►
Description
The Committee on The Disabled and Persons with Special Needs of the Council of the City of Philadelphia held a Public Hearing on Friday, December 7, 2018 to hear testimony on the following item:
180041 Resolution authorizing the Committee on the Disabled and Persons with Special Needs to hold hearings regarding professional and family caregivers and first responders in the City of Philadelphia.
Committee on the Disabled and Persons with Special Needs
Chair: Councilman Derek Green (At Large)
Vice Chair: Councilwoman Helen Gym (At Large)
A
Persons
with
special
needs
to
my
right
is
my
colleague
and
community
member
councilman,
I'm,
Jenny,
Blackwell
I
know
other
council
members
will
be
coming.
This
is
a
busy
time
of
the
year,
not
only
as
a
holiday
season,
but
we're
about
to
wrap
up
our
legislative
session
next
week.
So
we
do
anticipate
other
members
of
council
coming
in
to
this
hearing.
A
This
resolution
is
an
important
conversation,
because
many
of
the
people
in
the
city
of
Philadelphia
rely
upon
those
who
are
first
responders
and
those
that
provide
aid
and
assistance
to
people
all
around
the
city
of
Philadelphia.
Too
often,
we
don't
think
about
what
are
the
issues
and
concerns
and
trauma
that
they
deal
with
and
doing
the
vital
jobs
that
do
everyday
and
the
secondary
trauma.
I
had
opportunity
to
see
documentary
they're
talking
about
secondary
trauma
and
what
I
learn
about
the
issue.
A
A
That's
often
not
discussed
and
not
talked
about
in
a
more
public
way,
and
so
for
me,
as
chair
of
this
committee,
I
thought
it's
very
important
to
have
this
conversation
and
really
put
this
issue
more
on
the
forefront
as
we
try
to
provide
assistance
and
support
those
who
are
our
first
responders
and
those
that
know
put
their
lives
on
the
line
every
day
in
a
physical
way,
as
well
as
an
emotional
way
and
we'll
try
to
help
some
of
the
most
vulnerable
people
in
our
city.
So
I,
thank
all
of
you
for
being
here.
A
I
want
to
thank
all
of
those
that
provide
the
services
that
we
rely
upon
every
day
for
the
work
that
they
do,
and
this
is
one
step
in
trying
to
acknowledge
that
and
also
acknowledge
some
of
the
challenges
they
deal
with
and
some
of
the
things
they
see
every
day
in
their
work
lives.
So
with
that
I
will
have
the
clerk
read
the
title
to
the
resolution.
A
C
Good
morning,
council
members,
thank
you
for
this
opportunity
to
speak
to
you
today
on
the
topic
of
secondary
traumatic
stress.
Thank
you
especially
to
councilman
greens
office
for
your
support
and
spearhead
heading.
This
take
care
of
phl
initiative.
My
name
is
sandy
Iyengar
and
I
am
a
pediatrician
at
the
Children's
Hospital
of
Philadelphia,
where
I
specialized
in
the
care
of
children
with
developmental
disabilities.
I
am
part
of
the
Philadelphia
ace
task
force
which
aims
to
raise
awareness
about
the
lifelong
impact
of
childhood
adversity
on
health
and
well-being.
C
A
smaller
group
of
us
formed
the
policy
and
advocacy
work
group
and
together
we've
been
conceptualizing.
What
the
city
of
Philadelphia
can
do
to
rise
to
the
challenge
of
supporting
individuals
who
have
dedicated
their
lives
to
the
service
and
protection
of
others.
The
takecare
phl
initiative
was
born
out
of
this
idea
that,
as
a
city,
we
can
do
more
to
take
care
of
each
other.
Our
panels
purpose
today,
is
to
illuminate
the
nature
of
secondary
traumatic
stress,
its
impact
on
our
city
and
the
ways
we
can
move
forward
to
address
it.
C
Secondary
traumatic
stress
is
experienced
by
professionals
who
regularly
bear
witness
to
other
people's
distressing
situations
and
by
empathizing
with
them.
These
caregivers
are
in
turn
affected
by
the
trauma.
This
is
a
natural
and
common,
yet
thoroughly
disruptive
byproduct
of
daily
work.
Many
types
of
professionals
are
susceptible
to
it,
such
as
firefighters
and
law
enforcement,
social
workers,
teachers
and
mental
health
workers.
Our
panelists
will
expound
on
secondary
traumatic
stress
in
further
detail.
C
This
highlights
the
Swift
action
needed
to
protect
some
of
our
city's
bravest
I
volunteered
anism
as
an
emergency
medical
technician
for
years
before
medical
school.
The
rewards
of
this
life-saving
work
brought
me
a
deep
joy
and
purpose
like
so
many
others
in
helping
professions,
I
was
wholly
committed
in
the
care
of
those
in
front
of
me,
the
sacrifice
of
showing
up
and
serving
regardless
of
personal
circumstance,
that's
what
the
community
depends
upon.
C
Thus,
we
caregivers
vicariously,
endure
their
survivors
shock.
This
morning,
you
will
hear
several
panelists
present
their
personal
stories
about
this
insidious
burden
of
supporting
others.
None
of
us
are
immune.
Many
of
us
have
or
will
experience
this
phenomenon
whether
or
not
we
know
what
to
call
it.
C
C
C
Philadelphia
has
the
opportunity
to
leave
the
country
in
this
area.
We
can
be
at
the
forefront
of
defining
a
new
culture
in
which
we
take
care
of
each
other
council
members.
Thank
you
for
your
time
and
your
attention
this
morning
on
behalf
of
the
ACE
task
force
and
the
policy
workgroup,
we
appreciate
your
consideration
of
this
important
issue.
D
Research
into
traumatic
stress
really
showed
us
how
inadequate
our
understanding
had
been
up
to
that
time
and
this
research
synchronized
with
calls
for
much
more
widespread
social,
economic
and
political
awareness
about
the
context
of
human
experience
and
the
post-world
War
two
world
that
we
were
living
in,
including
the
Cold
War
and
the
human
rights
movement.
It
certainly
wasn't
that
trauma
was
new.
Exposure
to
trauma
is
as
old
as
humanity,
but
science
was
revealing
new
knowledge
about
the
role
of
emotions
in
human
experience
and
the
multiple
ways
that
we
affect
each
other.
D
We
affect
each
other's
bodies,
our
emotions,
our
social
adaptation
and
our
spirits
from
cradle
to
grave,
and
we
didn't
know
that
before
we
had
that
science
prior
to
an
understanding
of
traumatic
stress,
it
was
really
easy
for
anyone
at
a
service
occupation
to
kind
of
maintain
an
objective
distance
from
the
suffering
of
other
people,
because
explanations
for
emotional
and
behavioral
disturbance,
centered
on
problems
that
were
in
the
individual
person,
and
they
were
really
only
incidentally
related
to
the
outside
world.
There
was
something
wrong
with
them,
but
the
rest
of
us
were
just
fine
emotional
problems.
D
Behavioral
problems
and
faulty
adjustment
was
probably
the
result
of
genes
and
chemical
problems
or
just
deficiencies
within
the
person.
The
causes
were
clearly
individual.
If
combat
veterans
couldn't
adequately
reintegrate
into
society
of
warfare,
it's
because
they
were
already
weak
and
incapable
before
combat
child
abuse,
especially
child
sexual
abuse,
was
thought
to
be
very
rare
if
women
were
depressed
or
abusing
drugs
and
alcohol
or
homeless,
we
didn't
see
that
there
was
a
past
history
of
rape
or
that
they
were
still
in
situations
of
domestic
violence.
