Consultant Orientation Guide
WELCOME TO NFI NORTH
We are happy to welcome you as part of our private, non-profit human services organization. There are a few things you may find helpful to know as you begin your journey with us:
• NFI North gets its origin from Northeastern Family Institute, Inc. (NFI), which was established in 1974 in Massachusetts by our founder, Dr. Yitzhak Bakal. North American Family Institute, Inc. (NAFI) is our parent corporation and was developed due to our growth nationally over the years.
• Dr. Bakal developed NFI as part of his work towards successful deinstitutionalization and the subsequent need for community based care.
• Our philosophy is based on a pro-social support method referred to as “Normative Approach.” This approach encompasses the essential elements of a positive peer culture and expands it to all members within a community.
• Each project has a mission statement which serves as the foundation of the community.
• Direct communication and open feedback are imperative to the success of each community.
• NFI North is a multi-state agency which emphasizes community based care for children, youth, families and adults.
On behalf of the NFI North administrative team and all of our staff, we would like to take this opportunity to welcome you. We look forward to your contributions and growth throughout the years. We are proud of our accomplishments and feel certain your membership will only enhance the level of quality care we are able to provide.
NFI North Consultant Orientation Guide
The following is a list of policies and procedures that each NFI North consultant will need to review and sign before they can begin in their role with any NFI North program.
1. Welcome Letter
2. Agency Mission and Philosophy
3. Normative Community Approach
4. DEIB Purpose and Goals
5. Abuse, Neglect, Exploitation Policy
6. Confidentially and HIPAA
7. Safety Procedures and Emergency Evacuation if onsite
8. Rights of Recipients
9. Trauma Informed Treatment
MISSION AND PHILOSOPHY
NFI North was incorporated in July of 1992 to operate community-based, human service, educational and behavioral health programs in the states of New Hampshire and Maine. NFI North, Inc is a corporate extension of North American Family Institute, a private nonprofit human service agency operating in Massachusetts since 1974 and specializing in community based services for children, youth, adults and seniors with social, emotional, educational or behavioral health challenges.
NFI North follows a number of core tenets. First, NFI North works from a participant driven, trauma informed approach where the needs, goals, and aspirations of the people we serve are first and foremost. Secondly, our approach emphasizes an in home and a community based service delivery model. We believe that people are best served within their own home and community and services must emphasize a non-institutional approach, promoting the development of healthy relationships and skills to support successful community living. Within this residences, for example, are homelike and all services make optimal use of community resources as well as the natural supports available for the people we serve. In addition, all NFI North programs place a primary emphasis on working with the participant’s family. Services occur within the context of the family system; focusing on enhancing strengths and addressing the goals and dreams of the families we serve. Finally, NFI North programs concentrate on helping the people we serve develop practical skills in order to help them realize their goals and aspirations. By using this approach the individuals we serve learn to develop their capacity to be a successful part of their community.
The Agency’s mission statement, We inspire and empower people to reach their potential helps guide us as we leverage our core tenets in order to ensure the highest quality services possible.
As an organization we believe firmly that an appropriate level of encouragement, coaching and nurturing within a culture of support and caring serves as a powerful formula to support the realization of one’s full potential.
NFI North’s Normative Community Approach
To conceptualize the normative approach one must first understand that people are social and subsequently have a deep rooted desire to belong. Since we “want to belong”, we seek opportunities for membership in groups that are meaningful and in doing so adopt the attitudes, values behaviors and beliefs of those groups. The group can be either positive or negative. Using the normative community approach, if we create positive, pro-social opportunities for membership people will seek belonging in the group, family and/or community. The key in the Normative Approach is to make membership meaningful for each potential member and leverage their desire to belong.
