HR-Survey > Employee Opinion > Dimensions

Survey Questions: Employee Assistance Program

Definition: Employee Assistance Program (EAP) is a company‑recognized initiative built on comprehensive policy, promotion, and training that ensures employees, supervisors, and managers are aware of and able to access its services. Its purpose is to provide confidential, responsive, and professional support (through counseling, referrals, education, and workshops) to employees and their families before issues escalate, while maintaining satisfaction and opportunities for feedback. Implementation involves trained coordinators, flexible practitioners, and convenient hours of access, supported by clear referral methods, follow‑up practices, and assurances of confidentiality. By being comprehensive, responsive, and inclusive, the EAP fosters employee well‑being, organizational trust, and effective problem resolution across all levels of the workplace.

Surveys measuring Employee Assistance:
Example 1 (5-point scale; numbers; NA)
Example 2 (7-point scale; radio buttons)
Example 3 (4-point scale; radio buttons)
Example 4 (5-point scale; radio buttons)
Example 5 (5-point scale; words)
Example 6 (Pulse Survey)
Example 7 (5-point scale; item comments)
Example 8 (3-point scale; words; N/A)
Example 9 (4-point scale; numbers)
Example 10 (Comment boxes only)
Example 11 (Single rating per dimension)
Example 12 (Slide-bar scale)

The Company

The Company dimension within an Employee Assistance Program (EAP) highlights the organization's overall commitment, policy framework, and promotion of the program. It reflects how the company positions the EAP as part of its culture and strategy, emphasizing recognition of its importance, ease of use, and role in improving job performance and reducing workplace stress. This dimension is about the company's proactive stance--developing comprehensive policies, actively encouraging utilization, and embedding the EAP into organizational practices to demonstrate care for employee well-being. In short, it captures the institutional support and strategic integration of the EAP into the company's operations.

The EAP used by the Company helps improve job performance.
Our company recognizes the importance of Employee Assistance Programs.
Our company has developed a comprehensive EAP policy that serves the needs of employees.
The Company EAP is easy to use.
The Company actively promotes the EAP and its utilization by the employees.
The Company EAP helps reduce stress on the job.

Purpose

The Purpose of an Employee Assistance Program (EAP) emphasizes why the program exists and the value it brings to both employees and the organization. It highlights the supportive role of the EAP in addressing employee needs before they escalate into formal grievances, arbitration, or turnover. Purpose reflects the benefits of the program, such as improving morale, reducing absenteeism, retaining valuable workers, and enabling supervisors to focus on their core responsibilities rather than personal employee issues. It underscores the company's commitment to employee welfare, showing that management cares about staff well-being and views the EAP as a collaborative effort that enhances performance and workplace harmony. In short, Purpose is about the outcomes and impact of the EAP on employees and the organization.

The EAP helps the company to hold on to valuable employees and avoid the costly turnover.
The EAP provides appropriate help for the employees.
The services offered by the EAP help improve employee performance through reduced absences and tardiness.
The EAP provides significant benefits to the employees.
The EAP enables supervisors to focus their efforts on the job instead of dealing with employee issues.
Support for the EAP shows employees that the company cares about their welfare.
The EAP is useful for employees whose problems are having an impact on job performance.
EAPs help address employee needs before issues grow to require grievances or arbitration.
The EAP helps to boost morale and retain valuable workers.
The EAP is part of a collaborative effort between management and the employees.
I feel the EAP is an excellent support resource for employees.

Establishing

Establishing focuses on the structural and procedural foundation required to make the EAP function effectively. It involves the concrete steps taken to set up the program, such as creating referral methods, designing supervisor training, gathering data on employee issues, and preparing resource lists. Establishing also emphasizes collaboration between management, unions, and employee representatives in drafting policies, procedures, and plans, ensuring the program is jointly owned and credible. It includes ongoing responsibilities like promotion, education, and communication by the EAP committee, as well as the active role of HR and senior management in sustaining the program. In essence, Establishing is about the operational design, governance, and maintenance of the EAP, ensuring it is accessible, well-structured, and trusted.

The decision to establish the EAP was mutually shared between management and union representatives.
Prepares a list of resources and providers for the employees to access.
Adequate program promotion, education, and training are specified by the EAP committee.
Senior management is willing to work with employee representatives to develop an EAP plan.
An appropriate referral method has been established for the employees.
Management and employee representatives worked together to establish the EAP program.
The EAP committee regularly shares information about the EAP program with employees.
Management works with employee representatives to draft an effective EAP policy and procedures document.
The Human Resources representative on the EAP committee is effective in their role.
Designs suitable training for supervisors and managers.
Gathers data on employee incidents and issues.

