SUPERVISORMANAGER ROLE William Paterson supervisormanager角色威廉帕特森.pptVIP

Employee Assistance Program Supervisory Training GOAL OF TRAINING To understand the Employee Assistance Program as a resource to employees and family members To learn to recognize signs of troubled employees To understand how to initiate “supervisory referrals” Two levels as an employee as a supervisor SUPERVISOR TRAINING Employee Assistance Program What is it? Historical perspective How Does it work? Types of referrals Recognizing Troubled Employees Initiating Supervisory Referrals Wrap Up – Questions/Discussion EMPLOYEE ASSISTANCE PROGRAM (EAP) A company benefit that gives employees and their family members access to no-cost assessment and referral services. EAP - HISTORICAL PERSPECTIVE Originated in 1950s labor and management focus – alcohol only Evolved Broad Brush Programs Goal get help for troubled employees and their family members. EAP AS A BENEFIT Contract covers all eligible faculty/employees and their household members 1 to 3 sessions no charge to employees or household family confidential flexible appointments WHEN TO USE THE EAP stress relationship issues communication difficulty depression marital conflicts alcohol and drug problems work place conflict emotional difficulties gambling problems loss/grief financial concerns parenting issues anxiety CONFIDENTIALITY Cornerstone to success of EAP State and Federal Laws govern EAP CFR 42 Part 2 Information released only with signed release “informed consent” EAP REFERRALS Self Referrals employee/family member initiates EAP services Independently or at suggestion of family member, friends, co-worker Supervisory Referral employee referred to EAP services by supervisor/manager Formal or Informal SUPERVISOR/MANAGER ROLE Rights: To expect good job performance Responsibilities: Safe work environment Make sure job gets done Ensure quality in the product/service To do this, manager must: Know what it takes to get job done Know employees’ abilities Know if change in either C