As they begin to participate and contribute to the group they will actively observe, learn and follow the norms of that group. Norms evolve to govern the interaction of members within a group and are generally designed to move the group toward its common goal. The norms may be consciously created or they may develop due to a situation that ties a group together and creates a common goal or mission. In most cultures, norms are unstated and generally learned through a process of assimilation in which new members quickly perceive or are told what is considered acceptable and what is not. The motivation for individuals to become part of a group and to accept the norms is the desire to belong and be part of a larger network. Once they are committed members they will begin to confront those in the group that are not following a particular norm in an attempt to protect and preserve the integrity of the group. As their membership further develops, their beliefs, attitudes and values more strongly reflect that of the groups.
NFI North (NFI) programs provide a welcoming and supportive environment that engages participants in a positive way. A positive culture is consciously supported by program personnel in order to reduce negative norms by which many participants have lived. Values that determine the positive norms of programs within the NFI network include respect, responsibility, acceptance, accountability and caring. Members are recognized and promoted for their contributions to the community. The combined result of all these norms is the development of a safe, caring community in which members are willing and able to help each other and be productive community members. This breaks the cycle of rejection and failure as well as creates a heightened sense of self-worth.
NFI uses the normative approach to narrow the gap between society and the people referred for services. Often individuals who are labeled as poor, mentally ill, disabled, or behaviorally challenging are characterized by failure and rejection. This creates a distance between society and these individuals and makes it difficult for them to feel like they fit in anywhere. For example, persons exhibiting delinquent behavior tend to gravitate toward an anti-social normative system while persons with mental health problems often become isolated and withdrawn from society. NFI bases its treatment approach on lessening the gap between these individuals and society. This is done by developing a set of expectations and positive norms that help move isolated or anti-social individuals toward healthy values and ways of functioning as members of the group, family, or community.
The expectations placed on and supported by the community create an environment for growth and change. The family or peer group unites around the community norms if the culture is strong. It is the family or peer group that has the greatest potential to influence change in its members. Given the positive normative system of the community and a peer group that supports the norms, the process of change can be channeled through the group. The group process can take many forms as long as the norms are consistently reinforced. He or she must take a strong role when teaching, modeling, and encouraging positive values. Group leaders must address negative values and examine alternative norms. As the group becomes stronger, the leader can diminish his or her role and empower supporters of the positive norms to take a more active role.
Change engendered through group process is dependent upon a certain level of agitation. Problems are seen as opportunities and challenges. For example, a new group member may challenge the group by his behavior. His actions can give the group the opportunity to work with him and confront his negative behavior. This has the impact of solidifying the positive norms and involving the challenger in the group. Norms can change if the group decides collectively that a different norm can better support their mission or goal. Once the norms and expectations are accepted and met, the group must increase the expectations in order to continue the process of change. Increased expectations are designed to move the group closer to societal norms.
Principles of Norms Change:
Possessing a strong mission is the foundation upon which all norms are built. The community must strive to establish an opportunity for meaningful membership in a positive way. Since norms are integrally tied to attitudes and behaviors, negative norms can develop in the same way positive ones can. Simply stated, you must use your mission as the measure. NFI recognizes the critical nature of mission development and realizes that participants come to programs with an abundance of negative memberships and norms, i.e., low self-esteem, isolation, and/or distrust.
The focus of each program is to help change an individual's membership to a positive and pro- social group and then allow them to reap the benefits of such membership. The integral word is “benefits.” Once a member feels their membership is meaningful they will have secondary gains and/or benefits that are life changing. Changing norms requires addressing the participant's cognition, emotions, and motivation. It requires the ongoing presence of feedback and learning by peers and family members as well as other members of the community.
NFI recognizes the following principles as effective tools for substitutingnegative normative membership with those which are positive and pro-social.
Active
Persuasion:
The first step to influencing people's normative system is to create an environment that is conducive to norm change. A positive and comfortable atmosphere in which people feel safe and secure is essential. The normative system of this environment must be well established and accepted by staff that can define and reinforce the system for the group. This sets the stage for a more methodical approach to norm change.
