For more than 80 years, organizations have turned to employee assistance professionals to support their employees and people leaders dealing with issues that threaten personal wellbeing or hinder workplace productivity. Today’s most trusted expert is the Certified Employee Assistance Professional (CEAP), who is multifaceted and has a sharp focus on the Employee Assistance Program (EAP) core technology to guide their work. Here’s how and why Magellan believes obtaining a CEAP certification can benefit your professional development and help organizations receive top-tier EAP services.

What Makes Employee Assistance Professionals Unique

Fostering employee engagement and wellbeing is associated with a positive workplace culture, helps retain and attract talented employees, and contributes to higher productivity. Employer organizations have long relied on the unique blend of expertise possessed by experienced Employee Assistance (EA) professionals to support and advance their programs. Skilled EA professionals are knowledgeable in organizational culture, mental health, workplace policy, program promotion, and crisis management. They possess the ability to interact with and support all levels of the organization.

On any given day, EA professionals intervene with individual employees and family members in managing life’s challenges; furnishing opportunities for people leader development; conducting program promotion activities; and addressing organizational impacts such as preventing and coping with workplace violence, critical incident support, and crisis management. Unlike other helping professionals who often play a client–advocate role, EA professionals recognize and are bound by the principle of their dual-client relationship and maintain neutrality as well as confidentiality. EA professionals’ distinct expertise and adherence to the dual-client philosophy sets them apart from other types of helping professionals.

The Value of CEAP Certification

The Certified Employee Assistance Professional (CEAP) certification is the only EA professional credential that demonstrates mastery of the concepts and skills required by competent EA professionals. CEAP certification is a recognizable commitment to excellence and demonstrates the EA professional’s unique body of knowledge and alignment with the EAP core technology.

Voluntary certification establishes professional credibility by demonstrating the following:

• Observance of quality and industry standards
• Well-trained in your area of expertise
• Commitment to continuous professional development
• Personal drive and motivation to excel in the Employee Assistance profession

The CEAP certification process provides an evaluation of existing knowledge and skills while concurrently providing professional development. The required knowledge modules cover essential EAP components, updated industry information, exposure to international EAP, policy issues along with relevant legal issues, EAP clinical assessments, marketing, training, supervision, and program management for EAPs.

The CEAP is the gold standard in the field of employee assistance. It is the only credential that confirms proficiency in the concepts and skills required by competent EA professionals, and it is why Magellan Federal seeks to hire professionals with this designation and offer free certification for our staff. We believe that the CEAP empowers our professionals to provide exceptional EAP services to the government, our ultimate goal.

How to Become a CEAP

There are multiple pathways to becoming a CEAP, depending on your education and work experience. Many CEAPs are masters-level counselors, but there are other roles in the EA profession that do not require a counseling degree. For example, account executives, program managers, human resource professionals, and union stewards benefit from CEAP certification in their roles.  All candidates seeking initial certification should visit the Employee Assistance Professional Association (EAPA) website for more information.

Jennifer Foley is leading a triage team of trained clinicians on the Employee Assistance Program (EAP) to connect members with a variety of services to promote whole health, including new virtual wellness and counseling experience. Foley, the interim senior manager of the employee Center of Excellence triage team, uses her experience as a former lifestyle coach with the EAP where she is responsible for managing clinicians and working with the account executives, sales team members, and executive leadership. Foley is based out of Davenport, Iowa, and has worked for Magellan Health since January 2012. As someone who is self-proclaimed “EAP for life,” Foley lives by the mission of focusing on overall wellness. Between her team, and help from various app partnerships, she can connect members with the help they need when they ask for it.

Q: What kind of projects are you working on now?

