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Our Difference

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Referral Process

Unfortunately, when it comes to making referrals, more and more Employee Assistance Programs are choosing to cut corners here. They will collect the demographic information needed for making a referral and then mass email their affiliates who match the criteria gathered at intake. They will then pass along that referral information to the employee before confirming whether the affiliate can take the case. This shortcut leads to employees getting referrals to clinicians who they can’t reach, may not be able to take new referrals, or who are unable to see them for other reasons, resulting in significant customer dissatisfaction and more im- portantly, distrust of the EAP and its’ ability to help them. While doing it the right way takes significantly longer, we refuse to take shortcuts here. CompEAP verifies everything (Clinician availability, contact information, expertise) prior to giving the employee the referral as we understand that this first impression of the EAP is a huge indicator of whether employees call back and also how they speak about the service to their colleagues.


“I cannot overstate the value that CompEAP has provided for me. I mean it when I say that Josh’s counseling was life changing. To have this quality of care so accessible is nothing short of amazing.

Josh did not try to rush me off to a referral like some EAP companies would. He built a personal, lasting connection to make sure I got the help I needed in the way that was best for me. Josh was flexible to meet my schedule and was always there for me. Working with CompEAP was so easy, I wish I had started sooner. I use these lessons every day to maintain the relationships that matter most to me. I am a much happier person who appreciates and cares for what I have in my life. I do not know that this would be true if I had not picked up the phone and called CompEAP. My personal relationships and even my professional ones are much stronger and healthier now than ever. I am more productive, and I am better able to help the people around me because I am more in tune with myself.

You do not have to struggle or cope alone and you can find answers to your questions. Josh’s team at CompEAP can help.”

Kurt B.
Waters Reliability

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Responsiveness and Swiftness

A hallmark of CompEAP’s program is client responsiveness. Whether the source of the request is from an employee, or from a member of the HR or management team, CompEAP responds post haste. From something as simple as an employee emailing in with a benefit question, an HR manager requesting a consult, or assistance with a training initiative, CompEAP’s response time is rapid yet thoughtful. CompEAP also holds swiftness, or the ability to quickly pivot based on a clients needs, in very high regard. Projects, trainings and other initiatives that CompEAP are collaborating with a client company on will sometimes get postponed, rescheduled or change altogether on very short notice. We consider it our obligation to make sure that we are not only flexible with any changes but that we are an active part of the solution.

CompEAP offers a wide variety of quality consultative services to our employees and business. They work closely with HR and other business leaders on Performance Improvement Plans (PIP) to improve the production of our employees’ behavior and performance. They have been an extension of HR in providing us with key training programs around harassment, diversity, reasonable suspicion, and many others as well as consultative approaches to difficult problems.  They are also a very strong business partner in the program development, support and administration of our very successful Wellness Program. There contributions have helped lower health care costs and increased productivity.

I have worked with several Employee Assistance Programs but CompEAP provides a full-service program, flexibility, and alignment with our growing/changing business needs.  I have been working with CompEAP for the last five years and would highly recommend CompEAP as a top tier Employee Assistance Program

Kathrin Doyle Arena,
Corporate Human Resources Manage
Web Industries

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Industry-leading Utilization

At the end of the day, every customer wants to know the following:  How many of our employees are utilizing the service? While we are aware that utilization alone is not a sole measure for the quality of an EAP, it does indicate a few things. For starters, to get to double digit utilization (which we have consistently shown we can do for Waters), you need to consistently promote program awareness, year after year. It is not enough to go into any year without a sound promotional strategy, whether it is the form of increased onsite programming, training initiatives or email communication, it is essential to look at every year as if it is a “program launch year”. The second key to great utilization is “repeat business”. Maybe it’s an employee you helped last year, maybe it’s one from ten years ago, but what we know is that employees who have a good experience with your service come back and use it again. In addition, these employees become unofficial brand ambassadors for your services, encouraging and recommending other employees to use them.


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