Supervisors have a variety of responsibilities within a drug-free workplace
program. Supervisors should:
Know the organization’s program and policy, including the rationale for
the program and specific details about drug testing procedures, if
applicable, as well as other components
Be able to explain the program to employees
Know where to refer employees for help and information
Understand and accept the importance of supervision as a tool for implementing
the policy -- recognizing that the supervisor is the best judge of employee
performance.
Supervisors are not expected to provide substance abuse counseling. Neither
should they try to diagnose alcohol or other drug problems. If a supervisor suspects
an alcohol, drug-related, or other problem, particularly as evidenced by poor job
performance or conduct, the employee should be referred for professional evaluation
and assistance.
The Supervisor: Enforcer or Advocate?
Because an important responsibility of supervisors is to observe and evaluate
employee job performance, they can be effective advocates for employees. They
can encourage employees to deal with work-related problems that may or may not
be connected with alcohol or other drug use. They also can suggest sources of
help and support, such as an employee assistance program (EAP) or local treatment
program, when an employee has problems.
If an employee has been given a chance to improve job performance but hasn’t
changed his or her behavior, the supervisor may need to take a more forceful
approach. Still, the emphasis should be on improving the employee’s job
performance, not on judging the employee.
What Supervisors Need To Know
All supervisors should be provided with basic information about the program
and their role in carrying it out. This includes:
The rationale and specific details of the program startup and implementation
The supervisor’s specific responsibilities for initiating and carrying
out the drug-free workplace policy and program
Ways to use the Employee Fact Sheets and/or posters and decal in this kit
as a source of information and employee education
How to recognize and deal with employees who have job performance problems
that may or may not be related to alcohol or other drugs, including personal
and family problems.
Guidelines For Effective Supervision
Be attentive.
Be ready to recognize employee problems (e.g., accidents, frequent
lateness, mood swings) that may or may not be related to alcohol
or other drug abuse.
Observe.
Focus on specific aspects of job performance.
Document.
Keep an ongoing record of the employee’s performance.
Focus on job performance.
Avoid judging, diagnosing, or counseling the employee.
Be thoughtful.
Stay nonjudgmental and recognize the employee’s point of view.
Be straightforward.
Stick to the facts of job performance; don’t get sidetracked.
Be consistent.
Follow the same procedures for all employees.
Maintain confidentiality.
Discuss employee problems in private and keep the discussion
between the two of you.
Refer.
Encourage troubled employees to seek help from the resources
available in the workplace or the community.
Follow up.
Continue to assess employee job performance over a period of time.
How To Provide Supervisor Training
Supervisor training can be provided in a variety of ways, depending on
available time and resources. These can include:
Training the supervisors yourself
Having a consultant from a local community agency or EAP conduct
the training (they may offer role playing and other training methods that are
not possible with written materials only)
Using the Supervisor Materials and Employee Fact Sheets in this kit, as
well as any other materials provided by the employer or a consultant.
Supervisor Training Checklist
___ Decide how supervisor training will be done -- where, when, by whom, and
with what materials.
___ Hold a meeting to inform supervisors about the drug-free workplace
program, the organization’s policy, and their role in carrying it out.
___ Distribute the Supervisor’s Guide and Employee Fact Sheets.
___ Instruct supervisors to fill in the local resource phone numbers on the
last page of each Employee Fact Sheet before distributing them (if you have
not already done so yourself).
___ Schedule followup training or use the materials in this kit as self-instructional
guidance.
___ Follow up with additional resources, booster sessions, question-and-answer
sessions, and program review.
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___ Decide how supervisor training will be done -- where, when, by whom, and
with what materials.
