Mark Attridge, PhD

This column addresses the integration of EAPs with other workplace services. In this issue, I describe the evolution of the EAP at Carpenter Technology Corporation over more than four decades. It began as an internal program that embraced the core technology of the EAP field and eventually expanded its role to become deeply integrated within the company and its’ many other programs and benefit providers. This column was written collaboratively with the program’s director for over 30 years… Show more

This column addresses the integration of EAPs with other workplace services. In this issue, I describe the evolution of the EAP at Carpenter Technology Corporation over more than four decades. It began as an internal program that embraced the core technology of the EAP field and eventually expanded its role to become deeply integrated within the company and its’ many other programs and benefit providers. This column was written collaboratively with the program’s director for over 30 years, Greg DeLapp. After the company is described, changes over four historical periods are noted. The 1970s - Internal OAP Model. The 1980s - Internal EAP with "Broad Brush" Model. The 1990s - Hybrid EAP Model. 2015 - External Vendor EAP Model. Several examples of integration of other areas with the EAP are provided.
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A majority of EAPs now also offer both work-life and wellness services. Collaboration with these other programs offer opportunities for EAPs to provide added business value. Implications are discussed for how program integration and expansion of services enhances the EAP partnership with multiple areas within the organization. Employer case studies are reviewed. This presentation also focuses on employee and family educational support and tutoring services as a new kind of partner program.… Show more

A majority of EAPs now also offer both work-life and wellness services. Collaboration with these other programs offer opportunities for EAPs to provide added business value. Implications are discussed for how program integration and expansion of services enhances the EAP partnership with multiple areas within the organization. Employer case studies are reviewed. This presentation also focuses on employee and family educational support and tutoring services as a new kind of partner program. Findings are presented from a literature review white paper and a survey of 345 employees concerning their child’s use of an online private tutoring service at a Fortune 100 company.  Show less

This 2-day training course leverages the scientific evidence from the over 100 literature review reports now available globally on the business case for workplace behavioral health services. It is organized around four different ways that EAPs can provide business value to their customer organizations. The four conceptual paths to value (Primary, Pareto, Productivity, and Partnership Value) are defined and debated. The implications of product pricing on ROI are examined. Skill-based… Show more

This 2-day training course leverages the scientific evidence from the over 100 literature review reports now available globally on the business case for workplace behavioral health services. It is organized around four different ways that EAPs can provide business value to their customer organizations. The four conceptual paths to value (Primary, Pareto, Productivity, and Partnership Value) are defined and debated. The implications of product pricing on ROI are examined. Skill-based practices are also addressed including: outcome measurement, monetizing outcomes, reporting and presenting results with customers. We close with a review of marketing and making realistic promises about the value of EAP.
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Today’s topic recognizes cost-based segments of care and their related services across the population health care continuum that spans from prevention to chronic disease. This is how employers “see” their overall health care cost spend each year. Understanding this view can help EAPs to better position their services as a partner to other programs in each cost segment.Cost Segment 1: Preventive Care. The potential EAP partner programs in Segment 1 include: Training and Self-Care tools… Show more

Today’s topic recognizes cost-based segments of care and their related services across the population health care continuum that spans from prevention to chronic disease. This is how employers “see” their overall health care cost spend each year. Understanding this view can help EAPs to better position their services as a partner to other programs in each cost segment.Cost Segment 1: Preventive Care. The potential EAP partner programs in Segment 1 include: Training and Self-Care tools, Wellness and Risk Screening Surveys, and Occupational Health and Safety programs.Cost Segment 2: Acute Care. The potential EAP partner programs in Segment 2 include: Work/Life services and Legal/Financial resources, Workplace Crisis services and Onsite Health Clinics. EAPs already reside in this space. Cost Segment 3: Chronic Care. The potential EAP partner programs in Segment 3 include: Specialty Treatment for Mental Health and Addiction, Disease Management Programs for Chronic Conditions, and Disability and Return-to-Work Programs.
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Most employee assistance programs (EAPs) now offer a wide range of workplace-based behavioral health programs and benefits that extend beyond the traditional focus of EAP. This column addresses the integration of EAPs with other workplace services. Today’s topic is the opportunity for greater collaboration between EAP and Work-Life. Work-life services are described. Most EAPs already provide Work-Life services. There are some similarities between EAP and Work-Life programs. Employer case… Show more

