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Cutting edge research webinar slidespptx
This document summarizes two studies funded by the Employee Assistance Research Foundation (EARF) on the current state of employee assistance programs (EAPs) in North America and Europe. The first study, called the Eureka Project, examined EAP services in several European countries and found that while needs for services are similar across countries, availability varies significantly. The second study profiled major external EAP vendors in North America to provide the first publicly available comparative data on a large number of providers. Both studies aim to advance EAP services through rigorous research.
Cutting edge research webinar slidespptx
- 1. CUTTING EDGE RESEARCH: TwoStudies of the Current State of EAPs in North America & Europe Funded with support by the
- 2. Today’s Presenters Dirk Antonissen,MS ISW Limits/Leuven University, Kessel-lo, Belgium Manuel Sommer, PhD Clinica CAPA/CIP-UAL, Lisbon, Portugal Stan Granberry, PhD National Behavioral Consortium, Baton Rouge, LA Terry Cahill, LCSW, CEAP Perspectives LTD, Chicago, IL Moderator: Bernie McCann, PhD, CEAP Employee Assistance Research Foundation
- 3. What is theEARF...? The EARF was founded as a 501(c)(3) nonprofit foundation to stimulate innovative, rigorous, and theory-based research activities which demonstrate the ability of EAPs to maximize employee contributions to the success of work organizations.
- 4. …and why now? Thereis simply not enough existing, credible research to critically demonstrate the valuable contribution of EAPs and related services to workplace productivity. The EARF seeks to advance the quality of EA services by sponsoring relevant research and disseminate these findings to employers, labor unions, EAP and HR professionals, and other stakeholders.
- 5. Funded Research Projectsto Date EARF funded its first 2 research projects in 2011: 1) The Eureka Project - EAPs in Continental Europe: State of the Art and Future Challenges, conducted by ISW Limits & Clinica CAPA 2) National Behavioral Consortium Industry Profile of External EAP Vendors conducted by the National Behavioral Consortium
- 6. New Research inthe Pipeline • Our next research grant has been awarded to the OMNI Institute in Denver, CO for the study: The Impact of Employee Assistance Services on Workplace Outcomes. • Study site is the Colorado State EAP, duration is 14 months, and grant amount is $100,000 plus 12% for overhead costs. • This research effort will be one of the most complete EAP outcome studies ever undertaken, with findings expected in late 2014.
- 7. Eureka: An EmployeeServices Perception Study in Continental Europe
- 8. Introduction to theStudy • Are EA needs in Continental Europe different than in the US? – Intervention for prevention & health promotion – Services are provided for individuals & organizations • In many countries in Europe EAPs as such are not very well-known, so to investigate, we asked about employee support services at the workplace without using the language “What should an EAP offer?”* 8 *Language similar to that used in Buon & Taylor (2008) A Review of the EAP Market in the United Kingdom and Europe. Journal of Workplace Behavioral Health 23(4): 425-444
- 9. Research Questions 1. Whattype of EA-related services are currently available? 2. What type of services should be made available? – According to employees – According to HR managers 9
- 10.
- 11. Survey Sample Composed ofresponses from 6 Eurozone countries: 1) Northern Europe: Belgium, France & The Netherlands 2) Southern Europe: Portugal, Spain & Greece “Representative” database of respondents from: • HR and non-HR staff positions • Companies by size of workforce • Companies with & without formal EAP services 11
- 12. Questionnaire Based on 2008Buon & Taylor article* – Content – Delivery mode (website, phone, etc.)? • • • • Currently present or not? Satisfaction with? Externally or internally? To what extent needed? *A Review of the Employee Assistance Programme Market in the UK & Europe 12
- 13. Description of theSample (n = 327)
- 14. Responses from SixCountries (HR/non-HR) 80 HR Non-HR 70 60 50 40 30 20 10 0 Belgium The Netherlands Greece Spain Portugal France
- 15. Respondents by StaffCategory 60% 50% 48% 40% 30% 26% 18% 20% 10% 5% 2% 0% White collar workers Executives Other Blue collar workers Management/board
- 16. Number of PersonsUnder Supervision 80% 70% benchmark ISW Limits 68% our sample 60% 50% 41% 40% 28% 30% 20% 12% 7% 10% 9% 5% 6% 8% 10% 0% none 1<5 6<10 11<20 >20
- 17. Workforce Size 100% % oftotal number of enterprises in EU-27 92% 90% % of active workforce in EU-27* 80% our sample 70% 57% 60% 50% 40% 30% 33% 29% 21% 17% 20% 12% 20% 11% 7% 10% 1% 0% 0% <10 10<49 50<249 >250 micro small medium large
- 18. Industry Sector 40% % ofemployment EU-27 34% 35% 30% our sample 29% 25% 26% 25% 20% 18% 18% 17% 15% 15% 10% 7% 6% 5% 2% 1% 0% public admin, education, health, services agriculture industry construction finance distribution, horeca, transport & comm
- 19.