A: I manage a group of clinicians who talk to our members on the phone or over chat. We have a lot of amazing things happening with the core changes for the Employee Assistance Program (EAP). We recently had more services set up for our entire book of business, which is an exciting transition for us to be adding onto the services we offer for most of our companies. We focus on connecting with members and making sure they have the best possible experience in asking for help and a true understanding of all the services available to them to determine what their next best steps are. We are constantly growing and evolving to do that efficiently and effectively. Recently, we had someone call in and speak with one of our team members whose father had just passed away and explained that they were conflicted about it because he was their primary abuser and in prison for most of his life for that, so there was no relationship once he was released. They had learned of his passing because they were his primary beneficiary. One of this person’s primary stressors was that their father was a veteran, and they didn’t know what the next steps would be. My team was able to connect that person with the VA office and with the appropriate counseling. One of the best descriptions of my team is that we’re focused on overall wellness. We support you through the emotional impact and work together to get you to a place where you feel supported, connected, and have all the resources you need. We really do think outside the box and collaborate. That’s why EAP is so amazing, you’re able to look at the whole picture and work with companies who want to take care of employees and their family members to get their needs met.

A: Do you have any other examples of people you’ve helped that you could share?

Q: When someone calls in, they’re able to talk to us in that moment about whatever is going on. We use motivational interview techniques to really get to know them and understand what’s happening in their lives. Another recent call we had came from someone just over the age of 18 explaining that he was calling because a lot of people told him to; most important to him was his parents. We asked him why he wanted to call, he said he’s unsure how he feels about a lot of people telling him he needs help, and he was willing to talk about how he was feeling. That’s one of the amazing things about this, we’re not here to tell someone what they need to do, we’re here to tell them what their options are. He did disclose that he feels like he’s been drinking too much alcohol, he felt like he was using it as a coping mechanism. We were able to help connect him with a counselor, our online self-care platform, MyStrength that is intuitive and guides him through specific exercises to reduce his alcohol use, get him with our Life Enrichement Program that helped him find nearby gyms he could join and use exercise as a coping skill with his friends where he could also socialize without drinking. A lot of times when people think about the EAP they only think of counseling, and while there certainly is counseling, we also provide many other services like, lifestyle coaching, financial resources, identify theft resolution, legal consultations, life enrichment services, and the self-care wellness and resiliency platform. These services are often utilized together to provide the best overall support.

Q: Why is Magellan Health the best place for this?

A: I am EAP for life, I can’t think of a better way to spend my day than to work with these companies and help our members find their next best steps. Magellan Health stands out because our people are truly passionate about what they do. To be able to work with team members who care about what we’re doing and how we can help people means the world.

Q: What are your thoughts on the culture here at Magellan Health and how does it impact the work you do?

A: I do think the culture here is truly the best. It is the most supportive environment. We operate where mistakes can be easily made and miscommunication can happen. The team looks at it in an understanding way. We are all working toward the common goal of promoting overall wellness. Magellan Health’s response to COVID-19 was amazing. We made sure we had the best services to offer our members by bringing on a virtual platform that doubled the number of sessions held per month by recognizing this need in society. This makes me proud to be with Magellan. Just making sure we’re meeting every need on a plethora of services, I’m looking forward to that continued help and development. I’m so excited about our future and know the best is yet to come.

Q: Can you tell me more about the EAP’s app partnerships?

A: We partner with a few and then also have others that we recommend on the website. We work with the app BetterHelp; they’ve been a good virtual platform to partner with to provide additional counseling services. Prior to COVID-19, we offered traditional face-to-face services. We partnered with BetterHelp to be able to have online scheduling for therapeutic scheduled chats on Teams, video counseling, telephonic counseling, and texts. We’ve had about 6,000 sessions a month on this one platform. Being able to pivot and do what we need to do to ensure our members have the best care possible has made this a great partnership. MyStrength is another app-based program we’ve partnered with. Members can log into the app and create a profile. It helps them with pinpointing the things they might want to work on physically, mentally, emotionally, and spiritually. It meets what you need and tracks your overall progress. It’s very user friendly and recognizes if things become more serious, it will then refer you to Magellan Health’s clinician triage team.

Learn more about Magellan Health’s EAP here.

Read more about Magellan Health’s EAP here.

As if 2020 wasn’t already difficult enough with the stressors caused by the COVID-19 pandemic and protests over social justice issues, the upcoming election adds another level of anxiety for many people. A study published by the American Psychological Association in 2019 found that 56% of Americans, regardless of party affiliation, felt stressed about the upcoming presidential election.[1]  If you are feeling overwhelmed by the current political climate, you are not alone.

