THE CAREWAYS GROUP Dr. Andr é van Jaarsveld Date: 17 April 2007

1. THE CAREWAYS GROUP Dr. André van Jaarsveld Date: 17 April 2007

2. THE BUSINESS CASE FOR WELLNESS

3. BUSINESS PLAN • SERVICES: • EAP • COUNSELLING • WELLNESS • 24 HOUR SERVICES • STAFF: • INTERNAL • EXTERNAL • MARKETING: • ADMINISTRATION: • PROCEDURES AND COLLATION OF DATA

4. INFRASTRUCTURE AND EQUIPMENT • MANAGEMENT: • FINANCIAL:

5. PROPOSAL • POLICY AND PROCEDURE DEVELOPMENT • SUPERVISOR ORIENTATION AND TRAINING • TOP LEVEL MANAGEMENT • SUPERVISORS • MANAGEMENT CONSULTATION • EMPLOYEE COMMUNICATION PROGRAMME • EMPLOYEE ORIENTATION

6. COUNSELLING SERVICES • 24 HOURS • INTERNAL AND EXTERNAL • CONFIDENTIALITY • PROGRAM REPORTING • COST

7. WHAT OF VALUE COMES OUT OF YOUR ORGANISATION/BUSINESS UNIT ???????

8. PRODUCT AND PEOPLE

9. PEOPLE POOR CONTROL OVER THEIR LIVES DUE TO PERSONAL PROBLEMS IN CONTROL OF THEIR LIVES OR EMOTIONALLY / PHYSICALLY HEALTHY EMOTIONALLY OR LIFESTYLE IMPAIRED (PRE-OCCUPIED)

11. MENTAL HEALTH IN S.A.H.S.R.C.SOME FINDINGS

12. PRESENTING PROBLEMS • 1996 1995 1994 • MARITAL 21,4% 20,6% 23,6% • ALCOHOL 18,9% 17,7% 16,3% • FAMILY 10,9% 9,3% 11,0% • DEPRESSION 10,8% 10,1% 8,5% • STRESS 9,8% 10,5% 10,8% • INTERPERSONAL 8,4% 5,2% 7,7% • SEXUAL 4,8% 3,9% 1,9% • LEARNING PROBLEM 3,2% 2,6% 2,9% • ADJUSTMENT 2,6% 2,7% 5,1% • JOB RELATED 2,3% 2,7% 4,6% • FINANCIAL 0,4% 0,8% 2,1% • OTHER 6,5% 13,9% 5,6% N = 55,000

13. PRESENTING PROBLEMS 2002 • 2002 • PSYCHOLOGICAL 19,3% • FAMILY 17,3% • HIV/AIDS RELATED 17,0% • MARITAL 16,0% • WORK RELATIONSHIP 9,0% • SUBSTANCE ABUSE 6,9% • FINANCIAL 5,9% • OTHER 3,7% • LIFE EVENT 3,4% • RELATIONSHIP 1,4% N = 14,900

14. IMPAIRED EMPLOYEE • LACK OF PHYSICAL ENERGY • INSUFFICIENT EMOTIONAL / INTERPERSONAL SKILLS • INABILITY TO BE INTELLECTUALLY CREATIVE

15. IMPACT OF PSYCHOSOCIAL PROBLEMS • INTERNATIONAL LABOUR ORGANISATION • Research indicates that.. • In industrialised countries, • 25% • of employees suffer from mental ill-health in • the course of their working life. • Personal problems play a major role in • 80 – 90% • of all industrial accidents.

16. ABSENTEEISM KELSEY HAYES STUDY In terms of average absenteeism of all employees Alcohol Problems 4 times higher Drug Problems 5,4 times higher Mental Problems 5 times higher Family Problems 5,7 times higher

17. JOB RELATED ACCIDENTS INTERNATIONAL LABOUR ORGANIZATION Personal problems play a major role in 80 – 90% of all industrial accidents NATIONAL INSTITUTE FOR OCCUPATIONAL SAFETY AND HEALTH U.S.A. 75% - 85% of Industrial accidents caused by emotional distress KINGSON AND LEDDERMAN STUDY Average daily drinking of 5 tots increases the risk of job related accidents by 100%. The use of psycho-active drugs increases this risk by 70%

18. DAMAGE TO EQUIPMENT CAPLOVITZ STUDY 49% OF EMPLOYEES WHO HAD DAMAGED EQUIPMENT – DIRECTLY RELATED TO USE OF DRUGS

19. SOURCES OF LOSS • Absenteeism, which includes on-the-job absenteeism, as well as time-off absenteeism. • Accidents resulting in injuries or deaths and consequent compensation. • Time lost due to disciplinary and grievance procedures. • Lowered productivity levels. • Labour turnover resulting in manpower wastage. • Wastage of materials and damage to machines.

