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"The New Age of EAP Service Delivery: Moving to the Next
Generation"
Carole Berwick, Northrop GrummanRich Paul, Beacon Health Options
October 5, 2015
The Evolution of EAP
1875
Aggie Dunn was hired as “Social Secretary” for the H.J. Heinz Company of Pittsburgh
1940’s‐1950’s
Occupational Alcoholism Programs were developed; 1956 AMA defined alcoholism as a disease
1980’s
The Association of Labor and Management Administrators and Consultants on Alcoholism (ALMACA) would become EAPA—”broad‐brush programs”
2000’s
Increased integration of EAP with health and wellness
1930’s‐1940’s
Human Relations Movement ‐ social responsibility of industry
1970’s
Hughes Act established; shift from alcoholism per se to identifying impaired job performance; EAPs began to appear – (internal) Industrial Social Work Movement
1990’s
Integration between EAP and MHSA benefits and introduction of Work/Life Services
2010’s
Role of EAP broadened to support the resiliency of a highly stressful work environment ‐ technology solutions expanded
Northrop Grumman Today
• Leading global security company
• $24 billion sales in 2014
• $38.4 billion total backlog
• Leading capabilities in:
– Unmanned Systems
– Cyber
– C4ISR
– Logistics
Northrop Grumman Products
Issues Impacting Today’s Workplace
Depression in America?
16 Million sufferfrom major depressive episodes each year
1 in 3 people do not get treatment
Estimated average cost in 2014 of a hospital stay for a mood disorder
Estimated average cost in 2014 for antidepressants
$777
$8,404
Opioid Addiction Is Headline NewsWhy?
• There has been massive overprescribing of opioid painkillers
• Heroin abuse is growing
• Treatment is fragmented and hard to access
Deaths from opioids outnumber deaths from motor vehicle accidents per annum
• Medical professionals receive minimal training in addiction treatment.• Of approximately 1 million physicians practicing, only 1,500 identified as
addiction specialists; only 300 of those are psychiatrists.• Most treatment provided by addiction counselors.
– 14 states do not require licensure– 6 states do not require degree – 14 states require high school degree or GED– Apprentice model, personal experience (“in recovery”)– Not equipped to provide evidenced‐based treatment, medical care or
treatment of co‐occurring conditions
• Role of EAP?
Workforce Issues Unique to Addiction
Source: Addiction MedicineClosing the Gap between Science and Practice, NATIONAL Center on Addiction and Substance Use, Columbia University 2012
The EAP and the Dynamics of Addiction
• A professional assessment is crucial as is a working understanding of the meaning of addiction.
• Substance abuse = a pattern of continued use despite adverse consequences
• Substance dependence = the progression of addiction and characterized by the following:– Compulsion= loss of control– Continues use despite adverse results– Cravings
The EAP and the Dynamics of Addiction (cont.)
• Psychological aspects• Biological aspects• Social findings• Cycle of abuse• Commonly used substances• How to provide help?• Levels of readiness
A Fictitious Case Study
• Robert has worked for the company for 3 years. In the past year, he has exhibited extreme hostility both toward his co‐workers and towards company property. Robert is age 42, married with three children. His behavior has included witnessed events of sudden outbursts, violation of safety regulations, throwing and banging of equipment, and other demonstrations of anger. Robert is 6’2” and weighs about 240 lbs. He has received several verbal warnings, manager counseling and written notices, but the behavior persists. Many report feeling afraid to work around him due to his severe and sudden mood swings.
• What are next steps?• Should the EAP be involved?
Forces Limiting EAP Impact• Difficulty in differentiating program value
– EAP viewed by many as a commodity
– “Free EAP” minimizing the true value
– The term “EAP” and what it conjures up in the minds of many
• Difficulty obtaining leadership support and visibility into EAP
• Tight budgets stifling creative benefit designs
• Inconsistencies within the industry in how to measure quality programs
What Employers Are Saying• Desire to increase overall program utilization
– More proactive outreach and engagement
– Program rebrand/re‐launch to reach more people
• Want greater integration of EAP with other benefits (EAP as the hub. e.g. work/life, medical, disability)
• Renewed interest in organizational support services
• Meaningful results required – ROI vs. VOI
• Global reach (both EAP and H&W)
• HDHPs, healthcare reform, parity – where does EAP fit?
The New Frontier for EAPs
The Reinvention of Employee Assistance Programs
• Must address multi‐generational differences– Requires new technologies to engage individuals, e.g.
gamification, social networking, SMS Text, CBT modules, video counseling, chat, etc.
– Personalization strategies a must
• Breaking beyond stigma – leveraging the workplace to increase help‐seeking behaviors
• Individual and organizational resilience is the new workplace “must have”
• Multi‐dimensional wellbeing
• Communities of support
Keys to an EAP’s Success
The Reinvention of Employee Assistance Programs
Unique program branding On‐site Counselors Internal/External Model
Video counseling SMS/IM access Integrate with H&W
Leadership supportAnticipate
organizational needsClinical and non‐clinical service
offerings
On‐demand dashboard reporting
Track & monitor vendor partner referrals
EAP advisory committees
Peer support programs Link EAP from HRAInnovative promotional
campaigns
Cultural CommonalityConnect with an organization’s
cultureResiliency & mindfulness
How will you help create this future?