Strategies used in marketing and advertising can be applied to promoting change in participants in human service settings. While goals may differ, the methods and objective of influencing behavior and attitudes are similar. Active persuasion is one advertising strategy that can play a strong role in fostering change. Within NFI's participant group, normative systems tend to be negative and weak. Participants are dependent and vunerable, generally resulting in their being easily influenced by external forces, whether it be the peer group or other individuals.
The community, which includes staff and participants, is in a very strong position to influence the individual. Active persuasion is a straightforward means of attempting to convince someone to accept a different concept, behavior, or set of values. Initially staff must take the lead. In order for a person to be influenced, he or she must perceive the person or group doing the influencing as having credibility and status. For this reason, it is often the peer group that is most able to affect change. Persuasion can be either negative or positive. It tends to have better results when it is tied to emotions which are linked to the messenger and effectively transmitted to the participant. An example of the use of emotions in active persuasion would be fear as a negative emotion, such as the fear of illness as a result of smoking.
Active persuasion, especially when the message being given conflicts with the individual's values and provokes emotion, will encounter resistance. It is essential that this resistance be acknowledged by the person or group doing the persuading. The resistance must be brought into the open for all to address, otherwise it may fester and emerge as a negative or counter culture. Members of the community are obligated to help each other support the norms, and when an individual is struggling or resisting, the group rallies to pull the individual into the group.
Cognitive Dissonance:
Individuals who undergo changes in their normative systems experience an internalized conflict or discomfort referred to as “dissonance”. The discomfort described occurs when one’s thoughts and feelings are not consistent with their behaviors. Generally, people seek harmony and balance in who they are, how they feel and what they are doing. When thoughts, feeling and behaviors don’t line up an individual can experience an internal uncomfortable feeling. That feeling can often motivate a person to change something in an attempt to find peace. They may choose to change their thoughts and feelings or their behaviors. That moment of choice provides a grand opportunity for influence by outside factors. For example, we often work with individuals who have low self-esteem. They often think they are not lovable or capable. They describe feeling unloved and lonely. Interestingly, they will misbehave in a way that keeps others away from them. This can also be described as a self-fulfilling prophecy.
To introduce change one might begin to challenge the negative thoughts by making statements like “you are so good at ….” “we really enjoyed spending time with you” or “your work on this project helped us meet our goals.” Initially that individual may reject the compliments however in time, they often internalize these comments. There negative thoughts become open to new information that says they are lovable and capable. Ultimately, their behavior is likely to reflect their more positive self-image. Cognitive dissonance is recognized as a very important step in the process of change. Cognitive dissonance is also experienced in the group when the community is constantly promoting its mission and positive norms. NFI has found that a group or family setting is a very effective means of recognizing cognitive dissonance and supporting positive change.
Inoculation:Inoculation is a medical term which refers to the practice of safeguarding people from serious illness by exposing them to a harmless dose of bacteria. The concept of inoculation can also be applied to norm changes. In the context of changing normative systems, inoculation refers to exposing individuals who are receiving treatment through human service programs "real-world" situations. If a person is to return to the community and function adequately within a "normal" environment, he/she must be exposed to this environment in order to test his/her ability to resist or fight the negative influences that created the original need for services.
NFI has developed a number of strategies for inoculating participants in preparation for a return home or an independent living situation. One means employed by programs is to simulate the environment to which the participant will move. This is done by providing normalized environments with high expectations and support. Another effective method used is to inoculate participants is role playing. Simulated situations that might occur in the community are acted out in the group. Staff and peer group support and instruction help the individual to respond appropriately to difficulties that may be encountered. The effect is one of inoculation in that exposure to the "real world" is carefully monitored with back-up services available in the event of a crisis.
In conclusion, NFI has found that changing normative systems in individuals is a complex process. However, by applying the principles discussed above and using the group as the primary force for employing these principles, NFI has created a system that effectively promotes change. This is reinforced by research that shows that if you teach people ways of approaching and confronting norm change, they improve their ability to do this independently.
