EAP as a Supervisor’s Resource

Employee Assistance Program

Overall Goals of EAP

Demonstrates employer concern for employees

Reduces obstacles which prevent people from getting help and encourages early assistance before the problem worsens

Reduces the cost of personal problems at work

Offers early intervention

EAP is …A confidential assessment, brief counseling

and referral service to all employees and their family members.

The EAP is designed to assist in the identification of any personal problem that may be affecting you, your family or your job.

Key Points

VoluntaryPrivateNo cost to client ConfidentialNot treatment

Types of Referrals

Self – 85%, Other 5%

The employee contacts the EAPwithout being referred by the supervisor

Performance problems may or may not exist

Types of Referrals

Supervisor Referral- 10%

The employee is referred by the supervisor based upon documented job performance problem(s).

NOTE: If the supervisor does not contact the EAP, the EA professional relies upon the employee’s report.

A Resource for the Supervisor

Consultation with the EAP counselor

Supervisory Referral

Supervisor Referral

Informal

Formal

Benefits to the Supervisor

An alternative to tolerating poor performance or taking an adverse action

Eliminates need to get “involved” in the personal problem of the employee

Permits manager to focus on performance

EAP can offer supervision tips

Troubled EmployeeDefinition: An employee whose personalproblems adversely affect job performance.

Typically, 12–18% of employees in an organization experience personal problems that interfere with job performanceto some degree.

DO:Observe all employees regularlyDocument any and all performance problemsIntervene when you notice any performance deficienciesRefer to EAP early and at every step of warning processCommunicate concern and value of employeeRemain focused on job performance issuesFormulate specific plans for improvement with

consequencesCall EAP for consultationFollow all human resource policies

Managing Troubled Employees

Do NotDiagnose the employee’s problemPry into an employee’s personal life or give advice – stay job-focusedAccept excuses for performance issues Ignore a performance/attendance problemUse EAP as a “last ditch effort”Wait until the employee’s job is in jeopardyTake responsibility for solving the employee’s problemShare information with co-workersRefer based on office grapevine

Managing Troubled Employees

Observing Job Performance

Be alert to decline or changes in job performance, especially with those who have histories of good performance.

Ask what is causing the job performance problem:If personal, remind employee of EAP — don’t

discuss the problem.If not personal, address the relevant workplace

issues.

Absenteeism On-the-Job Absenteeism Difficulty Concentrating Confusion Erratic Work Pattern Lowered Job Efficiency Friction with other Employees Unusual Behavior High Accident Rate

Possible Signs & Symptoms of Declining Job Performance

Referral: Key Principles

Tell the employee that you are making a supervisor referral to the EAP based upon ongoing job performance problems

Reference documentation and pastdiscussions

Appear supportive Remind the employee

that the EAP is confidential — no confidential details will be given to you

Let the employee know that you will not discuss the referral with coworkers

Remind the employee that attending the EAP cannot interfere with his or her job security or promotional opportunities

Let the employee know you have spoken with the EAP already

Supervisor Referral Tips Call the EAP and/or provide written information

regarding the nature of job performance problems prior to referral

Refer early, when job performance problems emerge

Call the EAP if the EA professional does not call you after referral

Don’t ignore a developing problem

Betrayal of Employee Protecting a “Good” Worker Admitting Failure Misconception about Personal Problems View of EAP as a Stigma Fear of Offending Employee Viewing Referral as a Severe Step

Barriers to Supervisor Taking Action

Elizabeth Robinson, Managerrobinson@nso.uchc.eduor call 860-679-2877Ct toll free: 800-852-4392

FOR MORE INFORMATION, CONTACT…

EMPLOYEE ASSISTANCE PROGRAM