The institution may require other institutional representatives to render advice, respond to a specific situation, or take specialized actions as additional group members permanently or as team members for a specific situation. The crisis management group may consider staff from other office functions such as public affairs for public reporting, union representatives for concerns from unions involved, external emergency and social services to provide specialized assistance, and disciplinary and ombudsman representatives to assist with counseling and administrative actions. The crisis management Group will meet with institution representatives yearly, and after major situations, in order to review the appropriateness and effectiveness of its actions and recommend further preventive actions as appropriate. The group will keep no separate records of situations, allegations, or meetings. The institution requires each manager and supervisor to be aware of their responsibilities through training.
Supervisors are responsible for educating and supervising their subordinates.
Institution managers intend to quickly identify and respond to institution situations that prompt or support illegal, violent, abusive or threatening behavior. The institution requires each hiring staff to carefully review applications and interview and select persons for work on the premises who do not have a record or personal habit of demonstrating a preference for illegal, violent, abusive, or threatening behavior. The institution requires interviewing and hiring staff to contact prior employers to verify work history and inquire about the applicant's performance and conduct, documenting the information in the applicant's record. This screening is most important for those who work with public visitors or with children, in work involving potentially dangerous equipment, and in situations of high stress. The institution requires supervisors to closely monitor the behavior of newly hired staff during their initial term of probation to determine their suitability during this trial period of work, providing counseling where required and taking action before the end of the probationary period to dismiss staff who have a high potential for illegal, violent, abusive, or threatening behavior.