Description: This resource from Rose Brooks Center (the largest domestic violence agency in Missouri, USA) is a sample of key practices in 10 areas used to "engage staff, build strength, collective resilience, and at the same time improve services for survivors" (pg. 1).
The headings for the key practices are as follows:
1- Hiring process
Organised and thoughtful hiring process
Staff onboarding and new hire training
2- Staff/employee performance evaluation
3- Support to address trauma exposure (secondary trauma)
Staff wellness
Organisational response to vicarious trauma
Flexibility/work-life balance
4- Compensation
Salary
Leave time
Benefits
5- Staff development
Meaningful and challenging development plans
Training
6- Leadership strategies
Integrate staff retention into agency policy, formal practices, and resource development
Staff involvement and feedback to inform staff retention strategies
Leadership conducts annual evaluation of factors impacting staff retention, quality of services, and sustained agency operations
7- Workplace environment and culture
Space
Employee feedback/input
8- Communication
Management transparency
9- Organisation staff meetings
10- Clear mission and values
Sense of purpose in the workplace
What's the evidence base for this resource: This resource is a sample of Rose Brooks Center's policies and procedures, and does not provide any evidence itself. However, the agency is recognised by accrediting bodies as adhering to best practice standards and has won awards for its services.
Potential uses and limitations: This resource is a useful high-level map of organisational strategies to enhance employee support/engagement and address vicarious trauma. It does not provide detailed guidance for any particular issue, but may serve as inspiration or generate ideas on organisational and workplace strategies.
Where it comes from: This resource was presented as a handout within the webinar 'Strategies to Enhance Employee Resilience and Engagement within Survivor-Serving Organizations' hosted by Futures Without Violence in May 2020. Rose Brooks Center's Chief Operating Officer was one of three presenters in the webinar.
Rose Brooks Center is the largest domestic violence agency in the American state of Missouri. The agency has 100 employees and reaches approximately 15,000 individuals annually.
Description: This 1.5 hour-long American webinar (transcript included) from May 2020 features representatives from three organisations who share strategies that they use to increase employee engagement, mitigate burnout, build strength and collective resilience, and improve services for survivors. The facilitators also discussed strategies their organisations use to help staff adapt during COVID-19.
"After this webinar, participants will be better able to:
Strategies shared by the panellists and webinar participants include, but are not limited to:
What's the evidence base for this resource: This resource primarily draws on the practice experience of the panellists.
Potential uses and limitations: This webinar is aimed at Executive Directors, Program Directors/Managers/Coordinators, Supervisors, and Team Leaders. There is particular emphasis on how employees are coping during COVID-19, with many staff members working from home. While the webinar is framed as being about "staff retention", there is a focus on reducing or mitigating burnout, which is related to vicarious trauma.
Where it comes from: This webinar was facilitated by Jennifer White and Monica Arenas from Futures Without Violence, supported by a grant awarded by the Office on Violence Against Women within the U.S. Department of Justice.
Description: Created specifically for the US Vicarious Trauma Toolkit, this resource provides succinct guidelines for supervision in organisations where employees are exposed to vicarious trauma. Its recommendations for vicarious trauma-informed supervision fall under the following categories:
What's the evidence for this resource: The resource was developed by the Institute on Urban Health Research and Practice (now the Institute for Health Equity and Social Justice Research) at Northeastern University, a reputable university in the United States. References are provided, though not every recommendation has a citation.
Potential uses and limitations: This resource provides brief, clear guidelines for supervision in a vicarious trauma-informed organisation.
Due to its brevity, this resource does not give instructions on how to achieve its recommendations. For example, one guideline is to "Design a workplace that is safe, fosters collaboration, demonstrates respect for diversity, and acknowledges the importance of addressing VT on a regular basis" (p. 1). Managers and other readers may need to find other resources for further guidance on achieving these recommendations.
Where it comes from: The resource was developed for the US Vicarious Trauma Toolkit by Northeastern University's Institute on Urban Health Research and Practice (now the Institute for Health Equity and Social Justice Research), in collaboration with the Boston Area Rape Crisis Center.
The CPSU gratefully acknowledges the U.S. Department of Justice, Office of Justice Programs, Office for Victims of Crime, for allowing us to reproduce. in whole, the Supervision Guidelines for a Vicarious Trauma-Informed Organization. This article was prepared by the Office for Victims of Crime.
Description: Presentation of a PhD study (slides and notes in pdf format) into the relationships between Job Demands (e.g. workload), Job Satisfaction, Job Control, Organisational and External Support (e.g. effective supervision, family networks), and Burnout.
The research was via a survey with 167 Forensic Interviewers whose role is to interview children that have made disclosures of abuse.
See p39 of the document for the summary.
