Technical Competency
Safe Communications and Interviewing
Performance Review
Often performance reviews will be founded both on a job description or Terms of Reference (see the Anchoring section for suggestions) and on annual work plans or objectives (which can include soft skills or values). It is important that concrete criteria and expectations are set. Here is a reminder of the job description/Terms of Reference provisions suggested for this competency:
“Create safe, supportive environments for survivor interactions that reduce fear and anxiety, while prioritising the survivors’ well-being.”
“Plan, resource, design, undertake and monitor safe, confidential remote interviews ensuring response and escalation resources in situ for survivors.”
“Use trauma-informed, survivor-centred communication when engaging with survivors of sexual violence, ensuring safety, dignity, and respect in all interactions.”
“Apply active listening, empathy, and non-judgmental questioning techniques to build trust and rapport with survivors.”
“Adapt communication style to meet the needs of diverse survivors, including those with disabilities, language barriers, or intersecting risks.”
These could be incorporated into an annual plan or review using the Deep Dive table and a scale such as:
Exceeds Expectations: proactively plans, resources and creates safe, inclusive spaces (physical or remote) using survivor input; designs, implements and monitors careful and effective protocols for remote interviews and supporting measures in situ; demonstrates advanced trauma-informed and survivor-centred communications and interactions in challenging circumstances and with flexibility and confidence; builds deep rapport through empathetic, reflective communication - survivors feel heard and empowered; consistently anticipates, is alert to and adapts to communication challenges, mentors and models safe interview structures and open questions. Proactive seeks and adapts to survivor feedback and needs.
Meets Expectations: provides safe and confidential settings that reduce fear and anxiety; follows protocols to prioritize survivor well-being; plans and conducts remote interviews safely and confidentially, ensuring referrals are in place and local assistance on hand; communicates respectfully and sensitively; applies trauma-informed principles reliably; uses open-ended, non-judgmental questions; listens attentively; generally builds trust; adapts communication when needs are identified; uses interpreters or accessible formats when appropriate. (See relevant Deep Dive columns.)
Needs Improvement: uses pre-determined interaction spaces without consideration around ‘safe space’ or survivor wishes; fails to plan adequately for remote interviews leaving risks around privacy and trauma; uses rigid pre-determined lists or structures for interview: displays discomfort, embarrassment or avoidance of sensitive topics or emotions; interrupts survivors, uses closed and leading questions, shows distrust, disbelief or judgement; rigorously interrogates survivors to test their credibility and reliability. (See relevant Deep Dive columns.)
You can choose to focus on specific aspects or tailor the expected behaviours specifically to the job or tasks and include these more specific expectations in an annual work plan or job description.
It is important to include free-narrative boxes for evidence-based assessment and explanations both for a person’s own self-assessment of their work, and for the line-manager’s/supervisor’s constructive comments.