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Supervisory Intervention











 
Clinical diagnosis of an addiction problem
is not the job of the supervisor. A key part
of the supervisors job is to remain alert to
changes in employee performance and to work
with employees so that performance improves.




  
When and How to Intervene
  
When an employee's performance begins to
deteriorate for whatever reason, the
supervisor has the right and responsibility
to intervene. The supervisor does not need
to be an expert in addictions to intervene
appropriately if suspected in an employee.
The intervention should be focused on the
performance problem.




  
Principles of Intervention
  

  





Impact of Addiction in the Workplace (Information provided by Jackie Kipfer, MSW, LSW EAP at Keystone)
  
On the Job Substance Abuse

  


Addiction related costs to corporations and
businesses vary due to their size. A
government study completed in 1990 indicated
the following facts regarding the economic
impact (in billions of dollars ) of
Substance Abuse and Mental Health disorders
within the general population of the United
States:





In that same study alcohol abuse accounted
for 10.5 billion dollars in healthcare costs
with drug abuse accounting for 3.2 billion
dollars. Twenty five to forty percent of
patients admitted to hospitals were due to
complications related to alcoholism.


The economic impact on the general
population and in the workplace of
pathological gambling, sexual addiction,
food addiction, internet addiction and
compulsive spending/shopping are unknown at
this time.




Employee Assistance Programs
  

  

    

  1. EAP's deal with a multitude of problems
and target any difficulty which employees
may bring into the workplace which affects
them and their job performance. A "win-win"
situation is developed for employees and
employers.


  2. The focus is not only on intervention and
treatment, but also on on proactive
prevention efforts. (e.g., inservices and
health publications, new employee
orientations, supervisory training for
"probable cause" testing and supervisory
"recommended" referrals.


  3. Keystone's Alcohol/Drug Policy - "Last
Chance Agreements" Use the EAP and random
drug testing. Motivated employees are
offered the chance at rehabilitation.



Employees are required to:









Assessing the Value of EAP Programs
  
Primary Value

  
The primary value of an Employee Assistance
Program is its ability to deliver early
intervention and timely problem resolution
to significantly reduce the range of
operational and health care costs due to
troubled employees.


Costs of Troubled Employees


The total costs to employers of troubled
employees is calculated by adding the
expenses related to the following items:
Tardiness, Absenteeism, Reduced Performance,
Co-Worker Conflicts, Supervisor
Intervention, Training, Accidents, Damage,
Errors, Grievances, Workers Compensation
Claims, Health Care Claims, Legal Actions,
Turnover, Hiring, Retraining.


The average cost of troubled employees has
been estimated at $3300.00 per employee per
year.


Cost of Employees Who Use EAP Services


$3.00 to $16.00 return for every $1.00 spent
on an EAP. Using conservative estimates, the
cost of a troubled employee who uses EAP
services can be expected to be about
$1100.00 per employee per year.


Employer Savings


Employers who establish and maintain an EAP
program can save an average of $2200.00 per
employee per year.


Based on information presented in this
manual, companies need to become educated on
identifying the signs of addictions and
other problems in their employees and
develop programs that assist employees and
their families in the assessment and
treatment of addiction.


If your company has questions about
addiction or is interested in Supervisory
Training, contact the Illinois Institute for
Addiction Recovery at 1-800-522-3784.










  




  Speakers Bureau
 
Our staff of certified addiction counselors, psychologists, 
  nurses, chaplains and physicians is available free of charge 
  to businesses. Professional staff members provide 
  informational presentations on the problems of chemical 
  dependency and compulsive addictions. These programs are an 
  outstanding supplement to employee health evaluation and 
  maintenance efforts. To set up a presentation for your 
  organization, please e-mail our Vice President of Addiction and Behavioral Sciences, Rick Zehr, at eric.zehr@proctor.org or call 1-800-522-3784.

  


Help is available. Call 1-800-522-3784.


To comment on this site or inquire
about IIAR programs and services, or to receive additional information on any of
the subjects discussed in this Web site, please e-mail our Vice President of Addiction and Behavioral Sciences, Rick Zehr (eric.zehr@proctor.org) or
call 1-800-522-3784.




 
 
About I.I.A.R.  
Addiction Information  
Intervention Services

Speakers Bureau 
Paradigm Magazine  
Training Calendar  
Home Page



  
  
 This information is provided as a community education service about professional 
    issues and is not a substitute for individual consultation. Advice on individual 
    problems should be obtained through a professional. All personal and medical 
    information provided to IIAR and its staff is held in strict confidence. This 
    information will not be disclosed to any person or organization without the 
    written consent of the patient or guardian.
  
 

The Illinois Institute for Addiction Recovery has centers at
  the following three locations:

  Proctor Hospital, 5409 N. Knoxville Avenue, Peoria, IL 61614, phone: 1-800-522-3784

  BroMenn Regional Medical Center, Virginia at Franklin, Normal, IL 61761, phone:
  309-888-0993

  IIAR at Springfield, 3050 Montvale Drive, Springfield, IL 62704, phone: 217-726-6611


 E-mail comments or requests for additional information to Rick Zehr (eric.zehr@proctor.org)

You may also contact: Randee McGraw, Administrative Director

  Pam Hillyard, Manager

  Coleen Moore, Coordinator of
  Resource Development 

  Patricia Erickson, Nursing Coordinator


 

 ©2005 Proctor Hospital