NATIONAL SUMMIT
MONITORING AND EVALUATION OF EMPLOYEE ASSISTANCE PROGRAMME: STRATEGIC PLAN FOR EFFECTIVE CORPORATE WELLNESS PROGRAMME IMPLEMENTATION

VENUE: PAVILION HOTEL – DURBAN BEACH FRONT, DURBAN - KZN
DATE: 20-22 APRIL 2011

WHO SHOULD ATTEND?
•    HR Managers; EAP Managers and Supervisors
•    EAP Team Leaders
•    EAP Coordinators
•    HR Practitioners
•    Any person interested in establishing and managing an Employee Assistance
Programme. 
ABOUT THE SUMMIT
This three-day summit is designed to provide new Employee Assistance Program (EAP) officials with the knowledge and skills that will enable them to effectively carry out their roles and functions within the organisation's Employee Assistance Program.
WHY YOU MUST ATTEND?
•    Acquire basic computer database management skills useable for practical EAP M & E purposes
•    Use the model of the monitoring and evaluation cycle in his or her practice and management of EAP and corporate wellness programme
•    Apply the principles of monitoring and evaluation to his or her M & E experience in usual work situation  
•    Successfully develop your employees and increase productivity in your organization
ACCREDITATION:
The EAP programme is accredited and aligned to SAQA unit Standards. Delegates who successfully complete the programme will obtain Certificates of Competence. 
SAQA ID: 116921, 114879, 12459   I   NQF Level: 5   I No. of Credits: 26
•    Identify appropriate basic quantitative and qualitative research methods applicable to M & E processes
•    Draw the line between responsibility towards the employee and profitability
•    Demonstrate your organisation’s responsibility regarding your employee’s occupational health
•    Prevent problems facing employees from escalating into potentially catastrophic situations

•    Equip your management to identify behavioural patterns associated with work and personal difficulties
•    Improve program design by integrating disparate wellness initiatives into a full-scale, cohesive program reinforced by industry best practices
•    Minimize risk using carrot-and-stick models to incite behavioral change across the employee population
•    Reduce medical spend with innovative programs that enhance a seamless user experience
•    Increase engagement levels with advanced employer-driven communications efforts, technology and social networks
•    Ensure sustainable policies and practices by streamlining efforts across internal services and aligning best practices
Expected Outcomes:
•    Develop an EAP policy and procedure suitable to your organisations employee needs

•    Train your management team to recognise and respond to a troubled employee

•    Follow disciplinary procedures that comply with the LRA and Code of Good Practice

•    Practice effective case management by keeping defined confidentiality rules

•    Raise employees’ awareness of the assistance available to them

SUMMIT FEES: R5, 999.99 (Excl. VAT)

EARLY BIRD REGISTRATION: R5, 500.00    SAVE: R500.00!

TO QUALIFY REGISTER BEFORE: 31.03.2011

NATIONAL SUMMIT FACILITATION METHOD
•    Interactive facilitation 
•    Learning by participation and Group work
•    Team-building techniques 
•    Power-point presentations
•    Teaching of principles
•    Post session Feedback 
•    Daily recap
•    Home Assignments (POE)
•    Course evaluation: NO TESTS! NO EXAMINATIONS!!

ABOUT THE PRESENTERS
Ms Kate Moodley – General Manager, Momentum
Michael Sissison – Clinical Psychologist, Wanderers Wellness Centre
Sibongile Mohale – EAP Specialist & Consultant, SASOL
Gary Lewis – Programme Manager, United Nations Office for Drugs and Crime Southern Africa
Dr Desire Timngum – M&E Consultant for Timngum Institute for Monitoring and Evaluation & CEO for Spectrium (PTY) Ltd
Yvonne Mamogotsi – Regional Manager, Road Accident Fund (RAF)

NATIONAL SUMMIT PROGHRAMME

DAY ONE

Time    PROGRAMME DESCRIPTION
08h30 – 10h30    Legislative context of Employee Assistance & Corporate Wellness Programmes
•    Legal environment and organizational obligations on EAPs and corporate wellness
•    LRA and the Basic Conditions of Employment
•    Linking Occupational Health and Safety with EAP
•    Discuss Occupational Injuries and diseases legislation and the role of employers on worker compensation
•    Linking Company policies and procedures to legislation
•    Employer and employee obligations under the Legal framework

Fundamentals of Employee Asssistance Programme
•    Definition of EAP
•    Why is an EAP an effective tool?
•    Implementation of an EAP
•    EAP Models
•    EAP as a Strategic Intervention
•    EAP Principles
•    Requirements for an effective EAP programme
•    Success Criteria for EAP Services
10h45 – 12:45    Management & Coordination of EAP Programme
•    Management roles and responsibilities
•    Key Performance Areas of EAP officials
•    EAP Advisory Committee Structure and Functioning
•    Coordination framework
•    Confidentiality and ethics for EAP Officials
•    How to Conduct referrals and Screenings

Absenteeism Management
•    What is absenteeism?
•    Examine Causes of absenteeism
•    Examine effects of absenteeism on the organization
•    The impact of organizational processes on absenteeism
•    Absenteeism management policy and procedure
13h45 – 14h45    Needs Assessment for an EAP Programme
•    What is a needs assessment?
•    Modern methods in conducting employee health risk assessments
•    360 Degree Feedback
•    Employee self assessment tools
•    How to conduct an organizational wellness survey
•    How to design a needs assessment tools
•    Data collection methods
•    EAP Data analysis
•    EAP Report Writing
15h00 – 16h30    Instituting Disciplinary Hearing within the LRA Framework
•    What is discipline?
•    LRA Code of Good Practice
•    Disciplinary Policy and Procedure
•    Evidence Management
•    Chairing the Disciplinary Hearing
16h30    End of Day One

