Colorado State Employee Benefits

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					Department of Personnel & Administration



    EAP and Risk Management
     Collaboration, Synergy &
          Opportunities

         Cristina Valencia, Jon Richard, Randi Wood
        Department of Personnel and Administration
                      October 6, 2006


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DEPARMENT OF PERSONNEL AND ADMINISTRATION



         DIVISION OF HUMAN RESOURCES




 WORKFORCE    BUSINESS RISK &   TOTAL
 PLANNING     LOSS CONTROL      COMPENSATION




   RISK MANAGEMENT       C-SEAP

                                               2
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.



                                                           3
 Department of Personnel & Administration

                     Total Compensation
Consists 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.




                                                       4
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




                                                     5
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
                                                              7
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.



                                                           8
Department of Personnel & Administration

        RISK MANAGEMENT CLAIMS

        Claims Brought Under Federal Law
              EEOC
              FLSA
              FMLA
              ADA
              ADEA

        State Claims
               Whistleblower Retaliation

        Paid Out Of Risk Management Fund



                                           9
Department of Personnel & Administration

COST ASSOCIATED WITH EMPLOYMENT CLAIMS

    DIRECT COSTS             INDIRECT COSTS
    Defense costs             Lost productivity
       Attorney Fees          Absenteeism
       Discovery costs        Moral problems
       Depositions
       Expert Fees

     Payments to Plaintiff
        Settlement
        Back pay
        Front pay
        Punitive damages
        Expert fees
        Attorney Fees
                                                  10
Department of Personnel & Administration




           Jon Richard, PsyD
         Psychologist, C-SEAP




                                           11
 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”.




                                                                12
Department of Personnel & Administration

                 MENTAL 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.



                                                                   13
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
                                                                      14
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



                                                           15
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).




                                                                16
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)




                                                               17
  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?




                                                         18
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.




                                                                  19
Department of Personnel & Administration


             Randi C. Wood,
       LCSW, DCSW, CEAP


          Director, C-SEAP


                                           20
Department of Personnel & Administration




        Loss Reduction Pilot
           Conducted By
              C-SEAP

           Evaluation Indicators
                 August 7, 2006
                                           21
Department of Personnel & Administration

                    Regions
Pilot Regions:
   Region 1
   Region 3
   Headquarters
    (In Region 6)



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Department of Personnel & Administration

     Evaluation Indicators
    Short Term:
      Penetration - Managers, Supervisors,
       Lead Workers Trained
      Training Evaluations
      30 Day Follow-up Evaluations
    Long Term:
        Incidents and Type of Incidents
        By Region & Gender

                                              23
Department of Personnel & Administration


     Short Term Indicator: Penetration
    Managers, Supervisors & Lead Workers
      Number - 404
    Received Training: 8 of 15 sessions
     completed to date
      Trained - 246
    Penetration:
      Trained / Number = 246 / 404 = 60.9%



                                              24
 Department of Personnel & Administration


Short Term Indicator: Training Evaluations
     Attendees: 8 of 15 sessions completed to
      date
       246

     Training Evaluations:
       217

     Training Response Rate:
       217 / 246 = 88.2%



                                                 25
Department of Personnel & Administration

          Short Term Indicator:
      Training Evaluation Responses
   Response Scale:
    1 – Strongly   2 – Disagree   3 – Agree   4 - Strongly
       Disagree                                  Agree
   Provided me with useful information to
    improve my job performance and/or work life
    balance:
     3.29
   Would recommend C-SEAP service to others:
     3.37
                                                        26
Department of Personnel & Administration

          Short Term Indicator:
      30 Day Follow-up Evaluations
   Attendees: 8 of 15 sessions completed to
    date
     246

   30 Day Follow-up Evaluations:
     176

   30 Day Follow-up Response Rate:
     176 / 246 = 71.5%

                                               27
Department of Personnel & Administration

            Short Term Indicator:
         30 Day Follow-up Responses
    Same 4 Point Response Scale:
    Conflict Management training had a positive
     effect on your ability to manage performance
     and productivity. :
      2.91 = Agree
    Conflict Management training provided by
     C-SEAP has had a positive effect on your
     ability to prevent or resolve workplace
     conflict :
      2.96 = Agree                             28
Department of Personnel & Administration

     Long Term Evaluation Indicators
   Long Term Indicators:
       Numbers of Incidents
       Type of Incidents
       Type of Separation
       By Region & Gender




                                           29
Department of Personnel & Administration

                 Total Incidents 2002 – 2006
                                                           Incidents
   250
                      206

   200
 N                               160
                                            167

 u        147                                       142
   150
 m
 b
 e 100
 r
    50


     0
         FY 02       FY 03      FY 04      FY 05   FY 06

                             Fiscal Year
                                                              30
   Department of Personnel & Administration


                   Incidents 2002 – 2006: Type of Action

  180                                                                                  Corrective
  160                  143


N 140   118                              118
                                                                                       Disciplinary
u 120                                                    110


m 100                                                                    92
                                                                                       Grievance
b 80
e  60                                                                         48

r
                             42
                                                               38                      Linear
   40         24
                                  21           23
                                                    19              19                 (Disciplinary)
   20              5                                                               2
                                                                                       Linear
    0
                                                                                       (Corrective)
        FY 02          FY 03              FY 04          FY 05           FY 06

                                       Fiscal Year
                                                                                                      31
 Department of Personnel & Administration

                   Incidents 2002-2006: Gender

  180               168


  160                                        148
                                  138

N 140                                                   128
        119
                                                                   2002-2006 Male
u 120
m 100
                                                                   Incidents
b 80
                                                                   2002-2006
e  60
r                         38                                       Female Incidents
   40         28
                                        22         19
                                                              14
   20
    0
        FY 02      FY 03         FY 04       FY 05      FY 06

                               Fiscal Year


                                                                               32
     Department of Personnel & Administration

                                     Incidents 2002-2006:
                         Gender Rates Per 100 Employees
    8.00
                                  6.70
    7.00                   6.49
                                                                                      Male Incidents
N   6.00                                    5.33
                                                          5.71
                                                                                      Rates
                  4.94                                                  4.94
u   5.00   4.59
                                                                                      Female
m                                                  3.88
    4.00                                                         3.35
                                                                                      Incidents Rates
b
e   3.00                                                                       2.47   Linear (Female
r   2.00                                                                              Incidents
                                                                                      Rates)
    1.00                                                                              Linear (Male
    0.00                                                                              Incidents
           FY 02           FY 03           FY 04          FY 05         FY 06         Rates)

                                         Fiscal Year                                               33
Department of Personnel & Administration


                          Separations by Fiscal Year
                           CDOT Separations by Fiscal Year
    200

    180

    160                                                                           170


    140                                   149
N                                                                137
    120                                                                     128              Retirements
u
                          118                   118        116
m              109
    100                                                                                      Resignations
b
e    80   89                    91
                                                                                             Terminations
r
     60                                                                                      Linear (Resignations)

     40
                                     31               30               34
     20              24
                                                                                        14
      0
               2002         2003             2004            2005             2006*

                                          Fiscal Year
                                                                                                                     34

				
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