A Family Agency's Approach to Providing Employee Assistance Programs in Industry

Abstract

Employee Assistance Programs The director's commitment to the gram, and success is contingent on (EAPs) are implemented by industry EAP is also reflected by the position the cooperation of and continued open to offer counseling to employees, of the program within the agency's communication between the two coor with the idea that such counseling structure. ESN is directly under the dinators. improves job performance. Social authority of the executive director, ESN is designed to permit licensed service agencies are interested in and this position seems to be a key professionals to do clinical work on providing counseling through EAPs to its success. Many of the decisions a contractual basis. These profes because forming contracts with indusregarding the internal policy of the sionals can be employees of FCSR or try is a source of funding. In this agency and the contractual arrangecan be hired from outside the agency, article, by describing the Employee ments with companies need immeESN does not require that social work Services Network (ESN), an employee diate attention. Because of this need employees of FCSR be licensed. How assistance program developed within for rapid decision making, the direcever, the practitioner, on contracting the Family and Children's Service of tor must allow time for direct and with ESN, is required to satisfy the Richmond (FCSR), a family agency, active participation in the program's production average of FCSR; that is, the authors demonstrate how a notoperation, particularly during the 60 percent of the work time must be for-profit agency can develop, strucstages of planning and marketing, spent in direct-client contact. All ture, and implement a program of Active participation is required beother practitioners are required to be services for the corporate community, cause decisions about the EAP often licensed. ESN's staff also includes call for new directions and priorities one clinician who works primarily for CTDTirTTTDiMr tw®> no of the agency as a whole. FCSR but who has a percentage of aiKUtiUKiuib tin» u/Ax* The authors believe that developher time allocated by FCSR to the The crucial foundation for developing ing an EAP at a family agency reESN program. an industrial counseling program inquires a synergistic approach. For As with the birth of a new child, eludes a solid commitment on the FCSR, that development led to havthe introduction of a new program part of an agency's executive direcing two coordinators of the program, into a family agency triggers many tor and the participation and support the clinical coordinator and the adreactions. The preparation of existing of that agency's board of directors. In ministrative coordinator. These two staff is critical. It prevents the sub fact, ESN's first local contract came people are on the same level in the tie undercutting of the new program through the efforts of FCSR's Board agency's structure and both are diand allows the effective integration of of Directors. The commitment of the rectly under the authority of and have the EAP within the agency, agency's director to the EAP is redirect access to the executive direc flected by the resources made availtor. The administrative coordinator is «AWKPTmr1 thf pap able to the program. For instance, ultimately responsible for the admin although the financial goal of ESN is istration of the program. Most of the To market the EAP, the agency must to be self-sustaining, the executive input of the clinical coordinator, howbe prepared to present clearly the director of FCSR is in the position, ever, occurs within the structure of product or service it has to offer. To initially, to allocate staff time for the team. (See Figure 1.) Each coorthis end, FCSR offers a number of coordinating the program, to secure dinator brings to the team various different options. The program's less funding for the coordinators' posiskills that cover a range of needs, extensive package provides for as tions, and to pull from other proThe coordinators meet regularly with sessment and referral services; its grams of the agency the necessary the executive director for planning as more elaborate package provides as staff. This staff may include clerical a team, and as Figure 1 illustrates, sessment and unlimited counseling, workers and clinical workers to work all three team members have both The experience of ESN shows that in as part of the marketing team. The shared and clearly delineated responaddition to purchasing the basic coun director needs to be aware and acsibilities. This type of arrangement seling service, most companies also cept that the EAP may not be profitcreates the maximum potential for want management and supervisory able during these initial stages. constructive ownership of the protraining and/or program orientation.