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Worksheet

Organization Needs Questionnaire

For disaster recovery organizations exploring the Trauma Recovery Certification Program

Welcome

Thank you for the work your organization does. People who show up after the storm, the flood, or the fire carry a great deal, often quietly. This questionnaire helps us understand what mental, emotional & spiritual support your team needs so that any training we propose fits your people, your mission, and your reality, rather than a one-size-fits-all package.

Purpose: To learn about your organization's emotional support needs and shape a tailored proposal for the Trauma Recovery Certification Program.

Time to complete: About 10 to 15 minutes. Skip anything that does not apply, and answer as fully as you are comfortable.

Who should complete it: Organizational leadership, HR or volunteer coordinators, and program managers.

Confidentiality: Your answers are used only to prepare your proposal and are never shared outside The Chrysalis Alliance. We ask about your organization as a whole. Please do not include names or personal health histories of individual staff or volunteers.

1. ➜

ABOUT YOU

In the text box below, please provide:

  • Your name and title

  • Organization

  • Email address

  • Phone number

2. ➜

SECTION 1: YOUR ORGANIZATION

A snapshot of who you are and where you serve.

Select one

3. ➜

If you chose Other in the previous question, please specify here:

4. ➜

Approximately how many people carry out your disaster-related work in a typical year (staff and volunteers combined)?

Select one

5. ➜

Roughly how is that team composed?

Estimate a percentage for each; totals need not be exact

  • Paid staff ___%

  • Long-term volunteers ___%

  • Short-term or surge volunteers ___%

  • Contractors/partners ___%

6. ➜

Which types of disasters does your organization respond to?

Check all that apply

7. ➜

If you chose Other in the previous question, please specify here:

8. ➜

Which regions do you serve?

Check all that apply

9. ➜

If you chose Other in the previous question, please specify here:

10. ➜

Which phase of the disaster cycle does your work mainly focus on?

Select as many as you address

SECTION 2: EXPOSURE TO TRAUMA AND STRESS

Understanding what your people encounter in the course of their work. Please describe at the level of the organization.

11. ➜

What do your team members most often encounter in the field?

Check all that apply

12. ➜

If you chose Other in the previous question, please specify here:

13. ➜

How frequently are your people directly exposed to distressing situations?

Select one

14. ➜

How long is a typical deployment or intensive response period?

Select one

15. ➜

How much rest and recovery time do team members usually have between deployments or surges?

Select one

To what extent do the following describe your team's working conditions?

Rate each statement below

16. ➜

Team members often work long hours with limited breaks

17. ➜

Team members frequently serve survivors in their own home communities

18. ➜

Workload spikes sharply during major events

19. ➜

Role expectations can feel unclear during a response

SECTION 3: SIGNS OF IMPACT YOU HAVE OBSERVED

Many caring, committed people feel the weight of this work. Please reflect on patterns across your organization, not on any individual.

Over the past 12 months, how much have you observed the following across your organization?

Rate each statement below

20. ➜

Burnout or exhaustion

21. ➜

Signs of secondary or vicarious trauma

For example, being deeply affected by survivors’ stories

22. ➜

Staff or volunteer turnover linked to the emotional toll of the work

23. ➜

Increased absenteeism or sick leave

24. ➜

Moral distress

Feeling unable to help as much as one wishes

25. ➜

Difficulty with focus, decision-making, or communication under pressure

26. ➜

Strained relationships or conflict within teams

27. ➜

How would you describe your annual turnover among staff and volunteers who deploy?

Select one

28. ➜

How concerned are you about the long-term mental, emotional and spiritual wellbeing of your team?

Select one

SECTION 4: EXISTING SUPPORT & GAPS

What is already in place, and where people could use more.

29. ➜

Which mental, emotional and spiritual support resources does your organization currently offer?

Check all that apply

30. ➜

If you chose Other in the previous question, please specify here:

How well do your current support resources meet your team's needs?

Rate each statement below

31. ➜

Resources are easy for people to find and use

32. ➜

Team members actually use the resources that exist

33. ➜

Support is available during deployment, not only afterward

34. ➜

Volunteers have access to the same support as staff

35. ➜

Our approach gives people practical tools they can use on their own

36. ➜

What gets in the way of people using support?

Check all that apply

37. ➜

If you chose Other in the previous question, please specify here:

38. ➜

If you could add one thing to your current support, would it be?

SECTION 5: LEADERSHIP & MANAGER READINESS

Leaders set the tone. This section looks at how prepared your managers feel to support their teams.

39. ➜

Managers feel confident recognizing when someone may be struggling

40. ➜

Managers know how to start a supportive conversation

41. ➜

Leadership openly values mental, emotional, and spiritual wellbeing

42. ➜

Managers have tools for staying steady under pressure

43. ➜

Leaders model healthy rest and boundaries

44. ➜

How much leadership buy-in exists for investing in mental, emotional & spiritual support training?

Select one

45. ➜

Who would champion this effort inside your organization?

Check all that apply

SECTION 6: TRAINING NEEDS & PRIORITIES

46. ➜

Which skills would be most valuable for your people?

Select all that apply.

47. ➜

Who is the primary audience for this training?

Select one

48. ➜

Roughly how many people would participate in the Trauma Recovery Certification Program?

Select one

49. ➜

Which outcome are you hoping for?

Select one

SECTION 7: DELIVERY PREFERENCES

Flexible options so training fits the rhythm of your work.

50. ➜

Which formats would work best?

Check all that apply

SECTION 8: BUDGET, FUNDING & DECISION PROCESS

This helps us suggest options that fit your resources.

51. ➜

Is funding for training or wellbeing already set aside?

Select one

52. ➜

Approximate budget range for training

Select one

53. ➜

Interest in funding support

Check all that apply

54. ➜

Who is involved in the decision?

Check all that apply

55. ➜

What is your timeline for deciding?

Select one

SECTION 9: MEASURING SUCCESS

What would tell you the training made a difference?

56. ➜

Which measures matter most?

Check all that apply

57. ➜

If you chose Other in the previous question, please specify here:

58. ➜

How soon would you hope to see a difference?

Select one

SECTION 10: IN YOUR OWN WORDS

Take a moment to share anything that would help us serve you well.

59. ➜

What does a healthy, resilient team look like to you?

Open response

60. ➜

What concerns or questions do you have about bringing in this training?

Open response

61. ➜

Is there anything else we should know?

Open response

62. ➜

May we follow up?

Select one