Workplace counselling - Employee counsellors - Carnegie Australia

Workplace Counselling - Employee counsellors

Workplace Counsellor Performance Plan

Key Result Areas (KRAs)

  1. Support for any on-job related interpersonal challenge / conflict
  2. Assistance with emotional attitudinal difficulties such as anger, anxiety, stress and depression
  3. Help with related health issues such as illness, substance abuse, fitness, diet, and weight control
  4. Support for family relationships – eg. parenting, grief, divorce, death
  5. Ethical issues that arise
  6. Other issues that managers or employees wish to raise and discuss
  7. Monthly report to Management (time spent, issues covered – names withheld due to confidentiality)
  8. Company alerts WPC to issues

 Objectives (What and How)

  • Identify the contact person or group
  • WPC introduced to each department to discuss the purpose and role. Questions encouraged for clarification
  • Initially, over time, meet the work-force and develop friendly relationships
  • Attend to any immediate issues that employees bring to the WPC
  • No set times for meeting with WPC
  • If a serious problem is identified, then adequate time should be given for counselling
  • At times, serious cases may need to be referred to specialist professionals as in Employment Assistance Program (EPA)
  • Confidentiality would be observed at all times. However, if a serious issue occurs, and the WPC believes management should be informed, it should be with the knowledge and agreement of the employee concerned
  • Conversely, management at times may need to inform the WPC of areas of concern

Key Performance Indicators (KPIs) - (Measure success of KRAs)

  • Happier workplace
  • Increased motivation and engagement
  • Reduced absenteeism
  • Reduced theft and fraud
  • Increased retention rates
  • Improved morale, attitude, teamwork and loyalty
  • Improved workplace safety
  • Allows managers to focus more on their work tasks
  • Increased productivity and profitability