Implementation

The Implementation dimension of an Employee Assistance Program (EAP) focuses on the organizational and managerial actions taken to put the program into practice and ensure it operates effectively. It includes selecting appropriate coordinators, setting convenient hours, integrating EAP information into orientation, and ensuring union representation in the process. Implementation also emphasizes managementâs role in supporting and promoting the program, training supervisors, monitoring effectiveness, and providing documentation and guidance. In essence, Implementation is about the infrastructure, communication, and managerial commitment that make the EAP functional and sustainable across the organization.

The EAP committee regularly promotes the program to employees.
Representatives from the EAP provide good documentation and guidance.
An appropriate EAP coordinator has been selected.
Information about the EAP has been included in the new hire orientation program.
Managers and supervisors participate in EAP training sessions.
Hours of access are at convenient times for employees during the weekdays and weekends.
Management proactively communicates the details of the EAP to the employees.
Management has adequately supported the EAP.
The EAP adequately covers both full- and part-time employees.
There is adequate training and orientation provided to the managers and supervisors regarding the EAP.
Monitors the program to identify areas for improvement.
I believe the union was given adequate notice and representation in the EAP.

Availability for Employee

Availability for Employee centers on the direct accessibility and usability of the program from the employee's perspective. It highlights whether employees and their families can easily participate, whether services like counseling and referrals are offered, and whether the program feels voluntary and comfortable to use. Availability underscores convenience, ease of access, encouragement to participate, and the presence of on-site services. Availability reflects how employees experience the program in practice--whether they can actually use it when needed and feel supported in doing so.

The EAP is convenient for me.
I can use the EAP when I need help.
The EAP is voluntary for the employees to use so that the employees feel more comfortable accessing it.
Employees are able to utilize the EAP when needed.
Employees are encouraged to utilize the EAP services when needed.
Employees and their families are eligible to participate in the EAP.
Employees and their families have access to counselling and referrals to help them resolve their problems.
The EAP is convenient and its services are easy to access.
The EAP offers services on-site.

Responsive

Responsive focuses on the timeliness, accessibility, and quality of the EAP's direct services to employees. It emphasizes how quickly employees can reach staff, the speed and respectfulness of responses, and the ability of clinicians to assess and intervene early. Responsiveness is measured by whether employees feel their needs are met promptly, whether services are available without long waits, and whether the program prevents issues from escalating. While The Company reflects organizational commitment and promotion, Responsive reflects the lived experience of employees when they seek help--how immediate, effective, and supportive the program feels in practice.

I am able to reach someone quickly when I have questions or need to use the service.
EAP staff are available for consultation within a few days after initial request.
The process of utilizing the Employee Assistance Program is easy to use.
The EAP was responsive in meeting my needs.
The EAP allows for early intervention to help employees.
I feel the EAP is able to quickly meet my needs.
All requests for services receive prompt and respectful responses.
EAP clinicians are able to make a rapid assessment of the issues.
EAP services are available without a long wait.
The EAP is good at preventing issues from developing into serious problems.

Follow Up

The Follow Up dimension within an Employee Assistance Program (EAP) emphasizes the program's ongoing engagement with employees after initial services are provided. It reflects the proactive actions of EAP staff, such as checking in to ensure issues are resolved, offering referral services, monitoring progress, and providing debriefings. Follow Up is about continuity of care--making sure employees don't feel abandoned after their first interaction and that their well-being is consistently supported. It demonstrates the program's commitment to long-term outcomes by maintaining contact, tracking recovery, and intervening when employees are absent or struggling.

I have received follow up inquiries from EAP staff to make sure my issue was resolved.
Representatives from the EAP provide follow up/referral services.
EAP staff regularly follow up with employees.
The EAP providers follow up with employees who are absent from work.
The EAP practitioners provide regular monitoring and follow up of client employees.
Debriefings are provided by professional counselors.

Satisfied with Services

Satisfied with Services captures the employee's perception and evaluation of the quality, professionalism, and trustworthiness of the EAP. It focuses on how employees feel about the services they receive, including satisfaction with confidentiality, confidence in using the program, and appreciation for workshops or seminars. This dimension is about the employee's subjective experience--whether they believe the EAP meets standards, provides value, and is worth recommending to coworkers. Satisfied with Services reflects the employee's judgment of the program's effectiveness and the trust they place in it.

