How to Evaluate Employee Assistance Programs

An Employee Assistance Program (EAP) is a benefit commonly offered as part of a healthcare package. The EAP is designed to aid employees in dealing with issues, such as substance abuse and mental health issues, as well as other concerns that can affect their work and their personal lives. In general, employees can receive counseling and referrals for aid through the program. Evaluating an EAP is necessary to measure its effectiveness.

Instructions

1. Calculate the use of this benefit. If a solid percentage of employees are taking advantage of this particular part of their employee healthcare program, you can surmise the benefit is worthwhile. Repeated use of the benefit by employees is another indicator the EAP is needed.

2. Meet with an EAP representative to have him explain in detail the program's specifications. Find out how specialized and flexible the program is by questioning how the EAP handles such diverse mental health issues as depression, obsessive-compulsive disorder and prescription drug addiction. A good program will handle these and other issues with specific treatments.

3. Judge an EAP by its availability. Does it have a 24-hour hotline? Are counseling sessions scheduled promptly for troubled employees and are referrals made in timely manner? Accessibility is a good indication of effectiveness.

4. Look at productively as well as absenteeism since the EAP has been in place. It is probable the EAP program is in part responsible if productively has increased and absenteeism decreased. This particular indicator must be taken in conjunction with other evaluative measures.

5. Consider the number of accidents that have occurred along with percentage of errors committed during particular time periods. Compare time periods prior to the EAP program and those after the EAP was implemented. A decrease in accidents and errors is another telling sign the EAP is working.

6. Conduct anonymous employee satisfaction surveys. Ask specific questions regarding individual use and non-use of the EAP. Pay careful attention to details in the answers that indicate employee perceptions of the program.

7. Conduct anonymous employee satisfaction surveys. Ask specific questions regarding individual use and non-use of the EAP. Pay careful attention to details in the answers that indicate employee perceptions of the program.

Tips & Warnings

• Look for any confidentiality leaks in the program as privacy is a key factor for employees especially in terms of mental health.