D
Firefighters,
police
officers,
EMTs
doctors
and
nurses
were
thought
to
be
in
those
professions
because
they
could
handle
things
and
were
not
expected
to
experience
any
negative
consequences
of
their
work.
There
were
no
lifespan
studies,
so
we
had
no
scientific
knowledge
about
the
ways
in
which
traumatic
exposure,
as
well
as
the
relentless
stress
of
poverty
and
discrimination
and
violence,
can
affect
people
across
the
lifespan.
D
Different
terms
have
been
used
by
different
survivor
groups
to
describe
this.
What's
called
the
cost
of
caring,
compassion,
fatigue,
vicarious
trauma,
indirect
trauma
and
what
we're,
using
today
secondary
traumatic
stress.
It
really
refers
to
the
natural
consequent
behaviors
and
emotions
that
results
from
knowledge
about
a
traumatizing
event
experienced
by
another
person.
It's
the
stress
resulting
from
helping
or
wanting
to
help
a
traumatize
or
a
suffering
person.
The
traumatizing
event
experienced
by
one
person
becomes
a
traumatic
event
for
the
second
person.
D
Every
service
provider
bears
witness,
via
their
own
experience,
of
secondary
traumatic
stress
to
the
Tull
trauma,
takes
on
mind
body
and
spirit.
The
multiple
symptoms
of
secondary
traumatic
stress
that
are
temporary
can
become
permanently
manifests
through
burnout,
and
the
results
of
that
on
the
workforce
are
not
good
absenteeism,
increased
job
turnover,
low
productivity,
decreased
job
satisfaction,
reduce
commitment
to
the
job
negative
effect
on
people's
home
life
and
on
their
life.
D
In
the
community
and
many
many
many
physical
problems,
the
science
of
exposure
to
chronic
stress
adversity
and
traumas,
what
I've
called
the
science
of
suffering
and
the
social
secret
that
has
been
uncovered
is
that
most
of
this
suffering
is
entirely
preventable.
If
we
have
the
social
and
the
political
will
to
stop
it,
the
fundamental
question
confronting
us
is
it's
not
what's
wrong?
It's
what
happened
if
we
are
to
understand
our
history
and
each
other.
D
E
E
So
let
me
just
say
that
my
presentation
is
a
little
bit
different,
because
I
have
been
in
law
enforcement.
Almost
my
entire
adult
life
and
I
was
federal
prosecutors,
assistant,
US
attorney
and
member
of
Department
of
Justice
going
back
to
the
early
1980s.
In
fact,
it
was
appointed
when
President
Carter
was
in
office.
E
Let
me
just
say
that
three
years
ago
I
spoke
at
a
conference
small
conference
in
Washington,
with
police
chiefs
from
across
the
nation
who
were
from
cities
such
as
San
Bernardino
and
Orlando
and
Dallas,
and
some
of
the
other
locations
where
people
had
faced
extraordinarily
horrendous,
tragic
mass
shootings
and
the
police.
Chief's
talked
about
the
impact
on
particularly
law
enforcement
on
those
incidents
and
I.
E
After
hearing
this
for
several
hours-
and
of
course
you
know,
I
was
scraping
myself
off
the
floor.
Listening
to
these
horrible
stories,
I
did
mention
to
these
Chiefs.
What
about
the
officer
who
is
facing
this
stress
in
a
smaller
way,
but
no
less
impactful
way
every
day.
I
know
because
of
the
work
I've
done
on
gun
violence
for
so
many
years
that
more
than
25,000
people
have
been
shot
in
Philadelphia
over
the
last
since
9/11,
more
than
5,000
people
have
been
murdered
on
the
streets
of
Philadelphia.
E
That's
a
lot
of
people
and
we're
not
even
talking
about
addiction
and
we're
not
talking
about
what
we
are
talking
about
now
is
officers
scooping
literally
they
call
it
scooping
people
who've
been
shot,
putting
them
in
the
back
seats
of
their
vehicle
police
vehicle
and
rushing
the
hospital
just
to
try
to
save
a
life,
which
is
a
great
thing.
But
when
that
patient,
the
victim
is
placed
on
the
gurney
and
brought
into
the
emergency
room,
the
officer
cleans
the
back
seat
of
the
car
and
sees
that
the
bloods
there
and
whatever
else
is
there.
E
All
of
these
things
are
going
on
and
it
requires
us
to
really
take
a
very
serious
look
at
what
we
can
do
to
to
try
to
reduce
that
stress
and
help
those
people
who
are
serving
the
public.
It's
critical,
the
International
Association
of
Chiefs
of
Police,
said
policing
is
a
demanding,
often
often
stressful
career,
on
a
daily
basis.
Officers
can
be
exposed
to
the
worst
humankind
has
to
offer.
They
are
called
upon
to
make
life-and-death
decisions
in
a
split-second
and
margins
for
error
or
slim.
E
Despite
these
known
stressors
officer,
mental
health
is
an
often
overlooked
component
of
officers,
safety
and
wellness,
and
you
know
the
office
of
victims
of
crime
at
the
Department
of
Justice,
has
recognized
this.
It's
obvious
and
I
will
say
that
working
with
some
great
trauma
experts
in
Philadelphia,
we
did
do
some
trainings
in
Philadelphia
of
police
officers
back
in
the
last
number
of
years
in
the
22nd
district
in
the
16th
district,
and
we
found
that
many
of
the
officers
really
wanted
mental
health
support.
E
They
were
afraid
to
go
to
employee
assistance
because
they
felt
if
they
went
there,
anything
that
they
did
or
said
could
be
revealed
to
their
supervisors.
That
could
jeopardize
their
career,
but
they
felt
that
it
was
essential
that
they
have
this
kind
of
support
and
actually
some
of
the
the
doctors
who
actually
were
there,
sensed
that
some
of
the
officers
actually
had
full-blown
PTSD.
The
bottom
line
is
that
the
officers
need
help,
and
so
do
firefighters,
I
have
somebody
in
my
office
father.
E
Actually
it
was
probably
strut
suffering
from
trauma
and
it
wasn't
until
she
heard
from
dr.
bloom
in
a
lecture
that
she
actually
learned
about
this
and
talked
to
her
father
who's
now
receiving
care
for
the
first
time
and
after
a
30-year
career,
you
know,
I
could
go
on
for
about
50
hours.
I,
don't
think
you've
got
that
time,
but
I
will
say
this
that
there
are
other
professions,
such
as
lawyers
and
judges
who
have
created
organizations.
E
There's
lawyers
concern
for
justice
which
actually
provide
the
kinds
of
care
and
support
peer
support,
that's
essential
to
help
people
recover,
or
at
least
begin
to
face,
the
issues
that
they're
they're
going
through
and
I
believe
that
unless
we
do
this,
unless
we
really
support
our
police,
we
don't
know
and
again,
firefighters
and
other
things.
We
don't
know
what
the
ramifications
are
specifically
for
a
given
officer
of
what
will
happen,
but
what
we
do
know
is
I
think
we
see
this
nationally.
E
Sometimes
an
officer
or
a
person
loses
it
and
we
see
through
domestic
violence
or
something
else
we
see
officers
become
addicted
to
drugs
or
alcohol.
