Sample Strategies to Enhance Employee Support and Engagement

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.


Supervision Guidelines for a Vicarious Trauma-Informed Organization

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.



I Love My Job, But… Job Satisfaction And Burnout Among Forensic Interviewers

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.


Human Resource Guidelines for a Vicarious Trauma-Informed Organization

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.


Guidebook on Vicarious Trauma: Recommended Solutions for Anti-Violence Workers

Description

Written for women working in anti-violence fields (e.g. domestic violence, child abuse, sexual assault). Uses a strong gender lens and the specific challenges for women workers in these fields.

Download link


What's the evidence base for this resource

 Based on the author's 8 months of consultations with expert workers in the sector, the Canadian National Advisory Committee on Family Violence. The author was contracted by the Centre for Research on Violence Against Women and Children in London, Ontario, The  University  of  Western  Ontario, to produce this report for the Family Violence Prevention Unit, Health Canada. 


Potential uses and limitations

The resource is intended for women workers in anti-violence work. Some of the content is also quite specific to the Canadian context. Also note that the publication date is 2001.

Covers topics ranging from individual self-care practices, to organisational strategies. The uniquely feminist perspective, with an emphasis on gender and social justice, sets this apart from many other trauma related resources. The section on organisational strategies includes sections on:

Feminist Philosophy  
Social Justice 
Organizational Structure
Staffing
Human Resources Policies and Practices
Training 
Administrative and Support Staff
Hiring
Orientation and Training
Personal Relationships of Staff
Supervision
Retreats and Celebrations
Exiting Gracefully


Where it comes from

Published by National Clearinghouse on Family Violence, Canada. Some of the content does apply specifically to the Canadian context.



Preventing occupational stress in healthcare workers

Description: Systematic review of Randomised Control Trials. The objective of the review was to evaluate the effectiveness of work‐ and person‐directed interventions compared to no intervention or alternative interventions in preventing stress at work in healthcare workers.

Authors' conclusions
There is low‐quality evidence that CBT and mental and physical relaxation reduce stress more than no intervention but not more than alternative interventions. There is also low‐quality evidence that changing work schedules may lead to a reduction of stress. Other organisational interventions have no effect on stress levels. More randomised controlled trials are needed with at least 120 participants that compare the intervention to a placebo‐like intervention. Organisational interventions need better focus on reduction of specific stressors.

What's the evidence base for this resource: As this is a Cochrane Systematic Review, it is considered to be of the highest standard of evidence. 


Potential uses and limitation: Discusses the findings of evaluations studies of a range of stress-prevention interventions in health-oriented workplaces, from individual level to organisational level. You can follow up by finding the original studies of interventions that may be relevant for your workplace if required.

 

Where it comes from: https://www.cochranelibrary.com/cdsr/doi/10.1002/14651858.CD002892.pub5/full
Ruotsalainen, J. H., Verbeek, J. H., Mariné, A., & Serra, C. (2014). Preventing occupational stress in healthcare workers. Cochrane Database of Systematic Reviews, (11).


When Compassion Hurts: Burnout, Vicarious Trauma and Secondary Trauma in Prenatal and Early Childhood Service Providers

Description: Comprehensive resource book including information about Vicarious trauma and related issues. While many of the practical tools are for individual level reflection, there is clear discussion about risk factors and protective factors in the work environment. Also addresses the broader community context, including cultural practices and social inequality. Includes worksheets and reflection guides.

Chapter headings:

Definitions
Biology of Stress and Trauma
Signs and Symptoms
Risk Factors
Protective Factors
Resilience and Self-care
Reflective Practice
Taking Action

 Link to resource


What's the evidence base for this resource:  Based on comprehensive literature summaries and extensive consultation in the field.

 

Potential uses and limitation: The resource is created for Early Childhood services, however much of the content is relevant for all types of trauma-related services.

The practical tools (e.g. worksheets, assessment guides) tend to be geared towards individual level self-care, even though the work environment is clearly discussed as a key factor.

 

Where it comes from: Best Start Resource Centre, Ontario, Canada.


Vicarious Trauma and Staff Support: The UC San Francisco Trauma Recovery Center Model

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.

  Link to resource


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.


Guidelines for the prevention and management of vicarious trauma among researchers of sexual and intimate partner violence

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


What is PTSD? What it looks like across workplaces?

