Evaluating The Workplace Impact of EAP Services
A study recently released by Chestnut Global Partners Division of Commercial Science showed significant improvements across several measures of workplace productivity among employees accessing employee assistance programs (EAPs). Continuum EAP was a part of an initial group of EAP’s national wide that asked their clients to complete the Workplace Outcomes Suite in cooperation with Chestnut Global Partners. Please take a moment to review our result.
An Outcome Evaluation of Continuum Employee Assistance Program
Historically, the Employee Assistance field has measured the effectiveness of services by reporting on basic metrics, such as employee utilization. While allowing employers to capitalize on a “feel good” element by providing a benefit employees appreciate, the metrics have not fully illustrated the positive impact of offering an EAP.
In 2009, Chestnut Global Partners (CGP) created the Work-place Outcome Suite (WOS) to help our customers better evaluate whether EAP intervention had an impact on workplace performance. This valid and scientific measurement tool is now utilized by more than 400 EAPs worldwide and was recently published in the peer-reviewed publication Journal of Workplace Behavioral Health, Vol. 25, 2010 and Journal of Health and Productivity, Vol. 6, 2012. This instrument has been endorsed as a best practice for measuring and evaluating work related outcomes by the International Employee Assistance Professional Association.
The WOS is designed to measure change in the (5) following areas, which relate directly to an employee’s work performance:
- Absenteeism (measured by looking at the
number of hours within the last 30 days an
employee has spent away from the
workplace due to presenting personal or
behavioral health related concern.)
- Presenteeism (a productivity measurement
used to evaluate how distracted an employee
is at work due to a presenting concern.)
- Work Engagement (focuses on how involved or
“stimulated” an employee is by her/his job.)
- Work Distress (concentrates on whether an
employee is “anxious or dreads going to work.”)
- Life Satisfaction (a general measurement of
personal well-being and quality of life.