We
see
attempts
to
for
suicide.
We
see
domestic
violence,
we
see
actual
violence.
We
can
help
stop
this.
As
dr.
bloom
has
said
today
and
many
times,
we
can
prevent
this,
but
we
need
to
actually
focus
on
it
like
we're
doing
today
and
put
the
resources
there
to
actually
help
police
and
other
first
responders
be
able
to
respond
appropriately
to
help
them
so
that
they
can
help
the
public.
Thank
you.
A
My
one
uncle.
You
know
he
had
family
issues
and
separation,
the
other
uncle
became
much
more
religious,
but
both
coming
out
of
the
stressful
situation
being
in
Vietnam
and
then
being
in
law
enforcement.
You
had
an
observation
of
post-traumatic
stress,
but
then
reflecting
my
own
perspective,
you
know
I
worked
in
the
district
attorney's
office
here
in
Philadelphia
and
also
in
the
AG's
office
in
Delaware,
and
the
whole
concept
of
being
desensitized
to
trauma,
as
a
coping
mechanism
didn't
really
reflect
on
that
into
an
after
leading
office.
A
A
But
when
you
deal
with
so
many
different
criminal
incidents
on
a
regular
basis,
you
tend
to
start
to
become
desensitized
to
some
and
prioritize
others,
whereas
an
attempted
murder,
no
that's
ranked
in
a
higher
perspective
because
of
the
actual
crime
perspective,
but
an
aggravated
assault
or
domestic
violence
situation,
because
those
happen
on
a
there
are
sometimes
a
lesser
charge
and
have
a
different
perspective.
You
start
to
become
desensitized,
and
so,
as
I
first
got
exposed
this
kind
of
ascent
of
secondary
trauma.
A
It
made
me
start
to
reflect
on
my
experience
in
DA's
office
and
also
just
seeing
others
and
how
they
dealt
with
and
how
to
cope
on
these
issues
and
I.
Think
one
of
the
concerns
and
I
kind
of
heard
some
of
this
in
the
witness
commenting
from
all
the
panelists
is
that
we
have
a
cultural
perspective
that
you
would
not
be
in
this
position.
You
would
not
chose
this
profession
if
you
just
didn't,
have
the
ability
to
cope
with
it
or
for
lack
of
better
words,
suck
it
up
and
just
deal
with
it
and
I.
A
Think
that's
something
that
we
have
to
change
that
perspective.
I
had
made
a
note
earlier
about
Employee,
Assistance,
Programs
and
I.
Think
that's
a
it's
it's
a
vehicle.
That's
there!
I
think
people
are
not
very
comfortable
and
using
that
because
then
you're
acknowledging
to
others
that
you
can't
deal
with
this
situation
and
that
may
have
some
impact
on
their
future
career
growth
regards.
If
that
it
remains
competent
or
not.
There's
a
perception
and
so
I'm
curious
in
the
panel
in
reference
to
one.
C
So
I'd
like
to
share
that
the
takecare
phl
initiative
was
born
out
of
the
philadelphia,
a
task
force
policy
and
advocacy
work
group
where
we
decided
to
dedicate
our
resources
to
really
expanding
awareness
about
the
impact
of
secondary
traumatic
stress.
We
really
wanted
the
the
council
and
the
city
at
large
to
really
understand
the
impact
that
secondary
traumatic
stress
has
really
on
the
daily
lives
of
first
responders
mental
health
workers
teachers
police
before
spent.
C
So
we
just
the
initiative,
was
really
to
raise
awareness
about
the
impact
and
we're
hoping
that
out
of
this
awareness,
that
we
can
create
resiliency
programs
and
really
kind
of
have
models
of
care
that
are
really
trauma-informed
and
serve
all
members.
All
employees
of
city
organizations
I
think
that
that
we
are
looking
not
to
target
specific
individuals
who
have
to
seek
assistance
in
the
same
way
as
an
Employee,
Assistance
Program
would
be,
but
something
that
is
across
the
board
for
all
employees.
C
A
You
could
provide
that
information
to
the
committee
so
that
way
we
can
circulate
information
to
other
council
members
can
I
think
that
type
of
initiative
is
important.
We
can
use
that
as
a
means
of
getting
the
word
out
either
through
various
council
offices
through
their
social
media
or
other
means
of
communication.
Can
I
get
the
word
out
spread
the
word
about
some
of
the
work
you're
doing
to.
D
The
culture
issue
I
work
at
the
level
of
organizational
culture
and
I.
Think
if
you
get
enough
organizations
in
our
cut,
we
we
have
then
affect
the
larger
culture
since
you
brought
it
up
and
we're
in
the
budgeting
cycle,
I've
been
working
with
a
committee
from
all
of
the
courts
in
Philadelphia
around
because
when
you
think
about
what
what
the
all
of
the
workers
and
the
courts
not
just
the
judges
but
all
of
the
attorneys
and
also
all
of
the
court
officials,
they
are
hearing
horrible
stories,
as
are
the
juries.
D
So
when
we
talk
about
the
court
system-
and
we
think
about
how
do
we
make
that
culture
trauma-informed?
So
this
that's?
What
we're
working
on
in
this
committee
and
to
go
forward,
we
want
to
create
a
whole
online
course
is
because
the
it's
so
hard
logistically
to
figure
out.
How
do
you
train
2500
people
that
are
part
of
the
court
system?
So
what
that's?
What
we're
working
on
and
going
forward?
We
need
some
support
for
creating
that
online
course
and
that's
not
that's
an
example.
I.
D
Think
of
how
you
start
changing
a
culture
got
to
see
where
the
culture
is
respect,
what
their
limitations
and
constraints
are
but
begin
by.
Educating
everybody
about
all
of
this
information
which
is
now
really
accessible,
and
it
changes
people's
attitudes
which
is
critical
and
that's
what
changes
behavior.
E
E
But
let
me
just
say
that
one
of
the
things
that
we
are
working
on
at
the
attorney
general's
office
and
on
the
state
level
is
creating
a
statewide
omission
to
provide
an
awareness
about
trauma
about
the
way
to
respond
to
trauma,
to
heal
from
trauma
and
to
better
understand,
resilience,
I'm
working,
coincidentally
with
dr.
bloom
and
an
organization
called
lakeside
and
in
North
Wales.
The
the
object
of
this
is
to
train
people
across
systems
so
including
law
enforcement
first
responders.
People
in
government,
like
dr.
bloom,
is
doing
with
the
judiciary.
E
People
in
the
healthcare
world
many
people
know
about
trauma
and
trauma-informed
care,
but
many
people
do
not,
especially
doctors,
we're
talking
about
reaching
out
to
working
with
veterans.
Although
there's
a
lot
of
work
already
being
done
on
that
we're
talking
also
about
working
with
the
faith-based
community
and
educators.
The
bottom
line
is
that
we
want
to
have
people
to
have
a
the
same.
E
When
they
first
responder
world,
they
will
be
better
able
to
take
care
of
themselves,
realizing
that
it's
not
a
macho
thing
to
not
get
help.
It's
not
a
smart
thing
to
get
it
help
that
the
stigma
is
ridiculous.
We
need
to
overcome
the
stigma
of
mental
illness,
especially
for
people
who
are
serving
the
public
and
carrying
guns
and
actually
are
in
a
position
of
actually
having
this
tremendous
power,
and
we
want
to
actually
be
able
to
better
protect
the
people
of
Philadelphia.