Diversity, Equity, Inclusion & Belonging
NFI North’s Board of Directors and Agency leadership determined that Diversity, Equity, Inclusion & Belonging (DEIB) is essential to fulfilling the organization’s mission of inspiring and empowering people to reach their full potential in their own home and own community. The creation of a dedicated and dynamic DEIB committee is an important part of the 2022-2024 NFI North Strategic Plan and is dedicated to ensuring that an equity lens is used in all of NFI North practices, policies and operations.
Purpose
NFI North has established a diversity, equity, inclusion and belonging committee of 8-10 employees and stakeholders, including participants, senior leadership, board member representation and program and operations staff, who act on behalf of the organization to enhance and support the advancement of the DEIB framework. The committee is a critical driver in promoting organizational growth and development, establishing a dedicated and wellintegrated focus on DEIB as an essential priority in the fulfillment of NFI North’s mission. The DEIB Committee will work closely with senior leadership to ensure alignment with the NFI North mission of inspiring and empowering people to reach their full potential in their own home and own community.
The NFI North DEIB committee will continue to advance, align and support an organizational culture and climate in which all staff, participants, and stakeholders are valued, have a sense of belonging and connection with one another and the organization as a whole, and feel empowered to do their best work.
Agency Goals
PROMOTE and CELEBRATE diversity, equity, inclusion, and belonging among NFI North community members, including participants, stakeholders and staff, through a variety of mechanisms including but not limited to workshops, discussions, social gatherings, and cultural events.
CREATE spaces that foster respectful, inclusive, and equitable communication practices throughout the organization and promote best practices for engagement and belongingness.
SUGGEST the tools and resources to learn about, discuss, and ask questions about issues and topics related to DEIB including continuous training, guest presentations, and other educational and inspirational resources.
SUPPORT the integration of DEIB efforts across each of the organization’s strategic priorities within the strategic plan.
FACILITATE communication between all staff and participants of NFI North to share ideas and recommendations and support the inclusion of DEIB in agency policies and practices.
Important Terms
Diversity: the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, thinking styles, national origin, political beliefs and world views.
Equity: Recognizing that each person is unique and requires different resources to succeed.
Equality: A state of affairs in which all people within a specific society or isolated group have the same status in certain respects, including civil rights, freedom of speech, property rights, and equal access to certain social goods and services.
Inclusion: the act of creating an environment where all individuals feel welcomed, supported, and valued. The act of creating involvement, environments and empowerment in which any individual or group can be and feel like they belong.
Belonging: a sense of relatedness connected to a positive relationship or relationships within a group or organization.
Abuse, Neglect, and Exploitation
A safe and therapeutic environment is the right of all participants. Abuse, neglect, or exploitation (ANE) of any participant of NFI North is a violation of the participant’s rights, and is strictly prohibited. If any employee is involved in such behavior NFI North will follow all policies outlined in the NFI North Employee Handbook and NFI North policy/procedure manual. NFI North will investigate all allegations specific to abuse, neglect, or exploitation as outlined in the NFI North investigation policy, including reporting allegations to designated state entities. Definitions that outline aspects of abuse, neglect and exploitation can be found in programs’ states regulation guidelines. NFI North will investigate and report allegations of abuse, neglect, and exploitation under all applicable state and federal regulations.
Reporting Abuse, Neglect, and/or Exploitation:
All staff will be trained in mandated reporting laws as well as related policies and procedures in the event of an allegation of abuse, neglect or exploitation. All employees of NFI North are considered mandated reporters and as such have an obligation to report when they are made aware that participant may have been subjected to abuse, neglect, or exploitation within the program or community. This includes witnessing and/or hearing from another employee, student, volunteer, consultant, family member, or a participant.
All employees are required to cooperate with any investigation of alleged abuse, neglect, or exploitation of a participant. All incidents of abuse, neglect and exploitation will be reported immediately to NFI North Leadership and/or the appropriate state adult and child mandated reporting requirements. Reports of Abuse, Neglect and Exploitation are internally processed through the following steps:
• Immediately notify a member of the Program management team.
