or job to go to, the job and education counselors will begin working from the house in an effort to find them a suitable situation. The participants will daily go to their school or job. A psychologist will hold two one-hour therapy sessions per week and will be available for any problems that arise. The Peer Counselor will assist in the running of the house and during the 12 weeks will begin helping the participants find suitable independent housing commensurate with each participant's financial ability. From the 13th to the 16th weeks of the program, participants will move out of the house. The Peer Counselor will begin working from the recruiting office fielding any problems of the class, and plugging back into the program any relapses. REVIEW OF THE PROGRAM Between the 13th and 14th months a review of the total program will be undertaken. An assessment of each phase will be critically reviewed and any weak parts will be strengthened. The Peer Counselors will report on the progress of their respective classes. A manual on the project will be compiled and the program will continue using any modifications that the psychologists recommend. RECRUITING The recruiting office will consist of a small office located in Washington, D.C. It will be the recruiting counselors' job to actively keep the program in view throughout the underground media. Due to the fact that addicts may be reluctant to come to the office, it will be advertised that a meeting place away from the office can be arranged by simply phoning in a request for an appointment. The Peer Counselors will work out of the recruiting office and will keep the records at the office. There will be a daily report submitted by both the recruitment counselor and the Peer Counselor. This report will be reviewed each evening by the director. MATERIAL SUBMITTED BY DR. JOHN BAER, ASSISTANT DIRECTOR, BUREAU OF RETIREMENT, INSURANCE, AND OCCUPATIONAL HEALTH, U.S. CIVIL SERVICE COMMISSION Dr. JOHN BAER, NAVAL SUPPLY CENTER, Assistant Director, Bureau of Retirement, Insurance, and Occupational Health, U.S. Civil Service Commission, Washington, D.C. DEAR DR. BAER: In reference to your telephone request concerning the Naval Supply Center's Alcoholism Program, the information in the following paragraphs is furnished. The Naval Supply Center Alcoholism Program was officially implemented in May 1965. To date approximately 110 employees have been interviewed in regard to a possible drinking problem and of these, 75 employees admitted a drinking problem and desired help. Of this number, 28 have left the Center due to death, disability, retirement, discharge or resignation; 30 are doing well or showing marked improvement; and 5 are considered to be fully rehabilitated. In general we feel our program has been very successful. Many valuable employees who would otherwise have been separated by one means or another have been fully rehabilitated or are on the road to recovery. Attached are two case histories of employees who have overcome their drinking problem and who are presently considered model employees. The names used in each case are ficticious. If I can be of any further assistance, please do not hesitate to ask. Sincerely, THOMAS O. RENN, Director, Civilian Personnel Department. CASE HISTORY No. 1 Mr. John Smith, who held a position at the GS-7 level, was regarded by his supervisor as a very able and conscientious worker when he was on the job. He frequently was out allegedly due to sickness and requested annual leave which he had not scheduled for in advance. Most of these absences occurred following the weekend. Mr. Smith was issued a letter of reprimand for unauthorized absence and shortly thereafter was out unauthorized again and as a result was assessed with a 3-day suspension. Approximately five months later, Mr. Smith was found on duty under the influence of intoxicants. As a disciplinary measure for this offense, Mr. Smith was demoted to a GS-5 position. At about this same time he was referred to the employee counselor in the Civilian Personnel Department. During the interview Mr. Smith freely admitted he had a drinking problem which was adversely affecting his job and family, and he indicated that he desired help in overcoming his drinking problem. He was referred to the Norfolk Alcoholism Information Center for further counseling and aid. In the year following subject employee stuck to the program but did suffer two relapses in which he absented himself from work without authorization and was appropriately disciplined. It has been over three years since subject employee has taken a drink, and he is considered fully rehabilitated. He consistently receives outstanding on his performance and was recently promoted to the GS-7 level. CASE HISTORY NO. 2 Miss Sally Jones, who held a GS-11 level position, had been a federal employee for over 20 years. As of January 1964 this employee had used all her annual and sick leave and had been granted 104 hours of leave without pay to cover absences allegedly due to illness. Her supervisor suspected that the cause of her absences and deteriorating performance was due to problem drinking. When the supervisor discussed with Miss Jones her possible addiction to alcohol, she vehemently denied that this was the case. In August 1965, Miss Jones was issued a letter of reprimand for reporting to duty under the influence of intoxicants and referred to the employee counselor in the Civilian Personnel Department. At this interview, Miss Jones reluctantly agreed to seek help, and she was referred to the Norfolk Alcoholism Information Center. About a month later Miss Jones again reported to work under the influence of alcohol. It was the belief of the employee counselor and subject employee's supervisor that only the most drastic action would serve to correct Miss Jones and start her on the road to rehabilitation. Therefore, Miss Jones was issued a notice of proposed removal for the above offense with the idea that if she showed sincere intent to accept the advice and assistance of the counselor at the Alcoholism Information Center, final decision would be to demote rather than remove her. At a subsequent interview with the Civilian Personnel Department's employee counselor, Miss