Direct Services

Short-term counseling, evaluation, referral and follow-up is made available to all employees and their family members. At the outset of the program, all employees receive information packets describing CPS's EAP services.

Management Training

Educating managers about how the EAP works is basic to the success of the program. CPS follows this outline:

Initial Training

(a) Introduction of the program and staff
(b) Early identification of employees with personal problems
(c) Documentation of performance behaviors of employees
(d) Guidelines for how to refer employees to EAP

Advanced Training

(a) Further practice with the skills mentioned above
(b) Effective interaction with especially difficult employees

Substance Abuse Program

Substance abuse is so important, CPS gives it special attention. We suggest a three-pronged approach to treating this problem:
  • Treatment levels: CPS has a wide variety of treatment levels to effectively fit the individual needs of employees.

  • Company Philosophy and Procedures: CPS encourages companies to establish a clear and strong philosophical statement about substance abuse and a well-defined set of operating procedures to address this problem. CPS offers consulting services to companies interested in further exploring ways of addressing substance abuse.

  • Education: CPS provides special management training in substance abuse. We have also developed substance abuse information packets for employee families. We know that family members are often more likely to initiate a treatment program than the person who is actually abusing a drug.

Critical Incident Stress Debriefings

When a serious accident occurs, an employee dies unexpectedly, some other frightening and impactful event happens, the whole workplace can be affected. If this tragedy is not addressed, its effect can be prolonged and worsened. Employees are very appreciative when people skilled and experienced in working with such situations meet with them. CPS therapists discuss what happened in a group setting and offer suggestions to deal with their own reactions and the reactions of those around them.

Consultation to Managers

CPS has been fielding managers' questions since 1980. We encourage managers to call us about a wide range of questions that they might have regarding employees. Managers soon learn they can trust us to give them advice and support. For example, dealing with suicidal, bizarre or potentially dangerous employees is understandably very disconcerting to managers, while it's familiar to us.

On-going Referral Evaluation

CPS constantly upgrades and improves its referral list to provide the best available resources to your employees and the most cost-effective mental health benefits to your company.

Topical Information

If your company has a newsletter, CPS recommends including articles about such topics as stress, holiday blues, divorce, single-parenting, etc. on a regular basis. We can help in that process.

Special Program Offerings

Through CPS,companies may offer special programs to employees in, for example, substance abuse education, stress management, assertiveness training, communication skills, parenting skills training, eldercare planning, etc.

Benefits Utilization

CPS offers consulting services to further evaluate the cost-effectiveness of insurance benefits for mental health and substance abuse. We also provide medical leave reviews for employees requesting a leave for psychiatric/psychological reasons. We can, in fact, design and implement a gatekeeper system of case management for psychiatric and substance abuse hospitalization/residential treatment. To maintain a referral relationship with us, referral resources are asked to cap their fees, creating in effect a 'preferred provider organization' (PPO).

Organizational Development and Team Building

Problems encountered by work groups may be complex or straightforward. An issue of conflict between work group cliques might, for example, require a fairly simple approach, while long-standing conflicts between management and employees in a particular work area could be more complicated. CPS is skilled and experienced in diagnosing and treating such problems, with costs often covered in the EAP contract.

Program Evaluation

Amazingly few EAPs make more than nominal attempts to find out if their program really meets the needs of the employees it is supposed to be serving. Administering an in-depth and meaningful follow-up survey is the only truly effective way to know. Such a survey should canvas all participants, not only those to whom a therapist remembered to give the questionnaire. Questions should be answered with a scaled Likert-type option which is more effective than forcing a participant to answer "yes"/"no" questions. Each participant should be questioned about his/her experience in the program a few months after participating in the program. Then, they have a better perspective on whether the benefit that they received from therapy was lasting. The feedback questionnaire should be thorough. Does it ask about the quality of a participant EAP experience and the effectiveness of the program in resolving his/her problem? One thing we include is a participant rating of the degree of change (
see survey results) that he/she experienced in five work-related categories. Participants are encouraged to comment about the program. All of the results are either directly correlated by the client organization or readily available to them. (It is not difficult to obtain this information without endangering confidentiality.)

Workplace Violence

CPS has consulted with a number of companies to reduce the danger of violence in their workplaces. We strongly recommend companies have a policy in place regarding this. A good policy serves as a preventive measure and minimizes the impact if violence does occur. This policy should contain information for managers and employees to spot warning signs in the workplace. For example, it is important to increase awareness of employees and managers so they will report any threats. Being able to see a potential problem developing and locating support for that individual is by far preferable to responding to a crisis of violence. This information could be made available via management training seminars. It should convey clear, concrete strategies, hypothetical examples of danger and instructions on how to respond. The proactive role of the organization should include telling employees that any threatening or abusive behavior will not be tolerated and explaining consequences for such behavior.

Outlining procedures for addressing threats made or implied at the workplace is another phase of dealing with worksite violence. It is important that managers be trained in standard operating procedures should they be faced with a worrisome situation in their departments. That would include consultation with the EAP for assessing danger/risk and instructions on how to defuse aggressive behaviors. Law enforcement services might be contacted as needed during any phase of a worksite violence problem.

It cannot be emphasized enough that the climate of the overall work environment and the sensitive concern for the welfare of employees are good proactive practices for minimizing aggressive, work-related retaliations. When a crisis is unavoidable, CPS staff is qualified to assess, strategize to defuse a threatening situation and coordinate de-briefing if necessary.
 

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