• The Program Director, Regional Director, NFI North Administrators (refer to on-call list for phone numbers) shall be notified.
• The Director or designee will notify the proper agencies as determined by state regulation.
When allegations of abuse, neglect or exploitation present a potential imminent danger to an individual in the community, the local police department will be contacted to take whatever actions they deem necessary.
Absolute proof of abuse or neglect is not required before reporting. Those who are uncertain about reporting because of concern regarding the legal consequences of their action should make a “good faith” decision.
In all cases, if a participant has a guardian, the Director/designee will notify the guardian of the alleged incident as soon as possible and document the notification.
The following information will be provided to the attending physician/designee if applicable and in order to provide supportive medical care:
• Name and date of birth of the participant
• Date of admission to program
• Type of suspected abuse/neglect/exploitation
• The suspected perpetrator, if known
• Location of incident, if known and
• Contact information for the participant guardian or legal representative, if applicable
Participants and family members may report abuse, neglect, or exploitation allegations either in writing or verbally to the Program Director.
Protecting Participants during an Investigation:
In all cases, the participant will be protected from further harm and/or danger and, if necessary receive treatment. The Director/designee is required to act, as appropriate, to safeguard the participant. In all cases of suspected physical abuse, the Director/designee will notify the physician who will conduct an immediate physical exam. Any participant suspected of being sexually assaulted, will be evaluated according to policy and Local Police will be notified.
To ensure the safety and protection of the participant and the accused staff person, all NFI North policy and procedures will be followed and directed by Human Resources in conjunction with NFI North Administrators. All policies will be followed as it pertains to this matter.
Investigations of Alleged Abuse, Neglect, and Exploitation:
NFI North has an Internal Investigation Policy which will be followed for all cases of abuse, neglect and exploitation. NFI North investigation practices are to be conducted after the local authority and/or state authority have completed their investigation.
Employee Rights:
Employees included in an allegation will be given all rights under the law. All procedures and policies will be followed as outlined in the current version of the Employee Handbook located in the Human Resources Information System (HRIS). The point of contact for the employee:
Director of Human Resources
NFI North 40 Park Lane Contoocook, NH 03229 (603)746-7550
The accused employee may be placed on administrative leave or given an alternate work assignment/location depending on the nature of the allegation and while pending of the local/state investigation and internal investigation. During such times the employee will not contact the program or any other employees unless otherwise instructed by the Program Director or Human Resources Director.
Once the investigation is complete and the abuse, neglect, and exploitation has been founded or unfounded, the employee will be contacted by the Human Resources Director. The Human Resource Director will work with the Program Director and Administrative Team if instances of unacceptable, unethical and/or illegal practice is identified. In such cases disciplinary action can result up to and including termination. While a founded allegation is not required for such disciplinary action, any allegation of abuse, neglect, and/or exploitation that have been founded will be reported immediately to the Human Resource Director and the employee will be notified in accordance with agency policy and procedures.
In the case where abuse, neglect, and/or exploitation have been founded against a licensed registered professional, NFI North will notify the appropriate Professional Board in accordance with the requirements of the respective Professional Board.
The investigator and Human Resource Director will report all founded cases of abuse, neglect or exploitation against a participant in NFI North’s care to the Executive Director.
Professional Boundaries:
In order to ensure all NFI staff are aware of professional boundaries and the risk inherent to certain roles, all staff of NFI North will attend Professional Boundaries training as part of the NFI North Core Trainings. If staff has any questions regarding boundaries they should address these questions to their immediate supervisor. All interns, students, faculty and volunteers will be given provided with an orientation that will include an overview of professional boundaries by the Program Director or designee.
Definitions of Professional Boundaries can be found in the Participants Manual/Professional Boundaries. These definitions include: Professional Behavior, Boundary, Boundary Violation, Touch, Self-Care and Self Awareness and reporting requirements. Employees can also review the code of conduct section of the NFI North Employee Handbook.
