What it Takes to Become a Victims Advocate

What it Takes to Become a Victims AdvocateWhat it Takes to Become a Victims AdvocateMost people who choose careers in criminal justice or criminology do so because they want to make a difference and to help other people. Some of the most vulnerable people and those most in need of help are victims of crimes. For criminal justice job seekers who have a passion for assisting those most in need, a career as a victim advocate may be exactly what youre looking for. Short History of Victim Advocacy Until recently, nearly the entire history of criminology was focused on studying the criminal why he commits crime, where he does it, who he does it with, and how to catch him, punish him and stop him from doing it again. Though certainly law enforcement officers and prosecutors were sympathetic to crime victims, the focus of their energies most often went toward the prevention and prosecution of crime, with little concern or understanding of what the actual victims felt or needed. This bega n to change after World War II when victimology emerged as an area of interest and study for sociologists. A subset of criminology, which studies crime and its causes, victimology advanced the study of crimes effects on victims. Over time, researchers began to uncover relationships between successful - or unsuccessful - prosecutions, and the level of trust victims and witnesses had in their law enforcement and judicial systems. Crimes were going unreported, and witnesses were failing to cooperate when they felt as though their needs werent being met or even considered. At the same time, crime was beginning to be viewed partially a result of the failure of the state to properly address issues that lead to it. It helped advance the notion that victims were deserving of compensation for their physical and emotional losses. The 1970s and 80s saw the development of advocacy programs, helping to place the emphasis of criminal prosecution on the victims. These programs served to help victi ms get compensation and closureand lead to the rise of victim advocacy as a vital career field within the criminal justice system. Job Functions and Work Environment Victim advocates work within nearly every component of the criminal justice system. Law enforcement agencies employ them to serve as liaisons to investigators as they work cases. Prosecutors and district attorneys maintain victim advocacy offices to help victims and witnesses navigate their way through the legal process. The courts use victim advocates to help determine issues regarding restitution and sentencing. Perhaps the most important function victim advocates serve isthat of providing support and guidance to victims of crimes. The investigative and legal process can be very confusing and hard to understand for those outside of the industry. Moreover, for police officers, detectives, and attorneys, investigation, and prosecution of crime is an everyday occurrence, whereas for victims it is often their only int eraction with the criminal justice process. This disconnect can sometimes foster poor communication and misunderstandings that victims advocates can bridge and mend. They provide sensitivity to the process that may otherwise not exist. This can be evidenced in their careful handling of delicate situations such as orchestrating court hearings to minimize a victims contact with a suspect or in their caring counsel. Victim advocates may offer counseling services, make arrangements and accommodations for court proceedings and give advice and support throughout the entire process. They assist victims and witnesses in receiving compensation and help them better understand what to expect during the investigation and prosecution of crimes. Victim advocates also provide training and advice to law enforcement agencies and officers on how to provide better services, communications and assistance to victims. The job of a victim advocate often includes Counseling victims and witnesses.Case manag ement assistance for victims and witnesses.Arranging accommodations for meetings and court hearings.Serving as the point of contact between victims and criminal justice entities.Fostering cooperation between law enforcement, prosecution, victims, and witnesses. Victim advocates work very closely with law enforcement officials, as well as attorneys, judges, and other criminal justice professionals. They may be called to give talks and to work closely with other groups and organizations, such as domestic violence shelters or child advocacy groups. Advocates may work with both children and adults. They are often called upon to respond to scenes of crimes to provide counseling services and advice immediately. Many states require that victims and witnesses are provided information about their local victim advocate offices in the event of a crime. Education And Skill Requirements Education requirements may vary from state to state or even district to district. Generally, however, aspi ring victim advocates should hold a minimum of a bachelors degree in criminal justice or a four-year criminology degree, as well as some training in counseling and psychology. A masters degree is often preferred. They need to be knowledgeable of the criminal justice system and of the legal process, and especially of the processes within their district or circuit. Victim advocates need to have strong interpersonal communication skills and be able to communicate effectively with people of all levels of education and background. They must be sympathetic, understanding and patient. Many employers require prior experience in a counseling or advocacy role. It can be accomplished through volunteer work at a shelter or other service organization or through past employment in social work, education or even law enforcement. Job Growth and Salary Outlook While victim advocacy is still in its relative infancy as a profession, opportunities may become more available as offices expand and evo lve their roles. Aspiring advocates may need to be willing to move to find work, but nationwide, there remains solid potential for employment. According to data from Indeed.com, victim advocates can earn between $24,000 and $70,000 per year. On average, advocates earn around $53,000 annually. Is a Career Right for You? Patience and compassion are the anthroponym of the game in victim advocacy. Often, advocates must deal with people at the worst and hardest times of their lives. It takes sympathy and empathy and a very caring heart. It is not a job for everyone it takes a very special person to take on the role. However, if your goal is to help others and provide the compassion, the assistance, and advice they need to move forward, then a job as a victim advocate may just be the perfect criminology career for you.