E
By
hat,
making
sure
that
the
people
who
are
serving
those
people
are
really
as
mentally
fit
and
competent
as
they
could
possibly
be.
So
this
is
an
ongoing
effort.
I
know
that
I'm
gonna
be
working
closely
with
Philadelphia
officials
moving
forward.
I
know,
there's
fantastic
work,
going
on
in
many
different
respects
in
Philadelphia
and
I,
don't
I'm
not
suggesting
that
we
have
a
monopoly
on
this.
As
a
matter
of
fact,
we
don't.
We
just
want
to
convene
people
and
bring
people
together
on
this,
so
we'll
be
working
about
on
this
quite
a
bit
going
forward.
E
D
It's
very
variable
so
from
city
to
city,
there
are
some
places
in
smaller
towns
and
cities
that
are
really
grappling
with
the
issue
of
how
do
we
make
our
city
trauma-informed
and
there
are
others
where
there's
nothing
happening,
so
it
depends
a
lot
on
who
the
champions
are.
If
there
are
champions
in
city
government
who
can
really
get
on
to
this
issue,
that's
what
makes
change
happen.
It's
always
about
leadership.
D
So
if,
if
there
are
leaders
who
take
on
this
issue,
then
you
start
to
see
change
and
it,
and
it
has
a
lot
to
do
with
the
ability
to
bring
people
together,
pull
information,
pull
knowledge
and
then
really
set
about
policy
change,
and
it's
extremely
variable.
There's
no
there's,
no
one
city
that
you
can
say:
well,
they
are
the
that's
the
standard.
There
are
different
pieces.
Everybody's
got
a
different
piece
of
the
pie,
but
we
have
an
opportunity
I
think
in
Philadelphia
to
actually
really
become
a
trauma-informed
City.
E
If,
if
I
might
just
add
so
as
part
of
this
statewide
effort,
I've
been
traveling
around
the
state
a
lot
and
again
it
is
variable.
But
there
are
the
good
news
in
what
I
would
perceive
to
be
dark
times.
Is
that
there
are
amazing
human
beings,
amazing
people
across
the
state,
in
lots
of
places
you
would
never
imagine
I
mean,
for
whatever
reason
I
mean
I
should
say
it,
but
the
reality
is.
E
A
F
F
We
represent
employer
the
city
third
offer
professional
and
technical
employees
photo
for
Park
Authority
photo
for
housing
authority
and
for
Judicial
District
I
wish
to
share
with
you
my
concerns,
and
this
is
my
sister
and
brother
of
about
the
secretary
trauma.
We
feel
the
city
needs
to
do
more
to
protect
workers
finishing
this
reality
on
the
job.
The
city
has
an
employee
assistant
program
that
many
do
not
take
advantage
of,
because
you
must
access
it
on
your
own
time.
This
program
could
be
of
some
assistance
in
dealing
with
emotional
behavioral
challenges
facing
our
workers.
F
F
They
were
story
of
a
weathered
experience
where
a
person
committed
suicide
by
jumping
off
a
top
tier,
where
our
prisoner
CFCF
I,
believe
that
give
me
a
few
days
off
after.
After
what
seen
this
event?
Would
have
been
helpful,
we
are
not
robots
and
we
all
and
while
function
for
inmate
safety
and
security
with
each
time
with
things
occur,
I
believe
that
there
should
be
something
in
place
that
would
allow
us
to
get
some
types
of
counseling
during
working
hours
that
provide
us
invited
by
the
other
employer.
F
This
would
assisted
worker
in
processing
of
experience
and
be
a
positive
mental
health
solution
that
would
aid
the
employer
in
having
a
more
productive
worker.
It
did
a
find
a
weaknesses
and
building
on
the
strengths
of
an
individual
is
a
key
mental
health
tool
for
dealing
with
a
variety
of
the
emotional
and
behavior
related
challenges.
Work
with
DHS
share
stories
about
their
experience,
dealing
with
home
visits,
they
find
cases
of
child
abuse
and
must
remove
children
from
their
homes.
This
impacts
them
after
the
experience
usually
ever
encounter.
F
These
type
of
issues
and
impact,
especially
me,
have
a
hard
time
facing
children.
Also,
you
see
the
fixative
each
person's
own
children
and
resulting
children
with
the
delinquent
behavior
parole
officers
and
carrying
people
that
do
harm
to
others.
One
officers
shared
a
story
about
their
reaction.
After
a
dead
body
of
a
person
was
found
in
an
alley
that
they
had
been
assaulted
and
killed
by
the
pro
parolee
under
their
care.
That
was
a
rapist.
F
Some
question
arose
for
the
officer
about
what
could
have
been
done
to
prevent
that
person
and
people
like
that
from
being
on
the
street
and
getting
involved
in
abusive,
behavior
and
other
criminal
activities.
These
are
issues
that,
over
time,
weigh
on
the
workers,
mindset
and
I
believe
should
be
addressed
by
some
form
of
counseling.
A
system
provided
by
the
employer
in
the
form
of
counseling
I
believe,
would
aid
the
mental
health
of
our
brothers
and
sisters
in
the
workforce.
F
G
And
members
of
the
committee
on
the
disabled
and
person,
persons
with
special
needs,
I'm,
dr.
Tamra,
Williams
I'm,
the
deputy
chief
clinical
officer
at
community
behavioral
health,
a
division
of
the
Department
of
Behavioral
Health
and
intellectual
disability
services
or
DBH
IDs.
Thank
you
for
this
opportunity
to
testify
in
response
to
resolution,
one
eight
zero
zero
four
one.
The
mission
of
DBH
ids,
is
to
educate,
strengthen
and
serve
individuals
and
communities
so
that
all
Philadelphians
can
thrive.
G
But
this
education,
strengthening
and
service
goes
beyond
the
traditional
mental
health
and
substance
services
that
are
commonly
associated
with
our
department,
as
DBH
IDs
focuses
on
population
health
and
building
community
resilience.
Our
concerns
include
not
just
those
who
have
a
diagnosis
but
to
the
health
of
all
people
in
Philadelphia.
This
is
especially
important
as
we
talk
today
about
secondary
traumatic
stress
or
STS,
and
staff
resiliency
programs
for
professional
caregivers.
G
We
all
know
and
experience
and
hear
about
the
stresses
and
traumas
experienced
daily
by
the
residents
of
Philadelphia,
and
these
experiences
has
expanded
upon
by
the
work
of
the
Aces
task
force
and
summarized
in
the
Aces
study.
Show
that,
as
we
are
exposed
to
adverse
experiences
in
our
youth
and
throughout
our
lives,
the
accumulation
of
those
stresses
can
have,
and
traumas
can
have
significant
negative
impacts
on
our
relationships,
our
well-being
and
our
health,
both
mental
and
physical.
G
In
many
cases,
incorporating
trauma-informed
approaches,
while
our
staff
and
departments
work
tirelessly
to
support
the
residents
of
Philadelphia,
they
often
experience
firsthand
or
hear
the
stories
of
those
experiences.
So
it's
the
poverty,
the
food
and
housing
insecurity,
the
violence,
whether
it
be
community,
personal
or
interpersonal,
the
illnesses
and
the
struggles
that
Philadelphians
overcome
daily.
Our
staff
also
live
and
work
in
these
same
communities
and
may
themselves
directly
experience
these
traumatic
stressors,
either
in
their
personal
or
their
professional
lives.
