the careways group dr. andré van jaarsveld date: 17 april 2007
TRANSCRIPT
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THE CAREWAYS GROUP
Dr. André van Jaarsveld
Date: 17 April 2007
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THE BUSINESS CASE FOR WELLNESS
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SERVICES:EAPCOUNSELLINGWELLNESS24 HOUR SERVICES
STAFF: INTERNALEXTERNAL
MARKETING: ADMINISTRATION:
PROCEDURES AND COLLATION OF DATA
BUSINESS PLAN
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INFRASTRUCTURE AND EQUIPMENT
MANAGEMENT:
FINANCIAL:
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PROPOSAL
POLICY AND PROCEDURE DEVELOPMENT
SUPERVISOR ORIENTATION AND TRAININGTOP LEVEL MANAGEMENTSUPERVISORS
MANAGEMENT CONSULTATION
EMPLOYEE COMMUNICATION PROGRAMME
EMPLOYEE ORIENTATION
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COUNSELLING SERVICES24 HOURSINTERNAL AND EXTERNAL
CONFIDENTIALITY
PROGRAM REPORTING
COST
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WHAT OF WHAT OF VALUEVALUE
COMES OUT OF YOURCOMES OUT OF YOUR
ORGANISATION/BUSINESS UNITORGANISATION/BUSINESS UNIT
??????????????
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PRODUCTPRODUCT
ANDAND
PEOPLEPEOPLE
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PEOPLEPEOPLE
IN CONTROL OFIN CONTROL OFTHEIR LIVESTHEIR LIVES
POOR CONTROL OVERPOOR CONTROL OVERTHEIR LIVES DUE TOTHEIR LIVES DUE TO
PERSONAL PROBLEMSPERSONAL PROBLEMS
EMOTIONALLY / EMOTIONALLY / PHYSICALLYPHYSICALLY
HEALTHYHEALTHY
EMOTIONALLY OR EMOTIONALLY OR LIFESTYLE IMPAIREDLIFESTYLE IMPAIRED
(PRE-OCCUPIED)(PRE-OCCUPIED)
OROR
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MENTAL HEALTH IN S.A.H.S.R.C.
SOME FINDINGS
PROBLEMS FREQUENCY
WHITES, COLOUREDS &
ASIANS
1985
BLACKS
1986
ALCOHOLISM
WORRIES ABOUT BECOMING UNEMPLOYED
FINANCIAL
TENSION
PHOBIAS
SLEEP DISTURBANCES
TIREDNESS
DEPRESSION
HEADACHES
LONELINESS
SUICIDAL THOUGHTS(FOR DIVORCED, WIDOWED & PEOPLE LIVING TOGETHER)
9,9%
9,6%
38,6%
34,6%
26,6%
22,8%
21,6%
15,0%
20,1%
17,7%
9,0%
4,9%
32,2%
60,6%
26,0%
34,0%
58,3%
34,9%
30,6%
45,9%
17,1%
9,2%
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PRESENTING PROBLEMS
1996 19951994
1 MARITAL 21,4% 20,6%23,6%
2 ALCOHOL 18,9% 17,7%16,3%
3 FAMILY 10,9% 9,3% 11,0%4 DEPRESSION 10,8% 10,1% 8,5%5 STRESS 9,8% 10,5%
10,8%6 INTERPERSONAL 8,4% 5,2%
7,7%7 SEXUAL 4,8% 3,9%
1,9%8 LEARNING PROBLEM 3,2% 2,6% 2,9%9 ADJUSTMENT 2,6% 2,7% 5,1%10 JOB RELATED 2,3% 2,7% 4,6%11 FINANCIAL 0,4% 0,8%
2,1%12 OTHER 6,5% 13,9% 5,6%
N = 55,000
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PRESENTING PROBLEMS 2002
2002
1 PSYCHOLOGICAL19,3%
2 FAMILY 17,3%3 HIV/AIDS RELATED
17,0%4 MARITAL
16,0%5 WORK RELATIONSHIP 9,0%6 SUBSTANCE ABUSE 6,9%7 FINANCIAL
5,9%8 OTHER 3,7%9 LIFE EVENT
3,4%10 RELATIONSHIP 1,4%
N = 14,900
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IMPAIRED EMPLOYEE
1. LACK OF PHYSICAL ENERGY
2. INSUFFICIENT EMOTIONAL / INTERPERSONAL
SKILLS
3. INABILITY TO BE INTELLECTUALLY CREATIVE
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IMPACT OF PSYCHOSOCIAL PROBLEMS
INTERNATIONAL LABOUR ORGANISATION
Research indicates that..
In industrialised countries,
25%
of employees suffer from mental ill-health in the course of their working life.
Personal problems play a major role in
80 – 90%
of all industrial accidents.