Jones indicated that she would do everything possible to correct her condition, and that she earnestly desired to keep her job. Miss Jones followed the Alcohol Information Center's program to the letter, and as a result the final decision on her proposed removal was to demote her to a GS-9 level position. Since then Miss Jones has proven to be an excellent employee and has been promoted twice. Dr. JOHN BAER, DEPARTMENT OF HEALTH, EDUCATION, AND WELFARE, Assistant Director, Bureau of Retirement and Occupational Health, DEAR DR. BAER: In response to the request from your office for information that might be of use for presentation to a Congressional committee, and especially Senator Hughes, we are submitting the following and hope that it may be of value. A forthcoming policy statement, supported by procedures that have already met and answered some of the more difficult problems, should result in further improvement of our program. If we can be of any further assistance, please let us know. As you know, any industrial alcoholism program must concentrate on job performance, deportment and attendance. We have found this to be even more necessary in Government. Referrals, except for those that are voluntary, must be based solely on the job situation. Parenthetically, we have been pleased to see a recent increase in voluntary requests for assistance. We would like to think that this is due to the way we are handling the present caseload. Approximately 100 Central Office employees have been identified in the last 10 years as having problems with alcohol-82 of these are recorded in our files; 43 were first seen in 1967-68-69; 6 of these were terminated or retired. Of the total number. 10 have enjoyed sobriety for 1 year or more; 5 of these have had no remission for over 5 years. In our opinion successful cases are not necessarily those achieving unbroken sobriety. Significant improvement in work habits and drinking patterns can be shown in the majority of cases. Sample histories: A. GS-4, male, age 46, 18 years service. When referred May 1967, continuously drunk on job. Slight improvement until hospitalized for detoxification, July 1967. Two brief episodes (2 or 3 days) in 1968, one in 1969. Currently attending group therapy sessions with continued support from Employee Health Service. Supervisors report consistently good work and attendance. B. GS-11, male, age 37, 13 years service. Referred March 1965. Drinking morning, noon and night. Attendance and work performance serious problem. Had rejected AA. April 1965 to private doctor (our referral). Drinking episode, June-July 1965. Hospitalized in both October and December for detoxification. To AA after episode, March 1966. Intermittent problems, with support of Employee Health Service, to February 1967. More successful with AA from that time, Promoted to GS-12-now GS-13. C. GS-4. female, age 53, 12 years service. Widow with 16 year old daughter. Accident prone. Repeatedly drunk on job. Frequently sent home (or taken there). Referred August 1967 and hospitalized for detoxification. Started antabuse therapy with private physician. Successful until January 1968-frequent drinking episodes, daughter in trouble with police, debts. Rejected other treatment. Tried to "go it alone." Employee Health Service conferred frequently with employee, recommending treatment and finally getting her to AA, May 1968. Fair condition May through July 1968. To hospital for detoxification August 1968, and from then regularly to clinic. Now has a year of sobriety with excellent insight in spite of money troubles, runaway daughter, etc., etc. Work performance and attendance excellent. A valued and respected employee. D. GS-3, male, age 29, 8 years of service. Referred August 1967. At that time recently divorced, in debt, accused of stealing two cases of beer. With continued counseling, only one serious episode (July 1968). Currently out of all difficulty, saving money, planning to return to school. E. GS-7, male, age 50, 27 years of service. Formerly referred March 1968 after years of medical difficulties obviously associated with drinking. Denied problem. With counseling, was able to discuss problem frankly by May 1968. Antabuse regime initiated. To hospital (still sober) July 1968 with stroke. Back to work April 1969. Continued total sobriety with occasional counseling, no antabuse. Supervisor reports work more accurate and satisfactory than ever before. Good insight. Remarkable confidence. Sincerely yours, Dr. JOHN E. BAER, LEON A. KOCHMAN, M.D., Medical Director, Employee Health Service, Office of Administration. GENERAL SERVICES ADMINISTRATION, Assistant Director for Health and Safety, Bureau of Retirement, Insurance, and Occupational Health, U.S. Civil Service Commission, Washington, D.C. DEAR DR. BAER: In keeping with the emphasis that is currently being placed on Federal employee alcoholism programs, we recently conducted a pilot pro gram for some of the managers and supervisors in GSA Region 2. Knowing of your special interest in this area, I am attaching copies of our reports on the program for your information. Sincerely, GEORGE J. ARNSTEIN, Regional Personnel Officer. REPORT ON THE INSTITUTE ON ALCOHOLISM FOR GSA REGION 2 SUPERVISORS, MARCH 18-APRIL 29, 1969 As a result of the recent emphasis placed on a Federal employee alcoholism program by the U.S. Civil Service Commission, and because of the particular interest expressed by the management of GSA Region 2, a pilot program was established to familiarize managers and supervisors with this serious occupational health problem. Arrangements were made with the Committee on Alcoholism of the Community Council of Greater New York to conduct a training program consisting of seven two-hour training sessions, distributed over a seven-week period. The lecturers included medical doctors, social workers, and a representative of Alcoholics Anonymous. The total cost of the program was somewhat in excess of $800 toward which GSA contributed $250. The remainder was contributed by the Community Council of Greater New York. Participation in the program was mandatory and was limited to managers whose role called for active involvement in matters of discipline, health maintenance, employee