1. What exactly is a chaplain and what do they do?
Though the concept existed throughout recorded history, the term "chaplain" originated during the early Roman Empire to designate religious professionals who were appointed to give instruction, comfort and encouragement to a military leader and his troops. In subsequent history chaplains have been assigned to serve legislators, police and firefighters, hospitals, prisons, college campuses, professional sports teams, and places of employment.
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2. What training or credentials does a chaplain usually have?
In addition to seminary training, a chaplain usually has training through programs like the American Association of Christian Counselors, International Fellowship of Chaplains, and/or Clinical Pastoral Education units. Our senior chaplains are also certified in CISM (Critical Incident Stress Management) procedures.
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3. What is a Ministry Associate?
Our Associates do not have a seminary degree, but have training in health related areas (nursing, social work, addiction treatment, etc.) and skills in building relationships and problem solving. They also are required to complete a 30 hour training course to receive accreditation with the American Association of Christian Counselors. They work under the direction and supervision of one of our full time Senior Chaplains to supplement the work in a particular place of employment. Having these associates available for our larger clients allows us to offer a wider range of skills, personalities, and genders to the employees at that location.
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 4. Why is this service important to the employer as well as the employee?
Most employers recognize that absenteeism and turnover can create a significant cost to the business or corporation. In addition to these, an employee who is focused on a personal problem rather than on their work is sometimes the cause of expensive errors or accidents. The companies we serve believe that the modest cost of having a chaplain available to their employees (about 2 cents per employee hour) has significantly reduced these greater costs. In a more dramatic scenario: if a suicide or workplace violence situation is prevented by a chaplain's early intervention, the costs avoided are incalculable.
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5. What are the kinds of problems or situations a chaplain/associate might help an employee with?
Employees frequently come to a chaplain/associate with concerns or struggles relating to marriage, parenting, finances, legal complications, depression, substance abuse, or other job and life stresses. In addition chaplains are available to visit with employees or family members who are hospitalized, home bound, incarcerated, or unable to be at work for other reasons. Chaplains help families move through grief and funeral situations and occasionally conduct weddings, baptisms, dedications, etc. When the presenting issue is outside the expertise or ability of the chaplain/associate, referrals to an EAP provider and numerous other community resources (including other spiritual care providers) are readily and professionally arranged.
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6. Do chaplains "push religion" or focus primarily on the religious needs of employees?
No. Our chaplains are trained to be sensitive to any needs employees have. Our goal is to help them problem solve, connect with community resources, and to work through crises in the most healthy and appropriate way possible. If the employee exhibits religious needs or questions in this process (as often occurs in a crisis or grief situation), chaplains are uniquely qualified to meet these needs as well - always in a denominationally neutral way. Our chaplains are also able to conduct funerals and occasional weddings.
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7. How does an employee contact a chaplain/associate?
Because our chaplains and associates visit each contracted location on a regular (usually weekly) basis, employees often ask for assistance directly. If necessary, the chaplain/associate will arrange to meet the employee at a break or shift change to talk further. Our providers are available by cell phone 24 hours a day and can also be contacted by email. Because we come to know the employees by way of a weekly brief contact, there are very few barriers to initiating a discussion and following up the concern on successive visits.
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9. What is the cost to an employer to provide this service to employees?
The cost varies slightly depending on location, number of employees, variations in service commitments, etc. but is
approximately 2 - 3 cents per employee hour.
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10. What feedback or reporting can the employer expect from this service?
A quarterly report provides the employer with numbers of on site visits, off site visits, wedding/funeral arrangements, and referrals; plus additional details like percentage of employee use, year-to-date totals, general trends in types of issues addressed, etc. These reports are given both on paper and in person, usually through an Advisory Committee (composed of HR, management and hourly representatives) appointed at each location. This group also becomes a feedback loop for suggestions to us on how to improve or adjust the service to that particular location.
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11. Will such a service disrupt production or create safety hazards?
Our service providers are carefully instructed in how to approach employees in such a way as to not hamper production or to create safety issues. They are equipped with all the appropriate personal protection equipment and are covered by liability and disability insurances. If a concern prevents an employee from continuing his/her work or presents a safety issue, permission is sought from management to accompany the employee to another location. If at any point an employee becomes a threat to themselves or to others, our providers are instructed to follow a reporting procedure to inform all appropriate authorities, including the employer.
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12. How would such a service overlap with or facilitate a current Employee Assistance Program?
An Employee Assistant Program is an important asset to any employee group, but is often underutilized or unable to address the initial onset of a concern. An on site chaplain/associate will often facilitate the identification of a concern and its early resolution or referral to the EAP provider. In addition, we make referrals to community, social, non-profit and faith-based resources that are often overlooked as potential solutions or aids in surviving a crisis.
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