REAP consultants are ready to help you meet the
challenges of managing people and productivity!
You may contact
a REAP specialist for consultation on how to better understand and
address employee performance concerns,
co-worker interaction
difficulties, or effectively manage change in the work environment.
Questions that
supervisors often ask about REAP:
◊ How can supervisors benefit from consultations with REAP
staff?
◊
What should a supervisor or manager do when employee problems
are not resolved
through usual counseling
or early discipline?
◊ Are there some situations when a
manager
can require an employee to attend REAP?
And how is confidentiality handled?
◊
Can REAP help resolve team problems or increase the productivity
and interaction skills
of my employees?
◊ If you
have called REAP to make a referral and need the release authorization
form, click here
RELEASE FORM to download (requires a password from REAP)
Answers to supervisor questions:
◊ How can
supervisors benefit from consultations with
REAP staff?
*
Get ideas and strategies by reading articles and tips especially
helpful to supervisors.
Click here for Prevention Articles.
**
Managers and supervisors may contact REAP directly.
Contact us
to
request:
* Telephone or in-person
consultation on dealing with a difficult
employee or work situation
* Step-by-step guidance on making
an effective referral to REAP
* Ideas on ways to deal with
work stress,
team
dynamics, and
workplace changes
* REAP
Program Orientation materials to distribute to employees
* Consider
options for educational
seminars or training
(Click here to
see a list of topics: Training)
◊
What should a supervisor or manager do when employee problems
are not resolved through usual counseling
or early discipline?
**
Managers and
supervisors should contact Human Resources,
Personnel, or the company identified REAP liaison
to clarify guidelines
and procedures with unresolved performance concerns
* When serious issues need to be
addressed, a supervisor or manager may
work through HR to make either a formal recommendation or
requirement for an
employee to use REAP
services
* Whenever a special referral is made to REAP,
the
counselor can
only
confirm limited information to the properly authorized person/s
that an employee used REAP services. This is done only with his/her
written authorization. REAP works in conjunction with your organization’s
employee performance and discipline process.
◊
Are there some situations when a manager can require an
employee to attend REAP?
*
Most work organizations have a policy that allows them to make use of the
REAP program as a requirement. However, a supervisor should
never make this decision alone. This option is used for more serious or
ongoing work performance problems, policy violations, or possible safety or
danger concerns.
* A supervisor or manager should ALWAYS discuss serious
situations with Human Resources or Personnel, and make sure that
proper documentation and procedures are followed if there is a required
referral to REAP. It is critical to obtain proper authorization for REAP
to report the necessary information on program use.
◊ Can REAP help resolve team problems or
increase the productivity
and interaction skills of my employees?
Yes!
* REAP may use a combination of coaching with a supervisor,
encouraging
employees to use REAP visits to improve their working
relationships, and
onsite training and education. (See
Contact Us to call for
consultation.)
* REAP conducts a wide variety of work and interpersonal
effectiveness skills
seminars. These can be targeted to the
needs of a particular work group.
If you would like to discuss having REAP conduct an awareness seminar or
training topic, please contact your Human Resources or REAP liaison. Click
here to see a list of REAP training topics: Training
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