- 20. Type of EAServices Present Services Present HR consultation Management training Performance management Coaching Fin/legal Counseling/advice for employees with depressive, panic or… Couns2_stress&motivation Harassment, bullying or grievance investigation Critical incident and trauma Work-life Expatriate support services Alcohol & other drug Workplace mediation Other specialist training (healthy lifestyle) Stress management Concierge services Childcare/eldercare services Internet based (online) counseling 20 0% 10% 20% 30% 40% 50% 60% 70% 80%
- 21. Satisfaction with EAServices Satisfaction Ratings Stress management Alcohol & other drug Critical incident and trauma Harassment, bullying or grievance investigation Performance management Coaching Expatriate support services Other specialist training (healthy lifestyle) Work-life HR consultation Management training Workplace mediation Fin/legal Childcare/eldercare services Concierge services Counseling_stress&motivation Counseling depressive, panic or anxiety Internet based (online) counseling Scale: Low need = 1, High need = 7 4.50 4.60 4.70 4.80 4.90 5.00 5.10 5.20 5.30 5.40 5.50
- 22. Needs x Presence– Gaps? Couns. Stress & Motiv 5.60 Mgt training Perf. Mgt Coaching HR cons & info 70% 80% Stress Management Work-life 5.10 Harassment CI & trauma Couns. Depres/Anxiety Financial/legal Need ==> Child/Eldercare Mediation Alcohol/Drug Spec. Training 4.60 Expatriate Internet/online 4.10 Concierge 3.60 10% 22 20% 30% 40% 50% Presence ==> 60%
- 23. Service Growth Potential MgtTraining Couns. Stress & Motiv 5.60 Stress Management Perf. Mgt 70% 80% Harassment & Motiv Work-life Child/ Eldercare 5.10 Need ==> Harassment CI & Trauma Coaching HR Cons & Info Financial/legal Mediation Alcohol/Drug 4.60 Spec. Training Expatriate Internet/Online 4.10 Concierge 3.60 10% 23 20% 30% 40% 50% Presence ==> 60%
- 24. Future Opportunities...? Mgt training Coaching Couns.Stress & Motiv 5.60 Perf. Mgt HR cons & info Stress Management Couns. Depres/Anxiety Harassment CI & Trauma Work-life 5.10 Financial/legal Need ==> Child/Eldercare Mediation Alcohol/Drug 4.60 ? Spec. Training Expatriate Internet/Online 4.10 Concierge 3.60 10% 24 20% 30% 40% 50% Presence ==> 60% 70% 80%
- 25. Potential for ExternalPartnerships % of service provided by external person/organization Workplace mediation Harassment, bullying or grievance investigation Stress management Other specialist training (healthy lifestyle) Management training Performance management desirable situation HR consultation present situation Coaching Concierge services Expatriate support services Childcare/eldercare services Work-life Fin/legal Internet based (online) counseling Critical incident and trauma Alcohol & other drug Couns_stress&motivation Couns_depressive, panic or anxiety 25 0% 10% 20% 30% 40% 50% 60% 70% 80%
- 26. Potential Delivery Modes DeliveryMode Family % desired % present online ass+treatment Hotline indiv cc brochure website 26 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
- 27. Preference for Contact ContactWith Counselor Chat % desired % present e-mail Phone 0% 27 10% 20% 30% 40% 50% 60% 70% 80% 90%
- 28. Desired Workplace TrainingTopics Workplace Training % desired % present Healthy lifestyle Stress work-life comm. 28 0% 10% 20% 30% 40% 50% 60% 70% 80%
- 29.