Establishing and maintaining guidelines for professional work place boundaries is to provide a safe and therapeutic environment for participants and employees. Additionally, professionals are expected to maintain the necessary work place behaviors and attitude by the ethical standards of their professional discipline.
The Program Director will be responsible to report all allegations of boundary violations to NFI North Director of Human Resource. Any boundary violation committed by a staff, intern, student, consultant, faculty, and volunteer may result in progressive discipline up to and including termination.
CONFIDENTIALITY AGREEMENT
The protection of confidential participant information is vital to the success of NFI North and the individuals we serve. Such confidential participant information includes, but is not limited to, the participant's name, health information, diagnosis, treatment history, legal status, and all participant communications, as well as names of and information about other individuals such as family members of the participant
Employees of NFI North, as well as volunteers, student interns or those under similar arrangement, or clergy, who have direct access to or knowledge of personal information regarding participants and/or their families, current and past, have both a legal and anethical obligation to keep all such information confidential. This means that a staff member or other person with access to participant’s information may not disclose such information, whether written, verbal, or observed, about theparticipant and/ortheir family toanyone who is not authorized to have access to it.
Any employee who improperly uses or discloses confidential information will be subject to disciplinary action, up to and including termination of employment Civil or criminal penalties may also apply to employees, volunteers, student interns, or others who have direct access to or knowledge of personal information regarding participants and/or their families and violate this confidentiality agreement.
I, as an employee, volunteer, student intern, consultant or other who has direct access to or knowledge of personal information regarding participantsand/ortheirfamilies, herebyagree that I will abide by this Confidentiality Agreement, and acknowledge and agree to the following:
1. I understand andsupport the firmcommitment ofNFIto the principle of confidentiality of all information regarding present and past participants and their families.
2. This confidentialitypolicyshall apply to all participants, their families, and other individuals involved in the participant's care, both past and present.
3. I agree to keep confidential all information whether written, verbal, or observed, about the participant and/or their family, and onlymake disclosures when permitted by law and according to NFI policy.
4. I agree to consult with my supervisor or Program Director prior to disclosure if there is any question concerning the authority to release specific confidential information.
5. I understand that the violation of privacy rights of participants and their families through unauthorized discussion, disclosure, dissemination or access to personal information will make me subject to disciplinary action as well as civil and/or criminal penalties.
6. I understand that possessing personal notes, records, duplicate files, or any information received from and/or about participants currently or previously served by NFI is prohibited, and that case information is to be recorded per Agency policy.
7. I understand that all information received from and/or about participants currently or previously served by NFI is the property of the Agency and must be relinquished to NFI upon termination of employment.
NFI NORTH EMERGENCY EVACUATION PROCEDURES
In the event of a fire, power outage, severe weather conditions, and staffing problems, the following procedures are to be followed:
The supervisory staff on shift shall maintain responsibility in emergency situations. In absence of supervisory staff, the senior counselor on duty will assume responsibility. Counseling staff on duty shall remain responsible for the welfare of the participants until relieved by other personnel. Under emergency situations, staff are expected to remain on duty until appropriate coverage is arranged.
Emergency situations include, but not limited to, building, medical, psychiatric, serious problems within the milieu, whether related problems and difficulties with the staffing pattern.
If a situation is posing immediate danger to the structure, vacate everyone to a safe area immediately, than call for assistance from appropriate resources such as Gas Company, Electric Company, Police and/or Fire Department.
The program supervisor will be responsible for providing training and updating any and all staff on the emergency evacuation procedures.
In the case of fire or other emergencies which have required the evacuation of the facility, the programs respective state licensing entity, as well as Parent(s)/Guardians, will be notified immediately. Other involved professionals will be notified within twenty-four (24) hours.
Staff training on emergency evacuation procedures will occur bi-annually at a minimum. Emergency fire drills and evacuation training for program participants will occur both upon intake and monthly rotating between shifts. Staff training will include participation in a fire drill, familiarity of fire fighting equipment, and awareness of fire safety. A fire drill log will be kept in Evolv and updated following any and all incidents where alarm and/or drills have been activated.
