Due to the practical implications of this research, the recommendations to the organisation are seen as important, and are based on the recommendations of the researcher’s interpretation as well as the recommendations that came from the participants themselves. The recommendations will be categorised as such: Training Needs, Support Needs, Fundraising Needs and Research Needs.
6.4.1 Recommendations based on training needs
The current structure of an initial three-day workshop, followed by a supervised probationary period of at least forty hours for training volunteers is a sound and effective procedure.
The forty hours spent at The Desk under the guidance of a senior Crisis Interventionist appears to be a sufficient time period as confirmed by the participants. However this research recommends a re-evaluation of the content and structure of the training procedure.
6.4.1.1 Workshop
The research provided evidence for the effectiveness of focusing on an ideological shift rather than trying to overload participants with information. The literature explored various techniques that the organisation could employ to assist in this ideological shift. This will not only ensure that participants at the workshop undergo some form of ideological shift and increase the likelihood of their staying on to become volunteers but will also ensure the retention of the fundamental information for those who choose to stay on. Additionally, although each interventionist is encouraged to attend the workshop on an ongoing basis they are currently only
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formally required to attend the workshop on one occasion. In order to reinforce appropriate attitudes to IPV it is recommended that periodic refresher training is made compulsory.
6.4.1.2 Forty-hours Probationary period
The supervised probationary period is considered an adequate length of time by all of the participants and this is supported by research. However this research recommends that the 40 hour period be more structured in order to be more effective. The literature emphasises the importance of reflection in the learning process, which is absent from the organisation’s training process. This reflection process takes the learning beyond the behaviourist monkey-see, monkey-do approach.
While this is a skill that some of the participant’s came with, it was not commonly shared and therefore it is the responsibility of the organisation to teach and develop this skill especially during the probationary period. It is recommended that probationers be encouraged to keep journals and reflect on what they learnt and felt after each shift. This reflection could also take place in a large group discussion with each of the probationers, led by a senior crisis interventionist which could be held once a week or once a fortnight. This reflection process will not only assist with assimilation of new information but also lends itself as a preventative tool for vicarious traumatisation.
6.4.1.3 Content of Training
The content of training is mostly satisfactory and the participants all seemed to be well equipped to deal with different clients coming forward. They did however raise a few issues which they struggled with. It is recommended that the organisation have special training for the existing crisis interventionists which deal specifically with;
1. How to deal with mistakes made in a counselling session,
2. How to terminate a counselling relationship and to know when this is appropriate,
3. How to identify and handle victims who are suffering from a psychological disorder in addition to or as a result of their experiences of abuse.
4. More information regarding the cultural practices regarding traditional marriage within African cultures.
5. Finally, training on meditation, self-soothing techniques and relaxation skills; and its benefit for those participants who have not yet managed this skill.
6.4.1.4 Methods and Procedures of the organisation
It became clear that each of the participants operated according to their own personal style and from the needs of their clients. While fluidity is important especially within a non-directive
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framework, it also limits the organisation’s control over the service it provides. While they have implemented the “Intake Form”, it is suggested that the organisation looks into the effectiveness and adequacy of this tool within the counselling session and for the counselling relationship. The organisation also does not take into account the assessment tool for new clients coming in. The literature states that this initial assessment helps to provide effective intervention for the individual client. This will also solve the problem of handing out resources identified by two of the participants. Specific resources can be made available to those who truly need it thereby avoiding running out due to financial difficulties.
6.4.2 Recommendations based on Support Needs
While it was difficult to gather data on the participant’s experiences of vicarious traumatisation especially since the majority of participants have been with the organisation for over 10 years, the traumatic reality of working in this field was confirmed and the literature states that vicarious traumatisation is therefore a major risk. It became clear that the organisation needed more volunteers and were interested in young people getting involved, it is therefore important that the support needs of the organisation be revised in order to better protect volunteers coming forward.
The research recommends the following:
6.4.2.1 Supervisors
The literature stresses the importance of a supervisor for volunteers working with trauma.
The research recommends that while the probationers should be allowed to interact with different crisis interventionists and complete their shifts at the different sites in order to get greater exposure, they should also be assigned to a single supervisor to provide emotional support. This supervisor can be any one of the senior crisis interventionists who should receive training as to what their role as supervisor entails. This will not only encourage and foster an openness about vicarious trauma within the new trainees but will also assist the senior crisis interventionists themselves.
6.4.2.2 Structured Wellness Days
The activities at the Wellness Days such as walking and yoga are important preventative techniques however these days must be better structured to ensure that the participants do not feel resentful or that it is a waste of time, which could result in their lack of commitment. A more structured day also ensures that there is an opportunity for volunteers to speak about any issues that they might be having which is important for prevention of vicarious traumatisation. The research recommends that a Board member or a respected senior counsellor be identified as the leader to ensure that the programme is well developed and followed.
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Due to the apparent stigma in admitting to having a problem during the meetings, it is recommended that a senior Board member schedule one-on-one appointments with each of the crisis interventionists. This could be done as frequently as their schedule allows but time should be made at least once a year. The openness and enthusiasm of the participants during the interviews indicates that this is something that the crisis interventionists will appreciate. This will also allow a more intimate space for the board member to emphasise the positive aspect of this work and praise them for their commitment, which in turn will assist in easing the emotional burden of this work.
6.4.3 Recommendations for Funding
The financial state of the organisation was an important factor affecting organisational culture. It appears that the organisation is in a constant state of crisis management concerning funds and fundraising, which the crisis interventionists are well aware of. This not only affects the stability of the organisation but also is affecting the crisis interventionists, causing them more anxiety than necessary. This research presents a recommendation from the participants themselves and suggests that the crisis interventionists become more involved in other aspects of the organisation, such as fundraising, instead of solely dealing with clients. It is also recommended that the organisation approach major funders with a proposal in order to receive sustainable funding.
The historical contribution of The Desk as well as the fact that they have maintained over 25 years of service to the community makes them an eligible candidate for funding.
6.4.4 Recommendations for future Research
Finally, it is recommended that further research be done as an evaluation once the new training manual and training programme is implemented. This will ensure the effectiveness of the training before promoting it as best practice in South African trauma organisations. It is also recommended that further research be done in the field of vicarious traumatisation in volunteer organisations. There is a dearth of literature in the South African context on vicarious traumatisation despite the reality of volunteers suffering the effects of their good work.