Demonstrating Value: Measuring Outcomes and Mitigating Risk

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Demonstrating Value: Measuring Outcomes and Mitigating Risk WITH WORKPLACE OUTCOME SUITE WITHIN THE FEDERAL GOVERNMENT May 12, 2017 Introductions Jeffrey Mintzer,

1 Demonstrating Value: Measuring Outcomes and Mitigating Risk WITH WORKPLACE OUTCOME SUITE WITHIN THE FEDERAL GOVERNMENT May 12, 2017 Introductions Jeffrey Mintzer, LICSW, CEAP Deputy Director, Behavioral Health Services Melissa Back Tamburo, PhD, LCSW-C Acting Director, EAP and WorkLife Programs 2 Federal Occupational Health 3 1

2 Overview of FOH Office of the Secretary of Health and Human Services (HHS) Dr. Thomas Price, Secretary Office of the Assistant Secretary of Administration (ASA) John Bardis, Assistant Secretary Program Support Center (PSC) Allen Sample, Director Federal Occupational Health (FOH) CDR Tomas Bonome, Director Administration and Resource Management (ARM) Cindee McBride, Acting Director Behavioral Health Services (BHS) Bradley Christ, Director Clinical Health Services (CHS) Dr. Julia Shiner, Acting Director Environmental Health and Safety Services (EHSS) CDR Robert Gibbs, Acting Director Wellness and Health Promotion Services (WHPS) John King, Director 4 Overview of FOH Federal Occupational Health (FOH) is the largest provider of occupational health services in the Federal Government Created in 1946 by an amendment to the Public Health Service Act (42U.S.C.), FOH has been providing services exclusively to federal agencies for almost seven decades. In 1984, FOH became fully reimbursable or non appropriated operating free of congressional appropriations 5 Problem Statement History of research in outcomes Morphed methodology, players changed over time Uniquely positioned to explore the federal population More than 900,000 covered EAP lives Unique population Constant stigma battle EAP created in and for the federal workforce Less emphasis on ROI Incredibly diverse Job categories Work locations Work stressors 6 2

3 Current Environment The Federal Government anticipates: Requirement for increased accountability documenting employee productivity Much greater scrutiny of funds Rapid expansion in law enforcement agencies Instruction from OMB to grow employee productivity 7 Workplace Outcome Suite Developed by Dr. David Sharar & Dr. Richard Lennox of Chestnut Global Partners in 2010 Documented validity and reliability (Lennox, Sharar, Schmitz, Goehner, 2010). Gold standard measure, used in over 400 EAPs Originally 20 items, FOH used the 5- item short version at intake in the call center 8 Workplace Outcome Suite (WOS) Short, 5-item questionnaire designed to measure outcomes of EAP use Five scales to assess: Absenteeism Presenteeism Work engagement Life satisfaction Workplace distress 9 3

Implementing the Tool Change process in the Federal space Turning the Titanic Random sampling Resource allocation Training Call Center new scripting Additional time on calls Follow up &

change very likely occurred 11 Methods Random sample of callers were asked to participate at intake, and were contacted 3 months later for follow up Response rate = 28% N=4800 complete pre

4 Implementing the Tool Change process in the Federal space Turning the Titanic Random sampling Resource allocation Training Call Center new scripting Additional time on calls Follow up & tracking 10 METHODS Test analyses examine changes in scores from before and after respondents received EAP services A statistically significant variation in score indicates that an actual change very likely occurred 11 Methods Random sample of callers were asked to participate at intake, and were contacted 3 months later for follow up Response rate = 28% N=4800 complete pre and post tests Paired samples t-test used to examine changes in questions from pre- to post-test All five items were statistically significant, demonstrating the positive impact of using the EAP! 12 4

5 Days absent in the past 30 days Demonstrating Value: Measuring Outcomes and Mitigating Risk RESULTS! 13 Change in Work Absenteeism Before EAP 90-days After EAP ITEM: For the period of the past 30 days, please total the number of hours your personal concern caused you to miss work. Include complete eight-hour days and partial days when you came in late or left early. Self-report data from 1,524 cases; change significant at p < % 14 Change in Work Presenteeism Neutral % Before EAP 90-days After EAP ITEM: My personal problems kept me from concentrating on my work. Self-report data from 1,524 cases; change significant at p <

6 Change in Work Engagement Neutral % 1.0 Before EAP 90-days After EAP ITEM: I am often eager to get to the work site to start the day. Self-report data from 1,524 cases; change significant at p < Change in Life Satisfaction Neutral % Before EAP 90-days After EAP ITEM: So far, my life seems to be going very well. Self-report data from 1,524 cases; change significant at p < Change in Workplace Distress Neutral % 1.0 Before EAP 90-days After EAP ITEM: I dread going into work. Self-report data from 1,524 cases; change significant at p <

Return on Investment Very conservative elements included in the calculator Did NOT include: Relocation costs Retraining costs Accident costs Medical premium costs (Attridge, Servizio, Sharar &

7 Return on Investment Very conservative elements included in the calculator Did NOT include: Relocation costs Retraining costs Accident costs Medical premium costs (Attridge, Servizio, Sharar & Mollenhauer, 2015) 19 Return on Investment For every $1 invested, the Federal Government gets back $ Discussion Behavioral health concerns (depression, anxiety, stress) are the primary drivers of lost productivity, with absenteeism following closely behind 23% reduction in presenteeism demonstrates FOH EAP successful impact with clients, allowing them to focus more effectively on the job Sullivan (2017) 21 7

less intention to leave, thus there s a positive impact on retention 22 Impact on

8 Discussion 25% improvement in life satisfaction demonstrates FOH EAP impact in client s lives Employees who are satisfied outside of work tend to have higher job satisfaction and less intention to leave, thus there s a positive impact on retention 22 Impact on Retention 25% improvement in Life Satisfaction 10% reduction in Workplace Distress 23 Questions? 24 8

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The significance of staffing and work environment for quality of care and. the recruitment and retention of care workers. Perspectives from the Swiss

The significance of staffing and work environment for quality of care and the recruitment and retention of care workers. Perspectives from the Swiss Nursing Homes Human Resources Project (SHURP) Inauguraldissertation