) 2012 survey of external EA vendors*. 82 EA vendors responded ,000 customer organizations million employees million covered lives * Funded by a grant from the Employee Assistance Research Foundation (EARF).\1{ IAPA ii*'t-,,,,re.trrr,1. frjrr,,rl,r\rl&sirl)pofting[aprlfesrrc,ncrlswoildwicle wwwef']p(lssrlolg

3 Type of Services Offered * % of Sample EAP 1 99% Work-Life SW**1 97a% Wellness N*NM 49% Other WM 27% MBHO ;ss$ 20% Other = training, add iction, d isability, coaching, and other specialty services - NBC 2012 survey of external EA vendor comparative metrics, funded by a grant from the Employee Assistance Research Foundation (EARF). "\4 tapa if'' a,'',,,,. 1r'r, 1 [,Jrr 'rtilrr-; & Supp'orlrrr51 ta Prolcrsir'rtlul: WolLl'r'rtl,': \rwvt to[;ossn orq EAP Pricing Options Capitated Fee A Cap Rate is typically defined as a fee applied to a particular population and time period. For example: $'1.25 per employee per month. Fee for Service Fee for Service is typically defined as a specific total price for a set of EAP services for a given time period with a particular customer. Bundled or Embedded Fees for the EAP service are not seen by the end-user customer organization, as they are included in with the total cost for a larger bundle of services or products purchased by the customer - such as insurance. In this case, the insurer purchases the EAP and includes it in their set of services that they sell to other companies and organizations.. NBC 2012 survey of externa.nj:[x"j".rtjgili]?[?"ji:;l,eilfi a srant from the Emprovee.\/{ LAPA if' g-rrrr' trr.j I lu,:,rlirrc1.i Suplxrting EA PrL:fesrrL;rrc!s Worlc]'vicJ*!v!vw e{r[xrssr] or!j

4 Average Mix Across All of Pricing Options EAP Contracts Capitated Fee for Service Bundled ("Free") 71o/o 18% 11% 78% 13o/o 9o/o. NBC 2012 survey of external EA vendor comparative metrics; funded by a grant from the Employee Assistance Research Foundation (EARF). "\/* IAPA (-t,r'r,.1itlil, [11,1r, rirnrl & Continued Sessions with EAP Clients (referral to self) Allow EAP counselor to refer to self for.yes, allowed for all or most contracts = 55o/o.Yes, allowed but only for a few contracts = 23o/o 'No, continuation not allowed = 17% -NBC2012surveyorexterna nj:{:x"j".r3igil'?ffi[ffrl,,t;$byasrantrromtheemproyee ** IAPA r lr i,-,;1111.,' trrr:l i:llirlrlinil li, -ilrgry:.rlrrrr1 fa Fl.:,les-.r,rIirlr, Wrrrl<1rvlLle w!v$'.?rl)!ri5're{rj 4

5 Gatekeeper Role for EAP.Yes in 9% of contracts in total sample.range 0 to 100o/o of clients.74o/o of vendors had zero clients with this role.260/o had one or more clients with this role - within those with Yes; it was about a third of contracts. NBC 2012 survey of external EA vendor comparative metrics; funded by a grant from the Employee Assistance Research Foundation (EARF).!7* FAPA ii.' (,.'r,r,tn.trnc1. F,lurllrrrr; & Supp*riing EA Prr:fe rsir:ncls WotlcJwiclc www eopossn org Client Org anization Departments with EAP Oversight Responsibility Rating of Often (4) or Almost Always (5)." % of Samole Human Resources Benef its Medical/ Health *-- 6lo/o Execut ive / Ad m i n. d.si:*,$'$!!i!4$;\e'+*'uu** 4 1% Risk Management ","*".*** 15% Finance ***.* 15% 11% Work Comp w 9% Public Relations w 7% - NBC survey of external EA vendor comparative metrics; funded by a grant from the Employee Assistance Research Foundation (EARF)..V* IAPA?I. t.,r,ne.trn,; frl,rt,rlrrri; l Supporling EA Prof*ssi':ncrls Wr:rldwicie wlvw copossrl.olg 5

