Transcript Slide 1

Integrating EAP Services with Disability Management Programming:
Kaiser Permanente’s Total Workforce Health Model
Jerry O’Keefe, MFT, CEAP - National Director Employee Assistance Program
Nicole Stelter, PhD, MFT - Product Manager Total Workforce Health Portfolio
 KP Overview
 Total Workforce Health overview
 EAP integration with IDM overview
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Background
Strategy
Tactics
Evaluation to date
 Worksheet & Discussion –
“Your organization’s Total Workforce Health Vision”
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© Kaiser Permanente 2014 All Rights Reserved.
Founded in 1945 during the Great Depression and World War II
Kaiser Permanente currently serves
more than 9 million members
Partnership:
 Kaiser Foundation Health Plan
 Kaiser Foundation Hospitals
 Seven Permanente Medical Groups
 Coalition of Kaiser Permanente Unions
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Comprised of a highly
diversified, non-union and
labor-organized workforce
> 30 separate
bargaining units
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175K Employees Total
Union
54%
Non-union
46%
Moving away from an
inefficient, limited, “as-is”
approach because:
Fragmentation →
higher costs, poorer outcomes/
program efficacy, less
engagement
Disconnected Stakeholders →
accountability and quality
problems
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Occupational
Health
Workforce
Wellness
Health
Care
Delivery
System
EAP
Disability/Leave
Management
EAP
Cost &
Complexity
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Workforce
Wellness
Health
Care
Delivery
System
DATA
DATA
DATA
Occupational
Health
DATA
Disability/
Leave
Management
Accountability,
Engagement,
Effectiveness
 Support for psychosocial issues
 Prevents avoidable delay in return
to work
 Assists the employee/family
 Helps disabled employees re-enter
the workforce
 Supports and maintains the
employee’s Total Health & Wellbeing
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 EAP-IDM Toolkit
 Injured Worker Orientation
 EAP’s Benefits of Practice
 Metrics demonstrate 55%
increase in IDM referrals to EAP
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Psychological
Workplace
Safety
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 Necessary part of the IDM and Total Workforce
Health Equation
 No less important that physical workplace safety.
 Is a significant risk factor for physical injuries, as well
as mental/nervous disorders.
 A psychologically safe and healthy workplace is an
inarguable facet of a successful workplace .
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IDM
EAP
Workforce Wellness
TWH
Innovation
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ARx-Clinicians
 What other workforce health programs does your
organization have?
 What “problem statements” does each have?
 What do your stakeholders say?
 What data is (or isn’t) available?
 How can your EAP impact other program issues?
Kaiser Permanente example:
• Increased positive contact from employee managers and colleagues
improves disability leave outcomes but managers are often not certain
whether or how to outreach to employees.
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• Kaiser Permanente EAP helped to educate managers and provide tools to
help leadership keep their disabled employees engaged in the workplace
during| their
absences.
July 7, 2015
© Kaiser Permanente 2014 All Rights Reserved.
Nicole Z. Stelter, PhD, MFT
Product Manager
Portfolio Lead, Total Workforce Health
HealthWorks and Product Innovation
Kaiser Permanente
818-515-6489
[email protected]
Jerry O’Keefe, MFT, CEAP
National Director
Employee Assistance Program (EAP)
Kaiser Permanente
510-987-1969 Jerry.O’[email protected]
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