Services for Administrators

One goal of the EAP is to provide guidance and support to supervisors in an attempt to alleviate, reduce, or better manage workplace stressors. Managers, supervisors or administrators can consult with the EAP to gain a better understanding of the issue at hand, and to formulate and develop a plan to resolve the matter. The EAP will assist with implementation of action plans, will follow up to assess plan efficacy, and to determine if additional interventions or plan modification is necessary.

Along the individual domain, the EAP can help administrators conduct job analysis for purposes of selection, perform or provide linkage for evaluation regarding fitness of duty, provide various interventions to change problematic or counterproductive individual behaviors, provide interventions designed to improve or optimize individual-level functioning, and conduct evaluations for purposes of career assessment or counseling.

With regard to the contextual, structural or worksite domain, the EAP can provide the following services:

  1. Reduce exposure to stressors by targeting work tasks, work schedules and the ambient environment
  2. Enhance employee resources to reduce exposure to or appraisal of stressors by improving employee knowledge and skills relevant to the stressor i.e., conflict resolution, time management and use of protective equipment
  3. Enhance employee resources to strengthen overall well-being and to reduce vulnerability to stress symptoms by attempting to improve employee health behaviors, and their  knowledge and skills relevant to emotion-focused coping i.e., relaxation and meditation
  4. Improve social resources to reduce exposure to or appraisal of stressors by evaluating and if necessary modifying structures and processes for organizational problem solving, and enhancing social support networks
  5. Identify and treat symptoms of short term strain by evaluating the availability and acceptability of health care services and screening for early identification of illness

The EAP may collaborate with specialists from other areas such as Campus Mediation Services or Environmental Health to help supervisors in their administrative roles. Examples of topical areas in which a supervisor may consult with EAP are:

  • Quality of Work Life
  • Decline in Employee Performance
  • Workplace Violence
  • How to Motivate Employees
  • Customer Satisfaction
  • Work Station Stress
  • Improving Morale in the Workplace
  • Organizational Change
  • Reducing Absenteeism and Tardiness
  • Training and Development

Supervisory Referral

  • Schedule a meeting with the employee in a room that is neutral, private, and where a personal conversation can happen in a comfortable environment.
  • Be sure to use supportive statements and avoid criticism or judgmental statements.
  • Use specific statements and reference documented facts when discussing performance problems.
  • Use "I" statements. For example, "I have noticed during the past 30 days you have called in sick nine times. I am concerned about you and I am wondering how I can help.”
  • Acknowledge times when employee behavior improves with positive statements.
  • Provide the employee with referral numbers to the EAP and discuss with them how the EAP can be helpful in their situation.

Common reasons that supervisors consult with the EAP are listed here:

  • Managing Difficult Employees
  • Handling Workplace Violence
  • How to Motivate Employees
  • Improving Morale in the Workplace
  • Organizational Change
  • Interpersonal Conflict at the Office
  • Reducing Absenteeism and Tardiness

The EAP is a resource for employees and supervisors to address a variety of personal or organizational stressors. Please reference the section: Referral Procedures for information on how to link an employee with EAP.

Reviewed 2013-10-04.