1. What is CISM? (Critical Incident Stress Management) July 31, 2014
Vince Rodriguez (Ph: )
CISM Coordinator
IDOC Southern Region Team
Debi Jessen (Ph: )
Assistant CISM Coordinator
**All information contained in this presentation has been obtained from the Jeffrey T. Mitchell/George Everly Critical Incident Basic Course Manual, 3rd Edition

2. What is CISM? Critical Incident Stress Management
A Comprehensive , integrated multi-component crisis intervention system (Everly and Mitchell, 1999). CISM Consists of Core Interventions useful for public safety applications, schools, businesses, industry, and communities.

3. CISM Call-Out Situations
1. Pre-crisis planning/education
2. Individual Crisis Intervention (one-on-one)
3. Small Group Crisis Intervention-Defusing
4. Small Group Crisis Intervention-CISD
5. Large Group Crisis Intervention-Demobilization (for public safety, rescue, disaster personnel)
6. Large Group Crisis Intervention-Crisis Management Briefing(CMB) for civilian populations, schools, businesses, communities, etc...

4. Situations Continued….
7. Organizational Consultation
8. Family Crisis Intervention
9. Pastoral Crisis Intervention
10. Mechanisms for follow-up and referral

5. Primary Responses/Functions of the IDOC CISM Teams:
1. Pre-Crisis planning/education
2. Small Group Crisis Intervention-Defusing
3. Small Group Crisis Intervention-CISD
4. Large Group Crisis Intervention- Demobilization (For Public Safety, rescue,…)
5. Mechanisms for follow-up/referral

6. A Debriefing is Not… psychotherapy or substitute for P.T.
a substitute for traditional EAP services.
a substitute for psychological or physical rehabilitation.
a solve all.
an operational critique.
a stand alone intervention.

7. CISD What the Debriefing “Is”
A structured discussion of traumatic event
Lead by a CISD© trained M.H. professional
In combination with trained Peer support
A team approach
For all Emergency Response Personnel
Voluntary participation
Accelerates the normal recovery process

8. Self Awareness of your own mental state during a process:
COUNTERTRANSFERRENCE:
Do not allow your personal values to affect your ability to deal with the crisis, perceive the crisis, or judge the person in crisis.
Likewise, do not allow your previous experiences or other personal opinions to filter or otherwise influence the perception of the person in crisis or the nature of the actual crisis situation (Everly/Mitchell)

9. Self-awareness cont’d….
TRANSFERRENCE:
Listen to yourself at the same time so you do not cross the line and make the victim’s crisis your crisis. Do not take responsibility for the victims.
This is also the natural tendency of individuals in crisis to ascribe to the crisis worker parental-like qualities, or other such qualities of authority or desirability that may not be reasonable or realistic. (Everly/Mitchell)

10. Self-Awareness Cont’d….
VICARIOUS TRAUMATIZATION:
Indirectly experiencing the crisis through the phases of the process.

11. How The Process Starts:
Setting up the room:
No distractions: TV’s, loudspeakers, radios, windows accessible to outside persons…
Chairs in a circle
White Board/Flip Chart/Pens to write rules on
Comfortable climate (temperature, atmosphere)
Supplies: Kleenex, Water, Have local EAP numbers available.

12. Assignment of Individual Team Member duties:
This is to be done BEFORE the Process Starts
Assign someone to read rules
Assign someone to be the “door catcher”
Assign the Mental Health professional
Assign someone to read/disseminate symptom information
Assign someone to do the Teaching Phase

13. The Actual Process: Introduction of Team Members Explanation of Rules
Fact Phase
Thought Phase
Reaction Phase
Symptom Phase
Teaching Phase
Wrap Up/Re-entry

14. Introduction of Team Members:
Mental Health Professional to introduce themselves, explain to the participants why they are there (Salmon Fire Issues)
Each Team Member to introduce themselves, no title, just name and that you are a member of the team and how long you have been with the team (some exceptions apply)

15. Explanation Of Rules:
This meeting is confidential, what is said here remains here.
There should not be anyone here that was not directly involved in the incident.
We encourage you to discuss the event that brought you here, you are not required to speak but what you have to say or your perspective may help others during the processing of the incident.
No breaks.
Please speak only for yourself.

16. Rules Cont’d
This is not a critique or an investigation. There is no need to get into detail which could jeopardize an investigation or cause any person in the debriefing difficulties on the job.
This is a group discussion to help you deal with and make a quick recovery from the effects of this incident.
There is no rank.
In this debriefing we are all equal and here for the same purpose.
No pagers, cell phones, hand-held radios or anything else that might be distracting.

17. Rules Cont’d
Outline the process, emphasize that at any point during the process the group can go back to a previous phase.
******(Write the basic rules and the process on a white board or flip chart)

18. FACT PHASE: Who are you? What was your job during the incident?
Tell us some of what happened from your perspective.

19. THOUGHT PHASE: What were you thinking as all this was happening?
(This brings out the more personal aspects of the situation)

20. REACTION PHASE: What was the worst thing about the incident for you?
What about this incident is sticking with you?
(This phase deals with the emotional level as opposed to the cognitive level)

21. SYMPTOM PHASE:
Tell me about any thoughts, feelings, physical reactions or behaviors that you have had that you think are unusual for you, on scene and since the incident.
Examples of physical, behavioral, cognitive, and emotional signals of a stress reaction (see handout)

22. TEACHING PHASE:
Once the signs and signals of distress have been discussed, team member relays information to participants regarding stress reactions and what can be done to alleviate them.
The participants are told that their symptoms are normal reactions to an abnormal situation and that they will subside over time.
Handouts on self-care are given (see handouts)
If symptoms do not subside within about three weeks or if symptoms get worse, contact your local EAP Professional.
Relate to what was discussed during the process and address concerns.

23. RE-ENTRY: Q&A Summarize Tie up loose ends
Help establish a plan of action
Remind about confidentiality
Final Statements from the team (Convey what impressed you about the group, thank them…)
Make sure phone numbers are available for the local EAP provider.
Encourage participants to put their names and phone numbers on a list so team can contact them for follow-up.

24. Post Process Team Debriefing:
After the process is complete and participants have left, team needs to debrief themselves.
Preferably in an off-site, private location for dinner, re- fueling, etc….
Team critique: What worked, what did not work, what can be learned from the experience.
Assignments of call-backs within one week.
Each debriefing gives the team the ability to improve upon the process.

25. Questions:
Content Review
Final thoughts
Questions

26. Who are CISM services available to?
IDOC
State Agencies
Other agencies (i.e. First Responders: firefighters, medical/EMT personnel, etc.)

27. What is the process for requesting services?
State communications Ph:
Or call Vince Rodriguez CISM Coordinator, IDOC Southern Region Team Ph:

28. How long does it take to deploy the team?
Our goal is within a few hours to 3 days.
We have gone as long as a week away when asked if that’s what is necessary to ensure that everyone who needs to is able to attend.

29. Are there teams in other areas of the state?
Northern team in Orofino
Eastern team in Idaho Falls
Call me 1st , I can forward to the closest one. (Vince Rodriguez, )

30. What is the cost? Depends on the situation. The costs may be covered.
Would ultimately need IDOC approval in advance in order to respond.