1 department of personnel & administration cristina valencia, jon richard, randi wood department...

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Department of Personnel & Administration

Cristina Valencia, Jon Richard, Randi Wood

Department of Personnel and Administration

October 6, 2006

EAP and Risk Management EAP and Risk Management

Collaboration, Synergy & Collaboration, Synergy & OpportunitiesOpportunities

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DEPARMENT OF PERSONNEL AND ADMINISTRATION

DIVISION OF HUMAN RESOURCES

WORKFORCE PLANNING

TOTAL COMPENSATION

BUSINESS RISK & LOSS CONTROL

C-SEAPRISK MANAGEMENT

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Workforce Planning & Development

Consists of three work units:•Workforce Development•Staffing Systems•Consulting Services.

This section is responsible for workforce development (recruitment, examinations, selection processes) and also provides expert interpretation and review of applicable rules and laws and investigates and resolves appeals and disputes to the Division Director.

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Total CompensationConsists of two work units: The Compensation unit consists of several functions: •Job evaluation and maintenance •Pay •Personal services contract review •Leave •Work-life programs.

The Employee Benefits unit administers •Employee group benefits plans, •State of Colorado Deferred Compensation Plan, and •State of Colorado Defined Contribution Plan.

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Business Risk & Loss Control

Consists of two work units:

Risk Management •Workers’ Compensation Fund•The Liability Fund•Property Fund•Loss Control

Colorado State Employee Assistance Program (CSEAP)•Statutory authorization, starting in FY03

66


RISK MANAGEMENT ANNUAL BUDGET

WORKERS COMPENSATION $30,075,696 LIABILITY $6,170,969 PROPERTY

$5,846,006

(Premiums Only)

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STATE CLASSIFIED EMPLOYEES GRIEVANCE PROCESS

•10 days to initiate the grievance

•Meeting with supervisor

•Seven days after discussion – written decision

•Five days from receipt of written decision to initiate formal grievance process

•Thirty days for second level supervisor to respond

•Ten days from receipt of written decision to file a petition with State Personnel Board

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STATE PERSONNEL BOARD

• Authority to review, through a hearing process — adverse impact to a certified employee’s current base pay, status or tenure.

• Discretionary authority to review other personnel

matters that do not adversely affect a certified employee’s current base pay, status or tenure such as corrective actions, transfers, reassignments etc.

• Appeals to Colorado Court of Appeals. • Paid for by the employing agency.

99


RISK MANAGEMENT CLAIMS

Claims Brought Under Federal LawEEOCFLSAFMLAADAADEA

State Claims

Whistleblower Retaliation Paid Out Of Risk Management Fund

1010


COST ASSOCIATED WITH EMPLOYMENT CLAIMS

DIRECT COSTS Defense costs

Attorney FeesDiscovery costsDepositions Expert Fees

INDIRECT COSTS Lost productivity Absenteeism Moral problems

Payments to PlaintiffSettlementBack payFront payPunitive damagesExpert feesAttorney Fees

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Jon Richard, PsyD

Psychologist, C-SEAP


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BEHAVIORAL RISK MANAGEMENT

Yandrick Definition:

Behavioral Risk Management applies to the risks connected with workplace behaviors of employees and work organizations that have a negative impact on the productivity of an organization; and life-style behaviors that lead to preventable healthcare conditions and the cost of treating these conditions”.

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Department of Personnel & AdministrationMENTAL DISORDER AS

BEHAVIORAL RISK FACTOR

• Mental disorder: problems in mood, thinking, or behavior associated with distress and/or impaired functioning.

• US population prevalence of mental disorder: 20% of population per year.

• Severe mental disorder: 5.4% per year.

Source: Mental Health: A Report of the US Surgeon General, 1999.

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MENTAL DISORDERS AS BEHAVIORAL RISK ETIOLOGY

•Among the 10 leading causes of disability worldwide, 4 are mental disorders.

•Major depression is the leading cause of disability.

•Individuals with mental disorders utilize twice as many visits to primary care physicians.

•Individuals with major depression 4x as likely to suffer heart attack as those without, holding other factors constant.

Source: NIMH

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ECONOMIC IMPACTS

•Employees with depression are absent 1.5x more than average employees, with 20% reduction in productivity.

•Depression alone is estimated to cost over $44B per year in lost productivity, direct treatment costs, and excess mortality.

•Employees with depression + any other chronic illness cost 1.7x those employees with only the non-mental health condition.

Source: Wolf, D., EA Roundtable 2002

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COST OFFSET

•Surgeon General estimates that indirect costs of mental health disorders (e.g., sick days, reduced productivity) at $79B.

•Multiple studies demonstrate that provision of mental health care reduces non-mental health care costs and reduces use of the most expensive mental health care services (e.g., hospitalization).

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ECONOMIC IMPACTS: Beyond Mental Disorder

Consider also:

•Smoking: estimates of app. $601/yr/smoker increased health care expenditures. (APA)

•Alcohol abuse/dependence: annual health care costs of over $22B (APA)

•Sedentary lifestyle: Annual per person costs of app. $330 more than active person (CDC).

•Obesity: direct US health costs of $102B (Lewin, 1999)

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CHALLENGE

How can EAP move beyond tertiary response to the individual distressed employee, to also incorporate primary prevention and risk management activities?

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EAP-RISK MANAGEMENT INTERFACE

•Training Programs for Managers: e.g., Responding to Mental Disorder in the Workforce.

•Targeted Consultation (secondary intervention).

•Integrating EAP into promotion of wellness activities such as exercise promotion, weight management services, prevention and disease management elements of insurers’ services.

