Thursday, March 5, 2015

Best Model for Performance-based Intervention

Here is an effective workplace intervention model to help alcoholic or drug abusing workers and it succeeds almost every time it is tried, but follow up by a knowledgeable EAP pro is key. Use a provider who understands job security leverage dynamics and the core technology of employee assistance programming. Essentially, the model for performance-based intervention places the employee in the position of making a decision to accept an EAP referral or a legitimate disciplinary action for documented ongoing job performance problems. The supervisor does not accept any postponement of this decision. (This is a major Achilles heal for those who attempt this model of intervention.) The disciplinary action is held in abeyance, but the requirement is to go to the EAP now in order for this accommodation to be made. A common myth among supervisors is that this method of constructive confrontation punishes the employee for refusing to go to the EAP. Indeed, it does not. Never take disciplinary action “for failure to go to the EAP.” Instead, take disciplinary action for ongoing job performance problems. This should always be clearly stated to the employee so there is no misinterpretation. If you can communicate this much, you are home free. Drug and Alcohol DOT Supervisor Training Instructors Guide discusses this model in detail -