You can learn more from our asked questions
Below are several areas of frequently asked questions about the Employee Assistance Profession. If there are additional questions, please contact the EAPA office. +234 8033187732
Answer: Employee Assistance Programs (EAPs) serve organizations and their employees in multiple ways, ranging from consultation at the strategic level about issues with organization-wide implications to individual assistance to employees and family members experiencing personal difficulties. As workplace programs, the structure and operation of each EAP varies with the structure, functioning, and needs of the organization(s) it serves.
In general, an EAP is a set of professional services specifically designed
- to improve and/or maintain the productivity and healthy functioning of the workplace and to address a work organization’s particular business needs
- through the application of specialized knowledge and expertise about human behavior and mental health.
Answer: The Employee Assistance Professionals Association (EAPA) is the world's largest, oldest, and most respected membership organization for employee assistance professionals. With nearly 5,000 members in over 30 countries around the globe, EAPA is the world's most relied upon source of information and support for and about the employee assistance profession. EAPA publishes the Journal of Employee Assistance, hosts professional conferences and offers training and other resources to fulfill its mission. EAPA's mission is to promote the highest standards of EA practice and the continuing development of employee assistance professionals, programs and services.
Fundamentally, employee assistance is the application in the workplace of knowledge about behavior and behavioral health to improve both personal and workplace productivity and healthy functioning. That means the employee assistance profession is an unique integration of organization development, behavioral health, human resources, and business management. Most employee assistance professionals have knowledge and experience in a behavior health field such as social work or counseling, and many may be drug and alcohol counselors. EA professionals also enter the profession with backgrounds in human resources and organizational development. Several colleges and universities offer formal training programs; however, because the employee assistance profession draws on the knowledge and skills of a variety of professional fields, most professional development happens through continuing education offered through EAPA and its local chapters and branches. Take some time to review the EAPA website and become familiar with the information and resources that are available
and learn about the qualifications and experience that program managers and administrators are seeking in an EA professional. Find a near you and attend a meeting. While there, you can network with the chapter/branch members to learn more about the profession.
In general, an EAP is a set of professional services specifically designed
- to improve and/or maintain the productivity and healthy functioning of the workplace and to address a work organization’s particular business needs
- through the application of specialized knowledge and expertise about human behavior and mental health.
Yes there are. The purpose of the EAPA Standards and Professional Guidelines for Employee Assistance Programs is to promote the highest quality employee assistance programs. This document identifies a coordinated set of policies, procedures, and activities. When designing its EAP, each organization applies these standards and professional guidelines based on its own unique mission, operation and culture.
Unfortunately, there can be no formula, since every EAP is unique to the organization in which it operates. For example, companies with a higher proportion of females typically have higher EAP utilization than those with more males. Similarly, utilization often correlates with education – up to a point. It also varies by the level of trust within an organization. On the “employer services” side, different organizations want or need different amounts of education, training, supervisor or organizational consultation, etc. Organizations also differ on the dispersal of their employee populations, corporate culture, etc. – all of which affect pricing. For the provider, pricing has to be affected by overhead costs, salary structure, etc.
If you want “capitation” pricing, you have to make some educated guesses about the amount of services you expect to provide and how much it will cost you to provide each unit of each kind of service. I.e. How many hours of assessment, counseling, follow-up, etc. – at what cost per hour; how many hours of consultation – at what cost per hour; how many clerical hours – at what cost per hour; etc. Add this to variable costs of supplies, etc. and fixed overhead costs; then decide how much margin you need to make. The total will give you the price you can afford to deliver your estimated amount of service for.
The employee assistance program Core Technology (EAP Core Technology) represents the essential components of the employee assistance profession. These components combine to create a unique approach to addressing work organization productivity issues and "employee client" personal concerns affecting job performance and ability to perform on the job.
Do you still have any problems that need solutions?
For any inquiries relating to all EAPA
Programs, Coaching, and services, feel free to speak to us by call us during business hours.
Head office address:
Call for help:
(234) 8033328373
Mail for information:
eapanigeria1@gmail.com