6 Average Sessions Per "Case".Mean = 2.47.Median = 2.36.Range= NBC 2012 survey of external EA vendor comparative metrics; funded by a grant from the Employee Assistance Research Foundation (EARF) Median = 96% 94% Follow up Data B8% 75% 86% 73% 67% 64% Satisfaction lmprovement Work Work absence (n = 50) (n = 45) performance (n = 39) (n = 28) " NBC 2012 survey of external EA vendor comparative metrics, funded by a grant from the Employee Assistance Research Foundation (EARF).\'* it_apa ;"I' ',,r,, ir', I I,lrr,rirrr.,1.i 5up;rrrtitrrl FA frlfrgs:iln,rli Worldwrcje vvrv\$ Lr(.) f)q 5st). 0t!J o

7 Marketing & Operations Challenges Rating of High(4) or Very High (5) Level of Difficulty,. % of Sample Educating brokers on EAP value Outcomes measurement strategy Maintaining lt (technology) Supervision of network 5r% 49% 4l% Staffing in non-hq locations u.w"-***q*lli 24% Providing services in other countries' i*m,**wlu****u** 24% Supervision of business partners muuut*lnlxui* i7% - NBC 2012 survey of external EA vendor comparative metrics, funded by a grant from the Employee Assistance Research Foundation (EARF). "\/{ [.APA il",,,1s11., trrr,; [,]rrr,rtr,r,l & 5upportingl [A Pr,-rk,ssii,,rr,:.rl: l\i:r[j'*icle \^/\d!?eopojrn.]ll-j Forecasting the Future of EAP 0 o a 0 0 Very Pessimistic."% 0 Pessimistic - 1f Neither Optimistic ' ^-., Very upumistic. NBC survev of external EA vendor comparative metricst funded by a grant from the Employee Assrstance Research Foundation (EARF). "\7{ [-APA?I' '-.,,,,'- t'r,1 f.lrr,,rt,rr.g.15upporlinc IA Prcfesrilrr,rlr Worlclwirle wlvw oitl)cl55t.()t!

8 Any strong profession requires a strong professional association. This is what gives the profession its distinct identity, standards, code of ethics, credentials, educational opportunities, and voice..\4 EAPA ll'' ac-,'rr," lrn,; E'.luc,rlrrtr1 & Suppr:rlinc EA Pr,:lcssr,:rrolr Wcrrlclwic]e www ei)p'rsstl of! FY2012 Financial Review. Finances for FY2012 ( ) - Total Revenue: $1,590,087 - Margin: $46,830 'q. ',,,-;1,;s*;r - Net Assets: $578,859.J-4.,';; "**'u. Up from $532,029 (on 6/30/'1 1).r'pit" - Anticipated Margin for FY2013: -$85,000.:?< EAPA?I. C.,r,r,r..trr,i]. F11u,.rtrn5I,1!Lr;:1>ortinc IA PrL:,fessror,rili, Wrri<]w'iJe www or:)f)o5\r) orq 8

9 Membership and CEAP Status Membership up 2% (from 3142 to 3202) between June 30, 2012 and June 30, Total number of CEAPs down 3.60/o (from 2957 to 2850) between June 30, 2012 and June 30, \d\^,/f/ t0p(jssn clq Committees, Task Forces, & Panels Committees & Task Forces - Finance & Administration - Monitors EAPA's financial policies & status - Conference Program Planning - Completed outstanding 2013 program - Awards - Selects EAPA awards to be given at Conference Reaches out to all lapsed members - Membership Retention - - EA Specialist Certificate - providers Developed certificate course for EA network - Next Generation - Increase membership & engagement of people under 35, Expert Panels * Ethics Education - Workplace Disaster Preparedness - Communications Advisorv Research CEAP Exam Prep Course.\% -ii' EAPA t 'r'rc..trri,; I lu,,rltrr,.l & 5uy:prrling IA Pr,:[esstor,cls vvorlc]lvirje lvvr'w 0(l )ct55il /,)t9 o

10 Conference On Demand 24l7ava ab itybringseapa'sconferencetoyourry members who can't attend in person.,-r "r.---i.^,r.r:,,, '..wss$ *;M,"d:s!Si, r',i,- r;i,.... Unlimited Access Pack: '-*NN --Nis Yqsl'w - Content from 2011 &2012 Annual World EAP Conferences - Earn PDH Credit at your convenience, choose from over 100 hours of training time - New, accessible price point $299 member/ $399 non-member - Access as much content as you like through October 31,2013. Member benefit (free access): - Non-credit access to 2007,2008, 2009, Handouts - Download audio files download to your MP3 player 2013 Annual Conference flan'tn ftt[snd # mfr,, Iffi W&;,# mf ***rw # - jf rd 0(lober l6 19, 2011 Pr-(onierenteTraining Corrift o(hbs l5'16, ];;; i Fnrtlov*Arlfitnfre P(rh1i(ilrdl5 A\5rriF1ot vrwwedl)ntla,org,;irftt tl[0ni I lr ir 0lt,wv/ f'jrll)rl5!l i (rl rj 10