These feelings can have a negative impact on your emotional and physical health. Symptoms such as low energy, insomnia, loss of appetite, mood swings and tension are signs that you should not ignore. It is important to recognize what you can and cannot control as the election approaches.

You cannot control other people’s opinions, beliefs, reactions or how they express themselves. Nor can you control others’ votes. There are, however, many things you can control during and after the election:

• The amount of time you spend on election news and discussions. While the 24-hour political news cycle on television, radio and the internet is almost impossible to escape, you can limit the amount of time you spend on media each day.
• The coverage, feeds and groups you follow. When you are watching or reading election coverage, avoid negative-leaning discussions, especially if you feel constantly frustrated or upset by them.
• How you interact on social media. Avoid giving angry or emotional responses to posts that do not align with your views. You are unlikely to change other people’s opinions; you are more likely to get unwanted and hostile feedback.
• The time you spend with people. Prioritize your relationships with positive family and friends. Strong social connections can reduce stress and help you feel happier and more energetic. If you and a friend or family member have differing political views, try not to discuss them.
• How much you talk about politics at work. A February 2020 Gartner survey found that 78 percent of employees talk about politics at work; a third of those employees find the conversations stressful or frustrating.[2] Limit or avoid political discussions at work. When you do engage, treat colleagues with kindness and respect, and be aware that political discussions can hamper teamwork and productivity.
• How you deal with stress. Whether it’s meditation, going out in nature, reading a book or working on a hobby, take time every day to do something that makes you feel good. Make sure you get enough sleep and exercise, eat a healthy diet, and avoid using alcohol or drugs to cope.
• How you use your time and talents. Give your time and skills to a cause you believe in. If you have a strong interest in a political cause or candidate, offer to help with a campaign or other event.

Remember that professional help is available through your EAP if stress and anxiety about the election start negatively impacting your quality of life.

[1] https://www.apa.org/news/press/releases/2019/11/americans-significant-stress

[2] https://www.cnbc.com/2020/02/18/47percent-of-workers-say-the-2020-election-has-impacted-their-work.html

Coronavirus (COVID-19) concerns are growing, and school closures are happening in most states. While grown-ups are anxiously figuring out how to handle the impacts of these decisions, kids are observing everything and may feel just as scared and confused as adults.

Talking with children about COVID-19

Children look to parents, guardians, caregivers and other trusted adults to help them make sense of what is happening in the world. COVID-19 is the topic of conversations everywhere on social media, web news outlets and TV. Everyone is being exposed to the fear and uncertainty of this global pandemic.

Children might find it difficult to understand what they are seeing or hearing about COVID-19, so they can be particularly vulnerable to feelings of anxiety, stress and sadness. As an adult, it’s important to make yourself available to listen to children’s thoughts and communicate in an age-appropriate way that addresses children’s questions without stoking anxiety. Children react, in part, on what they see from the adults around them. When parents and caregivers deal with a stressful situation calmly and confidently, they can provide the best support for their children.

The Substance Abuse and Mental Health Services Administration provides Tips for Caregivers, Parents and Teachers During Infectious Disease Outbreaks that includes information on possible reactions and tips for talking with children and youth of different age groups.

Tips for staying at home with children during the outbreak

• Focus on the uniqueness of the moment. This situation has never happened before. How can you make the best of it? Yes, it is stressful on many levels, but for your children, it is a time they will never forget and there is an opportunity in forced togetherness to reinforce your family bonds.
• Plan for different age groups. Younger children will love being home. Young teenagers may not be as thrilled by not being able to hang out with their friends on a daily basis. High schoolers can handle themselves and may be able to help with the younger kids if you have to work.
• Bend with the wind. Meaning: be flexible with the schedule. Let children play, do a fun project together (make cookies or do a craft), eat breakfast for lunch and make room for downtime to read and hang out. Your kids may have quite a bit of time at home, so try to maintain your patience and perspective.

To learn more about what Magellan Healthcare is doing to support clients during the  COVID-19 pandemic, visit  MagellanHealthcare.com/COVID-19.