G
Hearing
these
stories
can
and
does
lead
to
the
experience
of
secondary
traumatic
stress
which
the
National
Child,
traumatic,
stress,
Network
or
NC
TSN
defines
as
the
emotional
duress
that
results
when
an
individual
hears
about
the
firsthand
trauma.
Experiences
of
another.
The
essential
act
of
listening
to
trauma
stories
may
take
an
emotional
toll
that
compromises
professional
functioning
and
diminishes
quality
of
life.
So
without
putting
too
fine
of
a
point
on
it
or
getting
lost
in
some
of
the
semantics.
G
Essentially
anytime,
someone
experiences
a
traumatic
incident
or
help
someone
deal
with
a
traumatic
incident
that
can
help
expose
the
helper
to
secondary
traumatic
stress,
so
traumatic,
stress
or
secondary
traumatic
stress
has
been
receiving
newfound
attention
as
we
focus
on
trauma
more
broadly
and
the
experience
of
so
many
of
our
returning
service
people.
The
experience
of
these
stressors
can
in
flute
include
feelings
of
isolation,
anxiety,
some
of
the
detachment
that
you
mentioned.
G
For
example,
depression
contribute
significantly
to
the
increased
rates
of
disability,
health
care,
utilization
and
spending
as
days
of
work
loss,
and
we
can
begin
to
address
this
known
problem
by
creating
an
environment
of
awareness,
support
and
tolerance.
As
a
city,
we
have
a
duty
of
care
to
our
employees
and
workers
by
helping
them
to
navigate
these
experiences
and
offering
and
encouraging
the
utilization
of
supports.
So
the
question
is:
who
helps
the
helpers
in
terms
of
support
for
workers?
We
know
that
secondary
traumatic
stress
is
real.
G
We
know
they
can
have
a
significant
impact
on
our
health
and
overall
functioning.
We
also
know
that
protective
factors
such
as
quality
of
trauma,
training,
perceived
stress,
levels
of
work,
wellness
and
a
functional,
structured
work
environment
have
been
identified
as
protective
factors.
So
what
can
we
do?
There
are
a
few
things
that
we
can
do
to
help.
One
is
to
raise
awareness
as
part
of
any
comprehensive
approach
to
a
problem.
G
We
need
to
acknowledge
and
talk
about
secondary
traumatic
stress,
the
opportunity
to
learn
about
STS
as
well
as
resilience,
building
and
self-care
should
be
afforded
to
all
staff.
It's
about
education
and
knowing
the
signs
provide.
Good
supervision
is
also
another
way
that
we
can
help.
Supervisors
should
be
trained
in
STS,
understand
the
stressors
that
staff
are
exposed
to
and
be
trained
to
provide
leadership,
support
and
access
to
resources
in
a
non-judgmental
way.
G
Thirdly,
we
can
assist
by
developing
wellness
programs,
so
staff
who
have
access
to
wellness
programs
that
our
staff,
developed
staff
lead
and
meet
they're
identified
needs
have
been
demonstrated
to
improve
morale,
decrease,
lost,
work,
time,
improve
work
outcomes
and
lead
to
improved
health
and
feelings
of
well-being,
and
then,
lastly,
we
can
offer
resources.
Employees
should
be
educated
about
their
EAP,
and
the
services
provided
by
the
EAP
should
be
robust
and
extensive
to
meet
the
variety
of
needs
that
may
arise
from
the
of
STS.
G
In
addition,
information
about
community-based
resources
should
be
disseminated
regularly
and
utilized
utilization
of
those
resources
encouraged.
So
again,
I
would
just
like
to
thank
the
City
Council
for
raising
the
awareness
about
this
often
overlooked
aspect
of
providing
Human
Services,
and
also
for
showing
a
willingness
to
stand
up
for
and
protect
professional
and
personal
care
givers,
and
for
giving
me
the
opportunity
to
provide
the
testimony.
Thank
you.
H
H
Again,
thank
you
for
this
great
opportunity
to
present
testimony
our
Commissioner
Cynthia
Figueroa,
unfortunately,
was
not
able
to
attend
today.
However,
she
has
allowed
me
to
present
this
testimony
on
her
on
her
behalf
as
a
social
worker
for
the
city
of
Philadelphia
for
over
20
years,
I
know
firsthand
the
value
of
supporting
caregivers
and
first
responders
for
DHS
social
workers
and
provider
case
managers
who
are
on
the
frontlines
every
day.
H
It
has
significance,
while
they
work
hard
every
day
to
keep
kids
safe,
they
themselves
can
experience
secondary
trauma,
witnessing
the
impact
of
abuse
and
neglect
on
children
stays
in
one's
heart
forever.
Dhs
experiences
families
at
their
most
critical
vulnerable
moments.
We
see
children
whose
lives
have
been
forever
altered
by
trauma.
The
very
nature
of
this
work
can
have
a
tremendous
effect
on
child
welfare
workers,
impacting
both
them
professionally,
as
well
as
personally,
the
link
between
secondary
stress
syndrome
and
child
welfare
workers
is
well
documented.
At
DHS.
H
We
find
ways
to
help
staff
get
the
help
they
need
to
address
the
impact
of
trauma
on
their
own
lives
and
to
look
systemically
at
how
we
can
mitigate
the
secondary
stress
for
child
work,
welfare
workers,
for
example.
We
encourage
our
staff
to
practice
self-care
by
providing
at
no
cost
to
the
employee
external
support
for
trauma
and
grief.
We
also
have
worked
hard
to
maintain
lower
case
ratios
and
now
have
one
of
the
lowest
in
the
state
in
order
to
support
the
complex
and
challenging
role
of
child
welfare,
social
workers.
H
We
have
also
enhanced
partnerships
with
providers
and
other
city
systems
so
that
they
can
help
families
get
timely
access
to
services
such
as
behavioral
health,
free
legal
support
and
housing,
just
to
name
a
few.
Another
system
approach
we
have
recently
begun
to
use
is
reviewing
the
science
of
safety
and
how
other
industries
approach
emergency
situations.
This
is
providing
a
different
lens
for
us
to
evaluate
system
responses
to
the
ever-present
stressors
of
being
a
child
welfare,
social
worker.
H
H
People
who
are
affected
by
trauma
is
critical
to
further
our
understanding
and
support
of
important
roles
we
all
have
and
the
work
we
must
do
together
to
address
the
impact
of
secondary
trauma
and,
if
I
may,
I
want
to
just
take
one
moment
just
to
highlight
a
very
important
partnership
that
we
have
at
the
Department
of
Human
Services
with
the
lady
po
group
and
2015.
We
engaged
in
this
partnership
with
this
minority
certified
business
and
their
expertise
is
really
trauma-informed
services.
H
They
provide
professional
development
training,
as
relates
to
secondary
trauma,
psycho-educational
group
work,
as
well
as
individual
counseling
and
therapy
for
our
staff.
Again,
this
is
an
independent
entity
that
has
come
alongside
of
DHA,
that
our
social
workers
can
access
without
management
and
and
can
access
anonymously
in
the
event
that
and
when
instances
call
for
trauma
response,
be
briefly
in
counseling,
etc.
Really
excited
about
that
that
particular
partnership
and
certainly
could
build
upon
that
as
a
model
for
the
city.
Thank
you
again
and
certainly
happy
to
be
here
with
you.
