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Supervisory Guide

(Click here to get the Supervisory Guide PDF to print.)

At times, unresolved personal issues interfere with an employee’s ability to be consistent and productive.

As a supervisor, you may be the first to notice a change in an employee’s work pattern. It may not be drastic enough to disrupt your work area, but significant enough to get your attention. In the past, you might have overlooked this behavior, thinking things would improve. Now, you have a viable, constructive alternative— Inova Employee Assistance (IEA).

Referring employees with performance problems to IEA gives them an opportunity to resolve personal difficulties before they seriously affect job performance and lead to termination. It also helps identify employees whose problems may indicate serious underlying factors, such as alcoholism or drug abuse or emotional, financial or legal troubles.

Because our primary focus is prevention and early identification, you—the supervisor—are the key to the program’s success. Incorporating IEA into managing declining performance increases the likelihood of a positive outcome: employees get the effective treatment they need and you regain productive employees.

IEA encompasses a variety of services for employees and their household members:

• Counseling offers confidential short-term assistance to resolve family or workplace conflict, emotional and relationship issues and problems related to drugs and alcohol.
• Legal provides a free 30-minute consultation with an attorney specializing in the area of concern as well as a 25 percent discount on additional attorney’s fees.
• Financial offers resources for debt consolidation, budgeting assistance and investment and retirement planning.

There are two types of IEA program referrals:

• Self-Referral--Most employees who use the employee assistance program contact IEA on their own. They are aware of the services provided and seek the consultation and support they need. No performance issues are identified. The workplace is unaware of their receiving IEA services.
• Supervisor Referral—Some employees contact a specific IEA management consultant following a performance improvement meeting. Their supervisor has documented a pattern of declining performance, contacted IEA to discuss the situation and registered a supervisor referral. The workplace is advised of the employee’s initial call. With employee consent, ongoing feedback is provided to the supervisor.