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ABSENTEEISM
KELSEY HAYES STUDY
In terms of average absenteeism
of all employees
Alcohol Problems 4 times higher
Drug Problems 5,4 times higher
Mental Problems 5 times higher
Family Problems 5,7 times higher
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JOB RELATED ACCIDENTS
INTERNATIONAL LABOUR ORGANIZATION
Personal problems play a major role in 80 – 90% of all industrial accidents
NATIONAL INSTITUTE FOR OCCUPATIONAL SAFETY AND HEALTH U.S.A.
75% - 85% of Industrial accidents caused by emotional distress
KINGSON AND LEDDERMAN STUDY
Average daily drinking of 5 tots increases the risk of job related accidents by 100%. The use of psycho-active drugs
increases this risk by 70%
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DAMAGE TO EQUIPMENT
CAPLOVITZ STUDY
49% OF EMPLOYEES WHO HAD
DAMAGED EQUIPMENT – DIRECTLY
RELATED TO USE OF DRUGS
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SOURCES OF LOSS
Absenteeism, which includes on-the-job absenteeism, as well as time-off absenteeism.
Accidents resulting in injuries or deaths and consequent compensation.
Time lost due to disciplinary and grievance procedures.
Lowered productivity levels.
Labour turnover resulting in manpower wastage.
Wastage of materials and damage to machines.
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Main Assumptions
Personal problems adversely affect human functioning, thus impacting the job performance of both the individual concerned, and that of his co-workers
Unless some form of intervention is initiated, the problems are likely to get worse
Infrastructures which typically exist in an employment environment provide an ideal context for the development of an intervention network
Effective intervention is in the interest of all parties concerned, namely the employer, the employee and his family, employee organizations and the community at large
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THEN THEY ARE IN THEN THEY ARE IN NEED OF NEED OF
EMPLOYEE WELLBEING, EMPLOYEE WELLBEING, EXECUTIVE WELLBEING OR EXECUTIVE WELLBEING OR
AT RISK MANAGEMENT AT RISK MANAGEMENT PROGRAMMESPROGRAMMES
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WELLNESS SERVICESWELLNESS SERVICES
CAN BE DESCRIBED AS :CAN BE DESCRIBED AS :
““An employee and management developmentAn employee and management developmentsystem for the early identification of employeessystem for the early identification of employeeswhose problems impair their job performancewhose problems impair their job performance
and the motivation of these individuals to receiveand the motivation of these individuals to receive assistance to resolve the problem”assistance to resolve the problem”
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Solutions to Business
Corporate Wellness
He
alt
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on
su
ltin
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Ex
ecu
tiv e
We
ll be
ing
Em
plo
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We
llbe
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At-
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ram
me
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Work/Life
Physical wellbeing
ManagementEmpowerment
Emotional wellbeing
OUR SOLUTION
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EAP
MANAGEMENT POLICY
(strategic planning)
MANPOWER
& TRAINING
CO-ORDINATOR
(in-house)
SUPERVISOR
WORK PERFORMANCE FACTORS
POSITIVE NEGATIVE
PROGRAMME
COUNSELLING CONSULTATION & FEEDBACK
TRAINING & DEVELOPMENT
-24 hours-Face-to-face
-strategic planning-Statistical feedback
-Interpersonal skilled training
EAP IN YOUR ORGANISATION
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SUCCESS IS DEPENDANT ON..
The degree to which..
ManagementEmployee Organisations
and Employees
Support the implementation of theEAP principles of –
Neutrality Voluntarism
Impartiality Accessibility
Confidentiality Prevention of abuse
Timeous intervention A balanced programme
Equal and dignified treatment
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IN-HOUSE FUNCTIONS
ORGANISATION
POLICY
TRAINING & MARKETING
IMPAIRED EMPLOYEE
VOLUNTARY INFORMAL FORMAL
IN-HOUSE EAP STRUCTURE
MANDATE
IN-HOUSE EAP STRUCTURE
REFERRAL SYSTEMS
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SELF COLLEAGUES SUPERVISOR
EAP COORDINATOR
COUNSELLING CENTRE
EXTERNAL SERVICE PROVIDER
REINTEGRATION
MONITORING & EVALUATION DONE BY EAP ACTION COMMITTEE
EAP FUNCTIONARIES REFERRAL AGENTS
COORDINATOR
EAP RESOURCE
FEEDBACK SYSTEM
MAINTENANCE
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TRAINING AND ORIENTATION
PSYCHOSOCIAL CRITERIA
Marital/FamilyDepressionSuicideSchizophreniaPhobiasDrug AddictionAlcoholismFinancialStress
REFERRED BY:Medical DoctorsSelf Referrals
Less than 4% bysupervisors
INDUSTRIAL CRITERIA
Drop in ProductivityAbsenteeismTardinessHigh incidence of: Disciplinary action Grievances Workplace Accidents Interpersonal conflictWork related errorsMissed deadlinesWastage of time and materialsDisregard for safety REFERRED BY:Supervisors
