Procedural
Requirements
Effective Date: March 16, 2023
Expiration Date: March 16, 2028
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NASA Procedural Requirements |
NPR 1800.1E Effective Date: March 16, 2023 Expiration Date: March 16, 2028 |
| | TOC | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | AppendixA | AppendixB | AppendixC | AppendixD | ALL | |
5.1.1 EAP providers may be civil service or contractor personnel.
5.1.2 Where conflicts exist between local or state mental health laws and requirements and Federal EAP laws and requirements, the most stringent will take precedence.
5.2.1 The OCHMO shall:
a. Designate an Agency EAP Manager. Duties will include frequent coordination and communication with Center EAP providers, clinicians, and other stakeholders involved with ensuring the mental health and wellness of employees.
b. Provide Centers with guidance, policy, and recommendations on the implementation of EAPs.
c. Conduct periodic reviews at Centers to assess EAPs.
5.2.2 Centers shall, at a minimum:
a. Provide sufficient resources and clinician staff for employees eligible for program benefits.
b. Ensure civil service employees and their immediate family members are provided assistance with confidential, short-term psychological assessment and referral and short-term resolution of issues related to work and family life that may affect their health and well-being; the employee’s and/or co-workers’ safety; or employee job performance, attendance, and productivity regardless of employee location or notify employees of geographical limitations.
c. Ensure EAP services are convenient, private, no-cost, and strictly voluntary.
d. Incorporate the requirements listed in this section, as well as other program requirements, associated with EAP support into EAP provider contracts.
e. Encourage employees to use the EAP by promoting this benefit through a variety of mediums.
f. Schedule and conduct meetings between the Center Director and EAP providers/clinicians at least twice per year to discuss the mental health of the Center's workforce, including trends, recommendations for improving the program, and status of Center outreach initiatives. Clinicians possess the unique expertise and insight into the Center workforce that may not be communicated adequately through another program representative (e.g., OH program manager) to the Center Director.
g. Maintain regular communications with EAP providers to gauge the mental health of the workforce.
h. Ensure EAP providers/clinicians are furnished with an e-mail account that affords encryption capabilities for protected communication to and from the Agency EAP Manager.
i. Ensure a formal Center CISM plan/process/instruction is in place.
j. Ensure employees potentially affected by critical incidents have access to EAP support.
k. Ensure each onsite EAP provider has access to a panic button to use in any situation wherein they are unable to summon assistance from protective services using other methods.
l. Arrange for in-person or dedicated consistent clinician support to employees during unique circumstances (e.g., post-CISM events) if the Center’s EAP model is consortium-based and/or features only a part-time onsite clinician.
m. Implement a method, and include in EAP provider’s contract, that ensures professional mental health support is available to Center employees during regular business hours whenever the clinician is unavailable due to vacation, illness, offsite training, emergency, or any other event wherein there is no phone or in-person coverage. The Agency after-hours emergency EAP phone number is not available for this purpose.
n. Ensure the clinician's attendance at a minimum of one OCHMO-led event per year to collaborate with other EAP clinicians, discuss best practices, share professional expertise, and otherwise foster beneficial working relationships across the Agency.
5.2.3 The Agency EAP Manager shall, at a minimum:
a. Implement and promote Agency EAP plans and initiatives.
b. Coordinate with, assist, and communicate with Center EAP providers and other EAP stakeholders.
c. Conduct periodic meetings with EAP providers and stakeholders to discuss current issues, trends, staff changes, and administrative matters related to Center EAPs.
d. Provide the status of issues related to the Agency's EAP and results of Center-by-Center utilization reports to the OCHMO senior managers and other stakeholders, when applicable.
e. Aid EAP providers regarding additional support required during unique circumstances (e.g., CISM or CISM-like events).
f. Arrange Center CISM team educational sessions, where applicable.
g. Advocate for individual Center EAP contract adjustments.
h. Assist with and promote Center EAP initiatives.
i. Review Center EAP-related draft documents, policies, and correspondence to provide feedback.
j. Coordinate assessments of EAP OH reviews to identify strengths and weaknesses and ensure compliance with Center contract requirements, Agency policies, and Federal regulations.
