current research in eaps - what's it all about..?
TRANSCRIPT
Current Research in EAPs - What's it all
About..?Granite State Chapter of EAPA
November 12, 2014
Bernie McCann, PhD, CEAP
Historical Representations of “EAP Value”
High utilization rates
Positive user satisfaction surveys
High return on investment ratios
The Reality of Historical “EAP Value”
Utilization rates typically reflected providers’ convenience measures
User satisfaction reports typically based on non-representative client satisfaction surveys
Minimal or no effort to gauge client outcomes; usually anecdotal claims of EAP impact
EAP Research 1970-1990
Early EAP research focused on:
• Prevalence of EAPs
• Utilization rates of EAPs
• Effects of EAPs
Prevalence of EAPs 1970-2013
1970 1985 1995 2002 2005 2008 20140%
10%
20%
30%
40%
50%
60%
70%
80%
Since the 1970s, the percentage of US employers offering workers and their families access to EAPs has nearly quadrupled.
EAPs by Employer Size - 2012
Small (1-99) Medium (100-499) Large Employers0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
However, significant disparities in EAP coverage by employer size continue to exist.
EAP Utilization Research
Comparisons of EAP utilization rates are nearly impossible, due to a lack of standardization of utilization measures across organizations, although ranges of 2% to 12% have been reported.
Program utilization also varies by industry, by size of employer, and by program model. Reports of utilization rates from internal EAPs are typically higher than those reported by externally-provided EA services.
EAP Return on Investment
• There is enough solid evidence from over 45 high-quality, scientifically-validated research studies to make the business case for providing EAP services to employees and family members.
• The evidence for a positive ROI is also found in many case studies of specific organizations, applied scientific studies and current vendor reporting processes.
EAP ROI Summary Finding
• Specifically, the range of reported Return on Investment (or ROI) is from $3 to $10 for every $1 invested in an EAP. This ROI is consistent with other types of worksite health promotion and wellness programs.
• Research studies consistently show that EAPs provide high levels of user satisfaction, significant clinical symptom relief for many cases, substantial improvements in work productivity for most cases and reductions in absenteeism for some cases.
A Contemporary View of EAP Value
VALUE = Measurable client and program outcomes achieved relative to cost incurred.
Remains a black box in many EAPs: particularly for those without a scientifically validated outcome measurement system.
FOH EAP Outcome StudyFederal Occupational Health provides EA services to US federal agencies. Their study of EAP client workplace performance and overall health and functioning used a self-report instrument and counselor-assessed measures. The study results showed:
The number of EAP users reporting “quite a bit of difficulty” performing their work was reduced from 15% to 5%.
A significant reduction in absenteeism and tardiness - 30 days before EAP use, clients reported an average of 2.37 days of unscheduled absences or lateness. After EAP use, this was reduced to 0.91 days.
Clients’ perception of health status increased significantly after EAP use, evidence for a positive impact of EAPs on employee work productivity, absence and overall health.
Impact of Employee Assistance Services on Workplace Outcomes
Purpose: This study seeks to offer causal evidence of the impact of EAPs on workplace outcomes.
Principal Investigator: Melissa Richmond, PhD – Omni Institute of Denver, Co
Site: Colorado State Government employees (sample frame of over 27,000)
Method: Quasi-experimental; An intervention group of EAP users and a matched comparison group of non-EAP users
Measures: Workplace Outcome Suite for outcomes: AUDIT, PHQ-8, DAST-10
Aims: Quantify EAP impact on workplace outcomes; identify conditions under which EAP is most effective; estimate cost-savings in absenteeism
Funded by: Employee Assistance Research Foundation – www.eapfoundation.org
Study Site and Population
Chestnut Workplace Outcomes Suite
http://chestnutglobalpartners.org/
wos
Impact of Employee Assistance Services on Workplace Outcomes: Preliminary Results
Baseline Follow-up0
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ou
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Mis
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Absenteeism
Impact of Employee Assistance Services on Workplace Outcomes: Preliminary Results
Baseline Follow-up1
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5Im
pact
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Presenteeism
Baseline Follow-up1
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5EAP
Level of
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Workplace Distress
Impact of Employee Assistance Services on Workplace Outcomes: Preliminary Results
Created as a non-profit foundation, the Employee Assistance Research Foundation was formed to stimulate innovative, rigorous and evidence-based research activities which demonstrate the ability of EAPs and related workplace efforts to maximize employee contributions to organizational success.
What is the EARF...?
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The Employee Assistance Research Foundation is incorporated as a 501(c)(3) nonprofit EIN #26-2443117.
And why now...?
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There is simply not enough existing, credible research to critically demonstrate the valuable contribution of EAPs to workplace productivity.
The EARF seeks to (re-)establish the value of EAPs, encourage quality in EA service delivery, and reverse the downward trend towards commoditization of EAP services.
Our Mission
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To promote excellence in the design and delivery of Employee Assistance services throughout the world.
To promote and support effective measurement practices, performance tools, and outcome criteria.
To bridge the gaps between knowledge and policy by translating valid research findings into practice.
EARF Priorities for Action
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Fund relevant, scientifically rigorous research
Investigate new trends in EA practice
Communicate findings to stakeholders
Advocacy for EAP Research
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In 2013, EARF partnered with EAPA and other EAP organizations to convene an EAP Research Summit, which resulted in:
1) a White Paper on EAP research priorities, and
2) the formation of an EAPA-sponsored Practice Based Research Network of EA professionals and other stakeholders.
EARF has supported numerous free webinars and conference sessions for researchers to present their findings from EARF-funded studies.
To date, researchers have published three articles with results of EARF-funded studies. Additional mentions of findings have appeared in various trade publications and cited on various websites.
Dissemination of EARF Research
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EAPs in Continental Europe: State of the Art & Future Challenges - PI: Debora Vansteenwegen, PhD, ISW Limits
• Multi-national research team surveyed HR managers, employers and employees in six European countries, examining characteristics of existing EAP and workplace services and investigating the future potential for service delivery.
• Free copy of Eureka: An Employee Services Perception Study in Europe is available to the public online. Authors are currently submitting to peer-reviewed journal. 24
• Research study on the characteristics of external EAP providers and EAP utilization patterns. Also gathered data on EAP use of technology, aging of the EA provider population, and future of EAPs.
• First peer-reviewed article on overall findings published in Journal of Workplace Behavioral Health, 2013. Second article on EAP market published in Journal of Workplace Behavioral Health, 2014.
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Comparative Metrics for the External EAP Field – PI: Stanford Granberry, PhD, National Behavioral Consortium
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Research Contributions to Date
Available Matching Funds = $837,000
To date: $163,000
Tisone FoundationMatching
Pledge
$0 $1,000,000$163,000 $500,000
EARF contributions + matching funds received to date have totaled approximately $320,000.
Funding of previous research and commitment to current study total over $250,000.
EARF’s future capacity for funding EAP research studies are simply unsustainable without additional financial support.
The Bottom Line…
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Value Proposition for EARF Support Visibility for your organization as a
advocate for EAP efficacy, viability, and sustainability.
Tangible business benefits of better data on EAP contributions to workplace productivity.
Demonstrate leadership and commitment to advancing the EAP field.
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How You Can Help1. Facilitate a contribution from your
organization to fund future research efforts.
2. Make a personal tax-deductible contribution to fund future research efforts.
3. Make an in-kind contribution to assist EARF with dissemination of research findings or fundraising efforts.
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Contact information:
Bernie McCann, PhD, CEAP
Development Consultant, EARF
Website: www.eapfoundation.org
Cell: 781.264.6211
www.linkedin.com/in/berniemccannphd