Reduce Stress for Nurses with a Healthy Workplace Culture

Reduce Stress for Nurses with a Healthy Workplace CultureReduce Stress for Nurses with a Healthy Workplace CultureReduce Stress for Nurses with a Healthy Workplace Culture ConlanNurseshave a tough job, no matter where they work. Yet a toxic workplace culture can make it especially difficult for nurses to provide top-level care.A recent survey from the American Nurses Association found that up to half of nurses said they had been bullied in some manner, either by a peer (50 percent) or a person in a higher level of authority (42 percent).The issue is so important that the ANA included workplace bullying in its 2015 position statement, says Holly Carpenter, a policy associate for nursing practice and work environment at the ANA. As the position statement says, the nursing profession will no longer tolerate violence of any kind from any source.unterstellung expert tips can help you create a better workplace culture for every nurse at your health care organization.Get Buy-In from All Lea dersChange starts at the top, so make the case to department and organizational leaders about the importance of a more supportive work culture. Enlist respected nurses who might be willing to share their stories about what theyve experienced in the workplace.Leaders must communicate, model and enforce desired behaviors, says Addam Marcotte, vice president of organization development for San Diego-based FMG Leading, a consulting company. That includes everyone from the chief medical officer to physicians to charge nurses, Marcotte says. People must see that those with supportive behavior are the ones who get promoted, and those who poison the well get let go, he says.Create and Communicate PoliciesNursing is a high-stress profession where workplace violence, inadequate staffing levels, fatigue, heavy workload and other unhealthy risk factors are not uncommon, Carpenter says.These issues can lead to abusive behavior, nepotism and opportunism. To avoid these issues employers and nurses must work together to develop appropriate bullying-prevention policies and programs.Even if an organization has policies in place to prevent workplace bullying, they may not be clear or enforced, Carpenter says. Make sure you communicate your anti-bullying policies clearly, consistently and frequently.Employers must create and enforce a zero-tolerance policy and program regarding bullying that is transparent, applicable to all cases of bullying and allows for corrective actions, she says.Include Staff in DecisionsPeople who feel like they arent heard may act out in an effort to gain some control over their work. On the other hand, staff who are heard and included in decisions about their work and patient care are less likely to be bullies, says Marilyn Stoner, professor emeritus at California State University, San Bernardino. In addition, they are likely to have happier patients and fewer occupational issues such as compassion fatigue.One way to combat this is to create teams or pa nels. Include rank-and-file nurses to address workplace issues and find solutions, says Stoner. While youre not obliged to adopt every suggestion, try to find ways to make changes that help everyone.The most important aspect of building a healthy workplace culture is the inclusion of staff in organizational decisions, Stoner says.Instill Core Values during OnboardingMarcotte points out that the tone of your workplace culture is often established during orientation and onboarding. Remember that each new hire is an opportunity to shape the desired culture.The way new nurses are brought into a healthcare system will greatly influence the way they show up and treat other staff, Marcotte says. Messaging about core values and how we work around here are vital at the very beginning.Throughout the application and onboardingprocess, be sure to highlight information about your companys core values be sure that current employees are able to articulate and display them as well. Include informat ion about your workplace bullying policies during orientationand during thetraining process, Carpenter says.Neutralize SchedulingThe work schedule is a significant symbol of power in nursing culture and should not be underestimated, Marcotte says. When done poorly, it can become a tool to punish or bully outsiders or reward those who are in favor, leading to factions and resentment. He recommends that the person responsible for the monthly schedule be someone who is seen as neutral in the department, with no allegiances, preferential treatment or agendas.Mentor Young NursesMentoring new nurses is a great way to ensure your workplace culture for nurses is passed on to new employees. An ideal mentor will instill confidence and respect in and for the new nurse, providing all relevant information on bullying-prevention policies, programs, training and reporting processes, Carpenter says.Sharing stories about workplace bullying and how it was resolved can be particularly helpful for new nurses. Train mentors to be aware of their interactions and communications with others, recommends Carpenter, particularly when mentoring new nurses, so they can serve as effective leaders who model the organizations culture.

Frequently Used Training and E-Learning Not Effective, Reports Survey

Frequently Used Training and E-Learning Not Effective, Reports Survey Frequently Used Training and E-Learning Not Effective, Reports Survey The use of traditional training courses dropped 9 percent between 2011 (87 percent using the method) and 2013 (78 percent). Use of E-Learning increased by 2 percent over that two year period, from 68 percent in 2011 to 70 percent in 2013. Traditional training failed to ascend to the top-five list of fruchtwein effective career development methods for employees at the level of director or above for 2011 and 2013. Traditional training has fallen from the most effective to the second most effective for all other employees (50 percent voted it most effective in 2011 compared to 31 percent in 2013). E-Learning is also not ranked in the top-five most effective methods for any level of employer for 2011 or 2013.The survey included 202 valid responses and full findings will be released in early 2014 at www.insala.com.