Employee Assistance Program Services

The EAP provider will:
A. Offer services consistent with City operations, employee demographics and insurance coverage.
B. Assist in maintaining current policies and procedures for the program and provide professional
consultation to the City in developing plans for implementing EAP services.
C. Assist with periodic training for supervisors on the voluntary and mandatory referral process and
Drug and Alcohol Awareness.
D. Assist with orienting employees about EAP services in periodic informative sessions.
E. Provide promotional literature (brochures, posters, emails, electronic content, etc.) for employees,
family members and supervisors.
F. Provide a 24-hour, toll-free telephone number for employees, family members and supervisors to
call for immediate assistance.
G. Meet with employees who contact the agency for counseling sessions to determine the nature and
severity of the problem(s) and make appropriate referrals when necessary. These sessions must be
free-of-charge to the employee or family members. Voluntary employee meetings often need to be
on short notice and may be at odd hours.
H. Services include up to twelve (12) counseling sessions per household per year.
I. Services include eligibility for separated employees on a fee per session.
J. Develop and maintain arrangements with referral sources to meet the needs of employees and family
members in a cost-effective manner.
K. Assign a staff member as the City’s primary EAP representative. This individual must either be a
Substance Abuse Professional (SAP) or have connections with a qualified SAP who will perform the

Our Mission as an exceptionally well-run city, we will: Keep Wichita safe; Grow our economy; build dependable
infrastructure; Provide conditions for living well.
City of Wichita 4 RFP #260169
Department of Transportation’s requirements for 500 employees covered by the Omnibus
Transportation Employee Testing Act (OTETA), with effective backup also arranged.
L. Provide at least 24 hours of on-site training, stress management, work/life balance, time
management, money management or other requested training topics.
M. Report to the City EAP utilization at least quarterly.
N. Consult with the City in dealing with difficult or unusual situations involving EAP.
O. Maintain records of client contacts and services for at least three years.
a. Mandatory referrals are made in the event of workplace threats, violence, positive drug or
alcohol tests, or declining work performance. They are confidential from anyone who does
not have a legitimate need to know.
b. A release form signed by the employee is necessary to allow the EAP provider to update the
HR Department on the status of the employee’s program. (sample release included)
Utilization data for City Employees dated January–December 2025 with incumbent provider.
• Annual utilization rate: 7.62%
• In-person visits: 75%
• Telephonic visits: 15%
• Virtual visits/zoom: 10%
Primary Presenting Problem Number Percentage Primary Presenting Problem Number Percentage
ADHD 3 1.43% Mandatory 21 10.00%
Alcohol 4 1.90% Marital 16 7.62%
Anxiety 10 4.76% Medical 2 0.95%
Behavioral Problems 5 2.38% Mental Health 11 5.24%
Check in call 8 3.81% Parenting 2 0.95%
Coaching 3 1.43% Personal Growth 1 0.48%
Depression 13 6.19% PTSD 1 0.48%
Divorce 3 1.43% Relationship 5 2.38%
Domestic Violence 1 0.48% SAP 2 0.95%
Eating issues 1 0.48% Self-Esteem 1 0.48%
Elder Care 1 0.48% Self-Harm 2 0.95%
Emotional 7 3.33% Stress Management 5 2.38%
Family/Relationship 12 5.71% Suicidal 1 0.48%
Financial 2 0.95% Trauma 8 3.81%
Grief & Loss 17 8.10% Work/Life Issues 9 4.29%
Immediate Support 1 0.48% Workplace Related 3 1.43%
Legal 20 9.52% Workplace Stress 1 0.48%
Life Changes 8 3.81%