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Promising Practices Promising Practices

Promising Practices - PowerPoint Presentation

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Promising Practices - PPT Presentation

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

eap management veteran veterans management eap veterans veteran military 2013 employee program training health www assistance provider issues mar amp gov workplace

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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