11 A strong profession also requires a credential that demonstrates understanding of the profession's body of knowledge. The Employee Assistance Certification Commission was founded in 1987 to create and administer the Certified Employee Assistance Professional (CERpo) credential. *rs EAPA ' l' Cor',r., trrrtl, E',lrrrotrncl & Svppr:rting EA Prr:fessioncl: Worldwide lmportance of the The Certified Employee Assistance Professional credential:. Distinguishes those who have mastered the EA body of knowledge and who have sufficient experience to deliver effective EA services.. Provides international recognition as a qualified EA professional.. Certifies that the professional adheres to the CEAp Code of Conduct.. ls the standard of excellence in the EA profession. 11

12 Current & Future EA Trends. Trends in EAP relationship with the workplace. Trends in EAP relationship with affiliate providers. Trends in EAP service delivery "!r* fapa Tlo (,.r,1,.\ lvr,r F,lrrrulrrrrl& Su1:porfing EA Prr:fossional: WL.rrl.J'ride w\vvl.eopfiiln r-ifg Trends in EAP relationship with the workplace. Evidence based critical incident response. Threat assessment team participation. Focus on corporate culture of health. Focus on corporate culture of civility & trust. Onsite, offsite, and online services. Outcome evaluation; clear value proposition.v{ IAPA?fr \.,ilrrcitrrrr Irlrrt,rlirrU & Srrppr:riinf] [A Professiurrr:rls Worlr]rvicle www coptlssu.org 12

13 Trends in EAP relationship with affiliate providers. Increased reliance on core affiliates. EA Specialist Certificate training 1{< FAPA '/' r-' rrr',.' trrtil E,ltr''rlilrr-; & 5u!llr-rrhn11 EA Frr.Llt;rronol: WlrrlLlvrir'le www eofo!!fi i:rr(j Trends in EAP service delivery. SBIRT. Evidence based motivational interviewing. Positive psychology. Shift from depression treatment to depression recovery. Alternative delivery modalities (texting, chat). Persuasive Technology. Videos, apps, gamification, etc. 13

14 Where does EAP Belong? World of Work World of Healthcare.!r* EAPA ill*' L,,r,1'.,trrr,, E,lrr,.rlr'1,1 & 5u1:rpot"irng EA Plr:fcrsi,-'rrci: Wlrrldwicle \tww e{ip{ljsrr ilr'l Where does EAP Belong? EAPs are positioned most strongly when they are part of the World of Work..*., World of Work \'/\wj f'rrlxr5\ r9 14

15 EAP Precursors EAP lndustrial Psychology Occu pational Alcoholism Human Relations.t'4 IAPA ffr' r:.11111,q1111,1, t,:1ur ulrrrg & 5up1:r:rting EA Proferri,:rr,:rls Worldwirle cfg Lesson From History Employee Assistance Programs were created - and still exist - not simply to help people with problems, but to increase company productivity and to help companies be more successful and more competitive..\t< EAPA Tf' Cr,r,n,',.lurg, [Juctrtr'rg *, $upporling [A Prcder*ii''ritrls Worldwide www. e()p(]55a].0r9 15

16 EAP Innovations ldentifying employees' behavioral problems or concerns based on job performance. Appropriately using constructive intervention.. Awareness of outside helping resources and how to connect employees to them. Expertise on handling alcohol (and other substance) abuse in the workplace. Expert consulting on developing and uqing company policy and procedures related to behavioral issues. EXP CXe Tecffilosy. Consultation and training for leadership. Active promotion of services to employees & families. Confidential assessment of concerns. Constructive confrontation, motivation, & short-term problem resolution. Referral, monitoring, & follow-up. Maintenance of relations with service providers. Consultation to organizations regarding health benefits. Evaluation of individual and organizational outcomes "r7-. I *,,,,- A, PA?I.- f,, 1 f riy,,rr,r,. 1i,!r;p111tlrnr1 [A Pt,:fosrt,:r.ctl: V\(rrlr]wirj*!v!!\'/t)lfxrttrl./rril 16

