Employee Assistance Society of North America Vancouver, British Colombia
OVERVIEW ◆ Recognize the need for a Peer EAP, course developm ent, and structuring the peer program ◆ Program grow th & vision for the client ◆ Em bed EAP w ithin the client organization and strengthen your relationship w ith your client
Recognizing the Need for an EAP within the Organization • At the C Suite level • At the Mid m anagem ent level • On the front line
Program Development ◆ Strategic Planning ◆ Peer Recruitm ent ◆ Peer first year education ◆ Peer advanced education ◆ Encourage individual education
Program Development ◆ Strategic Planning: ✓ Benefits of a peer based EAP * ✓ Structure of the Peer EAP ✓ Who needs to be involved* * ? ✓ Who Are the key players* * ? ✓ Organizational Buy-in* * * ✓ Cost (free?)
Peer Recruitment ◆ Establish the need for EAP peer in each department – Awareness of EAP Services/ Product – Access to services - first point of contact – Response to request for services – Embedded presence – Inter-Department Trends (issues, concerns) – Intra-Department Trends
EAP Peer Job Description ◆ What is required? ◆ 1) Personal Characteristics ◆ 2) Job Duties
EAP Peer Job Description In groups of 3-4: ◆ Brain storm characteristics of a good EAP Peer Coordinator ◆ Report back to large group
EAP Peer Job Description ◆ Personal Characteristics : ◆ Well respected in community ◆ Confidential ◆ In recovery at least 2 years (if recovering) ◆ Caring, has a “ service attitude ” toward others ◆ Excellent listener
EAP Peer Job Description (continued) ◆ Non-judgmental/ accepting of others ◆ Trustworthy ◆ Collaborative ◆ Good Communicator ◆ Patience
EAP Peer Job Description (continued) ◆ Good Personal Boundaries ◆ Relates equally with all co-workers ◆ In good standing with the workplace ◆ No Discipline ◆ Actively involved in the department
EAP Peer Job Description In groups of 3-4: ◆ Brainstorm the “ job duties ” of the EAP Coordinator: ◆ Report back to large group
EAP Peer Job Description ◆ Job Duties: ◆ Establish sound relationships with co-workers and management ◆ Information and referral capabilities ◆ Resource development ◆ Develop network for people to find you
EAP Peer Job Description (continued) ◆ Workplace mental health and substance abuse information resource ◆ Consultation – Co-workers and Company ◆ Follow-up
EAP Peer Job Description ◆ An EAP Coordinator IS NOT: ◆ A counselor ◆ An enabler ◆ A gossip ◆ Co dependent ◆ In the business “ for the glory ”
EAP Peer Job Description (con ’ t) ◆ An EAP Coordinator does NOT: ◆ Practice politics ◆ Take sides ◆ Solve problems for others who can solve them for themselves ◆ Tell others what is best for them
EAP Peer Job Description ◆ Summary: – EAP Peers are respected members of the community who are trusted to help others. They help by listening, coaching and guiding others to resources that will address the difficulty the member of his/ her family may be experiencing.
Peer Recruitment ◆ Application Process ◆ Considerations: – Written application – In-person Interview – Buy in from manager – Buy in from department staff (if possible) – Bi-yearly reappointment
List any formal training or education that you feel will be useful as a coordinator: ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ What has been your involvement with the IAM? (Committee member, shop steward, regularly attending local lodge meetings, etc.) ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ List any disciplinary circumstances you are currently facing at work: ________________________________________________________________ ________________________________________________________________ Applicant Signature: ______________________________ Date: _________ This section to be completed by your Local Lodge President or Recording Secretary after review by the Executive Board to validate the application: I certify that this candidate for EAP coordinator is in good standing and is recommended by this local lodge. We will add this member to our local lodge EAP committee: _______________________________________________ _____________ Signature of Local Lodge President or Recording Secretary Date Local Lodge Comments: ________________________________________________________________ ________________________________________________________________ Regional Coordinator Observations: ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ ________________________________________________________________ Regional Coordinator Signature Date
Peer Education ◆ Provide Peer Education – Regular On-site trainings – Resource list for interested peers – Support for peer certification – On line training – free and fee based – Other Certifications
Peer Introduction Topics ◆ Confidentiality ◆ EAP History ◆ Enable vs. Help ◆ Core Technology ◆ Listening ◆ Disease Concept ◆ Job Description ◆ Links to Com m unity ◆ AA/ Alanon ◆ Treatm ent center Site Visits
Peer First Year Training Topics ◆ Core Technology ◆ Navigating Health I nsurance ◆ Disease Concept ◆ Taking Care of ◆ Ethics Caregiver ◆ Confidentiality ◆ Follow -up ◆ Legal I ssues ◆ Basic Drug ◆ Suicide Testing Recognition/ Pre vention
Peer Advanced Training Topics ◆ Stress ◆ Marijuana W orkshops ◆ Opiates/ Heroin ◆ Presenteeism / ◆ Prescription Absenteeism Drugs ◆ Prom oting EAP/ ◆ Mental Health Making the Case I ssues
Groups To Include ◆ Retirees ◆ Managem ent Peers ◆ All Departm ents
Questions
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