Key points:
Burnout and Job-Satisfaction can co-exist, however higher levels of Job Satisfaction predict lower Burnout.
The higher level of Job Control, the higher the level of Job Satisfaction.
The more support (both external and organisational), the less Burnout is reported.
What's the evidence base for this resource: The study was accepted for a PhD dissertation through West Chester University, Graduate Social Work Dept.
Potential uses and limitation: Specific focus on forensic interviewers in North Eastern States of USA. While the findings are useful, the study is not intended to prescribe detailed interventions that can be implemented.
Where it comes from: PhD Candidate, Christina M. Chiarelli-Helminiak. West Chester University, Graduate Social Work Dept.
Description: These guidelines delineate a framework for the human resources policies and procedures that support a vicarious trauma-informed organization.
What's the evidence base for this resource: Developed by the US Dept of Justice Vicarious Trauma Toolkit team with the Northeastern University.
Potential uses and limitation: High level suggestions for human resource (People and Culture) departments, in regards to employment policies and staff well being provisions.
Where it comes from: The US Dept of Justice Vicarious Trauma Toolkit
The CPSU gratefully acknowledges the U.S. Department of Justice, Office of Justice Programs, Office for Victims of Crime, for allowing us to reproduce. in whole, the Human Resource Guidelines for a Vicarious Trauma-Informed Organization. This article was prepared by the Office for Victims of Crime.
Description
Although this is published as an academic journal article, it outlines a useful supervision framework. The intent of the framework is to assist supervisors and supervisees explore vicarious resilience, post-traumatic growth and altruism that can arise from supporting clients who have experienced significant trauma.
Authors: Hernandez, P., Engstrom, D., and Gangsei, D, 2010
What's the evidence base for this resource
Article published in a peer reviewed journal.
Potential uses and limitations
Practical questions and ideas for supervisors to explore the positive aspects of trauma-related work.
Primarily intended for therapists/counsellors but could be adapted for other contexts.
Where it comes from
Published in the Journal of Systemic Therapies, Vol. 29, No. 1, 2010, pp. 67–83.
Made publicly available through the Heal Torture organisation.
Description
This organisation for humanitarian workers provides information, training, and literature on vicarious trauma, burnout, secondary traumatic stress, and resilience.
Link to Headington Institute, Vicarious Trauma section
What's the evidence base for this resource
The training material and other resources have been developed by a highly experienced group of clinicians and researchers with extensive expertise in the trauma field.
Potential uses and limitations
The main focus of the Headington Institute is workers and organisations providing humanitarian aid.
However much of the material would be useful across a range of contexts.
Includes a fully downloadable training package including worksheets, handouts and video links.
The role of organisational responses is noted and some suggestions are made, however are not as detailed as the sections focussing on self-care.
There are some useful questions to guide reflection for managers and supervisors.
Where it comes from
The Headington Institute partners with humanitarian relief and
development organizations and emergency responders, before, during, and
after deployment in order to ensure the wellbeing of individuals. Our
team of psychologists, many with over 30 years of clinical experience,
bridge cutting edge academic research with practical application at the
field level, in order to strengthen the impact of humanitarian response
and promote the long-term wellbeing of humanitarian personnel. Based in the US.
Description: Chapter about how organisations can foster a culture of self-care and compassion. While highlighting the importance of individual self-care, equal emphasis is placed on the role of organisational practices in supporting staff to do so. Supporting staff in this way is viewed as a component of providing high quality services to client, rather than a competing demand.
What's the evidence base for this resource: The chapter is an excerpt from the book TheUC San Francisco Trauma Recovery Center Model: Removing Barriers to Care and Transforming Services for Survivors of Violent Crime. Edited by Stacey Wiggall, LCSW & Alicia Boccellari, Ph.D. Produced in collaboration with Allen/Loeb Associates (Version 1: March15, 2017)
Potential uses and limitation: Is aimed at Trauma recovery/crisis response services. However the suggestions about organisational practices to support staff self-care are relevant to a range of service types.
Where it comes from: The UC San Francisco Trauma Recovery Center.
Description: A guidebook addressing researchers whose topic is sexual violence, and the institutions that employ researchers. Proposes a Socio-Ecological Model, identifying Risk Factors and Protective Factors at the Organisational, Project, and Individual level.
https://www.svri.org/sites/default/files/attachments/2016-06-02/SVRIVTguidelines.pdf
What's the evidence base for this resource: (From the preface) This document has been developed by a group of passionate researchers who care greatly about this work, and recognise how important it is to acknowledge the toll this work can take on us.
The writing group included international researchers, practioners and advocates working the field of sexual violence.
Potential uses and limitations: As the title suggests, it is aimed at researchers and the research field.