The EAP used by the Company meets the established standards for service.
I am very satisfied with the level of service provided by the EAP.
I feel confident in using the EAP.
I would recommend the EAP to a coworker if needed.
I feel satisfied with the level of confidentiality given by the EAP staff and practitioners.
Educational seminars and workshops provided through the EAP are beneficial to me.
I feel the EAP provides a good service for the employees.
I am satisfied with the EAP professionals being used.
I am satisfied with the level of service I get from administrators of the Employee Assistance Program.
I would encourage others to use the EAP.

Awareness

The Awareness dimension within an Employee Assistance Program (EAP) focuses on how well employees understand the existence, purpose, and use of the program. It emphasizes communication strategies such as memos, posters, orientations, and committee updates that ensure employees know what services are offered and how to access them. Awareness is about visibility and clarity--making sure employees are informed, reminded, and confident in their knowledge of the program's availability and procedures. In short, it reflects the company's efforts to promote the EAP and keep it top of mind for employees.

Employees are aware of the services offered by the EAP.
I am aware of the services provided by the EAP.
The EAP committee keeps employees aware about the EAP program and how to utilize it.
I am aware of how to best utilize the EAP.
Employees are informed about the EAP through internal communications such as memos, emails, and posters.
Employees know how to utilize the EAP.
Employees are aware of the EAP.
Employees are aware of the EAP through communication and documentation provided by the Company.

Comprehensiveness

The Comprehensiveness dimension within an Employee Assistance Program (EAP) emphasizes the breadth and scope of services offered to employees and their families. It reflects whether the program provides a wide array of options--such as counseling, substance abuse support, fitness and health practices, and relationship or life skills assistance. Comprehensiveness is about coverage and inclusivity, ensuring that the EAP addresses diverse needs and offers multiple pathways for care. It highlights the program's ability to meet employee requirements holistically, providing both general and specialized services that contribute to overall well-being and job performance.

The EAP used provides confidential counseling services to both the employee and family members.
The EAP used by the company provides a broad range of counseling services.
I feel the services provided by the EAP are comprehensive and meet my needs.
The Employee Assistance Program meets my needs.
The Employee Assistance Program provides services that I need.
The EAP provides assistance with substance abuse issues, fitness and health practices, and relationship/life skills.
The EAP provides a wide array of services to meet my needs.
I have good options for care/treatment when utilizing the Employee Assistance Program.
The Company offers a comprehensive employee assistance program (EAP).

EAP Staff and Practitioners

The EAP Staff and Practitioners dimension focuses on the quality, professionalism, and credibility of the individuals delivering those services. It emphasizes the qualifications, experience, and neutrality of counselors and practitioners, as well as their ability to provide flexible scheduling, one-on-one support, and unbiased guidance. This dimension is less about the range of services and more about the human element--how well the staff engage with employees, maintain professionalism, and build trust. EAP Staff and Practitioners reflect the competence and integrity of those who make the program effective in practice.

The EAP staff are well qualified for the services they provide.
The EAP staff and practitioners are viewed as a neutral party and do not take sides, or participate, in any grievances, arbitrations, or other management/employee issues.
The EAP practitioners are professional, experienced, dedicated to their work.
EAP providers/practitioners have good credentials for the services they are providing.
EAP counseling staff are very professional.
There is one-on-one counseling services provided by professionals.
EAP staff are able to provide professional counseling and assessment services.
EAP practitioners are flexible in scheduling appointments.

Confidentiality

Confidentiality centers on the trust and privacy protections that make employees feel safe using the program. It highlights assurances that personal information will remain private, that management and committees safeguard participant data, and that professional help is provided discreetly. Confidentiality is about credibility and security--ensuring employees believe their engagement with the EAP will not compromise their privacy or workplace standing. Confidentiality ensures employees feel comfortable and protected when they use the EAP services.

The Company EAP is confidential.
I feel the EAP provides confidential services.
I am satisfied with the confidentiality of information that I provide to the EAP practitioners.
The EAP offers confidential professional help to employees.
Employees are given adequate assurances of confidentiality when engaging in the process.
The EAP committee has taken adequate steps to ensure confidentiality of the participants.
Management ensures the confidentiality of program participants.

Feedback

The EAP process includes opportunities for me to provide feedback to help improve the process.

Availability for Supervisors

Supervisors and managers are receptive to helping employees utilize the services offered by the EAP.
Supervisors can use the EAP to help resolve employee issues.
Managers and supervisors are provided with an orientation and training about the services offered by the EAP.
Supervisors can receive effective training through EAP sponsored programs.