5.2.4 Where the EAP model used is a consortium and/or where assigned contractor clinicians are only part-time, Center civil service employees supporting EAP shall:
a. Coordinate and communicate with Center program offices and management (e.g., safety, protective services, human capital, ombuds, and diversity) regarding EAP outreach and initiatives.
b. Ensure EAP is promoted actively, frequently, and with outreach extending to all Center personnel, including those whose duty stations are in other locations.
c. Serve as a liaison between the Center and Agency EAP Manager regarding utilization reports and data requests.
d. Coordinate with EAP providers/clinicians, appropriate Center program representatives (e.g., human capital, safety, emergency response, and protective services) and management to ensure a Critical Incident Stress Debriefing process is established as part of the Center’s CISM plan/process/instruction.
e. Conduct EAP administrative responsibilities (e.g., promotion, outreach, coordination of speakers, acting as a conduit to relay non-confidential information to EAP providers).
5.2.5 EAP providers/clinicians shall, at a minimum:
a. Implement EAP policies and programs as described in this requirement.
b. Counsel and assist employees on a variety of issues, to include work concerns, family life, and alcohol and drug abuse problems in accordance with Federal Agency requirements, 5 CFR § 792, Federal Employees’ Health, Counseling, and Work/Life Programs.
c. Serve as the primary EAP point of contact for Center management and personnel.
d. Provide guidance and feedback to Center management and supervisors on work-related issues.
e. Participate in meetings scheduled by the Agency EAP manager.
f. Provide assessments, short-term counseling, referrals, and educational and outreach presentations to employees, including supervisors and managers.
g. Communicate and coordinate regularly with their EAP CORs/technical monitors to ensure the continuity and quality of the EAP.
h. Participate, coordinate, and/or contribute subject matter expertise to Center meetings, initiatives, and events (e.g., threat assessments, safety meetings, health/safety fairs, equal opportunity and diversity activities, and emergency management drills).
i. Ensure that management, supervisors, team leads, and employees are notified about available EAP benefits, including identifying methods to ensure offsite employees (e.g., those stationed at other Centers and remote workers) receive information.
j. Offer educational sessions, consulting, and coaching to managers, supervisors, team leaders, and similar personnel.
k. Establish and implement a confidential anonymous method to obtain Center-wide employee feedback to measure and track the degree of the workforce’s awareness of the EAP and its effectiveness.
l. Provide utilization reports as requested to the Agency EAP manager.
m. Coordinate with the COR/technical monitor to determine whether an onsite critical incident response team is warranted (the EAP model utilized by a Center may dictate the need for a formal onsite Center peer team).
n. If applicable, establish and provide periodic educational sessions for a CISM peer team (members are volunteers, with contractor personnel volunteers required to obtain appropriate permission to participate).
o. Make requests to the Agency EAP manager for additional temporary clinician support to respond to a critical event.
p. Notify the Agency EAP manager of all incidents that required implementation of CISM or CISM-like support.
q. After a CISM or CISM-like support, meet with Center emergency management personnel, medical first responders, and management to identify the employee(s) who may need immediate support.
r. Attend, at a minimum, one OCHMO-led event per year to collaborate with other clinicians, discuss best practices, share professional expertise, and otherwise foster beneficial working relationships across the Agency.
5.3.1 Centers shall utilize EAP providers who are licensed or certified in their state to provide mental health counseling.
5.3.2 EAP providers shall have knowledge and expertise about human behavior and mental health applicable to productivity in the workplace (e.g., alcohol and substance abuse, healthy functioning of the workplace, labor relations issues, organizational dynamics, and resolving concerns such as marital, family, financial, legal, emotional stress) and be familiar with EAP requirements and all EAP-related laws and regulations, including Confidentiality of Substance Use Disorder Patient Records, 42 CFR pt. 2, as well as drug treatment/rehabilitative insurance coverage that may be available to employees.
5.4.1 5 U.S.C. § 552a applies to all EAP records. Employees who utilize EAP support and who are dealing with alcohol and drug problems are further protected by 42 CFR pt. 2. Depending on where EAP services are provided, state laws and regulations, where applicable, and/or professional association guidelines may afford additional protection. Exceptions to the confidentiality provisions are noted in section 5.4.4(b).
5.4.2 Managers and supervisors shall inform employees about the confidential nature of EAP services.
5.4.3 Human capital representatives, clinicians, and others shall inform employees about the availability of EAP, EAP confidentiality policies, and methods of accessing EAP during orientation and training activities.
