An Employee Assistance Program, or EAP, is a work site-based program designed to assist: (1) organizations in addressing productivity issues and (2) “employee clients” in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance. EAPs apply core technologies in providing assistance (see definition below).
What is EAPA?
The Employee Assistance Professionals Association is an international association, with local chapters, that supports professionals in their work with EAP programs. This support includes conferences, training sessions, publications, professional certification and more. EAPA has more than 7,000 members, over 100 chapters in the U.S., and chapters in 29 countries. For more information, visit the EAPA national website.
What are EAP core technologies?
These are services that address productivity and personal issues. They include, but aren’t limited to the following:
- Consultation with, training of, and assistance to work organizations leadership (managers, supervisors, and union stewards) seeking to manage the trouble employee, enhance the work environment and improve employee job performance; and, outreach to and education of employees and their family members about availability of EAP services;
- Confidential and timely problem identification/assessment services for employee clients with personal concerns that may affect job performance;
- Use of constructive confrontation, motivation, and short-term intervention with employee clients to address problems that affect job performance;
- Referral of employee clients for diagnosis, treatment, and assistance, plus case monitoring and follow-up services;
- Assistance to work organizations in managing provider contracts and in establishing and maintaining relations with service providers, managed care organizations, insurers, and other third-party players;
- Assistance to work organization in providing support for employee health benefits covering medical and behavioral problems, including, but not limited to, alcoholism, drug abuse, and mental and emotional disorders; and
- Identification of the effects of EAP services on the work organization and individual job performance.