Employee Assistance Program: Organizational Development Services
Penn Behavioral Health's Employee Assistance Program offers a variety of organizational development (OD) services. To request any of the services described below, call the EAP at 1-888-321-4433 and ask for organizational development services.
Executive Coaching
Executive coaching is a strategic, focused and individually-tailored professional development program designed to help managers improve their administrative and interpersonal skills. The process helps managers to crystallize their professional identities and goals, and establishes a roadmap to reaching those goals. Coaching is a great opportunity for managers to strengthen their weaker skill sets in order to perform at the highest level. Use this program to:
- build superior interpersonal skills
- expand leadership abilities
- learn how to manage others effectively
- better manage emotions in the workplace
- master time management
- increase confidence
- deal effectively with change and transitions
Executive coaching can benefit supervisors in a variety of situations. Good candidates include:
- Administrators who recognize the need to develop a specific skill or skill set that will improve their ability to manage.
- New managers with limited supervisory experience. (Existing Penn training
systems should be utilized first, where available and appropriate.)
- Managers taking over a department, division, or an existing management team might benefit from transitional coaching to enhance their teambuilding, consensus-building and communication skills.
Inter-workgroup Interventions
Work groups with separate staff and administrative structures are often required to coordinate tasks. This can occasionally raise issues that negatively impact both morale and productivity. In such cases, inter-workgroup interventions may be appropriate.
Interventions begin when a Penn manager contacts Penn Behavioral Health through the EAP hotline at 1-888-321-4433. Sometimes this initial consultation provides the manager with a solution to the problem, in which case no further action is necessary. Should the problem remain, the OD process commences and flows as follows:
- The OD consultant advises the manager of the need to gather information to form diagnostic impressions and recommendations for solutions to the problem.
- The manager makes clear his/her desire for the consultant to continue.
- The consultant explains the data gathering process (interviews, questionnaires, feedback forms, etc.), clarifying who will be involved, working out timeframes and estimating the time and costs involved.
- The manager approves the course of action outlined.
- Any changes from the agreed upon data gathering process are reviewed with and approved by the manager prior to implementation.
- As data gathering progresses, the consultant keeps the manager up to date on all worksite activities, providing feedback where needed.
- When data gathering is complete, a written diagnostic impression is delivered to the manager. This write-up includes recommendations for bringing the issue to resolution, including who should be involved and exactly what the suggested intervention(s) are expected to accomplish.
- The manager approves this course of action.
- The intervention(s) proceed, and the manager is involved in or made aware of all related activities before they are implemented.
- Any changes from the agreed upon intervention(s) are reviewed and approved by the manager prior to implementation.
- As each action is completed, the consultant solicits feedback from the manager on the implemented processes and their impact upon the staff.
- When the intervention(s) are completed, the consultant reviews the results with the manager, and together they decide how to follow-up, evaluate and conclude the process.
- The manager receives a write-up of the entire OD process, as well as an invoice for OD services.
Intra-workgroup Interventions
When relationships within a work group threaten or begin to erode productivity, an intervention may be useful. The process and fees for such activity are identical to those for the Inter-workgroup Interventions discussed above.
Custom Trainings
Ocassionally, Penn will request that EAP consultants perform custom trainings designed to respond to specific needs, problems or situations within a school, department or organization (for example, Penn might request a training session that addresses diversity issues). When the EAP has existing training processes that cover the requested area, those trainings will be utilized at no charge.
Fees
There is no fee for initial consultations, as they are covered by the PENN Behavioral Health EAP contract. Nor are there charges for telephone consultations (unless interviews are done by phone), clerical, postage, paper, mileage, or administrative services.
For complex and time consuming OD undertakings, a flat fee can be
negotiated. In all other cases, billable service hours @ $195.00 per hour include:
- all data gathering activities
- time spent analyzing data
- subsequent formal face-to face meeting with the manager
- all intervention activities
- write-up time
- each individual coaching session
- meetings with managers/HR regarding targeted coaching interventions
- custom trainings
Reporting
For each OD request, an office liaison will be established to collect data, feedback and recommendations. All actions associated with OD activities—including interviews, data collection and analysis—will be clearly communicated and agreed to by the liaison prior to implementation. Time, cost and personnel expectations and estimates will be included.
The manager or liaison will receive a write-up following each intervention. In a targeted coaching process, write-ups will be sent to the referring manager and the recipient of the coaching.
Human Resources will receive monthly totals of OD activity. These will not identify the unit or manager.