VT-ORG survey

The Vicarious Trauma Organizational Readiness Guide (VT-ORG) is a validated organisational assessment tool developed by an academic research team based at Northeastern University (Boston). Through a series of survey questions, the VT-ORG is designed to identify 5 key areas (or 'pillars') of a vicarious trauma informed organisation: Leadership and Mission, Management and Supervision, Employee Empowerment and Work Environment, Training and Professional Development, and Staff Health and Wellness.

More information on the VT-ORG can be found here: https://vtt.ovc.ojp.gov/what-is-the-vt-org. A 2019 article was published confirming the reliability and validity of the VT-ORG: you can read the abstract here: https://onlinelibrary.wiley.com/doi/abs/10.1002/ajcp.12395

We will be using the VT-ORG survey as a starting point in the pilot sites for the VTPAT project.

Below you will find a list of all the questions in the VT-ORG survey. Note that this page can't be used to complete or administer the actual survey. It is here as an easy way to find the resources you need when you have the results of the VT-ORG survey for your organisation or worksite.

At this stage in the VTPAT project, the project team will administer the VT-ORG survey for you. Please contact us at hello@vtpat.org.au for any questions about the administration of the VT-ORG survey.

How to use this page:

Click on one of the 5 headings and a drop down list will show you all the questions in that section of the survey. Each question has been linked to the resources in the Resource Library that are relevant to that item. For example, under the heading Employee Empowerment and Work Environment, clicking the question My organisation shows that respect for each person is highly valued will go to a list of resources related to that theme. Remember that the Resource Library will be updated throughout the life of the project, so it may be worth checking back to see what has been added. If you find any gaps in the Resource Library, please contact the project team at hello@vtpat.org.au so we can conduct a focussed search on your interest area.

Pro tip: When you want to see what resources there are for a particular question, Right click on that question and then choose Open in New Tab. This will open the resource list in a new tab in your browser, and you won't lose your place on the Survey Questions page.

Survey

My organisation uses a protocol to address staff affected by clients’ acute trauma;
My organisation uses a protocol to address staff affected by clients’ cumulative/chronic trauma;
My organisation uses a protocol to address staff affected by organisational/administrative stress
My organisation uses a protocol to address staff affected by specific concerning behaviours (e.g., low morale, substance abuse, absenteeism).
My organisation uses a protocol to address staff affected by critical incidents (e.g. Critical Incident Stress Management- CISM).
My shift supervisors are readily accessible to support staff members following a critical or acute incident.
I meet individually with my supervisor.
Meetings with my supervisor provide a forum for addressing exposure to trauma.
My supervisor reviews my job responsibilities and workload balance (e.g., variety of tasks, number of high-risk cases, call volume).
I am able to discuss concerns about the organisation or my job with my supervisor(s) without fear of negative consequences.
My supervisor encourages and responds to my ideas and input.
Staff meetings are highly valued as a mode of team communication and collaboration.
My supervisor takes steps to ensure that staff have access to adequate resources to perform their jobs.
Staff members are provided adequate and equitable salary and benefits.
My supervisor ensures policies and/or procedures are in place to address staff grievances.
My supervisor uses a formal performance evaluation process.
My performance evaluation includes a discussion of organisational and individual strategies to minimize risk for vicarious traumatization.
My performance evaluation includes a discussion of employee contributions to a positive work environment.
My organisation provides opportunities for all staff members to provide input into the development of programs, practices, and policies
My organisation provides opportunities for all staff members to provide input into the evaluation of programs, practices, and policies.
My organisation shows appreciation for employee efforts in meaningful ways (e.g., public recognition, note in personnel file, promotions).
My organisation evaluates staff satisfaction, including job duties, organisation policies, etc.
When needed, my organisation uses a written procedure that provides guidance for quick, effective, and confidential resolution of staff conflict.
My organisation shows that respect for each person is highly valued.
Diversity is welcomed, respected, and valued.
Disparaging comments and other demonstrations of disrespect are not tolerated.
I experience a genuine sense of positive teamwork in my organisation.
My organisation provides formal and informal opportunities for building a sense of community and teamwork among employees.
When needed, my organisation uses effective methods to address staff who are not able to contribute to a positive atmosphere or act as team players.
Staff feel safe coming forward to discuss issues of workplace discrimination based on age, gender, gender identity, sexual orientation, race, religion, ability, etc.
My organisation encourages use of time off.
My organisation provides employees with a private, comfortable, and safe work space.
My organisation provides opportunities for me to diversify my work tasks.
During the hiring and orientation of new staff, supervisors demonstrate their understanding of the risk for vicarious trauma and the importance of both individual and organisational strategies to address it by asking final job applicants to articulate their own coping strategies.
During the hiring and orientation of new staff, supervisors demonstrate their understanding of the risk for vicarious trauma and the importance of both individual and organisational strategies to address it by making final applicants aware of the organisation's strategies to reduce the negative impact of the work.
My organisation offers services that support individual staff members (e.g., employee assistance program, chaplain services, mental health providers).
My organisation provides opportunities for peers to support one another.
My organisation conducts exit interviews that include questions related to vicarious trauma and the organisation’s response.
Differentiation between work and non-work hours is recognized and respected.
My organisation’s policies support mental health and wellness
My organisation’s policies support physical health and wellness.
My organisation provides wellness activities (e.g., a fitness program, mindfulness/meditation, yoga, gym access).
My organisation encourages wellness activities (e.g. fitness program, mindfulness/ meditation, yoga, gym)
My organisation allows me to engage in wellness activities during work time (e.g. fitness programs, mindfulness/ meditation, yoga, gym)
My organisation sponsors debriefing and/or support sessions after major traumatic events.
My organisation’s policies and/or practices support family members of employees.