‘‘After the break up of my marriage, I just didn’t care any more. I would forget to set my alarm and would show up late to work. I developed a bad attitude toward work and life in general and sometimes wouldn’t show up for work at all. Finally my boss ordered me to CEAP. I didn’t want to go to the sessions at first, but then the CEAP counselor reminded me that I had 19 years invested in a career. She showed me the Navy instructions that listed the range of disciplinary actions for my excessive unauthorized absences and unexcused tardiness...I realized that I needed to change. My counselor and I worked on improving my attitude and I learned more effective coping skills as well as developing a better understanding of my family and myself. That was six years ago; I’m now about to retire and have a great relationship with my kids.”
That is just one of the success stories of the Civilian Employee Assistance Program (CEAP). It is the Navy’s way of helping its civilian workers cope with those times when life hands out lemons, and assists them in making ‘‘lemonade.”
At the Naval District Washington, the CEAP counselor in charge of doing that is Katherine Groves. Groves is a Washington D.C., Maryland and Virginal certified clinical therapist with an extensive background with the typical federal government’s diverse and multi-cultural workforce.
‘‘I’m here to visit any NDW site,” Groves said. ‘‘I’m here to help in the short term for a range of issues involving a range of conflicts.”
Along with helping personal issues such as depression or loss, Groves defined the range of subjects she interacts with as including employee orientation, supervisory training, anger management, balancing work and personal life, keeping your cool for employees and supervisors, stress management, dealing with conflict and difficult situations, cultural diversity, downsizing and job loss, domestic violence, drug and alcohol abuse, elder care, gambling, fear and courage, loneliness, managing change, planning for retirement, sexual harassment, substance abuse, suicide prevention, helping to maintain healthy lifestyles, workplace violence, transitions and coping with change, time management, health fairs and dealing with grief.
Employees first receive assistance by calling the CEAP (202-685-9629). Groves will then set up an appointment and provide initial assessment and short-term counseling (making a referral, if necessary, for longer-term help). CEAP is provided to all employees at no cost.
‘‘Short-term usually means about four-to-six sessions,” Groves explained. ‘‘If there is further help needed for physical mental illness then we work referrals to mental health professionals.”
Employees and, where appropriate, family members will meet with a counselor who assesses their needs and develops a plan of action to address concerns. In substance abuse and mental health cases, counselors will also help employees understand their health care plans and benefits provided. The services are offered as well under privacy and confidentiality standards (counselors do not inform supervisors or others when employees use the program and information is considered privileged and protected by law). The point of CEAP is that counselors work with their clients in partnership to help solve problems and cope with stresses affecting their work.
‘‘CEAP was first developed for substance abuse issues but has since evolved into things such as the training we do on sites now,” Groves noted.
As well as informing employees in orientation sessions about CEAP, training is offered to train supervisors, managers, employee and labor relation specialists, union officials and human resources officers and includes procedure for referring workers to the CEAP program. The focus will hone in on crisis management, appropriate documentation, privacy and confidentiality and employee reintegration into the work environment. Counselors will work to provide guidance to supervisors so they can effectively identify, interact and refer troubled employees to the CEAP program.
‘‘It is designed to help come to terms with issues and trouble before they become harder to handle,” Groves said.
Groves has been with the NDW CEAP program ‘‘for about a year” but has been involved ‘‘with other EAP (Employee Assistance Programs) for more than five years.” She completed her Master of Science degree at Virginia Commonwealth University and is a member of the National Association of Social Workers, the Greater Washington Society of Clinical Social Workers and the Employee Assistance Professional Association. As well, she has served as regional director and program manager for the World Presidents’ Organization, and has trained and worked as a staff psychotherapist for the District of Columbia’s Child and Family Services, Child Protective Services. In private practice, she was a psychotherapist working with children, teens, adults and families, and has also worked with the chronically mentally ill.
E-Mail This Article
Print This Story