The mission of The University of Texas M. D. Anderson Cancer Center is to eliminate cancer in Texas, the nation, and the world through outstanding programs that integrate patient care, research and prevention, and through education for undergraduate and graduate students, trainees, professionals, employees and the public.

The primary purpose of the Employee Assistance Program (EAP) Specialist:

Function: The EAP Specialist is tasked with providing comprehensive assistance services to employees, trainees, retirees, and their eligible dependents. This includes offering confidential mental health assessments, crisis intervention, management consultations, trainings, support sessions, coaching, case management, and referral services to address personal and professional challenges. The specialist also fosters a culture of wellness, resilience, and support within the organization through proactive outreach, intervention strategies, and collaboration with various departments and institutional leaders.

Scope: The position involves implementing EAP services tailored to the organization's needs and its workforce. Operating within the organization's core values, the specialist promotes health and wellness across the workforce and collaborates closely with other well-being-oriented departments, human resources, and management teams to ensure a holistic approach to employee assistance. Additionally, the specialist is responsible for maintaining accurate records, upholding privacy and confidentiality standards, and staying informed about the latest trends and regulations in mental health and employee assistance.

JOB SPECIFIC COMPETENCIES

1.EAP Client Assessment:

a.Conducts confidential and timely problem identification/assessment for employees who have work or personal concerns that may affect job performance.

b.Conducts comprehensive assessments of a wide range of mental health challenges, such as depression, anxiety, burnout, compassion fatigue, work-related stress etc.

c.Provides one-on-one and group sessions to assist employees and their eligible dependents dealing with personal or work-related difficulties.

d.Utilizes evidence-based therapeutic interventions tailored to individual employee needs.

e.Provides assistance and consultation to management, Human Resources, and others seeking to manage a troubled or impaired employee, cope with workplace trauma, maintain a safe work environment, and improve job performance.

2.Crisis Intervention and Risk Assessment:

a.Exhibits the ability to assess and respond effectively to crisis situations, including but not limited to incidents of self-harm, suicidal ideation, substance abuse, or traumatic events within the workplace.

b.Provides immediate psychological support and debriefing sessions for affected employees and their colleagues.

3.Resource Referral and Case Management:

a.Provides short-term assistance, case monitoring, and follow-up services to assist employees with work and personal concerns and help maintain a safe and productive work environment.

b.Maintains an up-to-date knowledge of community resources, mental health providers, and support services.

c.If needed, develops a comprehensive case management plan tailored to each employee's circumstances.

d.Monitors progress, evaluates outcomes, and adjusts intervention strategies as needed to ensure optimal employee support.

4.Training and Education Programs:

a.Designs and delivers educational workshops, seminars, and training programs centered on modern mental health subjects, tailored to meet the specific needs and concerns of employees.

b.Evaluates the effectiveness of training interventions through feedback mechanisms, surveys, and outcome assessments.

5.Program Management:

a.Designs and implements proactive initiatives to promote employee well-being.

b.Adheres to the highest standards of ethical conduct, confidentiality, and professional integrity in all aspects of EAP practice.

c.Maintains accurate and thorough documentation of all EAP interactions with employees.

d.Maintains familiarity with the organization’s HR policies, including leave of absence, return-to-work protocols, and accommodation requests.

e.Comprehend and identify the distinct stressors and mental health challenges experienced by the organization and its employees, to develop interventions to mitigate the challenges.

6.Stakeholder Collaboration:

a.Communicate effectively with internal stakeholders, including Human Resources, managers, and colleagues, to promote awareness of EAP services and facilitate referrals.

b.Participates in workforce committees focused on employee wellness initiatives, contributing insights and recommendations based on expertise in mental health and EAP services.

c.Provide orientation about EAP services, conducts related employee training, and participates in various activities and initiatives within Human Resources and the organization.

7.Professional Development:

a.Pursues ongoing professional development opportunities, such as workshops, conferences, and continuing education courses.

b.Stays informed about current best practices, evidence-based interventions, and ethical guidelines relevant to employee assistance and the field of mental health.

8.Other Duties as Assigned