To learn more about Magellan Health’s corporate response to the COVID-19 pandemic and to view Magellan’s available resources click here: https://www.magellanhealth.com/news/covid-19/

Adapted from: Stockwell, A. (2020, March 13). What to do with your kids when schools are canceled. Retrieved from https://www.vox.com/the-highlight/2020/3/13/21178234/coronavirus-covid-19-school-closures-kids-home

Mental health disorders are among the costliest health concerns for employers in the United States. According to the National Institute of Mental Health, nearly one in five adults live with a mental illness. Depression and anxiety are among the most common mental health disorders but often go undiagnosed and untreated.¹

Many factors may contribute to mental health issues, including traumatic or abusive life experiences, biology, and family history of mental health problems. Unfortunately, social stigma and fear of discrimination prevent many people from seeking help.

Employee mental health impacts the bottom line

Poor mental health and stress can negatively affect employee job performance, productivity and relationships. In addition, as physical health is inextricably linked to mental health, many people with mental health disorders are at high risk for chronic physical conditions such as heart disease, diabetes and respiratory illnesses.²

The reverse is also true; physical illness, such as cardiovascular disease, may cause or worsen mental health issues, particularly symptoms of depression.³ Healthcare costs to treat people with both mental and physical disorders can easily be two to three times higher than for people without co-occurring illnesses.⁴

Employers have a unique opportunity to improve employee mental health

Investing in mental health treatment in general has proven to be cost-effective. Employers can reduce health care costs for their businesses and their employees by addressing mental health issues in the workplace. Many evidence-based treatments can save $2 to $4 for every dollar invested in prevention and early intervention.⁵ An effective approach is not one-size-fits-all but takes into consideration generational differences and employee diversity.

A recent study published in the Harvard Business Review called “People want their employers to talk about mental health” indicated that millennials (the cohort of people born between 1981 to 1996) were three times more likely to experience anxiety than baby boomers.⁶ Gen Zers (those born between 1997 to 2012) report even higher rates of anxiety and depression. Millennials and Gen Z employees are the largest demographic in the workforce, and those who took part in the survey indicated an expectation that mental health be addressed in the workplace openly and without stigma.

Develop a customized approach to promoting mental health resources

The Harvard Business Review study recommends a multi-faceted approach that includes a more accepting culture starting from the top, with training and support, as well as clear information about employee resources such as availability of mental health benefits, wellness programs and employee assistance programs.

Employers should be cognizant of where their different employee groups seek information and use those channels (whether it’s the intranet, staff meetings, one-on-one meetings, employee resource groups, digital signs and posters, instant messaging platforms, or other social media venues) to provide needed information. Virtual mental health counseling and the availability of mental health apps offer convenient and mobile-friendly emotional support, particularly for younger employee groups accustomed to using their smart phones for everything from texting to shopping.

Dislodging stigma and experimenting with different communications channels to meet the needs of a diverse workforce can be challenging for human resources departments and managers. But the end result will be worth the effort: a healthier work environment that supports healthier employees and enhanced productivity.

Learn more about how your organization can benefit from an EAP solution.

1 “Facts & Statistics.” Anxiety and Depression Association of America, ADAA, https://adaa.org/about-adaa/press-room/facts-statistics.

2 “Chronic Illness & Mental Health.” National Institute of Mental Health, U.S. Department of Health and Human Services, https://www.nimh.nih.gov/health/publications/chronic-illness-mental-health/index.shtml.

3 “Chronic Illness & Mental Health.” National Institute of Mental Health, U.S. Department of Health and Human Services, https://www.nimh.nih.gov/health/publications/chronic-illness-mental-health/index.shtml.4 https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2748662?

5 Lerner D, Lyson M, Sandberg E, & Rogers W.H. (2018). The High Cost of Mental Disorders- Facts for

Employers. Retrieved from https://onemindinitiative.org/at-work/the-business-case/

6 Greenwood, Kelly, Bapa, Vivek, Maughan, Mike (2019). Research: People want their employers to talk about mental health. Retrieved from https://hbr.org/2019/10/research-people-want-their-employers-to-talk-about-mental-health