•Encouragement of services via Worker’s Comp administrators.

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Randi C. Wood,

LCSW, DCSW, CEAP

Director, C-SEAP


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Loss Reduction Pilot Loss Reduction Pilot Conducted ByConducted By

C-SEAPC-SEAP

Evaluation IndicatorsEvaluation IndicatorsAugust 7, 2006August 7, 2006


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RegionsRegions

Pilot Regions: Region 1

Region 3

Headquarters

(In Region 6)


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Evaluation IndicatorsEvaluation Indicators Short Term:Short Term:

Penetration - Managers, Supervisors, Penetration - Managers, Supervisors, Lead Workers TrainedLead Workers Trained

Training EvaluationsTraining Evaluations 30 Day Follow-up Evaluations30 Day Follow-up Evaluations

Long Term:Long Term: Incidents and Type of IncidentsIncidents and Type of Incidents By Region & GenderBy Region & Gender


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Short Term Indicator: PenetrationShort Term Indicator: Penetration Managers, Supervisors & Lead WorkersManagers, Supervisors & Lead Workers

Number - 404Number - 404

Received Training: 8 of 15 sessions Received Training: 8 of 15 sessions completed to datecompleted to date Trained - 246Trained - 246

Penetration:Penetration: Trained / Number = 246 / 404 = 60.9%Trained / Number = 246 / 404 = 60.9%


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Short Term Indicator: Training EvaluationsShort Term Indicator: Training Evaluations Attendees: 8 of 15 sessions completed Attendees: 8 of 15 sessions completed

to dateto date 246246

Training Evaluations:Training Evaluations: 217217

Training Response Rate:Training Response Rate: 217 / 246 = 88.2%217 / 246 = 88.2%


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Short Term Indicator: Short Term Indicator: Training Evaluation ResponsesTraining Evaluation Responses

Response Scale:Response Scale:1 – Strongly 2 – Disagree 3 – Agree 4 - Strongly1 – Strongly 2 – Disagree 3 – Agree 4 - Strongly

DisagreeDisagree Agree Agree

Provided me with useful information to Provided me with useful information to improve my job performance and/or work life improve my job performance and/or work life balance:balance: 3.293.29

Would recommend C-SEAP service to others:Would recommend C-SEAP service to others: 3.373.37


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Short Term Indicator: Short Term Indicator: 30 Day Follow-up Evaluations30 Day Follow-up Evaluations

Attendees: 8 of 15 sessions completed Attendees: 8 of 15 sessions completed to dateto date 246246

30 Day Follow-up Evaluations:30 Day Follow-up Evaluations: 176176

30 Day Follow-up Response Rate:30 Day Follow-up Response Rate: 176 / 246 = 71.5%176 / 246 = 71.5%


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Short Term Indicator: Short Term Indicator: 30 Day Follow-up Responses30 Day Follow-up Responses

Same 4 Point Response Scale:Same 4 Point Response Scale: Conflict Management training had a positive Conflict Management training had a positive

effect on your ability to manage performance effect on your ability to manage performance and productivity.and productivity. :: 2.91 = Agree2.91 = Agree

Conflict Management training provided by C-Conflict Management training provided by C-SEAP has had a positive effect on your ability SEAP has had a positive effect on your ability to prevent or resolve workplace conflictto prevent or resolve workplace conflict :: 2.96 = Agree2.96 = Agree


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Long Term Evaluation IndicatorsLong Term Evaluation Indicators

Long Term Indicators:Long Term Indicators: Numbers of IncidentsNumbers of Incidents Type of IncidentsType of Incidents Type of SeparationType of Separation By Region & GenderBy Region & Gender


3030

147

206

160167

142

0

50

100

150

200

250

FY 02 FY 03 FY 04 FY 05 FY 06

Fiscal Year

Number

Incidents

Total Incidents 2002 – 2006


3131

118

143

118110

92

24

42

23

38

48

5

21 19 19

2

0

20

40

60

80

100

120

140

160

180

FY 02 FY 03 FY 04 FY 05 FY 06

Fiscal Year

Number

Corrective

Disciplinary

Grievance

Linear(Disciplinary)

Linear(Corrective)

Incidents 2002 – 2006: Type of Action


3232

Incidents 2002-2006: Gender

119

168

138

148

128

28

38

22 1914

0

20

40

60

80

100

120

140

160

180

FY 02 FY 03 FY 04 FY 05 FY 06

Fiscal Year

Number

2002-2006 MaleIncidents

2002-2006Female Incidents


3333

Incidents 2002-2006:

Gender Rates Per 100 Employees

4.59

6.49

5.335.71

4.944.94

6.70

3.88

3.35

2.47

0.00

1.00

2.00

3.00

4.00

5.00

6.00

7.00

8.00

FY 02 FY 03 FY 04 FY 05 FY 06

Fiscal Year

Number

Male IncidentsRates

FemaleIncidents Rates

Linear (FemaleIncidentsRates)Linear (MaleIncidentsRates)


3434

Separations by Fiscal Year

CDOT Separations by Fiscal Year

89

118

149

116

128

109

91

118

137

170

2431 30 34

140

20

40

60

80

100

120

140

160

180

200

2002 2003 2004 2005 2006*

Fiscal Year

Number

Retirements

Resignations

Terminations

Linear (Resignations)


1 department of personnel & administration cristina valencia, jon richard, randi wood department...

Documents

state personnel board

deparment of personnel

personnel matters

risk management fund

fy03 slide

risk management collaboration

compensation unit

work units