5.4.4 At the initial visit to the EAP, clinicians shall:
a. Provide employees with a written Statement of Understanding (SOU) concerning the confidential nature of EAP services, including 42 CFR pt. 2 requirements. For Centers’ convenience, an OCHMO-developed SOU template is available on the OHP website.
b. Ensure the SOU includes a description of instances where discreet employee information discussed in counseling may be disclosed to a third party (e.g., danger to self or others, suspected child abuse, or neglect).
5.5.1 Regular and routine access to EAP records is limited to clinicians working directly with EAP clients.
5.5.2 Employee's written permission is required before any EAP records disclosure is conducted.
5.5.3 An employee's written consent is required to discuss any confidential information with supervisors, human capital representatives, union representatives, and other similar offices or programs, without regard to the type of problem the employee is experiencing. All consent forms will incorporate requirements of 42 CFR pt. 2.
5.5.4 EAP providers shall:
a. Not release any information, except when required by law, without signed consent from the employee, regardless of the issues discussed during counseling.
b. Provide information to employees and their representatives (e.g., legal or union) on how to legally access EAP records.
c. Treat any disclosure of EAP records without consent with the strictest confidence and comply with applicable Federal and state laws.
Note: Records disclosed without the employee's written consent are only permitted in a few specific instances, see exceptions in 5.4.4(b). Nothing in this section restricts or prevents a clinician from complying with the duty to report that which is mandated by Federal or state law.
d. Notify the OCHMO Director, Health and Medical Systems and the Agency EAP Manager when a determination for disclosure of an EAP record without consent has been made.
e. Forward any request or subpoena for records to the Office of the General Counsel at the applicable Center.
f. Ensure employees and supervisors understand the only information available to supervisors is whether performance/conduct-referred employees made or kept their appointment during official duty hours.
Note: Different requirements may apply for using sick leave related to drug free workplace cases.
g. For situations where employees have consented to disclose information to their supervisors, limit the disclosure to confirmation of the employee’s attendance at the EAP, employee’s cooperation with the program, and a general description of treatment (e.g., drug free workplace rehabilitation) plans that may interfere with the workplace.
h. Encourage the supervisor, during instances where the supervisor is aware of the employee’s involvement with EAP, to notify the clinician of any changes in the employee's work performance or conduct and any corrective actions taken, since these actions may have an impact on the employee's EAP counseling plan.
i. For any EAP client information disclosed, include a signed statement to accompany the disclosed information, prohibiting further secondary/additional disclosure unless the employee has expressly provided written consent and allows for further disclosures.
j. Include secondary/additional disclosure statements with all information released in writing or sent separately if the information was released orally.
k. Place a copy(ies) of the signed release and a description of the material released in the employee's confidential EAP record.
5.6.1 Employee utilization of EAP regardless of referral method, is voluntary. The types of referrals are listed in Table 5-1, EAP Referral Types:
5.6.2 Employees are permitted to meet with an EAP Clinician during normal business hours.
5.6.3 After hours.
a. OCHMO maintains a contract with an after-hours urgent EAP service for employees in crisis. Weekends, Federal holidays, and after their Center’s regular business hours on weekdays, employees may contact the after-hours vendor using a toll-free number for urgent and non-routine matters.
b. Professional counselors shall provide temporary assistance until the Center's EAP clinician is available.
c. Centers may also provide after-hours support utilizing their specific contracted EAP provider.
Table 5-1. EAP Referral Types
| Self-Referral | Self-seeking EAP assistance by an employee who thinks that they may have an issue that should be discussed with a mental health professional. |
| Supervisor/Management Referral | A formal referral to the EAP, usually as a result of employee performance or misconduct, or due to an employee who is identified as using/abusing drugs as referenced in an executive order, Federal regulations or NASA policy. |
| Self-Identification | Self-seeking EAP assistance by an employee who admits to drug abuse to their supervisor or to others and seeks rehabilitative assistance prior to being identified through other means. Sometimes referred to as “Safe Harbor.” |
| Other Referral | Employee referral to the EAP by a union official, medical review officer, health professional, or through any means other than a self-referral or formal referral. |
5.6.4 For Centers utilizing a part-time EAP provider or a consortium EAP model, Centers shall designate a civil service representative to conduct activities that support the program (e.g., coordinating, promoting, and soliciting Agency EAP Manager/supervisory support for Center program offices, posting information about EAP benefits, coordinating EAP presentations to Center employees, and ensuring EAP information is provided in new employee orientations).
