Dr. Paul D. Kai Swigart (Dr. Kai), EAR-Hawaii Founder
"The Impact of Employee Assistance Program Services on Job Performance," written by Dr. Paul D. Kai Swigart (Dr. Kai)
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Aloha!
Most of us here in Hawaii live meaningful and productive lives. We love our ohana, cherish our sacred culture, take pride in a job well done, and enjoy an active lifestyle. However, recent research suggests that at least 20% of working individuals are affected by personal, family, legal, or financial problems.
Employee Assistance Programs (EAPs) are worksite resources designed to enhance employee health and productivity through prevention, identification, and resolution of such problems.
EAPs provide employees with professional, confidential assistance when they need it. When employees recognize a concern and access their EAP, the EAP can help address their concerns and prevent the development of problems in the workplace. When problems do appear on the job, EAPs help supervisors and managers work with employees to address the problems, obtain appropriate services, and return to work with renewed productivity.
EAPs provide services to everyone in the workplace: employees, supervisors, managers, and Human Resource personnel. In addition, EAP services are usually available to employee family members.
For employees, EAPs offer services that help individuals resolve problems that can interfere with health and productivity on the job. EAPs provide assessment, short-term counseling, and referrals for a wide-range of personal and family problems.
For Managers and Human Resource personnel, EAPs can provide consultation and training regarding a wide range of employee and/or management issues that impact the health and productivity of an organization.
EAR-Hawaii offers employers the choice of programs that best fits their organizational needs.
Studies by independent researchers and employers have consistently demonstrated the cost effectiveness, benefit, and value of EAPs. The Benefits of EAP According to the Federal Substance Abuse and Mental Health Services Administration, suggest that nearly a quarter of the U.S. workforce experiences a mental health or substance abuse disorder. Mental health issues cost U.S. companies about $63 billion a year. While about 28 percent of that accounts for treatment costs, 27 percent is associated with excessive absenteeism and 28 percent is associated with loss of productivity.
Research suggests that there is now an even greater need for, and benefit from EAP services.
Recent EAP cost/benefit statistics/research 2000 - present
• A study shows that when EAP services are provided work loss was avoided in 60% of cases with an average savings of 17 hours per case. 72% of these cases showed improved work productivity with an average gain of 43%. Attridge, M. (2001, August). Personal and Work Outcomes of Employee Assistance Services. Presented at the American Psychological Association Annual Meeting. San Francisco, CA.
• A study shows that when legal/financial work life- services are provided work loss was avoided in 39% of the cases and work productivity was improved in 36% of the cases. Attridge, M. (2002, June). Employee assistance program outcomes similar for (phone and In-person) and legal/finance consultation clients. Presented at the American Psychological Society Conference, New Orleans , LA.
• Thirty five percent of companies who offer EAP services indicate they've increased such assistance since the 9-11 terrorist attacks. Moreover, 57 percent of employers who've increased their workplace support options since 9-11 say their employees' attitudes have changed for the better and 74 percent of employees who say their company offers workplace support find it valuable or helpful. Cigna, 2002
• An employer-sponsored EAP program can reduce an employer’s disability costs, medical costs, pharmacy costs, and worker’s compensation costs. Watson Wyatt, 2001
• By 2001, Open Minds, a behavioral health industry research and consulting firm estimated enrollment figures of 51 million in stand-alone EAPs and 15.5 million in integrated EA/MBHC programs-a 245 percent increase since 1994 and a 13.3 percent increase since 1999 Open Minds. (2000). Yearbook of managed behavioral health market share in the United States, 2000-2001. Gettysburg , PA.
• The Society for Human Resource Management's 2001 Annual Benefits Survey provides testimony of strong EAP market penetration, with 67 percent of 754 human resource professionals responding that their organization offers an EAP, five percent stating their organization plans to offer one in the coming year, and only 24 percent stating they do not offer one. Society of Human Resource Management. (2001). Annual Benefits Survey. Alexandria , VA.
• 57% of the class of 1999 graduating business students in 11 countries said that attaining work/life balance is their top career goal. PricewaterhouseCoopers Survey, 2000.
EAR-Hawaii provides a wealth of information and resources to assist Hawaii-based work organizations, employees, and employee family members with the improvement of their health and productivity.
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