Description: This presentation describes the key clinical features of PTSD, including the current diagnostic criteria, accompanying clinical presentations, functional outcomes and common comorbid conditions that present with PTSD.

The talk presents data on the prevalence and presenting features of PTSD across varying workplace settings, including first-responders (paramedics, fire-fighters, police), defence, primary health care settings, drug and alcohol services, and forensic settings.

Prevalence rates and important issues for consideration are highlighted in relation to PTSD in these workplace settings and the heterogeneity of PTSD presentations are highlighted.


What's the evidence base for this resource: The presenter, Professor Kim Felmingham, is a recognised academic expert on workplace related mental health issues. We have a high level of confidence that the information presented is accurate and reliable.

 

Potential uses and limitation: Concise information on the prevalence of workplace trauma across a range of workplaces. Briefly summarises some of the evidence regarding organisational culture as a protective factor, and what organisations can do to support workers dealing with trauma exposure. 


Where it comes from: Recorded as part of WorkSafe Tasmania PTSD: "Mental Health Matters" Conference, 14th October 2019.


Content Warning:
These videos address issues relating to post traumatic stress disorder and other mental health conditions. Please be aware that presentations may contain content and imagery that may be confronting or cause distress.






Traumatic horror, injustice, embitterment and shame: The impact of moral injury in the workplace

Description: Fear based models of PTSD have dominated research and clinical approaches to PTSD since the 1990s. The role of overwhelming horror, injustice, embitterment and shame emerge as alternative pathways to traumatic stress injury and the role of such emotions in addition to exposure to ‘life threat’. This session will provide attendees with an overview of research in moral injury which aims to expand treatments for PTSD to better address role of these forms of traumatic stress injury.


What's the evidence base for this resource: Professor Zachary Steel is a recognized academic researcher at the University of New South Wales. We have a high degree of confidence in the information presented. 


Potential uses and limitations: Discussion starter on the under-recognized issue of moral injury. Useful for supervisors.

Does not provide any advice on how this could be addressed at an organisational/primary prevention level.

 

Where it comes from: Recorded as part of WorkSafe Tasmania PTSD: "Mental Health Matters" Conference, 14th October 2019


Content Warning: These videos address issues relating to post traumatic stress disorder and other mental health conditions. Please be aware that presentations may contain content and imagery that may be confronting or cause distress.






Creating a Trauma-Informed and Disability Inclusive Workplace

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),



Resiliency Project: A Gecko’s Guide to Building Resiliency in Child Abuse Staff & Volunteers

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.


This is a summary report.

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


Working with young people in the trauma space: vicarious trauma

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.



Compassion Fatigue, Burnout and Vicarious Trauma

Description A Queensland Program of Assistance to Survivors of Torture and Trauma (QPASTT) Guidebook (2016)

The content is therapeutically informed, and addresses those providing direct support to people who have experienced torture and trauma. There is a clear message that VT is not a sign of 'personal weakness', but a natural human response to repeated exposure to human suffering. It is intended to be a resource for people who are affected by the stories and experiences of the refugee and asylum seekers who they work with.

 

What's the evidence base for this resource. Is essentially an accessible narrative summary of some of the key research and theory references in the trauma and vicarious trauma field.

 

Potential uses and limitations Focus is on individual level impacts and self-care. There is a brief discussion on the theme of Vicarious growth and satisfaction. Could be useful for supervisors. There is only a brief summary of organisational responsibilities but these are not detailed enough to provide any substantial guidance for primary prevention strategies.

 

Where it comes from: Queensland Program of Assistance to Survivors of Torture and Trauma


Feeling Heavy: Vicarious trauma and other issues facing those who work in the sexual assault field

Description Discussion paper with a focus on workers in the sexual assault sector.

 

What's the evidence base for this resource Based on a narrative review of relevant research literature, and interviews with Australian sexual assault counsellors. This was not a formal research study but provides some  'practice insight' from workers in the field.


Potential uses and limitations: Includes a section highlighting organisational support to prevent and address vicarious trauma.

 Could also be useful for supervision.


Where it comes from: 2007 paper from the Australian Centre for the Study of Sexual Assault (a now defunct department of the Australian Institute of Family Studies).