5.6.5 EAP providers shall:
a. Provide services in four categories:
(1) Individual services: Assessment, treatment planning, referral, short-term counseling, and follow-up.
(2) Managerial/supervisory support: Assistance with employee EAP referral, new supervisor coaching, support employees returning to work, employee conduct and performance guidance, and coordination regarding employee drug free workplace/substance abuse treatment.
(3) Organizational assistance: Provide support for issues such as workplace violence awareness, crisis management, support groups, employee orientations, drug free workplace awareness, and other behavior that may impact productivity, cooperation, or attendance.
(4) Administrative support: Generating correspondence, preparing and sending reports/data, setting up appointments, identifying and updating EAP website content, posting information and resources across the Center to promote EAP, and entering client notes into the EAP system of records.
b. Work cooperatively and establish outreach partnerships with Center offices such as human capital, employee relations, equal opportunity, safety, security, and clinics on work-related issues that potentially affect an employee’s performance, productivity, and safety.
c. For Centers utilizing EAP consortium models and/or the Center’s contractor EAP clinician is part-time, the Center civil servant employee supporting EAP may be responsible for conducting some of the activities described in paragraphs 5.6.5.a(3), 5.6.5.a(4), and 5.6.5.b.
5.7.1 Centers shall:
a. Develop a formal, written Center-specific CISM plan, procedure, program, or instruction (hereinafter, plan) that is periodically reviewed/revised and includes the following elements:
Note: Examples of critical incidents that could affect an employee directly or indirectly include natural disasters (e.g., tornadoes, hurricanes, floods, fires and earthquakes), man-made disasters, major mission failures, terrorism, homicide, colleague’s sudden death or suicide, victim or witness to violence, kidnapping, and hostage situations.
(1) Identify formal methods to be used by Center management, clinicians, emergency management and response employees, security, medical first responders, onsite medical employees, safety, human capital, and supervisors to ensure all employees maintain an awareness and knowledge of the Center's mental health assistance to potentially impacted employees.
(2) A description of the following:
(a) Plan date, the point of contact for questions about the plan, and subsequent revision dates.
(b) Formation, training, and maintenance of a CISM peer team or method used to arrange for an external equivalent resource to support the mental health and recovery of potentially impacted Center employees.
(c) Method(s) used to educate Center employees involved in emergency response and CISM activities.
(d) Methods or agreements in place to notify non-NASA community partners if they are to assist in post-CISM support and/or CISM training.
(e) Timeline, participants, and goals of post-CISM lessons-learned meetings to identify weaknesses, strengths, and elements that should be changed/improved.
(3) Plan for critical incident stress debriefings. Items to consider include:
(a) Selection of volunteers from various programs to participate.
(b) Identification of impacted employees.
(c) Notification of appropriate employees/participants of the debriefings.
(d) Notification to supervisors and employees of the availability of EAP support.
(e) Roles and responsibilities of other offices, programs, employees (e.g., human capital, clinicians, supervisors/managers, and non-NASA community partners).
(4) Depending on the Center’s choice of EAP model and contract requirements, CISM support may be provided by an external EAP provider. If the Center’s CISM support is provided by an external EAP entity, the Center’s plan/procedure/instructions should describe the arrangements, procedures, and protocols in place.
b. Implement, maintain, and review the CISM plan annually, updating when necessary.
c. Incorporate CISM support and activities into the Center’s emergency response plan.
5.8.1 Centers maintain a Workplace Violence Prevention Program. See NPD 1600.3, Policy on Prevention of and Response to Workplace Violence. This program provides Center Directors with the discretion of designating a Center EAP provider as a temporary or permanent member of the Center's Threat Assessment Team (TAT).
5.8.2 EAP providers selected to serve as a temporary or permanent member of a Center’s TAT shall:
a. Be familiar with the NPD 1600.3, Policy on Prevention of and Response to Workplace Violence.
b. Assist Center program offices (e.g., human capital, protective services, and safety) with workplace violence prevention employee training and other awareness and prevention activities, when requested.
c. Assist with the review and assessment of workplace violence-related incidents involving psychiatric, alcohol, or drug-related behavior, or any other similar situation, when requested.
d. Ensure that support for stress, grief, and security concerns are offered to employees after workplace violence events.
e. Consult and coordinate with the Center TAT when the potential for violence exists or an actual incident is reported.
f. Consult and coordinate, if necessary, with the Center CISM peer team when the potential for violence exists or an actual incident is reported.
g. Consult with Center supervisors, when requested, to identify specific problem areas and develop action plans to resolve problems in the early stages and help in the prevention of workplace violence through:
(1) Early involvement in organizational changes.
