It's personal

EAP Officer, Michael McNamara, details to Bernie Healy the services provided to facilitate access to professional, confidential and positive help to resolve difficult personal issues for staff, management and their families.

Michael, what is the background to the EAP service?

In the 1970's a welfare service was first introduced by the then Director of Personnel, Dr. Paddy Moriarty. Nobody can divide themselves in two, a working person and a home person. In other words if we have problems at work we bring them home and likewise if we have problems at home they affect our work.

A pilot Welfare Service was started to help staff and management to deal with the many problems ranging from the most stressful to the most minor. The success of this pilot service then led to the setting up of Staff Service Officers in the Districts and Generating Regions.

This name was chosen to denote the service aspect of the position as well as to avoid any confusion with industrial relations functions which are specifically excluded from the terms of reference of this new category. This has evolved into the EAP service we have today. The focus now is more to give a hand up rather than a hand out.

What does EAP stand for?

EAP stands for Employee Assistance Programme. The purpose of the EAP service is to provide individual employees, retired staff and their families with ready access to professional, confidential and positive help in resolving difficult personal issues.

Can you outline some of the areas/problems you deal with?

In the course of a year we deal with many different problems. Some of the problems in 2006 were Domestic Problems, Alcohol and Drug Abuse, Gambling, Depression/Anxiety, Stress, Marital problems/separation, Self Esteem, Grief, Job Dissatisfaction, Eating Disorders such as Anorexia and Bulimia, Financial Problems, Long Term Nursing Home Placement, Attempted Suicide, Attempted Overdose, Bullying/Harassment, Sexual Harassment, Addiction, Bereavement, Critical Incident Stress Debriefing, Work Related difficulties and many others.

Most of what we do is unseen and that in itself is testimony of the discreet way the work is carried out. We are also involved with Occupational Health Services through various Health initiatives such as Mediscan, Living Well - Feeling Great, Bowel Cancer screening, back care, etc.

What are the core values of the EAP service?

That it is accessible, accountable, voluntary and confidential.

Can you explain what this means in relation to and individual seeking your help?

It is accessible to all staff and management both serving and retired and their families. It is accountable insofar as we monitor the professionals we refer people to as a result of contact. It is voluntary as nobody is obliged to use the service and most importantly it is, above all, confidential. This means we are bound by ethics not to reveal anything disclosed to us in confidence without the express permission of the individual involved.

The only exception to this is if we become aware of serious danger to anybody or in the case of a crime.Then we have no choice but to make the relevant authorities aware of the situation. If there is one requirement for the job that transcends all others, it is that the EAP Officers have the confidence and trust of the workers they serve.

How does the EAP Service work? The EAP Service works through an ESB network of eight locally-based EAP Officers based around the country. We are available to meet staff off-site if that is their preference.

The methods of referral to EAP's is by self referral, management referral or referral by a third party, such as family, colleague or others. We have in the course of the years built up a network of contacts in outside agencies which we use to fast track problems if required. Also through other bodies who have an EAP Service, such as An Garda Siochana, Government Departments, Banks etc. with whom we meet as members of EAPA which is the body which governs EAP services worldwide.

What are the skills/experience that the EAP Officer requires?

The EAP Officer needs to be familiar with HR practices and procedures, principles and precedents as well as the varying employment conditions that exist. The Welfare and counselling aspects require familiarisation with all relevant Board, Social Welfare and Local Authority practices and policies which may affect staff in the location. This requires a good working relationship with all relevant Head Office staff as well as statutory, local Authority and voluntary welfare services and organisations which may be able to provide expert help to an individual in crisis.

A lot of the work done by the service is in the realm of providing information on such topics as Superannuation, Medical Benefits, Medical Provident Fund, Social welfare entitlements and pensions, Occupational injuries procedures, Income Tax, Credit Union, bereavement, including wills and probate, Addiction programmes and financial problems to both groups and individuals.

Our main focus is to provide practical help to people to cope with any difficulties they face and to work with them to identify solutions which they can use to resolve these problems.