20. Main Assumptions • Personal problems adversely affect human functioning, thus impacting the job performance of both the individual concerned, and that of his co-workers • Unless some form of intervention is initiated, the problems are likely to get worse • Infrastructures which typically exist in an employment environment provide an ideal context for the development of an intervention network • Effective intervention is in the interest of all parties concerned, namely the employer, the employee and his family, employee organizations and the community at large

21. THEN THEY ARE IN NEED OF EMPLOYEE WELLBEING, EXECUTIVE WELLBEING OR AT RISK MANAGEMENT PROGRAMMES

22. WELLNESS SERVICES CAN BE DESCRIBED AS : “An employee and management development system for the early identification of employees whose problems impair their job performance and the motivation of these individuals to receive assistance to resolve the problem”

23. Solutions to Business Corporate Wellness Employee Wellbeing Health Consulting ExecutiveWellbeing At- Risks Programme

24. OUR SOLUTION Work/Life Management Empowerment Physical wellbeing Emotional wellbeing

25. EAP IN YOUR ORGANISATION WORK PERFORMANCE FACTORS POSITIVE NEGATIVE EAP MANAGEMENT POLICY (strategic planning) MANPOWER & TRAINING CO-ORDINATOR (in-house) SUPERVISOR

26. SUCCESS IS DEPENDANT ON.. • The degree to which.. • Management • Employee Organisations • and Employees • Support the implementation of the • EAPprinciples of – • Neutrality Voluntarism • Impartiality Accessibility • Confidentiality Prevention of abuse • Timeous intervention A balanced programme • Equal and dignified treatment

27. IN-HOUSE FUNCTIONS IN-HOUSE EAP STRUCTURE ORGANISATION MANDATE POLICY IN-HOUSE EAP STRUCTURE TRAINING & MARKETING IMPAIRED EMPLOYEE REFERRAL SYSTEMS INFORMAL VOLUNTARY FORMAL

28. EAP FUNCTIONARIES REFERRAL AGENTS SELF COLLEAGUES SUPERVISOR EAP COORDINATOR COORDINATOR COUNSELLING CENTRE EAP RESOURCE EXTERNAL SERVICE PROVIDER REINTEGRATION FEEDBACK SYSTEM MONITORING & EVALUATION DONE BY EAP ACTION COMMITTEE MAINTENANCE

29. TRAINING AND ORIENTATION PSYCHOSOCIAL CRITERIA Marital/Family Depression Suicide Schizophrenia Phobias Drug Addiction Alcoholism Financial Stress REFERRED BY: Medical Doctors Self Referrals Less than 4% by supervisors INDUSTRIAL CRITERIA Drop in Productivity Absenteeism Tardiness High incidence of: Disciplinary action Grievances Workplace Accidents Interpersonal conflict Work related errors Missed deadlines Wastage of time and materials Disregard for safety REFERRED BY: Supervisors

32. ENLARGING THE CONCEPT OF EMPLOYEE ASSISTANCE

33. Executive Wellness Programme PROGRAMME MANAGEMENT ORGANIZATIONAL WELLNESS INDIVIDUAL WELLNESS Assessment Intervention Monitoring • Reporting • Consultation • Risk Profiling • Group Wellness Interventions • Physical • Emotional • Work Life • Fitness • Face 2 Face • E- Care • Telephone • Compliance MIS ORGANISATIONAL FEEDBACK

34. KAP Studies Prevalence Studies Actuarial Studies BusinessPlan HIV / AIDS WORKPLACE NEED ASSESSMENTS AND AUDITS PROGRAMME MANAGEMENT Policy and Procedures Promotion Training Management Consultation Management Feedback AidsInSite • “Know your status” (VCT) • Wellness Clinics • E care Psycho-social counselling Exco Management Employees Peer Educators HIV/AIDS Steering Committees COMMUNITY BASED CARE PROGRAMME Caregivers (Homecare)

35. CRITICAL INCIDENT STRESS MANAGEMENT Responding promptly to Occupational trauma • 24 Hours a day, 365 days a year • Access via National Call Centre • On-site debriefing to groups or individuals • Critical Incident Stress debriefing Feedback

36. Corporate Health Consultant and role players of your Organisation to conduct a Needs Analysis and design a Business Plan for implementation Policy and Procedure Development Management Training and Orientation Promotional activities Counselling Service On-Line Face to Face On-site Executive and Senior Management orientation Written communication Supervisory training Wellness Presentations Web Based Employee Orientation Programme Evaluation and Management Feedback EMPLOYEE WELLBEING PROGRAMME

37. REPORTING AND FEEDBACK • Data Management - Nationally • Feedback Reports - Monthly - Quarterly - Yearly • Data Analysis - Trends & Tendencies • - Recommendations • - Consultation & Training

38. CONFIDENTIALITY • Cornerstone of your EAP • No personal information: Therapeutic purposes • Counselling during working hours • Formal/Mandatory referral: Therapeutic progress • Exception: Life threatening events

39. ACTION COMMITTEEThe Action Committee assists the co-ordinator in organizing and executing the following functions: • The formalizing of an Policy supported by Management and Employee Organizations, defining the principles to be adhered to by all parties concerned. • Training of all groups involved in the establishment and implementation of infrastructures

40. ACTION COMMITTEE • Marketing of the EAP to all employees and dependents • The ongoing maintenance, development and enrichment of the Programme • Evaluation of the Programme in terms of impact and cost-effectiveness

41. Programme: Selections- Health Audit- Impact Survey- Programme Management: Policy and procedure development Programme planning, implementation and maintenance Orientation Sessions Promotional Material / Campaigns External Quality Assurance Reporting PRICING

42. Individual Programmes- Assessments - Psychosocial Counselling- Legal Counselling- Financial Counselling- Preventative Treatment PRICING

43. Training and Workshops Customisation Payment Terms PRICING