(2) Training employees in conflict resolution, incivility, and communication skills.
(3) Training supervisors to handle problems early, without trying to diagnose the employee's problem.
(4) Making recommendations to address workplace stress and violence issues.
(5) Identifying ways to deal with uncomfortable or threatening situations.
(6) Discussing problems that can adversely affect job performance and conduct with employees.
(7) Assisting employees with other problems that may underlie potentially violent situations.
5.9.1 Pursuant to NPR 3790.1, NASA's Domestic Violence, Sexual Assault, and Stalking Response Plan, EAP providers shall assist with Center domestic violence awareness, prevention, and response.
5.9.2 Centers shall:
a. Take all reports of abuse seriously and refer the victim for EAP assistance.
b. Provide victim description of assistance and referral which includes:
(1) Human capital, legal, and protective service employees available to support the victim when an abuser has access to the Center where the victim is employed.
(2) Assurance of victim confidentiality.
(3) Description of how safety and security of the victim and co-workers will be ensured, especially if the abuser works onsite or has access to the Center.
c. Post information throughout the Center in strategic locations (e.g., restrooms, break areas, medical clinic, and locker rooms) regarding internal and external resources available (e.g., telephone numbers) for victim assistance.
5.9.3 EAP and other Center program offices working with victims shall develop a safety plan that may include:
a. Advance options to leave the abusive situation (e.g., making arrangements for children and pets living in the victim's home, identifying legal or enforcement assistance notification and requirements that may be needed, securing important documents that the victim needs to take when leaving, and developing a contingency plan if the initial plan cannot be implemented).
b. Recommended methods of protection during violent incidents.
c. Identification of and coordination with relatives, friends, or others who can provide victim support.
5.9.4 EAP providers shall assist with domestic violence awareness and prevention by:
a. Informing the Center workforce annually about EAP support and point(s) of contact who can answer questions about Agency and Center policy and procedures.
Note: This activity may be in conjunction with other Center program efforts (e.g., health fairs, safety fairs, and publicizing the availability of online learning courses) or OCHMO-coordinated presentations on domestic violence measures.
b. Providing and publicizing current resources (e.g., NASA internal websites, posters, awareness campaigns, flyers, and presentations) to the Center workforce.
c. Assisting supervisors responding to employees potentially affected by domestic violence.
d. Providing employees, upon request, with information regarding NASA, local, and/or national referrals for support, including how employees can contact Center protective service representatives and/or other local law enforcement personnel.
e. Providing guidance and training, upon request, to Center supervisors, managers, security employees, safety employees, and medical clinic staff and healthcare employees regarding the nature and dynamics of domestic violence, physical and behavioral signs of domestic violence, and signs of unusual performance or emotional instability.
5.10.1 OCHMO shall conduct reviews of Center EAPs in accordance with the requirements contained in chapter 7. Examples of areas reviewed include an assessment of:
a. EAP staffing level adequacy.
b. Center annual OH review (self-evaluation) or third-party EAP evaluation during off years in which an Agency triennial OH review is not conducted.
c. EAP success in meeting Agency objectives and goals.
d. EAP availability and accessibility.
e. Overall program effectiveness, including successful outreach to Center employees who are temporarily or permanently located in out-of-state duty stations or working remotely away from a NASA Center.
f. Content and maintenance of a Center-specific EAP website.
g. Types and frequency of outreach and education programs.
h. Frequency of EAP and center management meetings to discuss status of workforce mental health.
i. Status of partnerships with other Center offices such as human capital, equal employment opportunity, ombuds, protective services, medical, fitness, and safety.
j. Case records maintenance and confidentiality.
k. Adherence to the Center’s EAP contract and Center-specific policies, procedures, and instructions.
