CTRI violence prevention consultants work with organizations to create safe work environments. We are able to provide general consulting around violence prevention planning, support in developing violence threat assessment plans and teams, or facilitate more detailed violence risk assessment.
Clearly defined threat assessment plans and teams are an essential component to any violence prevention plan. After a violent incident, it is not uncommon to find that many people were aware of clues that violence was being planned. Yet, without a clearly defined process to gather information and assess the situation, violence prevention is extremely difficult. Threat assessment plans ensure that communication and decision-making processes are in place to make the management of threats more effective. Threat assessment teams make it easier to identify, assess and manage individuals who may be escalating towards violence.
The following steps serve as a guide to developing a threat assessment team and plan. This is a blueprint that can be adapted to fit your unique environment.
Step 1 – Establish a threat assessment team. This step looks at who should be on a team, the size of the team and what leadership’s role on the team is.
Step 2 – Creation of a clear statement of the function, purpose and parameters of team. This step clearly outlines the role of the team within the organization and defines the scope of threats that the team will assess.
Step 3 – Develop the process for how threats will be assessed. This step looks at a specific model for assessing threats. Fundamental questions are developed that should always be asked by the threat assessment team.
As a part of the violence threat assessment plan and team creation, participants will work through various case studies to help them learn and become more comfortable in their management of threats.
If there is a need to find more out about the nature, magnitude, number of incidents of violence or level of potential risk, a workplace violence risk assessment can be helpful in giving you the information needed to address any areas of concern. CTRI’s assessments provide a clear and concise picture of the climate and challenges that your organization has. The results of a risk assessment position you to implement policies and procedures that create a safe work environment.
A workplace violence risk assessment will focus on incidents, risks and fears related to physical assaults, expression of threats and harassment (bullying, sexual, verbal and emotional abuse). How organizational policies, culture and management may affect the nature of violence in the organization will also be explored.
Workplace Violence Risk Assessments have four phases:
Phase 1 – Goal Planning Meeting
CTRI will meet with you to explore your goals and interests. We will then work through what the scope and parameters of the assessment will be and what your desired outcomes are. Details related to timelines, communication, staff participation and data collection methods will be established.
Phase 2 – Collection of Information
Surveys and interviews will be used to collect information from members of the organization. All attempts will be made to gather a sampling that reflects the true diversity of the organization. Concerns around issues of validity will be carefully monitored. During this phase, any existing policies in the areas of violence and workplace safety will be collected and reviewed. In addition, there will also be a review and analysis of the organization’s physical space as it relates to potential for violence.
Phase 3 – Analysis of Data
Using established analysis methods, CTRI will examine the data collected and identify patterns of organizational strengths, issues and concerns. Through this process a clear picture of the dynamics and issues will emerge.
Phase 4 – Report and Recommendations
A concise and user-friendly report will be developed. The presentation will include a review of the assessment process and the findings that came from the analysis phase. As needed, there will also be recommendations given with the purpose of strengthening the organization’s commitment to dealing with issues. Recommendations may include developing new policy, adapting existing policy, training, etc.