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
Indicator: Dispute resolution program personnel and practitioners respect cultural and linguistic diversity and engage in ongoing training.
Supervision & Support
Indicator: Leadership monitors adherence to standards of practice and provides ongoing support to personnel and practitioners to ensure practices align with expectations.
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