Vision and mission statements are often used interchangeably, but differences do exist. A mission statement describes what an organization or business does and a vision statement describes what an organization or business hopes to achieve as a result of specific actions. Mission statements focus on the present and vision statements look into the future.
Recently rape crisis centers nationally and statewide have been tweaking aspects of their mission, vision, branding, and even agency…
Are you aware that the Washington State Department of Labor & Industries (L&I) requires you to have either a
depending on the number of employees you have? WAC 296-800-130 clearly identifies this requirement.
If you have 11 or more employees on the same shift in the same location, you must establish a safety committee, which consists of representatives elected by employees as…
This training will provide program leaders with a deeper dive into inequitable service provision and how it shows up in programs, negatively impacts all staff, and interrupts safety and security for survivors of color and other marginalized communities. Participants will also be provided with culturally relevant approaches and strategies that support racial equity in hiring policies, programs, and partnerships.
Zoe also delivered a similar training that is specifically designed for…
Vicarious trauma is a consequence of working within the field of sexual assault and domestic violence. Research shows that it impacts most practitioners at some point in their careers, yet few organizations have policies in place to prevent or mitigate its negative effects. In this training you will learn about factors that contribute to vicarious trauma, how it can impact staff members, and how to create supportive practices to address the vicarious trauma needs within your organization…
We are pleased to present the "2017 Sexual Violence Prevention Plan," an update to the "2009 Sexual Violence Prevention Plan, Synergies." The period surrounding the development of the 2009 plan was the culmination of a shift in statewide focus away from risk reduction efforts, and toward perpetration reduction. The 2017 plan builds upon that transition. It emphasizes community-driven decision-making and encourages efforts to track and evaluate…
In 1997, Washington State developed its first sexual violence prevention plan. The plan focused on changing the conditions that cause sexual violence. In 2008, the state began the process of revising the plan. Like the 1997 plan, this new plan emphasizes meaningful change rather than symptoms. Both plans view community development as a lever for change.
The Washington State Department of Health and the…
Around the nation, and now in Washington State, there has been a push for more comprehensive prevention efforts by providing saturated resources. This model allows for more robust staff and agency time and resources to invest in prevention. With this shift there may be questions about how to design this type of comprehensive prevention programming on the ground.
This webinar will provide an overview of the guidance within our state and share stories from other states about local…
Terminating an employee is usually at the top of a manager's "Things I Hate to Do" list. Many sexual assault programs have a "family" feel to them, and it's tough to come to a parting of the ways within a close-knit organization. Nonetheless, no one benefits when you continue to hold onto an employee who is not fulfilling job requirements, who is too burned-out to function, or whose toxic attitude is damaging the organization as a whole. When the time comes to say goodbye, there are some…
Even though we work in the anti-violence field, we sometimes overlook the need for workplace violence prevention and intervention plans for our own programs. While agencies may be well aware of the risk of violence from an abuser who is connected to a client, we may not consider the possibility of employee-to-employee violence, risk from someone who is stalking or abusing a staff member, or threats from a worker whose employment is being terminated.
Managers could use the following…
In our industry as Managers, Supervisors and Executive Directors there are a plethora of gifting's that are bestowed to us in how we serve, advocate and add value to our organizations and or coalitions. In order to serve with due diligence we have to be willing to strive towards working as experts on a mission to eliminate any and all forms of oppression that serves to corrode and undermine the work of the anti-sexual violence movement.
The main form of oppression tends to rear its…
