for VeteranFriendly Employee Assistance Programs Revised October 2013 The purpose of this training is to help Employee Assistance Program EAP professionals provide effective support to employees who are Veterans and National Guard and Reserve members ID: 438262
Download Presentation The PPT/PDF document "Promising Practices" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
Promising Practices for Veteran-Friendly Employee Assistance Programs
Revised
October, 2013Slide2
The purpose of this training is to help Employee Assistance Program (EAP) professionals provide effective support to employees who are Veterans and National Guard and Reserve members.
The
Veteran-friendly practices described in this presentation are being offered in an effort to improve Veteran retention in the workplace. It is understood that not all these practices can be implemented for every organization’s EAP. Some variation may be required in order to comply with each organization’s policies and procedures.
Introduction
2Slide3
This presentation describes promising practices, compiled from the VA’s Veterans in the Workplace study and other resources
,
for the following EAP components:
AssessmentReferralManagement consultation & training
Employee training
EAP program promotion
EAP Components
3Slide4
Screen for Veteran status and status of family members as Veterans
Use the Community Provider Toolkit’s military screener:
www.mentalhealth.va.gov/communityproviders/screening.asp
Screen for National Guard and Reserve member status Determine military history to assist in providing culturally competent care
Screen for issues such as PTSD, substance misuse, depression, anxiety
Use the Community Provider Toolkit’s screening tools:
http://www.mentalhealth.va.gov/communityproviders/miniclinics.asp
Assessment
4Slide5
Match the Veteran client with a provider
who is sensitive to and knowledgeable about the military experience
Match the National Guard and Reserve member client with a provider knowledgeable about issues such as deployment preparation, family issues while deployed, and reintegration on return to work
Make a warm transfer to provider, if possible
Help the client connect with other resources when required services exceed what the EAP can provide
Have knowledge of available Department of Veterans Affairs
healthcare resources
(
www.va.gov/health and the Community Provider Toolkit)
Referral
5Slide6
Assist management in devising and recommending needed accommodations for various conditions, such as PTSD or TBIProvide consultation to management and leadership on a wide range of workplace issues impacting employee, organizational, and management health and
performance
Sensitize management to Veterans’
issues; help them develop awareness of assumptions and stereotypes regarding VeteransEmphasize that not all Veterans will have difficulties or need assistance
Management Consultation & Training
6Slide7
Educate supervisors and upper management on military and civilian cultural differences (e.g., the military’s use of manuals, necessity for punctuality, and “respect” for rank or time in
service)
Find handouts related to military structure and culture on the Veterans Employment Toolkit:
www.va.gov/vetsinworkplace/experience.asp Improving Job Performance Using the Military Training Model:
www.va.gov/vetsinworkplace/docs/em_improvePerformance.html
Management Consultation & Training
7Slide8
Educate others on VA’s resources for Veterans and their family members
Train
fellow employees about differences in military and civilian culture, similar to the awareness training for management
Adopt a coaching approach in working one-on-one with Veteran employeesInclude coaching on topics such as improving work habits, wellness issues, time management,
work-life
balance, and stress
managementEmployee Training
8Slide9
Educate management, supervisors, and all departments on Veteran-friendly EAP servicesEncourage management to share the program with all employeesStress that the program is free, confidential, and that there will not be repercussions for
seeking help through EAP
Communicate to employees all available services, including those for covered family members
Introduce EAP services during new employee o
rientation
D
emonstrate the program’s value to leadership and get their assistance in promoting the program as a Veteran-friendly source of expertise and excellenceEAP Program Promotion
9Slide10
Burton Blatt Institute at Syracuse University & Corporate Gray. (2013). Veterans in the workplace final report. Washington, D.C.: Department of Veterans Affairs.
Mickenburg
, Judy, Behavioral Health & Organizational Wellness Consultant. Telephone interview. 7 Mar. 2013.Dolan-Del Vecchio, Kenneth, Vice President, Health and Wellness at Prudential. Telephone interview. 5 Mar. 2013
.Croft, Harry A., MD. EAP Information in Support of Veterans in the Workplace Report. San Antonio: n.p., 7 Mar. 2013. Microsoft Word.
Potterton, Daniel, Chief Operating Officer, FEI Behavioral Health. Telephone interview. 14 Mar. 2013
.
Courtemanche, Sherry R., Health Services Manager at Aetna. Email interview. 21 Mar. 2013.EASNA. (2009). Selecting and Strengthening Employee Assistance Programs:
A
Purchaser’s Guide. Arlington, VA: Employee Assistance Society of North America. http://www.easna.org/wp-content/uploads/2010/08/EASNA-PURCHSERS-GUIDE-TO-EAPs-FINAL-102209.pdf
Sources
10