However the principles are applicable more broadly, and the Socio-Ecological Model is a useful framework. Broadly speaking the suggestions are at a Secondary
Prevention level. The exposure to trauma is accepted as inevitable, and the
focus is on how organisations and project leaders can support
researchers through bolstering the Protective Factors. There are also
some generic self-care tips for individual workers.
Where it comes from: Guidelines for the prevention and management of vicarious trauma among researchers of sexual and intimate partner violence. (2015). Sexual Violence Research Initiative. Pretoria: South Africa
Description: This set of Supervisory Guides provides advice on creating trauma informed workplaces that are disability inclusive for both staff and clients.
The four themes covered are:
Part 1: Hiring
Part 2: Onboarding New Staff
Part 3: Supervision
Part 4: Supporting Staff with Boundaries and Safety
Downloadable from the Boston Area Rape Crisis Center website.
What's the evidence base for this resource: These are practice based resources, developed from the experiences of partner organisations.
Potential uses and limitation: They are best used along with in-person, interactive training to allow executive leadership, human resources, and supervisors the opportunity to practice skills and discuss challenges and ideas with each other. Particularly helpful to support supervisors prepare for conversations about both accessibility and vicarious trauma with new staff members.
Where it comes from: US based coalition MASS (Movement for Access, Safety & Survivors),
Description: The (US based) Resiliency Project engaged researchers, educators, and
practitioners from the child abuse field in a collaborative effort to
develop, implement, and evaluate an organisationally based program to
build resiliency in staff and volunteers. Twelve service organisations participated in the project.
Key to the project were the pilot "resiliency coaches" who evaluated all training and technical assistance products related to the organisational program model.
The model identified 5 key themes- self-knowledge and insight, sense of hope, healthy coping, strong relationships, and personal perspective and meaning- that can be promoted in the culture of organisations.
What's the evidence base for this resource: Evaluation conducted by the Institute on Domestic Violence and Sexual Assault (IDVSA) at the University of Texas School of Social Work.
Potential uses and limitation: It includes
examples of specific interventions implemented under the categories of
Policy, Supervisory Technique, and Competency-based Training. There are a range of training and reflection exercises that could be useful in supervision contexts. Suggested practice examples range from personal reflections, through to policies that promote staff well being.
Where it comes from: Institute on Domestic Violence and Sexual Assault (IDVSA) in the Center for Social Work Research, School of Social Work
Description: This Webinar is aimed at professionals in primary care, mental health and human services settings who work with young people who have experienced trauma and injustice at some point in their lives.
Rather than focusing on specific self-care strategies, it advocates for a framework of ‘self-care’ that includes the role of organisational responsibility in maintaining staff wellbeing in this space.
What's the evidence base for this resource: Mostly based on the clinical practice experience of the presenter, with references to relevant research and literature sources.
Potential uses and limitations: Discussion starter for staff, supervisors and mangers. There are specific suggestions for supervision practices and workplace measures, from about 46m30s.
Where it comes from: Orygen National Centre of Excellence in Youth Mental Health.
Description: A brief overview of the signs of vicarious trauma and burnout. Focused on workers in the family violence sector.
What's the evidence base for this resource: Does not directly cite any research or literature. However the information is broadly consistent with the evidence base and accepted practice.
Potential uses and limitations: Includes some simple tips for worker self-care and prevention at an individual level. Does not discuss primary prevention.
Where it comes from: (from the site) "The Lookout is a place where Victorian family violence workers and
other professionals in universal and mainstream services can find
information, evidence-based resources and services to help them respond
to family violence". The Lookout has been developed by the Domestic Violence Resource Centre Victoria (DVRCV) and Domestic Violence Victoria (DV Vic) with funding from the Victorian Government as part of its commitment to addressing violence against women and children.
Description: Downloadable fact sheet with brief explanations of common themes associated with vicarious trauma, and some tips for looking after yourself.
What's the evidence base for this resource: Is presented as a 'Factsheet' style resource. Refers to a small range of credible literature sources to support key points.
Potential uses and limitations: Although it acknowledges the organisational context, the focus is on individual workers awareness and self-care. Intended for workers in the sexual abuse field, however much of the information relates to trauma more generally.
Where it comes from: Knowmore, an Australian legal service set up to assist survivors of institutional child sexual abuse.
Description: Literature summary and discussion of key themes related to vicarious trauma.
Topics include:
Section one: DefinitionsWhat's the evidence base for this resource: While intended to be accessible to workers in the field, this resource does include a reasonably thorough amount of referencing to credible research and academic literature.
Potential uses and limitations Offers a variety of perspectives, from clinical to ethics-centred, to generate discussion and reflection. There are some general suggestions regarding supportive organisational practices, as well as personal self-care practices. Some of the infographics at the end are not particularly useful or relevant. Is a relatively lengthy read, although sections can be read individually.
