1. Directions For Youth and Families Becoming a Trauma Informed, Resiliency Based Organization Presented by: Duane Casares, CEO, Corinne Byers, Gary Smith, John Cervi

2. Macro Level Agency decision – Management team involvement Selecting the model – Funding resources positioning Board by-in – Education, mission connection, process Costs – Training – Loss of productivity – Cost of staying idle

3. Where did we start? How to be Trauma Informed and Resiliency Based? Researched and reviewed material, consulted with outside entities for about one year before we made any decisions. Does it fit in with our mission? We focused on a research driven, evidence informed approach without feeling like we had to be scripted.

4. The best fit? Flexibility in our treatment model approach. What fits best with our current treatment delivery approach. How can we continue to utilize our current clinical staff and managers. After settling on a our treatment framework/model we started the process of training and implementation.

5. The beginnings of implementation Implementation of the new model throughout the agency. We began with talking to our direct service staff about our plans to move towards this framework/model approach. All of our staff completed a trauma informed pre/post self-assessment tool.

6. The start….. We started with a two-day, all day training with all of our treatment staff, managers, etc. A one day in person, clinical management training, with the trainer. For the next twelve months the training was ongoing at both the clinical staff and management level with our trainers.

7. Ongoing training…… Case presentations two times a month with our clinical treatment staff and managers, facilitated by the outside trainer through conference calls. Management Training consisted of monthly conference calls with all of our Clinical Managers. Individual teams completed one hour, bi-weekly meetings that focused on trauma/resiliency.

8. Ongoing training….. Individual supervision with clinical staff and their manager on a bi-weekly basis. Clinical group meetings are held bi-weekly for licensed staff that are seeking advanced training.

9. Additional infusion….. All of our program descriptions, grant writing, and collaborators needed to be updated regarding our new framework/model. All of our clinical paperwork had to be updated to include our new framework/model. Our daily clinical talk by staff and managers needed to move towards our framework/model.

10. Additional infusion….. At the intake level with clients we explained our focus and purpose of treatment. New staff that are hired go through a mini- training on our framework/model. Ongoing monthly trainings will occur for new staff for one year. Agency wide quarterly trainings to provide sustainability to the model.

11. Continued infusion goals…. Ongoing evaluation of the program management staff to insure the framework/model are being implemented at the individual worker level. Ensuring all grant proposals and agency information that is disseminated to the community is telling our story and framework/model.

12. Continued infusion goals…. New policy statement, branding, and marketing our new framework/model. Ongoing evaluation and action steps to ensure we are adhering to the continual implementation of our framework/model at all levels of the agency. Questions?