Once an employer has communicated a drug and alcohol policy and begun a testing program following legal and established procedures, there is
one more step – evaluation of worker awareness. Without the evaluation step, there is no way to know if the message is reaching everyone it should reach and how well the program is keeping the workplace free from drugs and alcohol. It is all too common for employers to institute a variety of policies and procedures and not follow-up with routine evaluations to determine if they are accomplishing what they intended on accomplishing. In fact, it is financial considerations that finally get management attention. A drug and alcohol policy that is not working will lead to higher rates of absenteeism, lower productivity, higher health costs, increased overtime pay (to cover absent employees), and so on.
Instead of waiting until there is a problem, it is better to routinely evaluate the program in terms of whether it meets goals and objectives and that begins with determining employee awareness. The evaluation process will tell the employer if the communication program is effective and what needs changing. When evaluations prove program effectiveness, the success story can be integrated into drug and alcohol education programs or sessions offered by the employer. Information can also be incorporated into emails, employee newsletters and brochures. For example, a low rate of positive results from random drug and alcohol testing confirms that workers heard the message and support the policy.
No Need to Over-Complicate
One of the best ways to evaluate whether the policy has been communicated throughout the workforce is simply by doing a periodic survey. The survey can test awareness about the policy, the dangers of the misuse of alcohol and drugs, and availability of referral, counselling and support services. The intent is to gather information that provides valuable feedback which can be used to tweak the policy communication strategies or testing program administration. The survey does not have to be complicated, and employers do not need to get bogged down in trying to collect data that can be converted into complex metrics (a propensity due to technology). The goal of the survey is simply to find out:
Is the worker aware of the alcohol and drug policy?
Does the worker consider the policy important to the workplace? (if not, ask why)
Does the worker think anything needs to be changed concerning the policy? (if so, ask what)
Does the worker know what to do if he or she suspects or witnesses workmate substance abuse?
Is the worker familiar with available support should personal assistance be required?
How can the employer do more to be supportive of workers and their families when addressing substance abuse?
Give People a Chance to Comment
The employer has valuable information at hand if a significant number of responses indicate that the workforce members are not aware of the policy, do not know how to get help with substance abuse issues, or believe changes to the policy or program are needed. One thing is for certain – give people a chance to comment and there will be plenty of them. This approach works for small, medium, and large businesses, because the evaluation survey can be delivered and responses collected manually or electronically.
Evaluating program effectiveness is important, and employers can take their lead from the federal government. Even the Executive Director of the Alcohol, Tobacco and Other Drug Association ACT (ATODA) had to give evidence to the Estimates Committee 2012 about the return on investment emanating from drug treatment and support programs instituted nationwide. 1 Every drug and alcohol policy requires an investment, and there should be a return on that investment, which can include better worker health, greater productivity, fewer conflicts between workmates, lower absenteeism, and so on. All of these benefits improve employee morale, develop a zero tolerance culture, and eventually flow to the bottom line.
Employers can turn to Mediscreen at http://mediscreen.net.au/ to add credibility to their drug and alcohol testing programs. Mediscreen partners with a variety of businesses to provide dependable and expert drug screening services, backing up a solid policy that works.
References
1 WorkCover NSW. (2001). Fact Sheet – Establishing a Policy to Manage Alcohol and Other Drugs in the Workplace. Retrieved from WorkCover New South Wales: http://www.workcover.nsw.gov.au/formspublications/publications/Documents/establishing_policy_manage_alcohol_other_drugs_workplace_5278.pdf
2 Follow up information and responses to question on notice to the evidence given by Ms Carrie Fowlie, Executive Officer, Alcohol Tobacco and Other Drug Association (ATODA) to the Estimates Committee 2012-2013 on 15 June 2012. (11 July 2012). Parliament – ACT Legislative Assembly. Retrieved at http://www.parliament.act.gov.au/__data/assets/pdf_file/0005/374891/29_ATODA_Further_Information_4.07.12.pdf.