A
A
Right
now,
I'm
gonna
want
to
answer
a
few
questions.
This
group
I
didn't
want
to
bring
you
up
to
the
table
at
this
point
would
like
to
acknowledge
colleague,
that's
a
member.
This
committee
vice
chair,
this
committee,
Helen
Jim
I,
was
actually
through
her
leadership
when
I
first
saw
the
video
from
Vic
confer
on
caregivers
when
we
did
a
briefing
in
the
caucus
room.
A
Mr.,
when
we
talked
about
the
DHS
entity,
could
you
give
me
a
little
more
background
on
that
entity?
How
it
got
started
because
I
think,
as
I
listened
to
mr.
Wright
from
dc47
about
the
need
for
counseling
and
also
I
heard
about
wellness
from
dr.
Williams
one?
It
get
some
perspective
on
that,
because
I
was
thinking,
there
needs
to
be
some
entity
beyond
just
EAP
where
people
could
feel
comfortable
and
come
into
an
environment,
and
it's
not
like
DHS
is
doing
that.
A
H
Absolutely
again,
in
2015,
the
department
acknowledged
the
the
impact
of
secondary
stress,
vicarious
trauma
and
specifically,
the
this
conversation
started
within
our
act
33
table
whereby
our
social
workers
are
being
exposed
to
very,
very
difficult
situations.
Let
me
just
say
so:
we're
talking
about
child
fatality
near
fatality,
so
the
the
leadership
at
that
time
committed
to
actually
establish
establishing
intervention
outside
of
the
department.
To
your
earlier
point,
councilman
Greene.
We
wanted
to
make
sure
that
the
management
and
the
hierarchal
of
the
organization
did
not
impede
anyone's
willingness
to
access
intervention.
H
H
They
they
will
actually
receive
up
to
three
individual
sessions
and,
along
with
Rhys
referral
linkages,
if
need
be
so
it
is,
it
is
an
effort
to
actually
make
things
available
for
our
staff
understanding
the
very
difficult
work
that
they
do
and
again
this
is
completely
anonymous,
is
separate
from
leadership
at
the
department.
So.
A
A
F
I'm
at
Union
we
have
EAP
service
or
a
member,
but
specifically,
what
we're
talking
about
is
something
I'm
doing
the
doing
a
workday
that
you
don't
have
to
access
on
your
own
personal
time.
The
way
I
understanding
down
toys
are,
we
need
to
kind
of
counsel,
have
to
get
that
on
their
own
personal
time.
Time
didn't
really
need
spend
with
their
feelings
and
stuff.
So
in
my
chest
and
I
said,
I
need
to
be
doing
doing
the
workday
and.
A
Then,
finally,
for
dr.
Williams,
you
talked
about
this
content
of
Duty
care
and
also
the
whole
concept
of
getting
people
more
familiar
with
the
whole
concept
of
secondary
trauma,
vicarious
trauma
and
I
reflect
on
the
fact
that
now,
when
you
had,
my
father
was
in
the
Korean
Conflict
now
say:
Korean
War,
you
didn't
really
hear
about
post-traumatic
stress
at
that
time.
Period
coming
out
of
Vietnam
and
I
make
reference
to
to
my
uncles,
who
were
both
in
Vietnam
and
we're
both
in
law
enforcement.
A
Literature
that
talks
more
more
about
post-traumatic
stress
and
Nana,
something
that's
much
more
well
known
and
any
coming
out
of
the
complex
we've
had
in
Afghanistan
Iraq,
there's
something
that's
much
part
of
every
one's
nomenclature,
a
reference
to
the
challenges
when
people
return
from
military
service.
From
that
same
respect,
I
think
that
somebody
is
also
needed
and
regardless
kind
of
a
secondary
trauma.
A
The
cut
is
something
that
a
number
who
are
dealing
with,
but
it's
not
talked
about
in
a
part
of
everyday
lingo
or
perspective,
and
you've
made
reference
to
also
the
concept
of
duty
care,
which
is
you
know,
as
an
attorney
something
I'm
familiar
with
that
we
do
have
a
duty
of
care
to
our
employees.
Those
who
worked
with
this
part
of
our
city,
one
last
question
and
point
I'm
curious
from
the
perspective
of
cost.
You
may
reference
to
some
of
the
financial
impacts
of
secondary
trauma,
but
I
don't
know.
A
That's
really
articulated
that
the
impact
that
we
have
from
a
budgetary
perspective
on
people
who
are
calling
out
sick
more
frequently
other
challenges
not
being
asked
productive
workday.
Can
you
provide
any
information
about
some
of
the
financial
impact
of
not
dealing
with
secondary
trauma
because
I
think
doing
some
of
that
we
talked
about
for
what
mr.
Wright
talked
about
opportunities
for
field
life
counseling
as
part
of
their
workday?
A
Mr.
Williams
talked
about
providing
additional
programs
opportunities
that
are
contracted
for
nonprofits,
as
well
as
using
other
means
of
informing
city
employees
about
these
resources.
There's
a
financial
impact
to
that,
but
it's
also
a
final
impact.
I'm
not
doing
that,
and
as
of
you
could
speak
to
that
at
all,.
G
There
are
some
studies
which
I
could
provide
you
at
another
time
to
reference,
but
for
example,
there
was
some
research
done
in
Australia
around
the
impact
of
not
providing
some
of
the
services
and
trauma-informed
workplace
in
various
work
settings,
and
they
really
framed
it
in
terms
of
a
return
on
investment.
And
so
they
were
able
to
come
up
with
a
dollar
amount
which
I
don't
have
with
me.
G
But
they
were
able
to
put
a
dollar
amount
on
how
much
money
is
saved
by
an
organisation
when
they
invest
in
providing
care
for
their
employees
and
making
sure
that
they
have
resources
that
they
are
able
to
address
any
secondary,
traumatic
stress
symptoms,
so
that
they're
able
to
return
to
work
and
be
productive
at
work.
And
that's
something
that
I'd
be
happy
to
provide
you
in
terms
of
your
resource.
Yes,.
A
So
those
are
things
that
the
health
insurance
companies
are
doing,
but
that's
part
of
whole
wellness
concept,
there's
a
brief
discussion
about
EAP,
but
it's
not
incentivized
or
not
discussed
in
a
more
robust
way.
Like
some
of
these
other
things
and
from
my
perspective,
a
person
cannot
be
fully
well
if
they
are
physically
well,
but
not
mentally
well
and
I.
Think
that's
something
that
we
need
to
find
a
way.
A
As
we
talk
about
these
wellness
perspectives
that
we
do
every
year
and
we're
talking
about
okay,
many
of
us
have
some
type
of
tracker
on
their
on
their
wrist
or
some
other
means
of
trying
to
count
how
many
steps
are
doing
in
day
and
how
much
intake
they're,
taking
in
reference
to
salts
or
sugars,
and
how
much
water
they're
drinking.
But
we're
not
talking
about
the
other
aspect,
which
is
the
brain
which
is
to
meet
them,
probably
the
most
important
muscle
in
the
body
and
how
we
deal
with
those
type
of
issues.
So
that's
something.
A
I
Morning,
thank
you
very
much
for
being
here
and
my
apologies
for
being
a
little
bit
late.
But
this
is
a
really
important
issue
for
me
and
you
know
I
really
appreciate
all
the
work
that
all
of
you
have
done
had
a
chance
to
preview.
