Becoming a trauma-informed organization

Patty Hayes, RN, MN is director of Public Health – Seattle & King County. She is responsible for the operations of the 9^th largest public health department in the U.S. (ranked by population served); a staff of nearly 1500; six divisions; and delivery of public health services to the more than 2 million people who live in and visit King County.  Public Health touches King County communities in untold ways, including disease investigation and control, food safety through restaurant inspections, health and wellness services for low income moms, babies, and families; refugee health, emergency medical services, chronic disease and injury prevention, health services for inmates in King County correctional facilities, and much more. Public Health – Seattle & King County is nationally recognized as a leader in implementing innovative public health services, and has a deeply held commitment to delivering high quality and equitable services to all. One recent innovation that Patty is excited about is transforming Public Health into a trauma informed health department. We sat down with her to learn more.

Patty, what does it mean to be a trauma informed organization?

Understanding the widespread impact on health of intergenerational trauma, racism and oppression is core to effective public health work. The effect that direct and vicarious trauma has on individuals, communities, organizations and systems needs to be recognized as a huge impact to the health and well-being of individuals and communities. Knowing the potential paths for healing and recovery means that public health must work to be trauma informed and wellness focused in all of our lines of business. One key aspect of that is recognizing the signs of trauma in communities, understanding how our policies and systems perpetuate this trauma and then responding by integrating this knowledge into improving policies and practices. We also need to actively promote healing and to prevent re-traumatization by and among staff, communities and systems.

Why is bringing a trauma informed lens to your work important?

There is now an abundance of evidence showing that trauma and toxic stress are common, and can have significant impacts on people’s health. We want to reduce the negative impacts of trauma on the health of King County communities; to promote integration of core concepts of trauma-informed practice; and to create a shared culture and common language – beginning with our own staff. If we can wholly embody our trauma-informed-guiding-principles as a staff and organization, we will be better able to collaborate with communities to improve their collective health. Being trauma-informed is really about a long term, sustainable culture change.

How have you implemented this approach at Public Health?

Because of the discrete and disparate lines of business in the department, each of our divisions needs to explore how to bring a trauma informed approach to their work. We are implementing our Guiding Principles through three main strategies – training, mini-grants for staff projects, and Human Resources (HR) systems change. Training means developing a core curriculum and building staff capacity to offer training, as well integrating trauma-related information into our department’s existing employee orientation and other trainings. There were 25 staff-led projects that were funded by mini-grants in order to explore what our Guiding Principles mean in the context of their division of team’s unique lines of business. Finally, we are exploring recommendations regarding our HR policies and practices, including developing a more restorative, healing and prevention oriented approach to HR problem solving and investigations.

Where will this effort go? What’s next?

To have a trauma informed practice become part of the fabric of our public health practice will require continued effort. This is a journey in lock step with our Equity and Social Justice work. We are talking with our staff about the next leg of that journey. There is no roadmap for this work, and culture change takes time. Some of what’s being considered is how best to integrate this work with our Equity and Social Justice mission, how to  partner with other County departments and initiatives, and how best to sustain and evaluate our progress going forward.

Conflict Awareness in the Workplace, April 18: We all encounter difficult people. Whether you are a supervisor, a customer service professional, or have a challenging co-worker, it’s important to know how to rise above your initial emotional reaction and turn negative situations into positive outcomes. Topics include understanding why we label people as difficult, types of difficult people, tools and techniques for resolving issues, coping strategies for dealing with the effects of difficult people, and conflict management strategies. Register and learn more.

Introduction to Organizational Performance Measurement, May 8: Have you ever struggled to create measures for your program? Do you ever find yourself getting lost in the sea of measurement jargon? Do you ever wonder why we even measure organizational performance? If you find yourself answering “yes” to any of these questions and have a desire to improve your skills and knowledge of organizational performance measurement, this course is for you. Register and learn more.

View more learning and development opportunities at www.kingcounty.gov/learning.

As a part of the Master Labor Agreement and Investing in YOU, applications are now being accepted for Professional Development Scholarship Awards for training that occurs anytime between May 17, 2019 and December 31, 2019. This is the third of four application periods this year. The final application period will open on July 8, 2019.

Scholarship awards are only available to King County employees who are represented by a union in the Coalition of Unions and who meet additional eligibility requirements.

Scholarships are intended to support employees in growing their careers at King County. This could include enhancing your knowledge and skills for your current job field; obtaining a professional certification, license, or pursuing a degree that is related to paid work performed at King County; or preparing you for a career change in job fields performed at King County. Each quarter, $37,500 of the $150,000 total 2019 budget is allocated for scholarship awards. There is a maximum allotment of $2,500 per qualified employee in 2019 for approved training opportunities. If there are more qualified applicants than funds available, a lottery process will be used.

How to Apply: Eligible employees may apply online at the County’s job page at the posting titled, “MLA Professional Development Scholarships.”

The current application period closes April 12, 2019.

For more information go to Professional Development Scholarship Fund Program or email ScholarshipFund@kingcounty.gov.