EAP Research Findings: Relevance for Today’s EAPs
Bernie McCann, PhD, CEAPSCEAPA Annual Conference
Charleston, SCFebruary 9, 2016
So are EAPs…?• Successful with troubled employees…?
• Contributing to better work/life balance...?
• Reducing the workforce impact of mental health and substance abuse...?
• Cost-effective…?
• A good return on investment…?
Research DefinitionsProcess vs. Outcome studies: • Descriptive (qualitative) research – tells what, why,
how many, when,…EAPs provide services
• Deductive (quantitative) research – allows analysis of how often, how consistently, how rigorously, how successfully,…EAPs provide services
Randomized research studies - the most rigorous level of experiments which allow specific comparisons
Evolution of EAP Research
Value of EAPs – 2000sEAP Return on
Investment EAP Outcome Studies
Descriptions of EAPs – 1980sTypes/Characteristics of EAPs EAP Process Measures
Numbers of EAPs – 1970sDiffusion of EAPs Prevalence of EAPs
US Prevalence of EAPs: 1970-2014
1970 1985 1995 2002 2005 2008 20140%
20%
40%
60%
80%
100%
US Workforce Access to EAPs: 2010
All worke
rs
Private
Sector
Public Sec
tor
Non-Union
Union0%
20%
40%
60%
80%
100%
EAPs by Employer Size: 2012
Small (1-99) Medium (100-499) Large (500+)0%
20%
40%
60%
80%
100%
Integration of EA & Related Services: 2011
1993 2002 2004 2006 2008 20110%
10%20%30%40%50%60%70%80%90%
100%
Offering Integrated EA + Other Services
Early Representations of EAP Value
Utilization rates Client/case anecdotes User satisfaction surveys Return on investment ratios
EAP Utilization Research Comparisons of EAP utilization rates are nearly
impossible, due to a lack of standardization of utilization measurement practices, although ranges of 2-12% have been reported.
Program utilization also varies by industry, size of employer, and program model. Reports of utilization rates from internal EAPs are typically higher than those reported by externally-provided EA services.
EAP Return on Investment Studies Solid evidence of a positive ROI to make a business
case for providing EAP services can be found in over 45 scientifically-valid published studies.
ROI findings range from $3-10 for every $1 invested. This is consistent with ROI seen in other types of worksite health promotion and wellness programs.
One difficulty in using findings from single case studies of specific organizations, applied studies, or vendor reporting processes is their lack of generalizability.
Reality of Historical EAP “Value” Utilization rates typically reflect providers’ subjective
convenience measures
‘Problem type’ reports not very illustrative
User satisfaction reports typically based on non-representative rates of client satisfaction surveys
Return on investment findings are largely based on projections, single case studies, lacking transparent measures or any universal benchmarking
So what’s missing in EAP Research..?
Scientifically valid experimental designs
Large-scale, multi-site study settings
Demographically & occupationally-diverse populations
Measureable workplace & clinical EAP effects
Studies that can be easily replicated
Contemporary View of EAP Value
EAP VALUE = Measurable, positive client and program outcomes achieved relative to cost incurred.
Remains a black box for many EAPs -- particularly for those programs without a scientifically validated outcome measurement system.
Evidence-based EAP Tools
Screening: Alcohol Use Disorders Identification Test (AUDIT)
Drug Abuse Screening Test (DAST)
Patient Health Questionnaire (PHQ-9)
Generalized Anxiety Disorder (GAD-7)
Workplace Outcomes:Workplace Outcomes Suite (WOS)
Workplace Outcomes Suite
http://chestnutglobalpartners.org/wos
FOH EAP Outcome Study: 2004Federal Occupational Health provides EA services to US federal agencies. This 3 yr. study of 60,000 EAP clients’ EA client overall health & workplace performance used client self-reports & counselor-assessed measures.
EAP users reporting “quite a bit of difficulty” performing their work fell from 15% to 5%.
Significant reduction in absenteeism & tardiness - 30 days before EAP, clients averaged 2.37 days of unscheduled absences or lateness. After EAP use, 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: 2014
Purpose: This study seeks causal evidence of the impact of EAPs on clinical and workplace outcomes by quantifying EAP impact; identifying conditions under which EAP is most effective; and estimating cost-savings in absenteeism
Site/Population: 27,000 CO State Government employees in diverse job categories and work settings
Method: Quasi-experimental design with an intervention group of EAP users and a matched comparison group of non-EAP users
Measures: AUDIT-10, PHQ-8, DAST-10, GAD-2, WOS-5
Funded by: Employee Assistance Research Foundation
Pre-publication Results: Clinical Measures
Depression (PHQ-8)
Anxiety (GAD-2)
Alcohol (AUDIT)
Pre-publication Results: Workplace Outcomes
Absenteeism (WOS)
Presenteeism (WOS)
Workplace Distress (WOS)
Implications for EAP Effectiveness
“These study findings demonstrate strong quantifiable evidence of EAP impact on both clinical and workplace outcomes – and are the first major study to compare outcomes to similar employees who did not receive EA services.”*
*Article in press – Journal of Occupational Health Psychology
Implications for EAP Value
“Findings support the value of EAPs to improve and maintain productivity and healthy functioning of the workplace …through their application of specialized knowledge and expertise about human behavior and mental health.”*
*Article in press – Journal of Occupational Health Psychology
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 EARF is incorporated as a 501(c)(3) nonprofit foundation EIN #26-2443117
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Our Mission Promote excellence in the design
and delivery of Employee Assistance services worldwide.
Support effective measurement practices, performance tools, and outcome criteria.
Bridge the gap between EA knowledge and practice by translating valid research findings to contemporary EA services.
Dissemination of EARF Research Peer-reviewed articles published with results of EARF-funded studiesMore scholarly articles in preparation Conference sessions by researchers to present EARF-funded study resultsFree webinars of EARF-funded studiesNumerous additional mentions in trade publications and on various websites
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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 Western European countries, examining characteristics of existing EAP and workplace services and investigating the future potential for service delivery.
• Results published in Journal of Workplace Behavioral Health, 2015.
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• Research study on the characteristics of external EAP providers and EAP utilization patterns. Also gathered benchmarking data on EAP use of technology, aging of the EA provider population, and future of EAPs.
• First peer-reviewed article 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
Available matching funds = $830,000
Contributions= $170,000
Tisone FoundationMatching
Pledge
$0 $1,000,000$170,000 $500,000
FoundationGoal
EARF contributions + Tisone Foundation matching funds received to date have totaled approximately $340,000.
Cost of previous research and commitment to funding current study total over $350,000.
EARF’s future capacity for funding EAP research studies are 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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EARF’s Chapter ChallengeTo fully fund the EARF’s latest effort – The EAP History Project, we have initiated an EAPA Chapter Challenge. The following Chapters have contributed at the $500 level:
South Carolina Chapter North Carolina Chapter Northern Illinois Chapter Philadelphia Chapter Upper Midwest Chapter Houston Chapter
The following Chapters have contributed at the $1000 level:
San Francisco Bay Chapter Colorado Chapter
How You Can Help
1. Facilitate a contribution from your organization to fund EARF’s research efforts.
2. Make a personal tax-deductible contribution.
3. Make an in-kind contribution to assist with dissemination of research findings or fundraising efforts.
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Contact information:
Bernie McCann, PhD, CEAPDevelopment Consultant, EARF
[email protected]: www.eapfoundation.org
Mobile: 781.264.6211www.linkedin.com/in/berniemccannphd
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