I acknowledge that I have been shown the emergency exits and been trained on the evacuation procedures should need occur.
RIGHTS OF RECIPIENTS OF MENTAL HEALTH SERVICES
This is a summary of the Rights of Recipients of Mental Health Services for our NFI North participants.
1. Basic Rights: You have the same civil, human and legal rights which all citizens have. You have the right to be treated with courtesy and full respect for your individuality and dignity.
2. Least Restrictive Appropriate Setting: You have the right to be treated in the least restrictive appropriate setting to meet your needs.
3. Assistance in the Protection of Rights: You have the right to appoint a representative of your choice to help you understand your rights, protect your rights or help you work out a treatment or service plan. If you wish a representative, you must designate this person in writing. You can have access to the representative at any time you wish and you can change or cancel the designation at any time.
4. Right to File a Grievance: You have the right to bring a grievance to challenge any possible violation of your rights or any questionable practice. You have the right to have your grievance in writing, with reasons for the decision. You may appeal any decision to the Chief Administrative Officer. You may not be punished in any way for filling a grievance.
5. Confidentiality and Access to Records: You have the right to have your records kept confidential and only released with your fully informed signed consent, except in instances described in the Complete Rights Book. You have the right to review your record at any reasonable time. You may add written comments in your record to clarify information you believe to be inaccurate or incomplete. No one else can see your record unless you specifically authorize them to see it, except in instances described in the Complete Rights Book.
6. Individualized Treatment or Service Plan: You have the right to an individualized plan, developed by you and your worker, based upon your needs and goals. The plan must be in writing and you have the right to a copy of it. The plan needs to specifically detail what everyone will do, the time frames in which the task and goals will be accomplished and how success will be determined. The plan must be based upon your actual needs and if a needed service is not available, detail how your need will be addressed.
7. Privacy and Humane Treatment or Service Plan: You have the right to be free of abuse, exploitation or neglect. You have the right to have your privacy assured and protected to the greatest extend possible given your treatment needs. You have the right to be free from unnecessary searches of your person or personal space except where there exists a reasonable belief that misappropriate articles are present or that certain items would endanger your health or the health or safety of others.
8. Personal Property and Financial Affairs: You have the right to retain and use your personal property. You have the right to manage your own personal financial affairs unless restrictions are part of your treatment plan with your informed consent or if court ordered restrictions exist.
9. Free Association and Communication: You have the right to freedom of association and communication including the right to visitors, the right to communicate by mail and the right to communicate by telephone. These rights may only be restricted if necessary for safety purposes.
10. Freedom from Unnecessary Seclusion and Restraint: You have the right to freedom from unnecessary seclusion or restraint. NFI North does not use seclusion in any of its programs. Restraint may only be used to prevent harm to yourself or others or to prevent serious disruption of the treatment environment.
11. Informed Consent to Treatment: No treatment may be provided to you against your will unless an emergency exists or if you have a guardian, who would be authorized to make anticipated benefits of all treatment, including medications, in a manner which you understand. You have the right to refuse treatment, including medications unless an emergency exists or if you have a guardian, who would be authorized to make treatment decisions for you without your consent. If you have any questions you may ask your work or anyone else you choose before making decisions about treatment. If your guardian has been authorized to make decisions for you the guardian has the right to be fully informed of all risks and benefits of proposed treatment.
12. Protection During Experimentation and Research: You may only participate in research studies on a voluntary basis, with written informed consent except as prohibited by law. You have the right to refuse to participate in research studies and to refuse experimental drugs.
I understand the Rights of Recipients as they pertain to the people we serve at NFI North.
Trauma Informed Policy
Statement of Intent
As an organization, NFI North is committed to learning about trauma and its effects. We will engage with and implement trauma-informed approaches in the care we provide and the organizational culture we create.
