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You are here: Home > About Us > Mission, Policy & Goals

Mission, Policy & Goals

Mission Statement

The Employee Assistance Program (EAP) offers free, confidential services designed to help University employees prevent or resolve personal, family and workplace problems affecting that employee's well-being and job performance. Use of EAP is voluntary. Typical problems include: job stress, communication problems with a co-worker or supervisor, depression, substance abuse, and marital/family problems.

EAP provides problem assessment, education, short-term counseling, and/or referral to community resources. EAP offers support, educational assistance and intervention to union leadership, supervisors and department chairs on individual or departmental matters and wellness promotion activities to improve the University's campus climate.

Reviewed EAP Staff: Oct. 29, 2002
Approved: EAP Advisory Board: Feb. 12, 2003

Policy Statement

UW Oshkosh recognizes that its employees are important and that each person enhances the services and programs of the University. The University further realizes that its employees may experience a wide range of problems from time to time, and that usually employees are able to cope successfully with these situations as they occur. In some cases, however, employees may desire assistance with their problems, especially if these problems persist and/or if job performance is affected.

Since 1979, UW Oshkosh has offered EAP for employees and their families with concerns such as job stress, marital and family discord, alcohol and other drug abuse, and legal, financial, emotional or medical problems. An employee or family member may elect to use this service through self-referral or through referrals from family members, co-workers, union stewards, or supervisors/department chairpersons. All information regarding the use of the program is strictly confidential within state and federal guidelines, and an employee's job security or promotional opportunity will not be jeopardized due to involvement in the program. The program is free, and any subsequent referrals to community agencies are often covered by the employee's health insurance.

EAP also helps supervisors, chairpersons and union stewards address employee job performance problems. This is to ensure that our employees get the help they need as soon as possible if problems are interfering with work. Information regarding the EAP should be offered as a standard part of any administrative action, and employees should be encouraged to contact the EAP, if appropriate. However, employee participation in the EAP should not be a substitute for administrative action for continued substandard job performance or work rule violations. Administrative action is based on job performance, not on whether the employee followed through with the EAP referral. EAP is a resource for employees, and like any other resource, is voluntary.

The EAP director oversees the overall program and assists employees in problem identification and, if necessary, referral to community resources. The director is supported by a twelve-member advisory board representative of all UW Oshkosh staff groups. In addition to the director of EAP, there are several professional EAP Counselors available to discuss employee problems and concerns.

In addition to providing help for troubled employees and their families, the EAP is firmly committed to the prevention of problems through health and wellness programming. This proactive approach seeks to keep our employees healthy and prevent unnecessary problems from occurring. Thus through the many services of EAP, the University is concerned with the overall well-being of its most valuable asset; its people.

For confidential inquires, please call (920) 424-2061.

Approved Faculty Senate 5/03/89
Approved Academic Staff Senate 2/20/90
Approved WSEU Local 579 11/14/90
Revised EAP Advisory Board 3/06/91; 1/21/99

Goals

  1. Provide confidential consultative services to individual employees including; problem assessment, educational and problem solving support, short-term individual counseling, crisis intervention and referral.
  2. Provide confidential consultation to supervisors, department chairs and union stewards in utilization and referral of employees to EAP. Consultation for individual and workgroup problems may include prevention services, problem identification, strategies to improve communication, team building, conflict management as well as crisis intervention, management and debriefing as needed.
  3. Collaborate on University-wide efforts to improve the workplace such as staff orientation, wellness programs, sexual harassment training, affirmative action, prevention of workplace violence, supervisory leadership and training.
  4. Increase visibility and utilization of EAP programs and services.*
  5. Evaluate and review policy and procedures in accordance with national standards of EAP procedure and ethics of Employee Assistance Program of America and American Psychological Association.**
  6. Promote initiatives in keeping with university needs or requests from a segment of the employee population.

 

*The Public Relations Committee functions under the EAP Advisory Board and is charged with marketing, promotion and outreach of EAP services. Programs and activities to improve EAP public relations and education include educational offerings, informational tables and an EAP Newsletter.

**The Quality Assurance Committee functions under the EAP Advisory Board and is charged with evaluating: employee needs, employee satisfaction with services, perceptions of university community regarding EAP, accomplishment of program goals, and internal check and counter check systems according to those standards.


Reviewed EAP staff: Oct. 29, 2002
Approved EAP Advisory Board: Feb. 17, 2003

by Clark, Leslie A. last modified Mar 29, 2013 11:35 AM

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