Critical Incident Response Program
Ulster County, N.Y.
In response to the increasing number of traumatic events that happen in the workplace (i.e., death of a co-worker, serious office health situation, devastating accidents), Ulster County developed a peer support program in 1997. The Labor/ Management Committee also developed this program in response to a USA Today article delineating the high financial and emotional costs of grieving employees to the workplace.

Adopted by the County Legislature in August 1998, the Critical Incident Response Program included establishment of a Critical Incident Response Team (CIRT). CIRT is a group of employee volunteers selected for their counseling experience and/or experience handling emergencies and specially trained to respond to workplace critical incidents. The clinical functions of the program are administered by a pair of coordinators, one of whom has a master’s degree in social work.

Among other things, the policy details CIRT responsibilities, rules of confidentiality, and response procedures:

• critical incident occurs
• contact is made with the CIRT
• a defusing session is scheduled as soon a possible after the traumatic event has occurred, and
• a critical incident stress debriefing is scheduled within 24-48 hours after an incident takes place.

The interventions of the CIRT are designed to reduce stress and enhance recovery from stress. The primary objective of the CIRT is to promote employee wellness.

The costs to the county for this program have been minimal. There have been no increases in personnel costs. All of the CIRT members are volunteers who undergo a two-day basic critical incident stress management training, which the county negotiated with the New York State Office of Mental Health to fully fund.

Career Development Program
Volusia County, Fla.
The Career Development Program was proposed by the members of Volusia County’s Women in the Workplace (WIW). The genesis for the program was WIW’s recognition that many midlevel managers desire higher-level managerial positions.

The Career Development Program is a 1,000 hour, year-long program for qualified county employees to develop their managerial skills. Program requirements include attending half-day and day-long sessions with each service delivery area, shadowing managers, mentoring and exposure to the county’s advisory boards and special workshops.

Each year, up to 10 people are selected for the program. Career development participants must be full-time salaried employees for a minimum of two years, possess a bachelor’s degree, have a record of personal accomplishments and have demonstrated communication skills. The participant criteria were crafted to ensure that the CD program draws from individuals who already have demonstrated an aptitude for managerial positions, who express a desire to advance and who wish to remain in public service.

The Career Development Program promotes internal development of Volusia County’s own workforce. It is a toll to train and retain skilled employees. The program fosters greater teamwork among units. Another byproduct of the CD program has been job enrichment for individuals who have not yet achieved a promotion and job satisfaction for those who subsequently realize they are content with their current job level.

The only expenses for this program are the fixed cash bonus of $1,000 and the cost of plaques for individuals who complete the program.

Minority and Female Intern Program
Dakota County, Minn.
Dakota County’s multicultural population has increased over the last few years. The Dakota County sheriff’s office was typical of many law enforcement agencies around the country, in that females historically have been underrepresented in the ranks of licensed peace officers. Before the Minority and Female Intern Program, only two of the 74 licensed deputies were female.

Recognizing this, the sheriff’s office developed this program to focus on recruiting minorities and females who are enrolled in their final year of an accredited law enforcement program. Those accepted into the program are classified as temporary part-time employees and may work up to 20 hours a week at the sheriff’s office while attending school.

The interns are assigned to work within every division in the sheriff’s office so they may gain an understanding of the complexities and opportunities a career in law enforcement can provide. Internships run for a period of six months and may be extended for an additional six months.

The sheriff’s office has been recruiting minority and female law enforcement students at the Law Enforcement Opportunities Career Fair, and later, by word of mouth through those previously recruited.

Total annual cost for the program was $11,260, which includes job fair sponsorship, interns’ salaries and uniforms.

(Hats off to … was compiled by Christina Crayton, research assistant, and features 2000 NACo Achievement Award Winners. For more information, call (202) 942-4285.)