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It outlines supervisor guidelines on setting boundaries, remaining flexible, and ensuring staff safety while offering an Individualized Care Plan workflow for confidential, ongoing check-ins. 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It also supports the creation of confidential individualized plans during supervisory check-ins.","Answer",{"name":105,"@type":100,"acceptedAnswer":106},"How should supervisors use the Individualized Care Plan?",{"text":107,"@type":103},"Supervisors use it during one-on-one check-ins with team members to discuss how the job affects staff well-being and what personal and professional supports are needed. The plan can be introduced at any time and should be reviewed regularly.",{"name":109,"@type":100,"acceptedAnswer":110},"What types of self-care and care activities are included in the plan?",{"text":111,"@type":103},"The template categorizes care into short-term self-care, maintenance self-care, emergency self-care, interpersonal care, and organizational care. 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The opinions , findings , conclusions , and recommendations expressed in this publication are those of the author(s) and do not necessarily reflect the views of the U.S. Department of Justice.  \nISSUE DATE: NOVEMBER 2025  \nIntroduction to the Organizational Care Plan Template  \nIf organizations want to keep doing the tough , important work of helping survivors , they need to make self-care (what individuals do for themselves) and organizational care (what the workplace does for staff) a normal part of their culture. Working with survivors often means staff are exposed to difficult stories and experiences, which can lead to trauma exposure  \n(sometimes called secondary or vicarious trauma) .  \nThe organization must have policies and procedures in place that actively help reduce this impact. VRLC has created this tool to help organizations do just that!  \nGuidelines for Supervisors  \nSET BOUNDARIES: The supervisor's role is to support work performance and well-being in the workplace; they are not a therapist or a friend. They must maintain professional boundaries.  \nBE FLEXIBLE: This template is a starting point. It should be changed and adapted to fit the needs of each person and the organization. Care looks different for everyone based on their background and needs.  \nENSURE SAFETY: Staff should feel free to express their needs without being judged.  \nThe Tool: Individualized Care Plan  \n WHAT IT IS: A template for supervisors to use with their team members (supervisees) to create a personal plan for well-being and support.  \n HOW IT’S USED: It's meant to be discussed during one-on-one check-ins between the supervisor and the staff member.  \n THE GOAL: To make time and space to talk openly about how the job is affecting the staff member and what specific personal and professional supports they need to manage stress and trauma.  \nSTART ANYTIME: It can be introduced at any point , even after the supervisory relationship is already established.  \nKEEP IT CURRENT: The plan shouldn't be permanent (\"set in stone\") . It needs to be checked regularly to make sure the supports are still working. This shows the staff member that their well-being is a top priority.  \nKEEP IT PRIVATE: The plan's content should only be shared with the staff member's supervisor(s) and Human Resources (HR) .  \nASK FIRST: If any information needs to be shared with team members (like , \"I need my teammates to cover my calls after a tough meeting\"), it must only be done with the staff member's clear permission.  \nVICTIM RIGHTS LAW CENTER | 1  \n[Your Organization] Care Plan  \nAt [YOUR ORGANIZATION], you will work with or on behalf of individuals who have experienced trauma on a regular basis. Engaging with this work and this subject matter can result in vicarious trauma for us as service providers. Supporting our staff as much as possible is a top priority , and we are committed to helping address the effects of vicarious trauma. If you feel like you are experiencing vicarious trauma , please reach out to your supervisor or the [human resources professional for support.  \nTo be proactive , we encourage you to think about activities or practices that you can engage in when you are exposed to trauma and work with your supervisor to create a care plan that includes both personal and organizational strategies and resources to help address vicarious trauma. The information shared in furtherance of creating this plan will not be used as a factor to measure performance or against the staff member in any way.  \n[YOUR ORGANIZATION] views the ability to identify vicarious trauma signs and symptoms as a strength and not a weakness. It will also be kept confidential between you and your supervisor , with the inclusion of the [human resources profession or others as need","cbCaineDBDjTK2ZS","https://ap.wps.com/l/cbCaineDBDjTK2ZS","pdf",27703323,"English","# Introduction to the Organizational Care Plan Template\n## Guidelines for Supervisors\n## The Tool: Individualized Care Plan\n## Considerations for Employees\n## Type of Care Table","[{\"question\":\"What is the purpose of the Organizational Care Plan Template?\",\"answer\":\"It helps organizations reduce the impact of trauma exposure for staff by normalizing self-care and organizational care as part of workplace culture. It also supports the creation of confidential individualized plans during supervisory check-ins.\"},{\"question\":\"How should supervisors use the Individualized Care Plan?\",\"answer\":\"Supervisors use it during one-on-one check-ins with team members to discuss how the job affects staff well-being and what personal and professional supports are needed. The plan can be introduced at any time and should be reviewed regularly.\"},{\"question\":\"What types of self-care and care activities are included in the plan?\",\"answer\":\"The template categorizes care into short-term self-care, maintenance self-care, emergency self-care, interpersonal care, and organizational care. It also provides an optional action step field for employees to fill in.\"}]","Sample Organizational Care Plan Template - Issue Date - November 2025 | PDF"]