Transcript Slide 1
Getting a Seat at The Table: EAPs Adding Value to Organizations EAP 2006 Annual World EAP Conference Presented by Bill Aldrich, LPC, CEAP, LEAP Susi Willis, MSW, CEAP, LEAP Joy Thomas, BSN, MS, CEAP, LEAP Laura Gatrell, MA, CEAP, LEAP • Cracker Barrel Overview • Internal EAP Mission Statement: Cracker Barrel EAP will be the company resource that responds to personal and performance issues, provides management consultation, employee advocacy and delivers outstanding professional services with a “people pleasing” attitude. Value to Our Customer • Company Benefit – Reduce Turnover – Training, leadership development, and organizational effectiveness – Teambuilding initiatives • Individual Benefit – Counseling – Case management – Consultation Value to Our Customer Benefits Operations Information Services Organizational Development EAP Communication Human Resources Employee Relations Training & Development Value to Our Customer From a cost related perspective: • Case management for disability/sick time in relation to mental health related illness’ • Monitoring appropriate care against diagnosis • Coordinating with Medical department to staff cases/ensure confidentiality • Fitness for Duty/ Independent Medical Exams for complex cases Value to Our Customer From a soft dollar perspective: • The EAP program can be the conscious of the organization, helping to balance the dollar metric driven decision making. • Bringing such a different voice to the table in an organization filled with engineers who frequently fail to consider the people impact of issues. Value to Our Customer 1. Health System Advantage Health System Acute Care Hospitals Ancillary O/P Services Physicians Groups MCO Business Health Solutions Behavioral Services EAP Workers’ Comp Product Vocational Rehab Workplace Training & Cons. Wellness Foundations Value to Our Customer 2. Partnership Philosophy • • • • Target market – primarily local/regional; some national Niche marketing – healthcare; government programs; union environments; industrial accounts Organizational assistance – trauma debriefings; downsizing and other reorganizations; policy development; education/training/consulting Staff model – true to core EA services Value to Our Customer Services • • • • • Consultation Intervention Referrals Peer Support Advocacy Value to Our Customer 1. Confidential peer assistance program“Lawyers Helping Lawyers.” 2. Supreme Court’s designated monitoring program. 3. Ability to assist in resolving legal/ disciplinary or employment issues where treatable condition is a mitigating factor. 4. May provide alternative to discipline. 5. Funded through lawyers dues. Success - how did we do it? • Company Benefit – Influence benefit plan design – Disease management – Leadership and organizational development • Individual Benefit – Relationship development with business leaders – Special needs programs Success Continued… Counseling Managed Care Communication Management Consultation Educational Presentations Crisis Management EAP Coaching & Teambuilding Store Visits Disability Management Website Communication Success – how did we do it? Grief at Work program: • Developed from an employee’s loss and experience • Safety Meeting Presentation to all employees • Special Effort placed on supervisors role in employee’s loss • Do’s and Don’ts Suggestions provided to all Success Continued… • Great resources from National Hospice Foundation, AARP, and DuPont’s Lifeworks partner • The issue effects EVERYONE, so it does have impact • Increases sensitivity around different practices, customs and rituals Success – how did we do it? It helps to know where you are going… Success Continued… 1. Strategic vision supported by executive team 2. Cross-prospecting sales synergy 3. Customer-first philosophy Success – how did we do it? Lawyers respond to other lawyers Success Continued… Working with Volunteers What is Working/ What is Not What is Not Working • Company Focus – Wellness Initiatives – Balancing business objectives with individual focus • Individual Focus – Securing resources for diverse employee groups – Managed care challenges What is Working/What is Not What is Working • DuPont has an extreme value for safety • Each area has a monthly safety meeting, so I use this forum as a place to get to the whole plant • The Depression Education safety meetings went especially well because I included information about well known people who had struggled with this disease What is Working Continued • Educated the groups around the medication challenges the time needed to become effective versus the data the company had around 1st time prescriptions and lack of renewals • Because the plant is predominately male, I did highlight how males may experience depression different from females What is Not Working • Any band-aid attempt, which would primarily be driven by management/site leadership, usually made after a hot issue has not been handled well. Example, How to handle stress presentation after poor staffing decisions that have employees working 12 hour shifts, only 1 day off a week for 2 months straight. What is Working/What is Not What is Working • • • • • • Maintaining clear vision Receiving unsolicited business via MCO Dedicated sales/counselor/customer service and training teams Being the only regional EAP endorsed by Healthcare 21 Staying true the core and then adding more Adding on wellness and work/life components in last couple of months What is Not Working • Working out website and new enhancement bugs • Proving financial ROI • Servicing small groups sold with benefit plans What is Working/What is Not • Not a bird-dog for discipline • Not the drink police What is Not • Highest incidence of chemical dependency and depression of any professional group • Lowest ranking of any professional group in terms of public opinion. • Suicide rate that is six times the national average. Future Excitements • Company Focus – Increased expectations of the managed care vendor – Leveraging technology – Enhanced Home Office visibility • Individual Focus – Recruit and develop “top talent” for EAP team – Raising the bar for tomorrow Future Excitements Like many other internal EAP’s, we at DuPont are going through a transition of outsourcing the EAP competency from the company rolls. Goal is to maintain a quality program during this change and time of such great uncertainty. The possibility of having new thinking/ technology is exciting, but still uncertain. Future Excitements • Creating ways to serve senior populations • Enhancing case management services • Tying wellness incentives into benefit plan designs – Pulling together the EAP, HR, workers’ comp, hospital system, and benefit system Future Excitements • Work Balance- thinking proactively rather than reactively. • Suicide/Depression CLE education for every member of the Bar. • Positive Psychology- why do law schools produce pessimistic individuals? Contact Information Cracker Barrel EAP Bill Aldrich, LPC, CEAP, LEAP Manager, Cracker Barrel EAP [email protected] Dupont EAP Susi Willis, MSW, CEAP, LEAP Dupont Employee Assistance Consultant [email protected] Cariten Assist EAP Joy Thomas, BSN, MS, CEAP, LEAP Director of Business Health Solutions, Cariten Healthcare [email protected] Tennessee Lawyer’s Assistance Program Laura Gatrell, MA, CEAP, LEAP Assistant Director, TN Lawyers Assistance Program [email protected]