Qualifications & Selection 

Indicator: Requirements (e.g., relevant experience, education, and training) for dispute resolution program personnel and practitioners are defined and used during the recruiting and selection process.

When making selections, consideration is given to anticipated need and coverage, perceptions of neutrality, diversity, experience, education, training, and demonstrable skills. Practitioners reflect the population of those being served. Consideration is given to the procurement of staff and/or contractual appointments, weighing costs, benefits, and other implications of each.
Examples: job description, practitioner roster, procurement protocols

Standards of Practice

Indicator: There are clearly articulated expectations of practice for personnel and each type of practitioner.

Standards of practice are identified for personnel and each type of practitioner. Standards are documented and shared with personnel and practitioners, and are integrated into job descriptions, contracts, and performance reviews.
Examples: job descriptions, standards, contractual terms

Cultural Considerations 

Indicator: Dispute resolution program personnel and practitioners respect cultural and linguistic diversity and engage in ongoing training.

Staff composition and training have implications on stakeholder perceptions of neutrality, fairness, and accessibility. Awareness of issues such as power, privilege, marginalization, and inequity are necessary to create an environment that is conducive to productive conversations and effective dispute resolution.
Examples: awareness, sensitivity, respect, bilingual and bicultural practitioners

Supervision & Support

Indicator: Leadership monitors adherence to standards of practice and provides ongoing support to personnel and practitioners to ensure practices align with expectations. 

Leadership reinforces standards of practice. Leadership reviews performance data and checks in with personnel and practitioners to identify strengths and areas for improvement, and provides regular feedback and support as needed.
Examples: modeling expectations, informal check-ins, mentoring and coaching

Training & Professional Development

Indicator: Personnel and practitioners are provided initial training and continuing professional development opportunities in alignment with articulated standards of practice. 

Opportunities offered are responsive to identified needs and assist personnel and practitioners with knowledge and skill development. Performance data are considered when developing professional development activities.
Examples: in-person training, webinars, conferences, facilitated group reflections on a practice, listservs

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