DAY TWO
Time    PROGRAMME DESCRIPTION
08h30 – 10h30    EAP Marketing Strategies for officials
•    EAP Communication Plans & Process
•    EAP Marketing Basics and Activities
•    How successful EAPs are marketing their programs to employees
•    Communicating your EA Program to your employees
•    Spelling out the benefits of your EAP to your various constituents
•    Performance metrics and benchmarks
•    EAP Communication techniques
•    Practical ways to develop your relationships with prospective customers
•    Your internal and external ‘image
•    EAP Campaign and Road show tactics
•    Writing EAP messages

Integrated EAP with Employee Wellness Programme
•    Improve program flexibility and efficacy by understanding the importance of the individual's stage of readiness
•    Support behavior changes with a well-structured incentive program
•    Ensure organizational support for sustainability with a program specific governance model demanding leadership accountability within complex corporate structures
•    Reducing Workplace accidents
10h45 – 12:45    Drug Use and Substance Abuse in the Workplace
•    What is drug abuse in the workplace?
•    How to determine employee drug abuse
•    How workplace drug abuse affects the workforce
•    Examine drug trends in the workplace
•    How to address employees with substance abuse problems
•    Drug use in the workplace: why drug use is more than a personal issue
•    Workplace drug abuse management plan and strategy
•    Discuss workplace drug abuse policy and procedures

Managing Workplace Violence and Counseling
•    Explain workplace violence
•    Policy and procedures on workplace violence
•    Roles and responsibilities of wellness officials
•    Workplace violence preventative measures and methods
•    Methods of identifying potential violence situations
•    Discuss strategies on how to respond to violence incident
•    Information management and disclosure tactics
•    Violence investigation tactics and strategies
13h45 – 14h45    Sexual Harassment Management
•    In-depth understanding of the key definitions of sexual harassment
•    Understand the historical context in which sexual offences occur in South Africa
•    Define the different offences which may be categorised as "sexual offences"
•    Provide support using appropriate referral systems for victims of sexual offences
•    Sexual harassment and the law
•    The negative effects of sexual harassment on organizations and individuals
•    Apply relevant strategies of "self care" to support victims of sexual offences
•    How to recognize and discourage illegal behavior
•    How to respond to sexual harassment from both the employee’s and manager’s perspectives
•    Understand strategies and programmes aimed at perpetrators of sexual offences
•    Fostering a safe and comfortable work environment
•    Judging behavior as a reasonable person
•    Proper procedures for reporting sexual harassment
•    Prevention and response tools for unwelcome behavior
15h00 – 16h30    OHS consultation strategy in the workplace 
•    Workplace Health and Safety
•    The Role of OHS Consultation in the Workplace
•    Effective OHS Consultation in the Workplace
•    Systematic Management of Health and Safety
•    Continuous Improvement of OHS Systems
•    The Occupational Health and Safety Act, 85 of 1993
•    What is OHS?
•    What are the purposes of the OHS Act and the scope of application?
•    Discussion of OHS General Regulations
•    Examination of Health Regulations
•    Examination of Mechanical Regulations
•    Explanation of Electrical Regulations
•    What are the roles and responsibilities of employers?
•    Explain duty towards other people
•    Explain duty of manufacturers and suppliers
•    What are the roles of Health and Safety Committees Members?
•    The composition of the Health and Safety Committee in the organisation
•    Examine the roles and responsibilities of safety representatives
•    What is the duty to inform and implications?
•    What are other employer duties in relation to OHS?
•    Explain the roles and responsibilities of employees
•    Strategies to get employees involved in OHS

Stress Management
•    The role of employment equity legislation in dealing with stress and employee health
•    Discuss stress and impact on employees
•    Anger management techniques
•    How to plan, organize, lead and control job stressors
•    Strategies for managing workplace stressors
•    Examine techniques for managing difficult employees
•    Strategic stress management tips
•    Methods and techniques to cope with physical and mental stress
•    Explanation of positive and negative stress
•    Identify the symptoms of stress overload.
•    How to balance KPA/KPI and social life
•    Design and develop techniques and strategies to manage difficult situations
•    Explain stress reduction techniques to help manage stress
•    Begin planning long-term protection against the cumulative effects of stress
•    How to deal with your superiors, supervisors and managers
•    The role of employees in managing work stress
•    The role of supervisors and managers in reducing stress
•    How to use emotional intelligence in stress management
•    Time as a factor of stress management
•    Diversity as a tool of stress management
•    Legal implication of stress in the workplace
•    Health and work stress issue management
16h30    End of Day TWO

DAY THREE

Time    PROGRAMME DESCRIPTION
08h30 – 10h30    Monitoring and Evaluation of EAP & CORPORATE WELLNESS PROGRAMNMES
•    Principles of EAP M&E
•    EAP M&E Framework
•    Programme management Cycle
10h45 – 12:45    •    EAP Strategic Planning Framework
•    Planning EAP Evaluation (TOR)
•    EAP M&E Indicators and plans
•    EAP M&E Project Team and roles and responsibilities
•    Analysing Issues, and preparing an EAP action plan
13h45 – 14h45    •    Designing EAP M&E Tools
•    How to get Partners involved
15h00 – 16h30    •    Presentations and case study analysis
16h30    End of Summit