Prevention Specialist

Objectives of this Role/Technical Competencies 

 

Program Coordination   

The Prevention Specialist will assist with the development of yearly and short-term programs (as stated above) and will gain access to key stakeholders for each program, engage stakeholders in problem-solving for their unique communities and institutions, build buy-in with key partners, deliver needs assessments, organize program events and components, deliver trainings, and collect post-evaluation data, according to the grant-approved work plans communicated by the Prevention Manager. They will provide advocacy and support during the implementation of program work, which includes responsive communication, reliable scheduling, and access to necessary materials. 

 

Community Member Engagement 

Specific to OVW Grant Projects: The Prevention Specialist will collaborate and outreach with key stakeholders, including athletic directors, coaches, male-identifying leaders, and other community members. This role will recruit, market, and share resources that identify participants of Ten Men and CBIM (see workplan recruiting goals). The Prevention Specialist will use the social-ecological model as a guide to reach community-level primary prevention, and value the intersections of our communities lived experiences to inform outreach and marketing plans.  

 

Specific to VDH RPE Grant Projects: The Prevention Specialist will seek opportunities to connect with restaurant leaders (GMs, owners, managers) to inform, share, recruit and identify restaurants (or the like) that may best fit with OTF, Restaurant Coalition, Policy Work. Through creative outreach efforts, collaborative projects, and listening sessions, successful community engagement will build our network of participating restaurants to reach grant-approved workplan goals.  

  

Training & Education 

The Prevention Specialist will follow all curriculum guidelines and program fidelity as provided by the Director of Prevention. The delivery and facilitation of program trainings (CBIM, Ten Men, and OTF) require ample preparation of materials, scripts, space, and thorough understanding of the program outcomes & deliverables. The Director of Prevention will guide onboarding and training (or register Prevention Specialist for specific training certifications) prior to program facilitation. The Prevention Specialist can expect to shadow training and educational opportunities ahead of their first facilitation.  

 

  

Evaluation of Current Practices, Research Emerging Practices, Innovation and Improvement  

The Prevention Team will monitor interactions with all community members to qualitatively evaluate the effectiveness of each activity and program. Through this data collection, a Prevention Specialist will be able to identify gaps and collaborate with SARA prevention team and community partners to address needs. The Prevention Specialist will engage with other practitioners to stay informed about efforts elsewhere and maintain status as an expert in sexual violence and violence prevention from a public health perspective.  

  

Crisis Intervention  

The Prevention Team provides crisis intervention, support and referral services on the hotline and as needed throughout the day, in collaboration with the rest of the staff. The Prevention Specialist will participate in on-call rotation to advocate for crisis clients in the Emergency Department. This includes day-time availability and rotating on-call hours from 5 pm – 9 am.  

   

*This position will have occasional evening and weekend hours. Employees will need to have access to transportation to meet with community partners. Employees are required to submit to a criminal and child abuse background check.   

  

 

A best-fit candidate

• Knowledge related to key risk and protective factors for the primary prevention of sexual violence, especially regarding social norms around consent, bystander intervention, and sexual harassment 

• Knowledge related to the SARA service area, the impacts of intersectional lived experiences, and systemic inequity on individuals and communities 

• Experience with program design or event planning (demonstrates organizational skills, coordinating with external partners, and executing short-term and long-term planning for program facilitation) 

• Experience connecting, collaborating, and fostering strong relationships with community members 

• Ability to conduct research, identify needs, and evaluate programs 

• Demonstrates a trauma-informed approach to all aspects of work 

• Experience leading groups in training, programming, and/or presentations 

• Solution-oriented approach and attitude 

• Willingness to work cooperatively with different personalities and individuals of diverse racial, economic, and cultural backgrounds 

• Committed to learning, listening, and leading impactful culture change in the community to promote positive behavior change and prevent sexual violence 

 

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Boundaries

At SARA, we prioritize maintaining healthy and ethical boundaries as fundamental to our service provision. We expect all employees to adhere to the following guidelines when interacting with clients and community partners: 

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• Gifts: Employees are not permitted to accept or give gifts from/to clients and community partners to ensure impartiality and prevent conflicts of interest. 

• Personal Information: Sharing personal information with clients and community partners is prohibited to maintain safety and confidentiality. 

• Social Interaction: Employees should refrain from socializing or hanging out with clients outside of professional contexts. 

• Self-Awareness: Employees are expected to maintain self-awareness regarding their own boundaries and ensure they are not compromised in professional interactions. 

• Time Awareness: Adhering to scheduled appointments and respecting time commitments demonstrates reliability and respect for others' time. 

• Communication: Clear and respectful communication.  

• Emotional: We are mindful of emotional boundaries and communicate with each other to prevent burnout and maintain relationships. 

• Confidentiality: Maintaining the confidentiality of sensitive information is paramount to safety and building trust with clients and colleagues. 

• Safety in Service: Employees are expected to work within their window of tolerance to ensure the quality and continuity of service provision. 

 

By upholding these boundaries, we ensure a safe, respectful, and effective working environment for all stakeholders involved. 

 

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Training Provided

• SARA-led Crisis Services and ER Advocacy Training to equip you with essential skills. 

• Prevent Connect, an online database for core Prevention training and support. 

• Comprehensive 5-day training in Coaching Boys into Men by Futures Without Violence.