- 30. Services - Comparisonby Countries 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% The Netherlands Belgium France spain portugal Greece
- 31. Needs - Comparisonby Countries 6.50 6.00 5.50 5.00 4.50 4.00 3.50 3.00 The Netherlands Belgium France spain portugal Greece
- 32. Belgium 6.50 6.00 Couns. Stress &Motiv Stress Management 5.50 Mgt training Harassment Coaching perf. mgt HR cons & info Need ==> Work-life CI & Trauma 5.00 4.50 Child/Eldercare Alcohol/Drug couns. depres/anxiety Financial/legal Workplace Mediation Spec. Training 4.00 Expatriate Internet/Online 3.50 Concierge 3.00 32 10% 20% 30% 40% 50% Presence ==> 60% 70% 80% 90%
- 33. Belgium – PresentServices Workplace mediation Harassment, bullying or grievance investigation Stress management Other specialist training (healthy lifestyle) Management training Performance management HR consultation Coaching Concierge services Expatriate support services Childcare/eldercare services Work-life Fin/legal Internet based (online) counseling Critical incident and trauma Alcohol & other drug counseling stress/motivation Counseling depressive, panic or anxiety -15% -10% -5% 0% 5% 10% 15% 20% 25% 30% 35%
- 34. Belgium – Needvs. EU Mean Workplace mediation Harassment, bullying or grievance investigation Stress management Other specialist training (healthy lifestyle) Management training Performance management HR consultation Coaching Concierge services Expatriate support services Childcare/eldercare services Work-life Fin/legal Internet based (online) counseling Critical incident and trauma Alcohol & other drug counseling stress/motivation Counseling depressive, panic or anxiety -0.6 -0.4 -0.2 0 0.2 0.4 0.6
- 35. Portugal 6.50 Mgt Training 6.00 Coaching Couns. Stress& Motiv Child/ Eldercare 5.50 CI & Trauma Depres/Anxiety Belgium: Alcohol/Drug Need Work-life Need ==> Stress Management 5.00 Perf. Mgt HR cons & info Financial/ vs. EU mean Legal Spec. Training Mediation 4.50 Internet/ Online Expatriate 4.00 Concierge 3.50 0% 10% 20% 30% Presence ==> 40% 50% 60% 70%
- 36. Portugal – PresentServices Workplace mediation Harassment, bullying or grievance investigation Stress management Other specialist training (healthy lifestyle) Management training Performance management HR consultation Coaching Concierge services Expatriate support services Childcare/eldercare services Work-life Fin/legal Internet based (online) counseling Critical incident and trauma Alcohol & other drug counseling stress/motivation Counseling depressive, panic or anxiety -30% -20% -10% 0% 10% 20%
- 37. Portugal - Needvs. EU Mean Workplace mediation Harassment, bullying or grievance investigation Stress management Other specialist training (healthy lifestyle) Management training Performance management HR consultation Coaching Concierge services Expatriate support services Childcare/eldercare services Work-life Fin/legal Internet based (online) counseling Critical incident and trauma Alcohol & other drug counseling stress/motivation Counseling depressive, panic or anxiety -0.6 -0.4 -0.2 0 0.2 0.4 0.6
- 38. Major Conclusions • HRManagers (‘buyers’) report higher needs, more presence and better quality of services than employees (‘end-users’) Often employees are not well informed of available services Communication about EA-services towards employees is an important area for improvement of the services • The need for EA services reported in different countries are much less diverse than the availability of services – this indicates possibilities for global expansion 38
- 39. Opportunities and Challengesfor EAPs in Europe
- 40. Challenges & Opportunitiesfor EAPs Opportunities – Other motives for employers (see Buon & Taylor, 2007): • • • • External & internal image of “caring company” (perception) To support employees suffering from stress (reactivity) To promote work-life balance & well-being (proactivity) To cut costs & increase performance (economic motives) – Accent on primary prevention to broaden scope for EAPs with risk assessments, programs/tools for higher uptake – Evolution from negative to positive outcomes (from stress and harassment to satisfaction and engagement) and etc.
- 41. Challenges & Opportunitiesfor EAPs Challenges…how to turn them into Opportunities – Cultural diversity & different stories = innovation – Other criteria /arguments when answering to RFP = creative thinking about marketing strategies – Internal key roles for prevention within companies (HR, prevention advisors, company doctors) • EAP providers can profile themselves as complementary services, providing support to key people • More referral models for EAP: direct or indirect • Internal key people as promoters for EA services • Collaborating towards more integrated support systems 41
- 42. Challenges & Opportunitiesfor EAPs Challenges, continued – External organizations that offer similar services to companies • the case for Belgium: ESPP • sickness insurance companies (‘mutualities’) When evidence-based approach & best practices permit, shift from competitors to promoters/partners – Social dialogue in work organizations cannot be bypassed; Union representatives may be suspicious, need to be convinced of the value of EA services EAP providers should present themselves as a neutral partner; Employee representatives can be involved as referral agents
- 43. © National BehavioralConsortium NATIONAL BEHAVIORAL CONSORTIUM INDUSTRY PROFILE OF EXTERNAL EAP VENDORS Stanford W. Granberry, PhD Primary Investigator Mark Attridge, PhD, MA Terry Cahill, MSW, LCSW, CSADC Patricia Herlihy, PhD, RN Co-Authors 2013 www.nbcgroup.org
- 44. The NBC studywas supported by a $40,000 grant from the Employee Assistance Research Foundation (EARF). The Foundation exists to stimulate innovative, rigorous, and theory-based research activities in the field of EAP. www.eapfoundation.org 44
- 46. The NBC studyshines a flashlight in a dark closet, it does not turn on all the lights in the house. 46
- 47. Terry Cahill createdthe first version of the NBC EAP Vendor Survey 5 years ago. 47
- 48. Actual pictures ofTerry Cahill taken before and after the Survey
- 51. This is thefirst study to provide publicly available, comparative information based on such a large and diverse set of External EAP providers.
