The EAP retains sufficient qualified, trained
personnel to meet the demand for its
services.
The EAP senior manager or equivalent is qualified by:
- an advanced degree in a field related to EAP services;
- appropriate state licensure, certification, or registration;
- at least two years of post-graduate experience in clinical services; and
- competence in administering and providing EAP services.
Assessment and referral, and short-term counseling personnel are qualified by:
- an advanced degree in a human service field;
- appropriate state licensure, certification, or registration;
- training and experience in substance use treatment; and
- EAP related experience.
Interpretation: When agencies utilize interns, individuals working towards licensure, or are unable to recruit individuals with an advanced degree, they should receive appropriate training and ensure that
supervision is provided by a professional with an advanced degree. Examples of related experience can include in-house EAP training; training and experience in organizational dynamics; CEAP designation; at least 2,500 hours post-master’s degree clinical experience; or two years of EAP experience in a
management,
consultant, and/or direct service role.
Interpretation: This applies to services provided through all means, including face-to-face, telephone, and online services.
Information and referral and
intake staff possess an associate’s degree in a
human services profession and at least one year of clinical practicum in
social work, psychology, mental health, or another human services profession.
Each year, EAP counseling professionals complete required state professional development hours (PDHs), continuing education units (CEU), or the equivalent.
Interpretation: Such requirements are completed at accredited colleges/universities, other licensed institutions, or through EASNA, EAPA, or CEAP-sponsored courses.
Criteria for selection of
affiliates require ongoing attainment of state-required professional development hours, continuing education units, or other professionally required training.
Counselors receive training and demonstrate knowledge of:
- EAP core technology and optional EAP services;
- EAP theory and practice;
- the application of counseling skills in a workplace setting;
- crisis intervention;
- short-term counseling models;
- managed care;
- critical incident response services;
- mental health and substance use conditions;
- work performance assessments;
- provision of services in a culturally responsive manner to recognize and address an individual’s specific needs; and
- organizational development and human resource management.
Non-clinical staff, such as account managers, receives training on:
- EAP products and services;
- essential components of EAPs;
- wellness services, as applicable;
- risk prevention and crisis response;
- outreach; and
- consultation and training for managers, supervisors, and union representatives.
EAP staffing
procedures address back-up and support in managing
cases that involve threats of violence, including homicidal and suicidal ideation.
Personnel workloads support the achievement of client outcomes, are regularly reviewed, and are based on an assessment of the following:
- the qualifications, competencies, and experience of the worker, including the level of supervision needed;
- the work and time required to accomplish assigned tasks and job responsibilities; and
- service volume, accounting for assessed level of needs of new and current clients and referrals.
The EAP has a system to analyze its capacity to meet the demand for services.
Interpretation: The system needs to address the EAP’s capacity to provide services in relation to responding to risk level according to urgency, as well as its ability to manage its network to meet demand.