We Understand that:
Our staff members will need skills and guidance on identifying symptoms of trauma, talking with participants about trauma, and acting in a trauma-responsive manner;
Our staff members deserve an environment and supports that acknowledge their own experiences of trauma and that working with participants with trauma histories can result in secondary or vicarious trauma for staff.
We intend to involve our participants and their families as well as staff members and community partners in this journey through education and opportunities to provide input.
As leaders, we must demonstrate our commitment to this approach and to sponsoring the systems change process involved in creating a trauma-informed culture.
Trauma-informed care is an important component of enacting our commitment to personcentered care through which we offer individualized support and services that are responsive to our participants’ wishes and goals.
Our work will be informed by the guidance offered to us by the Substance Abuse and Mental Health Services Administration in its 2014 publication, SAMHSA’s Concept of Trauma and Guidance for a Trauma-Informed Approach;
Trauma impacts a significant portion of the population across the lifespan and produces physical, mental, and social health outcomes that complicate aging and can, if unrecognized, be misunderstood as manifestations of other conditions and disorders and thus subject to inappropriate treatment.
Participants who have a trauma history deserve access to care that is trauma-sensitive and behavioral health treatment, as appropriate, that is trauma-specific.
Our organization will have an organizational culture that is trauma-responsive and so avoids re-traumatizing participants and creates an environment of safety.
The six key principles fundamental to a trauma-informed approach include:
1. Safety: Throughout NFI North, staff and the people they serve, whether children or adults, feel the organization and among the clients served, physically and psychologically safe; the physical setting is safe and interpersonal interactions promote a sense of safety.
2. Trustworthiness and Transparency: NFI North operations and decisions are to be a unifying aspect in the lives of those who run conducted with transparency with the goal of building and maintaining trust with clients and family members, among staff, and others involved in the organization.
3. Peer Support: Peer support and mutual self-help are key vehicles for establishing safety and hope, building trust, enhancing collaborations, and utilizing their stories and lived experience to program recovery and healing. The term “Peers” refers to individuals with lived experiences of trauma, or in the case of children this may be family members of children who have experienced traumatic events and are key caregivers in their recovery.
4. Collaboration and Mutuality: Importance is placed on partnering and the leveling of power differences between staff, clients and amongst all NFI North staff no matter what the role, demonstrating that healing happens in relationships and in the meaningful sharing or power and decision making. The organization recognizes that everyone has a role to play in a trauma-informed approach.
5. Empowerment: The organization fosters a belief in the primacy of the people served, in resilience, and in the ability of individuals, organizations, and communities to heal and promote recovery from trauma. NFI North understands the importance of power differentials and ways in which participants, historically, have been diminished in voice and choice. Participants are supported in shared decision-making, choice and goal setting to determine the plan of action they need to heal and move forward.
6. Cultural, Historical, and Gender Issues: The organization actively moves past cultural stereotypes (e.g. based on race, and in the meaningful sharing of power and ethnicity, sexual orientation, age, religion, genderdecision-making. The organization recognizes that identity, geography, etc.); offers, access to gender responsive services; leverages the healing value of traditional cultural connections; incorporates policies, protocols, and processes that are responsive to the racial, ethnic and cultural needs of individuals served.
Summary of NFI North’s Trauma Informed Care Policy
Trauma does not occur in a vacuum Individual trauma occurs in a context of community, whether the community is defined geographically as in neighborhoods; virtually as in a shared identity, ethnicity, or experience; or organizationally, as in a place of work, learning, or worship. How a community responds to individual trauma sets the foundation for the impact of the traumatic event, experience, and effect. Communities that provide a context of understanding and self-determination may facilitate the healing and recovery process for the individual. Alternatively, communities that avoid, overlook, or misunderstand the impact of trauma may often be re-traumatizing and interfere with the healing process Individuals can be re-traumatized by the very people whose intent is to be helpful. This is one way to understand trauma in the context of a community.
I have read the NFI North Trauma Informed Policy and will uphold all of its key principals when serving the participants of whom we serve.
I, ___________________________________ have read the NFI North Consultant Guide.
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