Technical Competency
Trauma Awareness and Understanding
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:
“Design, resource, implement and monitor the integration of a trauma-informed approach into work and activities.”
“Design, resource, implement and monitor measures for self care, safe work protocols and support systems as a core part of programming.”
“Ensures that communications, case handling, and programmatic interventions are sensitive to the psychological impact of trauma.”
“Supports a safe, respectful, and psychologically supportive environment for team members and clients.”
“Integrates trauma risk assessment into planning and implementation of activities.”
“Provides guidance or mentoring to colleagues on trauma-sensitive practices.”
These could be incorporated into an annual plan or review using the Deep Dive table and a scale such as:
Exceeds Expectations: Actively leads the design and integration of trauma-informed approaches and trauma risk mitigation measures; ensures all projects and activities embed trauma-informed principles; monitors outcomes and adjusts proactively; identifies opportunities for organizational adoption. Proactively implements comprehensive self-care and support systems; ensures staff well-being is embedded in programming; models positive behaviour and mentors staff in managing stress and secondary trauma.
Meets Expectations: Implements trauma-informed practices and trauma risk mitigation measures as required; monitors implementation; adjusts where necessary; follows organizational guidance. Follows established self-care protocols and support systems; encourages team adherence; responds to staff stress when identified. (See relevant Deep Dive columns.)
Needs Improvement: Fails to integrate trauma-informed principles or recognise trauma risks consistently; does not monitor or adjust activities; lacks understanding of trauma-informed design. Neglects staff well-being measures; fails to implement or monitor self-care and safe work protocols; staff report feeling unsupported or at risk. Models overwork, self-sacrifice and damage to well-being. Manifests unmanaged stress. (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.