5.11.1 General
5.11.1.1 EAP records, whether written, verbal, or electronic, generated or maintained by EAP clinicians are considered personal mental health files. Records may include records of family members and dependents and include, but are not limited to:
a. Performance/conduct (leave and attendance; alleged inappropriate behavior or workplace violence; management referral interventions; illegal drug or alcohol use).
b. Test results for use of illegal drugs; test results for alcohol consumption on the job; substance abuse assessment, treatment, aftercare, and monitoring records.
c. Records documenting nature of an individual's problem and participation in a treatment or rehabilitation program.
d. Records documenting treatment by a private therapist or a therapist at a Federal, State, local government, or private institution.
e. 5 U.S.C. § 552a and signed written consent forms.
f. Psychosocial history and assessments.
g. Client medical records.
h. EAP client correspondence.
i. Clinical and education interventions.
j. Records of attendance at treatment, kinds of treatment, and counseling programs.
k. Identity and contact information of treatment providers and/or facilities.
l. EAP internal notes and documentation.
m. Client insurance data.
n. Intervention outcomes.
5.11.1.2 All EAP records (electronic and hardcopy) maintained onsite at a Center or component facility are the property of NASA, including records created and maintained by contractor EAP providers. Contractor EAP providers are the custodians of EAP records while under contract to NASA. Contractor EAP providers, per their contract, shall:
a. Make paper-based documents part of the EAP electronic system of records.
b. At contract termination, transfer original client records stored onsite at a Center to the successor EAP provider, consistent with Federal, state, and Agency confidentiality requirements, whichever is the more protective.
Note: Consortium EAP providers used by Centers are excluded from this requirement due to the extensive network of different individual providers supporting NASA employees and their families.
5.11.1.3 EAP records retention is governed by NRRS 1441.1. Records retention requirements will not be construed to authorize any violation of state laws that have greater restrictions.
5.11.2 Responsibilities
5.11.2.1 Centers shall implement confidentiality safeguards with the storage of electronic EAP records in accordance with NPR 2810.1, Security of Information and Information Systems.
5.11.2.2 EAP providers shall:
a. Maintain EAP records in a discrete secure location and not combined with employee medical records, employee files, or any other system of records.
b. Maintain EAP case files (paper and electronic) in accordance with the confidentiality requirements of 42 CFR pt. 2 and the requirements of the 5 U.S.C. § 552a, in addition to other more stringent protections that may be required by Agency, state, or local policy.
c. To the extent possible, eliminate paper-based records by uploading them to an electronic system as part of client case files. If necessary, store all paper-based client records in separate, secure filing cabinets that are locked when not in use.
d. For Centers that use an EAP consortium model where external offsite EAP providers maintain Center employee EAP records, ensure that agreements stipulate records be generated, stored, maintained, and destroyed in accordance with all Federal, state, local, and mental health professional license requirements.
5.11.2.3 The EAP providers or approved EAP record custodians shall:
a. Ensure that file cabinets are secure before leaving each day and that there is no potential unauthorized access to client records on computers.
b. Ensure the method(s) used to destroy electronic and paper-based client records are in accordance with all Federal requirements and NASA policies.
c. Ensure all persons having access to client files have been trained in the proper handling of confidential mental health records.
5.12.1 Centers, regardless of the EAP model employed, shall ensure an annual utilization data report for the previous calendar year is submitted on the requested template to the Agency EAP Manager by January 31, or when requested. Extension requests for later submittals can be made to the Agency EAP Manager.
5.12.2 EAP providers shall:
a. Generate an annual utilization report for the previous calendar year which includes the following data:
(1) Number of new (not re-opened) counseling cases where a formal file was generated for the employee.
(2) Categorize clients: NASA employees, NASA employee dependents.
(3) Age ranges of the categories of clients.
(4) Primary assessed problems for the total number of cases, based on topic categories provided by the Agency EAP manager.
(6) Average number of counseling sessions conducted.
(7) Number of management referrals conducted.
(8) Number of management consultations conducted.
(9) CISM or CISM-like support provided by the EAP.
(10) Outreach, promotion, educational sessions offered by the EAP.
(11) New support/psycho-educational groups available to the workforce.
(12) Noteworthy Center trends affecting employees’ job performance.
(13) Clinician recommendations for improving the program, including suggestions for the upcoming calendar year.
b. Submit the annual utilization report to the Agency EAP Manager.
c. Provide specialized electronically generated reports at the request of the CHMO or the Agency EAP Manager for special projects, as needed.
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