17 Essential EAP Functions. Consultation and training for leadership. Active promotion of services to employees & families. Confidential assessment of concerns. Constructive confrontation, motivation, & short-term problem resolution. Referral, monitoring, & follow-up. Maintenance of relations with service providers. Consultation to organizations regarding health benefits. Evaluation of individual and organizational outcomes.\/* EAPA f L' 1-61s11,* lrrr,l E,luc,rlrrrrt & 5lPpor'fing EA Prr:fessir:rrrlls Worldvride wv/w eqpossn cfg The Problem. We have allowed the set of EAP services to become a product.. We are in the mature phase of the product life cycle.. This is true, even in countries where EAP is relatively new. fs EAPA 7I. u,.,rrrrc,.lrrr11 LJuL.6irrrg.1!uyrporling [,,\ Prrrfeslierrrcrli Worlclwide wwsr c.]l-!c55ll org 17

18 Essence of Employee Assistance The application of knowledge about behavior and behavioral health to make accurafe assessmenfs, followed by appropriate action to improve the productivity and healthy functioning of the workplace "v. EAPA l[- (.,',,.' 1111,; f, rcolrnr; & 5ui:i;:ortrng EA Prr:[essionuls Wbrld'*icie or(j Where does EAP Belong? World of Service )Ns :' World of Knowledge "\% EAPA lf'. -,,,,,*, tr,'11 E.1u,,tlt'rr1 X $Lrprplrling IA Pr*fersiorrr:ls Worlciwrcle!vwy/ ecrp(lisil.0r!j 18

19 Where does EAP Belong? Employee Assistance is posifioned most strongly when it is part of the World of Knowledge.j!N. World of Knowledge ff IAPA?I' (-,rrr1,-". lrrr,.1, L -1ur.rirrr,,; & 5up;::,:rirng IA Pr,,rfessi,.Lrrcrlr Vv LJ'r,,ir,lc 4Wl?.C(l[]O'irl -1lq Who Are We? What is your elevator speech? EA professionals are the behavioral experts in the workplace. EA professionals are experts on human behavior in the workplace..\( IAPA 7f. r,,ip.r.r'..r Irl.,,,rlrr'. 11,.g ;.rrir,t1 [A fr '1.., '1' 1i v\',lrl", je www Oflf)Q55ll.i.),al 19

20 Overview of EAP Employee Assistance Programs (EAPs) serve organizations and their employees in multiple ways, ranging from consultation at the strategic level about issues with organization-wide implications to individual assistance to employees and family members experiencing personal difficulties. As workplace programs, the structure and operation of each EAP varies with the structure, functioning, and needs of the organization(s) it serves..v* EAPA ;;i 1:1.r,',,*, r,',, 1 [,1r,,.,;t,rr,1 & 5u1-rporincl ta Pro{essir:nLrls ffirlil'airje rwv, Lil [1ar! I al (j Definition of EAP ln general, an EAP is a set of professional services specifically designed. to improve and/or maintain the productivity and healthy functioning of the workplace. and to address a work organization's particular business needs. through the application of specialized knowledge and expertise about human behavior and mental health. 20

21 Human Asset An organization's human asset is the collective value of the experience, skills, talents, knowledge, creativity, energy, enth u si asm, eng agement, and rel ation sh ips that its people choose to invest in their work -V< EAPA?.li- C.,,,,., trr! Educctlrn.j & Supprirting EA Prr:fessioncrls Wurldwicle wwlv. e(]po sjn. nrg Human Asset An organization's human asset is the collective value of the experience, skills, talents, knowledge, creativity, energy, enth u siasm, engagement, and rel ation sh ips that its people choose to invest in their work.y. EAPA?l'' Cirrlrc, lirr,';. Eclpctrltng & $uppcrling EA Prn{essio116ls Worldwjde ww$''oop(ls5ll o'q 21

22 Employee Assistance The application of knowledge about behavior and behavioral health to make accurate assessments, followed by appropriate action to improve the productivity and healthy functioning of the workplace b y bryffidng ittry tb q aolffi ive' s ilatm afi fthese f. experience, skills, talents, knowledge, creativity, energy, enthusiasm, engagement, and relationships that its people choose to invest in their work Future of Employee Assistance. We are part of the World of Work W. We are knowledge professionals, not service professionals.. We are focused on helping workplaces and their people achieve their highest potential. 22