Vicarious Trauma Management

NSW Domestic Violence and Rape Crisis Services offers online professional training for organisations, clinicians, supervisors and managers. The training is provided on a fee for service basis.

https://www.rape-dvservices.org.au/resources/for-psychologists-and-counsellors/vicarious-trauma/professional-services-vicarious-trauma-management


Preventing work-induced stress and trauma: 1800 RESPECT

Description:  Information page on prevention of workplace stress and trauma covers the topics:

What can I do if I'm experiencing work-induced stress or trauma?
Ask for help if you need it
Take a break
Have realistic expectations
Up-skill and seek support
Find balance and meaning
What managers and organisations can do

 

What's the evidence base for this resource Does not directly cite any research literature. However 1800 Respect is a well established, high profile organisation and the information presented is broadly consistent with the evidence on staff wellbeing.

 

Potential uses and limitations The information is presented as dot point summaries of key themes. There are specific strategies suggested for primary prevention in relation to vicarious trauma. May be useful as a discussion starter.

 

Where it comes from 1800RESPECT is the Australian national sexual assault, domestic and family violence telephone counselling service.



The Lookout: Vicarious Trauma and Burnout

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.


Mental Health Professionals Network - Vicarious Trauma webinar

Description:  Australian webinar, panel discussion with workers from Blue Knot Foundation, with a particular focus on working with survivors of institutional child sexual abuse. The content is directed primarily at therapists working with people who have experienced childhood sexual abuse. It may have limited relevance for workers who are not providing therapy/counselling.

Note that it takes 10 minutes to get to content related to VT. The first 10 minutes or so are introductions to the panel and administrative matters.

Themes:

Heavily focused on individual level impacts and strategies for self-care for therapists.

Individual warning signs and differences between VT, PTSD, burnout, and compassion fatigue.

Continuum of impacts of VT.

Emphasises that exposure to trauma material is the primary risk factor for developing VT, rather than personal attributes.

Highlights that VT is more of a risk when there is only one worker supporting the client, rather than a network/community of support.

Speakers acknowledge that supportive management is a protective factor, but give insufficient details of what this involves in practice.
At times the focus of the panelists drifts from VT and on to the therapeutic needs of people who have experienced sexual abuse.


Talking points from Q&A section:

There is no metric for an ideal number of 'trauma clients' in a caseload. This might vary from day to day. The point is that organisation management and leadership have a sound understanding of the impacts that trauma exposure can have on workers. It is a false equation that more client contacts/appointments equals better performance. Organisations have an ethical obligation to resist KPI driven funding arrangements that are ultimately harmful to clients.

One panelist comments that the ethical thing for workers to do, if they are not feeling 'strong and grounded', is to acknowledge this. If the worker is not in a state to regulate their own responses to trauma material, it is not ethical for them to engage a client to explore deeply traumatic material.

Body based (somatic) healing as a crucial component of managing vicarious trauma.

See 59:40 for question/discussion about when you as a worker feel 'trapped in a toxic workplace' but cannot leave because of finances.

See 1h05m50s for differences between 'immediate' trauma symptoms and cumulative VT.

 

What's the evidence base for this resource: Primarily draws on practice experience of the panelists.

 

Potential uses and limitations: Discussion starter for group supervision around VT impacts and self-care. Could also be a prompt for managers and supervisors to raise their own awareness of organisational responsibilities regarding vicarious trauma.

 

Where it comes from The Blue Knot Foundation is an Australian organisation that supports adults who have experienced childhood trauma.


Vicarious Trauma - National Auslan Interpreter Booking & Payment Service

Description: Overview of Vicarious Trauma as it relates to Auslan/sign language interpreters, especially in health and legal settings.

 The content is relatively introductory educational material.


What's the evidence base for this resource: Does not refer to the literature. However the information is broadly consistent with the evidence and accepted practice.

 

Potential uses and limitations: A useful prompt to think about the impacts and supports for this group of workers, whose needs are often overlooked. Includes information on how to access a specialised support service for interpreters.

 

Where it comes from: The National Auslan Interpreter Booking & Payment Service (NABS)


The doctor and the importance of self-care

Description Chapter on Vicarious Trauma and self-care (Chapter 14, page 105) for GP's when working with patients experiencing abuse, violence and trauma.


What's the evidence base for this resource: Consistent reference to the research and relevant literature. Includes reference list.

 

Potential uses and limitation: Includes ideas for personal and organisational strategies to enhance protective factors: awareness, balance and connection. Many of the themes here are relevant across different types of organisations where trauma exposure is present.


Where it comes from: The Royal Australian College of General Practitioners 'White Book'.


