Faculty/Staff Assistance Program

Georgia Tech maintains the Faculty & Staff Assistance Program (FSAP) to provide help at no cost to employees who suffer from personal/emotional problems that may affect performance at work. Each faculty and staff member is eligible for one to three sessions per calendar year and one executive coaching session per calendar year.

Services

Provided services include, but are not limited to:

  • Assessment for emotional issues such as depression, nervous, or emotional disorders, and substance abuse;
  • Life transition assistance (divorce, retirement, marital distress, etc.); and
  • Counseling, referral, case management, and follow-up. Career, performance enhancement, executive and wellness coaching
  • Supervisory and management consultation and executive coaching on work/life situations which may impair the functioning of a team or departmental staff

Although the FSAP does not provide direct medical, financial, or legal services, the FSAP may be of assistance in obtaining referrals to appropriate professional providers.

Reminder

An employee's voluntary decision to seek assistance from the FSAP will not be used as the basis for disciplinary action and will not be a defense to the imposition of disciplinary action where facts proving a violation of university policy are obtained outside of the FSAP. The FSAP program is staffed by an EAP (Employee Assistance Professional) counselor who is also a licensed provider of mental health services in the state of Georgia.

Frequently Asked Questions

When was the program established, and how successful has the program been? 
The FSAP was established more than twenty years ago. The program is very successful—the team establishes utilization rates every year and compare them to industry standards in general and academic institutions in particular, and it ranks near the top.

What types of counseling services are available through the program, and is there a cost? 
The FSAP offers confidential and professional consulting, counseling, education and referral services that cover areas such as family and spousal/partner relationships; parenting and eldercare concerns; alcohol and substance abuse, as well as other addictive behaviors; financial pressures; psychological issues (e.g., depression and anxiety); stress; conflict; and work-related matters. The FSAP is a benefit for all Georgia Tech employees—there is no cost.

How can employees receive counseling through FSAP?
It’s very simple. The FSAP has a dedicated line for employees on campus. The team operates during business hours, and can be reached at 404-894-1225. It is a voice mailbox that is checked several times a day. It is completely confidential, and a counselor will call employees back usually within the day. If an employee is having a mental health emergency, we ask that they call 911 or go to the nearest hospital emergency room.

What is a major reason why employees may be hesitant to use the FSAP, and what is the response to this hesitancy? 
They worry that the FSAP is part of management, and if they disclose a problem, it will reflect on their record. It’s not how the program works. The FSAP has an independent consulting relationship with the Institute. All records are kept offsite in FSAP offices, and unless an employee signs a release of information, all sessions are kept confidential.

What role can supervisors play in making their direct reports aware of the FSAP as a resource?
Supervisors who are worried about an employee will often recommend our program and reassure their employees that it is confidential and no report will be sent back to them unless the employee requests it. The FSAP is introduced to each employee during orientation. In addition, supervisors tend to talk about this benefit to an employee whenever it’s clear that there is a concern about the employee’s welfare.

What are the key things about the FSAP that employees should know?
That it’s confidential and a benefit. It is are not an emergency service, so the team urges employees to call at the earliest sign of a concern before it becomes a crisis. This way, employees can be assessed and referred as quickly as possible.