rehabilitation, disability retirements, and morale. A total of thirty-five managers participated with attendance during individual sessions ranging from 18 to nearly the full complement of 35. Also included in the program was a representative from AFGE Local 2431. The basic aim of this pilot program was to convey the message that: (1) Alcoholism is a disease, recognized as such by the medical profession, and not a moral issue: (2) Alcoholism, as a disease, is a treatable health condition; (3) Supervisors are in an excellent position to recognize the problem drinker and assist him or her in obtaining treatment and rehabilitation; (4) Community health sources are available for treatment and rehabilitation; (5) An attitude of sympathy and understanding on the part of management and supervisors are more effective in obtaining the cooperation of the problem drinker than the adverse action approach used in the past; and (6) The majority of alcoholics are not "skid-row" types, but that they are of all ages, social and economic levels, colors, races, and creeds. Each of the speakers approached the topic of alcoholism from his own specialized interest in the field. Consequently, the audience was acquainted with the disease concept of alcoholism, the pharmacological approach, the multidisciplinary approach, the industrial approach, the psychoanalytic approch, and Alcoholic's Anonymous' approach to alcoholism. Again and again these speakers pointed out the phenomenal annual cost of $1 billion to industry resulting from increased absences, sick pay, accidents, and reduced efficiency of the alcoholic. Each of the speakers repeatedly pointed out that alcoholism should not be regarded as a moral issue, but as a recognized medical problem which can be treated. Each of the speakers mentioned the seriousness of the problem, inasmuch as it is a progressive type of disease, which, if unchecked, may be fatal. As much as 3 percent of the total work force in American industry may be affected by it. Each speaker provided some clues on how to recognize the problem drinker on the job, such as increased absenteeism following weekends, lower job performance, repeated accidents, intoxication during working hours. Finally, the speakers generaly agreed on the following type on factions that they though necessary for an organization to have a successful program for its problem drinkers: (1) Top Management must issue a policy statement in full support of the program; (2) Supervisors must be sold on the desirability of such a program, and must be given to necessary training and means to permit them to recog nize the problem drinker, obtain his confidence and cooperation, and refer him to the appropriate channel for assistance; (3) Employees, i.e., those with a drinking problem, must be made aware of management's sincere concern for their problem as a disease. They must also be made aware that treatment is possible and available and what they can do to obtain such treatment; and (4) Unless an agency can afford to have its own health unit provide treatment, the agency must establish effective coordination with available community treatment facilities to which employee can be referred. Needless to say, these objective cannot be accomplished immediately. If such a program is adopted, an implementation period of at least one year is anticipated. From the nineteen program evaluations that were returned, it can be concluded that this training program achieved the basic objectives indicated earlier. Also, nearly all of the participants commented favorably on the expertise of the speakers and rated the program "excellent." A number of participants indicated that for their personal edification and education the program was excellent, but that they did not see any application of the newly gained knowledge in their areas. Of course this may be a result of a low rate of problem drinkers in Government because of its stringent selection procedures, or it may be due to the relative lack of knowledge on this subject on the part of managers and supervisors prior to their participation in this training course. Others voiced gentle criticisms concerning the scarcity of visual aids and films, and would like to see more active participation by Personnel in future programs. In conclusion it should be mentioned that GSA Central Office is actively engaged in formulating a policy on problem drinkers and that we should see its implementation in the not too distant future. Through the just concluded Institute on Alcoholism, Region 2 has not only anticipated the establishment of a GSA-wide program, but has already taken the first step to implement its own program. The experience and knowledge thus gained will be most useful in the subsequent development of what promises to be a new and enlightened Federal personnel program. HORST E. MUELLER, Employee Relations Specialist. GRADUATION CEREMONY-INSTITUTE ON ALCOHOLISM On Thursday, June 5, 1969 a member of the Employee Relations Branch attended a presentation ceremony of certificates to approximately 60 individuals who completed the Alcoholism Training Programs sponsored by the Community Council of Greater New York Committee on Alcoholism. The guest speaker, an interne at Roosevelt Hospital, briefly pointed out that the medical profession still has a long way to go in giving the disease of alcoholism the emphasis that it deserves. In spite of the high incidence and seriousness of alcoholism, the number of treatment centers and physicians, who are willing to provide the necessary treatment, are limited. The speaker also pointed out some of the disagreements and misunderstandings that still stand in the way of full cooperation between Alcoholics Anonymous and the medical profession. Subsequent to the speech, laminated certificates were distributed to each of the program participants. Unfortunately, the certificates for the GSA managers and supervisors who attended the recent Institute on Alcoholism were not ready and will therefore have to be mailed to them. Present at the ceremony were representatives from State, City and Federal agencies and a number of charitable organizations. Noticeably absent were members from private industry. HORST E. MUELLER. |