Organizational Change | Alcohol & Substance Misuse Evaluation Measures

Organizational change measures for alcohol and substance misuse^1-5

Employees with alcohol and substance misuse problems require ongoing support from employers. New programs can be added over time and evaluated periodically for their effectiveness. For best results, recognition of the benefits of diagnosis and treatment of misuse and co-occurring problems should become an inherent part of organizational change and corporate culture.

Measuring organization change is an assessment of company-initiated programs and policies that affect most employees regardless of their health status (e.g., establishing Employee Assistance Programs). These efforts need to be integrated for greatest effectiveness and will require time for full implementation. Regular measures of employee attitudes and program development are key in determining whether new programs are effective or require further adaptation to prevent continuing investment in ineffective efforts.

Baseline

• Determine workplace barriers to employee’s knowledge and use of education, diagnosis, and treatment programs for alcohol and substance misuse◦In particular, the stigma related to substance misuse may be a strong barrier
• Assess current workplace supported alcohol and substance misuse programs
  • List current alcohol and substance misuse options for employees through worksite and identify number of employees (i.e., participation) using each option. Examples:
    • Number of alcohol and substance misuse programs (e.g., education seminars and EAP services) and participation in these programs
    • Availability of educational materials on alcohol and substance misuse
    • Number of workplace communications/media campaigns regarding alcohol and substance misuse
    • Number of alcohol and substance misuse related policies
    • Number of partnerships with community resources such as local alcohol and substance misuse treatment programs or Alcoholics Anonymous
  • Determine costs of current company alcohol and substance misuse programs such as:
    • Staffing, equipment, and space
    • Employee time to participate in programs during work hours (e.g., education)
    • Costs of EAP services
  • Conduct survey of employee satisfaction with current workplace supported alcohol and substance misuse programs

Process

• Reassess barriers to employee’s knowledge and use of education, diagnosis, and treatment programs for alcohol and substance misuse
• Document steps taken and progress toward implementing each intervention selected 
  • List numeric goals in each form of intervention within a designated time period (e.g., 12 months from startup): 
    • Employee reach (e.g., number of educational pamphlets distributed)
    • Employee participation. These data should be collected anonymously
  • Describe timeline for implementation of each planned program (e.g., length of time and timing of tasks to develop, initiate, and conduct a mass campaign)
  • Create a baseline budget for new interventions including classes, instructors, classroom space, materials, etc
  • Identify opportunities for new partnerships with community groups who provide programs related to alcohol and substance misuse, such as Alcoholics Anonymous, Al-Anon, or public mental health services
• Reassess employee satisfaction regarding workplace supported alcohol and substance misuse programs such as EAP

Outcome

• Measure reductions in the number and type of employee barriers to knowledge and use of education, diagnosis, and treatment programs for alcohol and substance misuse
• Assess changes in workplace supported alcohol and substance misuse programs including progress in achieving goals and in implementation of each intervention (e.g., length of time and timing of tasks to develop, initiate, and conduct a mass campaign)
  • Measure changes in the number of alcohol and substance misuse options for employees through the worksite and changes in employee participation using each option before and after the alcohol and substance misuse program or campaign. Examples: 
    • Number of new programs developed and offered to employees and participation in these programs
    • Number of new educational materials developed and made available to employees
    • Number of new workplace communications/media campaigns, such as posters, brochures, and information on EAP services
    • Number of new workplace policies developed and implemented compared to baseline and adherence to the policy (i.e., determining the number of employees who have violated a worksite drug-free policy)
    • Number of new partnerships with community groups who provide programs related to alcohol and substance misuse, such as Alcoholics Anonymous, Al-Anon, or public mental health services
  • Assess changes in program costs from baseline
    • Increases in staffing or equipment needs due to new program offerings
    • Changes in employee participation time during work hours (e.g., education)
    • Changes in costs of EAP services
  • Assess changes in survey responses for employee satisfaction following program implementation of a workplace supported alcohol and substance misuse program and compare to baseline

Depending on goal success, evaluate the need to adjust workplace programs.