Most employee assistance programs (EAPs) now offer a wide range of workplace-based behavioral health programs and benefits that extend beyond the traditional focus of EAP. This column addresses the integration of EAPs with other workplace services. Today’s topic is the opportunity for greater collaboration between EAP and Work-Life. Work-life services are described. Most EAPs already provide Work-Life services. There are some similarities between EAP and Work-Life programs. Employer case examples integrated programs are presented for the global accounting firm EY and for Federal Occupational Health for employees of the United States government. Show less

A new research-based conceptual model is presented that promotes the enhanced role of EAP and workplace behavioral health services in contributing to overall organizational health and performance. EAPs can expand their value as a business partner to the organizational customer by creating more linkages with other programs serving the organization that support different aspects of the health of individual employees and their families. Potential partnerships and integrative practices are… Show more

A new research-based conceptual model is presented that promotes the enhanced role of EAP and workplace behavioral health services in contributing to overall organizational health and performance. EAPs can expand their value as a business partner to the organizational customer by creating more linkages with other programs serving the organization that support different aspects of the health of individual employees and their families. Potential partnerships and integrative practices are identified within each of the three main segments of the employee health care benefit cost continuum (prevention, acute events, and chronic conditions). Forging stronger partnerships with those in human resources and leadership roles can also create opportunities for EAP services at the organizational level. This model supports EASNA’s interest in creating a new professional certification in the area of organizational health. Show less

This full-day workshop explains how to conceptualize and calculate the financial return on investment (ROI) for employee assistance program (EAP) services. It brings together the facts and figures from the global academic and applied research literature that documents the business value of workplace behavioral health services. Over my 20 years as a researcher, I have developed a data-driven ROI logic model and consulting approach that can help the EAP program manager to think less like a… Show more

This full-day workshop explains how to conceptualize and calculate the financial return on investment (ROI) for employee assistance program (EAP) services. It brings together the facts and figures from the global academic and applied research literature that documents the business value of workplace behavioral health services. Over my 20 years as a researcher, I have developed a data-driven ROI logic model and consulting approach that can help the EAP program manager to think less like a provider of services and more like a purchaser of services. The goal of the training is to offer an evidence-based comprehensive approach to ROI so that each EAP can more confidently find their own ROI story. This training is designed for people with moderate to advanced knowledge of the EAP field Show less

This is the first article of a new column in the JEA that addresses the
integration of employee assistance programs (EAPs) with other kinds of
workplace benefits and services. Each column of Integration Insights will
examine the research studies and applied best practices for a particular area
of integration, often focusing on a different type of integration partner.

Encyclopedia style review of employee assistance program services and industry - written for audience of human resources professionals. Key topics include: (1) Overview of EAP, (2) Core services offered by EAPs, (3) EAP delivery models and program use and the (4) Business value of EAPs. 2000 words. 5 references.

This training examines the principles and practices needed to effectively demonstrate the business value of employee assistance program (EAP) services. This industry-leading training shares a consulting model that has been proven successful with dozens of employers. The model leverages the scientific evidence from the over100 literature review reports now available globally on the business case for workplace behavioral health services. Several skill-based practices are also addressed… Show more

This training examines the principles and practices needed to effectively demonstrate the business value of employee assistance program (EAP) services. This industry-leading training shares a consulting model that has been proven successful with dozens of employers. The model leverages the scientific evidence from the over100 literature review reports now available globally on the business case for workplace behavioral health services. Several skill-based practices are also addressed, including: how to measure outcomes, how to monetize different kinds of outcomes, how to report on return on investment, and how to discuss ROI expectations and year-end results with customers. Show less