Your
testimony
before
I
just
had
to
refresh
my
memory
because
it
was
a
busy
day
yesterday.
But
you
know
a
couple
of
the
questions.
I
know
that
have
come
out
for
me
is
that
you
know
we
put
a
we've
been
following
your
work.
I
Obviously,
but
you
know
we're
trying
to
talk
about
what
it
looks
like
in
school.
So
we
doubled
the
number
of
social
workers
in
schools
this
year,
but
we
also
changed
up
the
program
so
that
it's
not
just
someone
who
is
meant
to
serve
individual
students
but
tries
look
at
the
whole
school
and
it's
in
part
because
we've
dealt
with
so
much
secondary
trauma
with
teachers
and
educators
in
schools
dealing
with
short
staffs.
I
We
had
a
nurse
or
a
counselor
quit
because
there
was
no
nurse
on
duty
and
a
police
officer
who
had
broken
him
up
to
fight,
had
had
a
heart
attack
in
a
bathroom
and
she
was
the
one
who
was
trying
to
help,
and
so
you
know
the
these
kinds
of
issues
have
profound
impact.
She
ended
up,
leaving
her
position
and
you
know
had
been
at
the
school
for
a
really
long
time.
So
this
is
very,
very
deeply
important
and
meaningful
I
guess.
I
My
question
has
a
lot
to
do
with
whether
you
feel
like
there
are
I
know
that
there
are
offerings,
but
sometimes
what
employees
obviously
who
suffer
secondary
trauma,
don't
realize.
Is
that
they're
going
through
it?
And
so
have
you
worked
on
recommendations
on
how
you
know
we,
as
a
city
can
be
much
more
proactive
about
reaching
out
to
employees?
H
One
of
the
one
of
the
things
that
we've
done
at
DHS
is
actually
and
actually
through
this
partnership
with
the
the
Depot
group
was
actually
made
training
available.
I,
think
part
of
it
is
really
educating
and
increasing
the
awareness
of
of
your
staff,
so
we've
had
opportunities
to
actually
provide
this
level
of
training,
specifically
with
the
Carrey's
from
a
secondary
trauma
to
our
staff,
new
hires,
as
well
as
existing
staff,
that
that
is
a
beginning,
I
think.
H
The
an
informational
campaign
training
campaign
to
really
educate
folks
in
the
field
in
various
fields
as
to
the
implications
of
secondary
trauma
is,
is
a
big
first
step
and
not
to
suggest
that
we
we're
doing
all
the
right
things,
but
I
think
part
nurses
with
folks
who
really
know
what
they're
doing
with
this
particular
topic,
cultivating
those
relationships
and
developing
convenings,
where
we
can
get
messages
out
to
staff
and
the
general
public.
The
other
thing
we've
tried
to
do
with
at
DHS.
F
For
for
more
aspects,
labor
the
the
city
can
do
more
a
lot
more
then,
just
let
me
elaborate
a
little
bit
leave
path
negotiations
that
we
just
went
through
in
the
spring
of
this
year.
We
had
to
really
negotiate
and
straw
that
the
city
recognized
psychological
injuries
as
part
of
a
workplace
injury
type
of
thing.
Before
that
the
city
we
knew
recognized
of
psychological
injuries
in
our
field.
They
did
that
for
please
they
did
it
for
fire.
They
didn't
do
that
for
them
at
dc47.
F
I
F
I
But
the
the
surprising
thing
is
is
that
people
still
don't
respond
until
we
are
proactively
reached
out
to,
and
someone
takes
a
moment
to
say
you're
not
looking
well,
you
know,
could
I
could
I
help,
you
know.
Is
there
anything
you
need
or
tell
me
what's
going
on,
and
you
know
I
think
it's
we
all
are
working
on
that.
I
You
know,
speaking
from
personal
experience
and
how
to
be
a
little
bit
more
thoughtful,
and
the
realization
is
is
that
in
the
kind
of
madhouse
world
that
were
in
where
people
feel
like
they
have
to
constantly
deliver,
or
we
deal
with
individuals
who
may
be
extremely
high
achieving
and
don't
often
want
to
talk
about
their
struggles
or
give
the
implication
that
they
can't
perform
at
you
know
like
2,000
percent
every
single
day
of
their
life.
It
takes
a
proactive
effort
and
I.
I
Don't
know,
I
mean
I
would
know
that
for
me
personally,
being
on
City
Council
I,
don't
feel
like
I've
personally
had
that
training
about
how
to
proactively
do
that,
but
I
think
we
get
a
lot
of
training
like
there
is
secondary,
traumatic
stress.
This
is
what
it
kind
of
looks,
but
when
you're
dealing
with
people
that
you
see
every
single
day,
we
still
don't
see
it
and
we
still
don't
make
time
for
it.
So
I
guess
that's
what
I'm
asking
about
are
their
recommendations
and
I
know.
I
You
know,
president
right,
if
you
feel
like
the
what
worked
through
during
your
during
your
recent
contract
negotiations,
whether
by
recognizing
psychological
injury,
has
been
a
very
real
aspect
as
equal
to
physical
injury,
whether
that
affords
you
particular
access
to
resources,
experiences
or
trainings
or
behavioral
changes
for
management
that
could
inform
us
on
how
to
do
things.
Well,.
F
Because
we
thought
have
a
very,
very
important
benefit
because
now
recognized
by
the
city
of
a
psychological
injury
that
now
I
remember
for
the
time
off,
you
know
injured
on
duty,
so
they
there
for
the
time
off
and
everything
that
associated
with
that
it's
just
like
they
were
a
physical
injury.
They
have
the
time
they
need
to
recoup
mentally
you,
so
they
can
get
right
back
in
the
mindset
to
get
back
on
the
job
you
know
before
I
gave
that
was
recognized,
for
they
couldn't
take
time
off
from
work
with
that
sort
of
injury.
Great.
F
Again,
just
that
the
we
believe
the
city
screaming
were
proactive
like
if
that
they
did
with
a
physical
fitness
type
thing
on
the
John
Street,
where
he
Markey
dedicated
a
person
to
communicate
to
the
city
employees.
They
need
to
be
more
fit
right
and
everything
like
that.
We
believe
that
cities
should
take
the
same
as
effective
far
as
I'm
the
mental
aspect
of
employees
working
on
the
job.
Thank.
G
I
would
also
like
to
say
that
part
of
the
way
that
we
can
be
proactive
is
what
was
mentioned
by
the
previous
panel
is
implementing
trauma-informed
workplace,
so,
whether
it's
the
sanctuary
model
or
risking
connections
I
think
that
helps
to
build
a
vernacular
and
a
language
within
the
workplace,
so
that
there's
no
more
openness
around
discussing
secondary,
traumatic
stress,
I,
know
that
my
colleague,
Phil
Tamara
will
also
be
able
to
share
some
additional
resources
when
he
is
up
to
speak
as
well.
Thank.
I
H
Counsel
councilman
agam
I
just
wanted
to
also
mention
also
highlight
I
alluded
to
this
in
my
testimony,
but
the
Department
of
Human
Services.
We
also
are
beginning
to
look
at
how
to
effectively
cultivate
a
safety
culture.
So
this
whole
concept
of
a
safety
culture
comes
out
of
different
industries,
industries,
health
industries,
aviation
and
we
actually,
this
a
few
weeks
ago,
we
had
a
national
expert
that
came
to
present
this
concept,
to
our
staff
at
large
and
underneath
the
really
the
safety
culture
is
really
creating
a
work
environment.