CW360°: A Comprehensive Look At A Prevalent Child Welfare Issue

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

Social Work in a Rural Community, Julie Krings, MSW, CSW 26 

A Supervisor’s Perspective on the Importance of Addressing Secondary Traumatic Stress in Child Welfare,  Julie Collins, LCSW 27 

The Trauma of Working with Victims of Torture, Patricia Shannon, PhD, LP 28 

Utilizing Traditional Anishinaabe Cultural Practices to Reduce Secondary Traumatic Stress in the Workplace,  Ryan L. Champagne, Social Service Director for a Tribal Agency 29

Secondary Trauma and the Work of the Minnesota Child Mortality Review Panel, Esther Wattenberg, Professor 30

A Judicial Perspective on Secondary Trauma in Child Welfare, Judge Kathryn Quaintance 31 

Secondary Traumatic Stress and Child Welfare: A Foster Parent Perspective,  Phill Klamm, Jodie Klamm, and Crystal Peterson, MSSW, APSW; Edited by Amelia Franck Meyer, MS, MSW, APSW, LISW 32 

We Need to Pay Attention, Joan Riebel, LICSW 33


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



Compassion Satisfaction & Compassion Fatigue

Description: A range of resources related to the Professional Quality of Life (ProQOL) assessment tool.

What's the evidence base for this resource: The ProQOL is a widely used measure of Compassion Satisfaction and Compassion Fatigue. The training slides describe how the ProQOL conceptualises and measures these constructs. It is not a standardised psychological test.

Potential uses and limitations: Useful for organisations wanting to introduce ProQOL as a baseline measure to inform a broader organisational response. Note that the ProQOL does not measure Vicarious Trauma as a discreet construct, it measures Compassion Satisfaction and Compassion Fatigue (in two sub-scales: Burnout and Work Related Traumatic Stress).

Note that ProQOL, and this material, is mostly focussed on individual level factors.

Where it comes from© Beth Hudnall Stamm, 2009. See slide 1 for conditions of use in training and professional development.




Compassion Fatigue Awareness Project

Description: Website dedicated to educating caring professionals about Compassion Fatigue. Provides a range of information resources, mostly focussed on individual level self-care.  Has link to the ProQOL assessment tool (Professional Quality of Life).
Includes a video presentation about the personal impacts and responses to Compassion Fatigue.

What's the evidence base for this resource: While the resources do not appear to be systematically appraised in regards to academic rigour, the site states that their aim is "gathering, documenting, and disseminating useful information that can be readily introduced into care giving environments in order to impact the lives of caregivers in a positive way".

Potential uses and limitations:  Could be particularly useful for educating managers and supervisors interested in learning more about the personal impacts of Compassion Fatigue.  The primary focus is individual level impacts and self-care. 

Where it comes from: This project is founded by Patricia Smith, who is a leading US educator around Compassion Fatigue.

http://www.compassionfatigue.org/



Building Resiliency in Child Abuse Organizations

Description: Fully structured training program about Building Resiliency that addresses individual as well as organisational factors.
Provides handouts, ppt slides, etc. Training can be tailored (e.g. half day, full day etc) and individual modules selected.

What's the evidence base for this resource: The training material draws on established evidence and consultation with experts in the field.

Potential uses and limitations: Can be utilised by management and leaders with responsibility for staff wellbeing to deliver training sessions on a range of related topics. Importantly, there are modules which address organisational responsibilities for managers.

Where it comes from: Developed by US Office for Victims of Crime Training and Technical Assistance Center "to support professional development, enhance services to the community, and expand outreach to under-served victims of crime".

The training materials can be downloaded from the US OVC website




An Organizational Self-Care Model: Practical Suggestions for Development and Implementation

Description: Describes the implementation of a staff self-care program across a large organisation. While many strategies were in some senses individual level, the key point was that the organisation provided the time and legitimacy for staff to participate in the activities.

Talking points:

p306: In an organisational setting, the assessment of personal trauma histories and other intra-individual characteristics typically is not appropriate or feasible.

p306: Hypothesis: Workers in organisations where there is little control over workload and sources of support (e.g., hospitals, outpatient public mental health clinics, government social services) and whose personal values may be in conflict with organisational goals (e.g., military mental health therapists, prison psychologists) would be more susceptible to burnout in comparison with workers who are self-employed, or where there is a better 'value fit'.

Link to abstract: http://journals.sagepub.com/doi/10.1177/0011000010381790