Why get the card?
Many organizations already do give medical and dental benefits, but rarely do these benefits include services related to mental health. But mental health is simply an aspect of a person’s over-all health, and prioritizing mental health is no different from eating right or getting enough exercise.
In fact, contrary to popular belief, mental health is not simply the absence of mental illness. Instead it’s an over-all state of well-being that creates happiness, high stress resistance, increased motivation, and improvement in perceived quality of life. It helps individuals fulfill their potentials. It facilitates healthy interpersonal relationships. And thus, it always has value for organizations.
The business case for mental health practices at work is a strong one. Many researchers have found that “mentally healthy workers are productive individuals who create positive work environments.”
Consider the following:
A Gallup review of well-being in the workplace studies conducted by Harter, Schmidt, and Keyes (2002) affirmed how employees who report more positive emotional symptoms have higher performance ratings. More so, company interventions that increase positivity lead to increased clarity of expectations, understanding and use of resources congruent to company goals, individual fulfillment in work, bonding of individuals through a sense of caring, ownership of the altruistic and tangible impact of a company, and learning in line with shared vision.
The Sainsbury Centre for Mental Health in UK reported how a great majority of employers seriously under-estimate the prevalence of mental health problems among their employees. Nearly half think that none of their staff will ever have a mental health problem: in fact the rate is at least one in six at any time.
Inadequately treated mental health conditions result in higher job-related costs and disability claims costs, as well as indirect costs from employee absence and lower productivity. For instance, 20% of the productivity of a depressed employee is lost because of poor concentration, memory lapses, indecisiveness, fatigue, apathy, and lack of self-confidence.
In the United States, the National Committee for Quality Assurance found that depression results in more “sick day leaves” than chronic health conditions like heart disease, diabetes, and hypertension. It is estimated that depression costs American companies $23 Billion in lost work days every year.
The Partnership for Workplace Mental Health, a program of the American Psychiatric Foundation, reported how cost-effective are mental health in the workplace programs. Nearly 86% of employees who were treated for depression with antidepressant medications reported that their work performance improved. A Harris Poll found that 80% of those treated for a mental illness reported “high levels of efficacy and satisfaction.” And the company Abbott achieved a 1.7:1 return on investment by conducting a depression screening program and providing access to resources to treat depression.
Hence, it may be argued that mental health interventions in the workplace actually has impact on a company’s bottom line.
How much is the well-being investment?
Investment for each card is P4,500.
Regular sessions at CPPS costs P2,000/session. For those who would avail of the card, this already means a savings of P1,500 if one were to avail of all three sessions within the prescribed period.
Psychological testing rates also range from P2,000 to P14,000 depending on the test battery. This card will entitle the bearer to avail of these testing services for just P1,500.
Are there added perks?
Yes! If a company will avail of 30 cards or more, they are entitled to a free half-day well-being workshop for their team.
Workshop topics can be:
Keep Calm and Carry On: A Mental Health Awareness Seminar
Positive Psychology in the Workplace
Designing the Stress-Resilient Lifestyle
Embracing Obstacles: How to Develop Your Adversity Quotient (AQ)
Any topic related to psychosocial well-being
They are also entitled to send two (2) delegates to any of our public run workshops for free.
How do we use this card?
There are two ways this card may be used as part of a company’s Employee Assistance Program (EAP).
PACKAGE ONE: The CPPS Mental Health Card can be a benefit for all employees.
At P4,500/card, and with each card valid for 3 years, employer-employee contribution to avail of the card will just total P125/month! Management can opt to subsidize the card rate in full or in part to provide this benefit. If this is your package, we will provide each of your enrolled staff members a personalized PVC card with the employees’ names printed on it.
PACKAGE TWO: The CPPS Mental Health Card as a benefit for some or few employees.
Another option is for the company to avail of cards which they can give to employees on an as needed basis. These cards will be named under the company, and they can be given as support for employees identified as needing psychosocial assistance. Possible reasons for referral include stress and burn-out, depression and anxiety, grief and loss, and adjustment difficulties.
Package 2 is beneficial to assist effective employees, or employees with great potential, but are otherwise hindered by mental health difficulties.
They can also be used to request assessments regarding an employee’s psychological fitness for work.
Other Issues: Is the card transferable?
The card is not transferrable. However, depending on the sponsoring company’s discretion, the CPPS Mental Health card may be extended to a family member. The rationale for this is to extend help to loved ones whose psychological well-being may be a cause of stress for an employee. A staff worried about her spouse’s or child’s depression, for example, may be able to focus better at work if they know that a service-provider can be made available.
Other Issues: Would the company get a report about the sessions conducted?
Generally, no. This is to protect the confidentiality of each sessions which will encourage honest disclosures.
But for companies who do require a report, clients would be requested to sign a release form. The form authorizes CPPS to release details about their consultation to their company. The release form would need to be accomplished prior to the assessment, and information regarding who will get to see the results, and how the results would be used is required in order to facilitate informed consent.
How is the payment scheme?
A 50% down payment upon submitting the order form is required, with the balance to be delivered upon release of the cards which is 2-3 weeks after.
There are other EAP providers, why should we choose Childfam-Possibilities?
Childfam-Possibilities Psychosocial Services is one of the fastest growing well-being centers in the country. The quality of the service we provide is assured.
Childfam-Possibilities is happy to share that our consulting team is composed of licensed Psychologists, Guidance Counselors, Psychometricians and Psychiatrists. Many are PAP-Certified Specialists in Counseling, Assessment and Clinical Psychology.
Our coaching team is also made of seasoned mentors and well-being advocates. All of the coaching modules that we design have been found effective for most people and are evidence-based.
A list of our core team members and their credentials are available upon request.
We look forward to further realizing with you our mission of providing holistic, age and culture sensitive, well-being services.
For more information about this program, contact:
Emmanuel Ian Atole, RPm
Childfam-Possibilities Psychosocial Services
(02) 9307973, +639101269540, +639272244598
Do let us know also if you’d like us to meet with you and your team for a presentation.
Cheers to positive and productive workplaces!