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ENLARGING THE CONCEPT OF ENLARGING THE CONCEPT OF EMPLOYEE ASSISTANCEEMPLOYEE ASSISTANCE
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Executive Wellness Executive Wellness ProgrammeProgramme
ORGANIZATIONALORGANIZATIONAL
WELLNESSWELLNESS
PROGRAMMEPROGRAMME
MANAGEMENTMANAGEMENT
INDIVIDUAL INDIVIDUAL WELLNESSWELLNESS
AssessmentAssessment
• PhysicalPhysical
•EmotionalEmotional
• Work LifeWork Life
• FitnessFitness
• ReportingReporting
• Consultation Consultation
• Risk ProfilingRisk Profiling
• Group Wellness Group Wellness Interventions Interventions
MISMIS
ORGANISATIONAL ORGANISATIONAL FEEDBACKFEEDBACK
InterventionIntervention MonitoringMonitoring
• Face 2 FaceFace 2 Face
• E- CareE- Care
• TelephoneTelephone
• Compliance Compliance
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HIV / AIDS WORKPLACE
PROGRAMME MANAGEMENTPROGRAMME MANAGEMENT
• “Know your status” (VCT)• Wellness Clinics• E care Psycho-social counselling
• “Know your status” (VCT)• Wellness Clinics• E care Psycho-social counselling
COMMUNITY BASED CARE PROGRAMMECOMMUNITY BASED CARE PROGRAMMECaregivers (Homecare)Caregivers (Homecare)
COMMUNITY BASED CARE PROGRAMMECOMMUNITY BASED CARE PROGRAMMECaregivers (Homecare)Caregivers (Homecare)
KAP StudiesPrevalence StudiesActuarial Studies
KAP StudiesPrevalence StudiesActuarial Studies
Business PlanBusiness Plan
Policy and ProceduresPolicy and ProceduresPromotionPromotionTrainingTrainingManagement ConsultationManagement ConsultationManagement FeedbackManagement FeedbackAidsInSiteAidsInSite
Policy and ProceduresPolicy and ProceduresPromotionPromotionTrainingTrainingManagement ConsultationManagement ConsultationManagement FeedbackManagement FeedbackAidsInSiteAidsInSite
ExcoExcoManagementManagementEmployeesEmployees
Peer EducatorsPeer EducatorsHIV/AIDS Steering CommitteesHIV/AIDS Steering Committees
ExcoExcoManagementManagementEmployeesEmployees
Peer EducatorsPeer EducatorsHIV/AIDS Steering CommitteesHIV/AIDS Steering Committees
NEED ASSESSMENTS NEED ASSESSMENTS AND AUDITSAND AUDITS
NEED ASSESSMENTS NEED ASSESSMENTS AND AUDITSAND AUDITS
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CRITICAL INCIDENT STRESS MANAGEMENT
Responding promptly to Occupational trauma
24 Hours a day, 365 days a year Access via National Call Centre On-site debriefing to groups or individuals Critical Incident Stress debriefing Feedback
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Corporate Health Consultant and role players of your Organisation to conductCorporate Health Consultant and role players of your Organisation to conducta Needs Analysis and design a Business Plan for implementationa Needs Analysis and design a Business Plan for implementation
EMPLOYEE WELLBEING PROGRAMME
Policy and Procedure DevelopmentPolicy and Procedure Development
Management TrainingManagement Trainingand Orientationand Orientation
Promotional activitiesPromotional activities Counselling ServiceCounselling Service
Executive and Executive and Senior Management orientationSenior Management orientation
Employee OrientationEmployee Orientation
Programme Evaluation and Management Feedback
Supervisory trainingSupervisory training
Written communicationWritten communication
Wellness PresentationsWellness Presentations
Web BasedWeb Based
On-LineOn-Line
Face to FaceFace to Face
On-siteOn-site
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REPORTING AND FEEDBACK
• Data Management - Nationally
• Feedback Reports - Monthly
- Quarterly
- Yearly
• Data Analysis - Trends & Tendencies
- Recommendations
- Consultation & Training
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CONFIDENTIALITY
Cornerstone of your EAP
No personal information: Therapeutic purposes
Counselling during working hours
Formal/Mandatory referral: Therapeutic progress
Exception: Life threatening events
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The formalizing of an Policy supported by Management and Employee Organizations, defining the principles to be adhered to by all parties concerned.
Training of all groups involved in the establishment and implementation of infrastructures
ACTION COMMITTEE
The Action Committee assists the co-ordinator in organizing and executing the following functions:
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ACTION COMMITTEE
Marketing of the EAP to all employees and dependents
The ongoing maintenance, development and enrichment of the Programme
Evaluation of the Programme in terms of impact and cost-effectiveness
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PRICING
1. Programme: Selections- Health Audit- Impact Survey- Programme Management: Policy and procedure development
Programme planning, implementation and maintenance
Orientation SessionsPromotional Material / Campaigns
External Quality AssuranceReporting
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PRICING
2. Individual Programmes- Assessments
- Psychosocial Counselling- Legal Counselling- Financial Counselling- Preventative Treatment
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PRICING
3. Training and Workshops
4. Customisation
5. Payment Terms
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