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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
22
DEPARMENT OF PERSONNEL AND ADMINISTRATION
DIVISION OF HUMAN RESOURCES
WORKFORCE PLANNING
TOTAL COMPENSATION
BUSINESS RISK & LOSS CONTROL
C-SEAPRISK MANAGEMENT
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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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
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Department of Personnel & Administration
RISK MANAGEMENT ANNUAL BUDGET
WORKERS COMPENSATION $30,075,696 LIABILITY $6,170,969 PROPERTY
$5,846,006
(Premiums Only)
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Department of Personnel & Administration
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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Department of Personnel & Administration
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.
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Department of Personnel & Administration
RISK MANAGEMENT CLAIMS
Claims Brought Under Federal LawEEOCFLSAFMLAADAADEA
State Claims
Whistleblower Retaliation Paid Out Of Risk Management Fund
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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Department of Personnel & Administration
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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Loss Reduction Pilot Loss Reduction Pilot Conducted ByConducted By
C-SEAPC-SEAP
Evaluation IndicatorsEvaluation IndicatorsAugust 7, 2006August 7, 2006
Department of Personnel & Administration
2222
RegionsRegions
Pilot Regions: Region 1
Region 3
Headquarters
(In Region 6)
Department of Personnel & Administration
2323
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
Department of Personnel & Administration
2424
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%
Department of Personnel & Administration
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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%
Department of Personnel & Administration
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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
Department of Personnel & Administration
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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%
Department of Personnel & Administration
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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
Department of Personnel & Administration
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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
Department of Personnel & Administration
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
Department of Personnel & Administration
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
Department of Personnel & Administration
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
Department of Personnel & Administration
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)
Department of Personnel & Administration