Case Study

Top Rated Private K-12 School

Industry: Education

Challenge

A top-rated private K–12 school was seeking a more professional and comprehensive employee support partner after becoming dissatisfied with the capabilities and service quality of its previous Employee Assistance Program (EAP) provider. School leadership wanted a partner that could not only provide high-quality counseling services for employees, but also support broader human capital and leadership initiatives.

In addition, the school recognized the importance of making informed hiring decisions for key leadership and management positions and wanted access to more advanced assessment and evaluation tools during the recruitment process.

Solution

The school partnered with MYgroup to provide confidential counseling and employee support services as part of its EAP program. Employees were able to access counseling resources for both personal and work-related concerns, either voluntarily or through formal referrals. The organization valued the professionalism of MYgroup’s clinicians, the comfortable environment provided for in-person services, and the overall quality of care and guidance available to staff.

Beyond EAP services, the school also engaged MYgroup to support executive and managerial hiring decisions. MYgroup utilized personality assessments, cognitive evaluations, and additional candidate interviews to help assess leadership potential and organizational fit for key positions. Following the evaluation process, MYgroup provided detailed feedback and hiring recommendations to school leadership.

Results

MYgroup became a valuable partner in both employee support and leadership development efforts. The organization’s hiring assessment process helped the school make more informed management decisions, reducing uncertainty and strengthening the overall leadership team.

At the same time, employees across all areas of the school — from operational staff to senior leadership — benefited from access to confidential counseling and support services that helped address a wide range of personal and workplace challenges.

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?