Where it comes from: Australian based website livingwell.org.au which provides support and information to men who have experienced sexual abuse.
Description: This handout suggests some additional considerations to ensure Employee Assistance Programs are vicarious-trauma informed and ready to provide appropriate services to staff impacted by vicarious trauma.
What's the evidence base for this resource: Created by the Northeastern University team responsible for the US Vicarious Trauma Toolkit. Based on available (albeit limited) evidence.
Potential uses and limitations: These are general level recommendations. They provide suggestions and guidance for organisations to evaluate and enhance their existing EAPs.
Where it comes from: The handout was developed by the US Vicarious Trauma Toolkit team and can be downloaded directly from their website.
Description: A special edition of a journal with a range of short articles related to Vicarious Trauma, Secondary Traumatic Stress etc.
Table of Contents
Overview
Helping that Hurts: Child Welfare Secondary Traumatic Stress Reactions, Charles R. Figley, PhD 4
Occupational
Hazards of Work in Child Welfare: Direct Trauma, Secondary Trauma and
Burnout, Kimberly K. Shackelford, PhD, LCSW 6
Secondary Traumatic Stress and Supervisors: The Forgotten Victims, Crystal Collins-Camargo, MSW, PhD 8
The Vicious Cycle: Policy, the Media, and Secondary Traumatic Stress, David Chenot, PhD, MDiv, LCSW 10
Media Influence on Development of Secondary Traumatic Stress in Child Welfare Workers, Kate Richardson, Dip SW, BA 11
Secondary Traumatic Stress in Child Welfare: Multi-Level Prevention and Intervention Strategies, Alison Hendricks, LCSW 12
Vicarious Traumatization and Work in Child Welfare Organizations: Risk, Prevention, and Intervention, Joy D. Osofsky, PhD 14
Best Practices
Preparing MSW Students for Practicing in Child Welfare, Ronald Rooney, PhD 15
Withstanding Secondary Traumatic Stress: The Role of Realistic Recruitment, Nancy S. Dickinson, MSSW, PhD 16
Screening for Secondary Traumatic Stress in Child Welfare Workers, Brian E. Bride, PhD, LCSW 18
A
Psychoeducation Model for Teaching Child Welfare Practitioners to Dump
Their Secondary Traumatic Stress Buckets, Josephine Pryce, PhD, MSW 19
What Can Child Welfare Workers Do about Vicarious Trauma?, Laurie Anne Pearlman, PhD 20
Social Support in the Workplace and Secondary Trauma, Anita P. Barbee, MSSW, PhD 21
Going
Beyond Self Care: Effectively Addressing Secondary Traumatic Stress
Among Child Protective Staff, Erika Tullberg, MPA, MPH, Roni Avinadav,
PhD and Claude M. Chemtob, PhD 22
The Secondary Trauma
Prevention Project: A Multilevel Systems Approach to Protect Child
Welfare Staff from Secondary Trauma, David Conrad, LCSW 23
Developing,
Continuously Improving, and Disseminating Culturally-Appropriate
Workplace Policies to Prevent and Mitigate Secondary Traumatic Stress
among Child Welfare Workers, James C. Caringi, PhD and Hal A. Lawson,
PhD 24
Perspectives & Collaborations
What's the evidence base for this resource: Peer reviewed journal.
Potential uses and limitations: Focused on child protection/welfare but much of the content has broader relevance.
Some articles include descriptions of organisational interventions. These are free to access academic articles, they are mostly written in a way that is relatively accessible to non-academic workers in the field.
Where it comes from: Link to journal (free to access via the US VTT site):
https://vtt.ovc.ojp.gov/ojpasset/Documents/OS_STS_Child_Welfare_Article_Review.pdf
Description: US study of 192 child welfare professionals. Investigates the relationship between Adverse Childhood Experiences (ACE's), resilience, and work environment and professional quality of life including compassion satisfaction, burnout, and secondary traumatic stress.
What's the evidence base for this resource: Academic research article published in peer reviewed journal.
Potential uses and limitations: Two significant findings:
1- Workers who reported more ACE's scored higher on Compassion Satisfaction and lower on Burnout.
This counters the 'intuitive' claim that more ACE's would lead to higher levels of burnout.
2- "Controlling leadership style" and low "Resilience" were the factors most correlated with higher burnout.
"We postulate that supervisors who are authoritative, rather than authoritarian, may be the most effective at providing the type of support that will produce the best outcomes for their employees"
Where it comes from: Published in Children and Youth Services Review, Volume 57, October 2015, Pages 141-148.
Link to abstract: https://www.sciencedirect.com/science/article/pii/S0190740915300335