- 52. Originally US Centric Canadaadded Then Global 52
- 53. Panel ofIndustry Experts Generated 71 items That was pared down to 44 Items Pilot tested & revised 53
- 54. 1. Corporate Structure 2.Staffing 3. Client Companies 157 total unique data points if all 44 items are fully answered 4. Utilization Metrics 5. Survey Tools & Outcomes 6. Business Management 7. Business Development 8. Forecasting the Future of EAP 54
- 55. Survey participantsprimarily: US and Canada • Included 12 other countries • Respondents included local to global providers. 130 visitors accessed the online survey 48 responses rejected as invalid • 40 incomplete questionnaires rejected • 8 duplicate responses identified & rejected 82 EAP companies provided valid questionnaires 55
- 56. 1. Over 29,000customer organizations 2. Over 62 million employees 3. Over 146 million covered lives 56
- 57. STEP 1 Targeted largeEAP carriers in US and Canada Sampling frame based on number of covered lives US vendors > 2 million covered lives Canadian vendors > 1 million covered lives 57
- 58. Targeted 16 largeEA providers in US & Canada to participate. US: 8 of 11 (72%) > 2 Million covered lives CA: 5 of 5 (100%) > 1 Million covered lives 58
- 59. STEP 2 Multi-stage snowballsampling method Press Releases and targeted email invitations Two recruitment waves during 2012 May-July = 66 / October-November = 16
- 60. Article o Scholarly:Peer Reviewed o JWBH Volume 28, Number 4, Nov/Dec 2013 o 119 pages and 29,251 words Slide Deck o Applied: For EAP Vendors o Companion resource to the article o www.nbcgroup.org/home.html
- 61. 1. Greying effectof external EAP owners 2. Mergers and Acquisitions 3. Staying ahead of the technology 61
- 62. Issue #1-Marketing claims vs. actual industry metrics o NBC Study Data • Average EAP Counseling utilization rate • Median 3.6%, Mean 4.5%, Range 0.1 - 15.6% • Average # of sessions per EAP Counseling case • Median 2.36, Mean 2.47, Range 1.15 - 4.68 • Percentage of EAP Counseling cases that do not access the mental health/substance abuse benefit • 82%
- 63. Issue #2– Is that level of utilization enough OR Are we reaching our client companies? o NBC Study Response to Areas of Client Company Difficulty – 6 of 7 areas identified as “most difficult” relate to this question: • Face time with client company management, Relationship building activity with client company, Opportunities for a proactive strategic role with client companies (3) • Promoting the program to family, managers, employees (3) o The other main identified area of difficulty with client companies was “Quantifying the value of EAP”: • At current utilization levels, need either another metric or to boost utilization. Only 42% of surveyed EAP orgs used a validated outcome survey tool (Chestnut Global Partners’ Workplace Outcome Suite was the most often utilized)
- 64. Issue #3– Regarding utilization, an EAP is not an EAP is not an EAP o NBC Study Data – Comparative Metrics Across Dominant Pricing Models (Capitated vs. Fee for Service vs. Embedded “Free” EAP) • EAP Counseling Utilization Rate: • Capitated 4.7%, Fee For Service 6.0%, Embedded “Free” EAP 1.6% • EAP Organizational Service rates for Capitated and Fee for Service were respectively 7x & 5.5x those of Embedded “Free” EAP rates • Embedded “Free” EAPs had 3.8x & 3.3x the number of covered employees per EAP staff than Capitated and Fee for Service EAPs
- 65. NBC StudyResponse to Most Difficult Internal Operations o Educating Brokers on EAP Value o Outcomes Measurement Strategy o Maintaining Information Technology NBC Study Response to Factors Impacting Client Renewal, New Sales & Client Erosion o Product Pricing almost 2x any other variable o Switch to “Free” EAP
- 66. NBC StudyResponse to Factors Impacting Client Renewal and New Sales o o o o EAP Product Improvements New Strategic Partnerships Enhanced Broker Engagement Enhanced technological delivery capabilities NBC Study Response to Level of Optimism For External EAP Industry o 83% Optimistic or very Optimistic. Why? • Expanding role in psychosocial aspect of behavior change • Focus on behavioral risk management • Filling the Wellness Gap • Technology facilitates EAP reach
- 67. Audience Questions • Anyquestions for our presenters to clarify any information from their studies? • Any questions about the EARF? • Any recommendations for EARF-funded research in the future? For further information about the EARF, please visit our website:
- 68. How You CanHelp There are multiple ways you can support the Foundation: 1. Facilitate a contribution from your organization 2. Make a personal contribution 3. Designate a planned contribution or behest 4. Make an in-kind contribution 5. Assist in fundraising and/or publicity efforts