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Making a Referral

At Johns Hopkins, employees are the institution's most important resource. The Faculty and Staff Assistance Program (FASAP) is dedicated to supporting employees whose health or personal lives have begun to impact their lives at work. There are several ways that you can refer an employee to our office to meet with a clinician.

Informal Referral

You can make an informal referral to FASAP as a supportive suggestion. This level of referral is appropriate when you have no outlying concerns with the employee, as a response to information shared by the employee, and as another option rather than solving the situation immediately. Because this referral is voluntary, you will not receive feedback from FASAP without the employee's express written consent to release the information.

Employees may have concerns about the counseling process. By addressing these concerns, you can help put your employee at ease and increase the likelihood that he or she will make an appointment.

Facilitated Referral

You can make a facilitated referral when you have a specific reason or concern that is connected to work. A facilitated referral is a proactive response to address performance, disruptive behavior, or concerning actions, and is often used when you suspect the work problem stems from a personal matter or behavioral challenge. It is a different option than direct problem solving or jumping into performance management; this is a supportive option that involves a constructive conversation with the individual that links your concerns and interest in supporting this person to the referral. You may opt to share your concerns with HR or your manager, if applicable.

FASAP must be made aware of a facilitated referral in advance. You should consult with FASAP early on in this process; we will help you identify an appointment date and time and can lend guidance on how best to communicate this message to your employee. See Tips for a Constructive Conversation for some suggestions.

A facilitated referral is strongly encouraged yet voluntary; ultimately, the employee is not required to contact FASAP. Unless the employee signs a release of information, the only feedback you will receive is whether or not the person attended a FASAP appointment and nothing else.

Mandated Referral

In rare cases when a supervisor is extremely concerned about the safety and well-being of an employee, a mandated referral may be warranted. A mandated referral involves advance consultation with Human Resource and/or the Academic Department Chair. Working with FASAP in this way is a collaborative process in which FASAP will assess and evaluate the individual and make recommendations for addressing the primary concerns. In this process FASAP may make referrals and request open yet confidential communication with the referral agents. FASAP may also case manage or monitor the process for several months to ensure support and healthy integration into the work environment.

Assessment of the employee is mandatory, per policy, because of your significant concerns. This is not a referral for counseling. Instead, the mandated referral assesses risk to the individual, others, and Johns Hopkins property, makes recommendations to you based on the findings of the assessment, and monitors the individual's compliance with the recommendations you choose. The individual will be asked to sign a release of information so that FASAP can communicate with you.

Updated 05/02/2014

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