H
That's
conducive
to
the
well-being
of
your
staff,
you'll
notice,
it
really
about
system,
accountability
and
the
way
that
we
are
approaching.
This
is
really
focusing
on
leadership
and
also
the
supervisory
responsibilities
of
our
staff,
so
because,
if
we
can
educate
that
the
supervisors
and
managers
as
to
how
to
detect
when
someone
is
in
crisis,
I
think
that's
another
important
step,
I'm,
not
suggesting
that
we
again
it's
no.11
strategy,
that's
going
to
work,
I!
H
A
J
K
Morning
and
thank
you
for
this
opportunity
very
much
and
Helen
I
can't
a
Councilwoman
game
I
can't
it's
not
say
congratulations
for
a
great
day
yesterday
for
the
city
of
Philadelphia
I'm,
the
director
of
Philip,
osh,
the
Philadelphia
area
project,
an
occupational
safety
and
health
which
were
in
our
43rd
year
of
providing
assistance
to
workers
who
are
injured
on
the
job.
But
I.
It's
been
helpful
to
hear
the
other
testimony,
because
I
want
to
just
comment
on
some
things
that
I,
don't
think
have
been
covered
to
sort
of
fill
in
based
on
our
experience.
K
There
you
know
many
public
workers
in
in
Philadelphia
also
have
to
respond
to
catastrophic
incidents,
and
one
incident
I
remember
was
that
when
there
had
been
a
gas
explosion
and
the
gas
workers
had
to
respond,
and
one
of
those
responders
was
a
young
19
year
old
gas
employees
name
was
Mark.
Healy
and
I
didn't
realize
that
gas
employees,
unlike
firefighters,
do
not
have
beepers
on
them.
K
K
We
we
did
a
lot
of
follow
up
with
them
and
it
the
trauma
that
was
experienced
by
all
the
gas
workers
who
participated
in
the
response
to
that
explosion
and
participated
in
searching
for
Mark
Healy
when
his
body
could
not
be
found
at
that
explosion
site
in
Philadelphia
v.
The
suffering
his
father
went
through
happens
over
and
over
again.
Sadly,
city
employees
do
get
killed
on
the
job.
K
We
saw
it
in
the
school
district
when
a
boiler
exploded
and
all
the
workers
who
were
at
the
school
that
day
suffered
a
trauma
that
some
of
them
still
have
not
recovered.
From
due
to
the
grief
of
going
through,
a
a
worker
was
killed
at
fleet
management.
We
interact
with
the
families
with
the
children
with
the
spouses,
but
I've
always
wondered
if
there
was
a
city
response
in
terms
of
pulling
together
the
people
they
worked
with.
The
people
were
impacted
by
that
loss
by
the
trauma
that
experienced
that
loss.
K
It
appears
to
me
that
probably
way
more
could
be
done
in
in
in
responding
to
that
and
also
the
families
who
suffer
debilitating
grief,
and
you
know,
as
a
result
of
that
stress
and
again,
it's
not
clear
to
me
that
oftentimes
worker
compensation
really
does
not
look
at
that
aspect.
Another
example
is
calls.
We've
taken
from
workers
have
been
out
on
long
term
injury
that
they've
suffered
at
work
and
overtime.
K
It
begins
to
have
impact
on
their
family
and
I
have
taken
calls
because
we,
you
know,
get
calls
from
injured
workers
from
father's
who
have
told
me
on
the
phone
they're
ready
to
commit
suicide,
because
they've
had
to
pull
their
child
from
college.
They've
lost
all
their
health
insurance
and
they
really
don't
know
what
which
way
to
turn
so
I
think
whether
it's
a
fate,
a
fatal
workplace
catastrophe
or
just
long-term
injuries.
K
K
Our
office
is
in
after
me,
District
Council
33
and
the
parking
authority,
the
union
that
represents
the
parking
authority
workers,
is
there
and
increasingly
they'll,
come
and
talk
to
us
about
the
impact
of
being
threatened
by
people
they're
giving
tickets
to
on
the
street
and
that
that
continues
to
happen
over
and
over
and
over.
I
know
that
in
the
social
service
world
for
workers,
some
of
the
non
professional
staff,
the
support
staff
that
are
in
those
offices
that
are
frequently
threatened
by
the
public
coming
into
those
offices
and
overtime.
K
That
kind
of
fearful
fear
that
it
starts
getting
associated
with
just
going
to
work
every
day
and
and
wondering
what
can
happen
is
something
that
probably
hasn't
gotten
enough
attention,
and
certainly
it
could
be
identified
in
terms
of
the
kind
of
work
situations
or
the
non-professional.
Staff
are
also
exposed
to.
K
J
Good
morning
councilman
green
Councilwoman
Jim,
my
name
is
Phil
Demara
I'm,
the
director
of
trauma
and
crisis
services
for
the
department
of
behavioral
health
and
intellectual
disabilities,
disability
services,
I'm
also
the
director
of
emergency
preparedness
and
response.
So
to
my
co-panelist,
a
number
of
those
critical
acute
incidents.
We
often
get
the
call
to
respond
to
those
whether
they
be
things
happening
in
the
community
or
whether
they
be
things
happening
to
other
city
departments.
J
I'm,
not
again,
also
not
going
to
repeat
what
other
panelists
have
said,
but
to
just
echo
some
of
the
comments
that
were
made
earlier.
Educating
people,
whether
its
staff,
caregivers
families
around
the
city,
is
incredibly
important
to
begin
to
address
this
issue.
But
it's
also
not
talking
in
the
language
that
we've
been
talking
here
about
this.
When
we
talk
about
trauma
when
we
talk
about
traumatic
stress
or
secondary
traumatic
stress,
people
often
don't
make
that
connection
with
themselves
and
what
their
physical
experiences
or
what's
happening
to
them
so
figuring
out.
J
How
do
we
make
that
information
itself
accessible
to
people?
How
do
we
get
them
to
understand
that
shared
experience
and
then
know
where
to
go
to
get
those
resources
is
incredibly
important
for
whether
it
be
the
school
district,
whether
it
be
city
agencies
or
city
organizations.
Leadership
has
a
huge
piece
of
this
and
also
first
responders
when
there's
a
culture
of
we
can
do
this.
This
is
what
we're
trained
in
it's.
You
know.
This
is
no
problem
for
us.
J
Think
we
do
that
through
a
number
of
our
programs
within
the
department,
whether
it's
our
healthy
minds,
Philly
website,
where
people
can
get
screenings
or
can
get
information
about
more
basic,
non
non
diagnostic
level
issues,
whether
it's
the
training.
We
provide
an
unknow
health
first
aid,
the
training
we
provide
around
trauma,
self
care
and
others
through
our
training
and
education
network,
implementing
evidence-based
practices
and
our
service
providers,
so
that
when
people
come
to
us
for
treatment,
they're
actually
able
to
get
relief
from
what's
from
what's
happening.
J
So
all
of
those
things
I
think
taking
it
together
can
prove
how
things
how
people
react
to
the
secondary,
traumatic
stress
and
the
last
thing
that
I'll
just
say:
we've
done
a
number
of
those
community.
We
respond
a
lot
to
community
violence.
We
respond
to
coordinate
a
lot
with
the
school
district
and
we've
worked
very
hard
to
not
only
establish
relationships
with
communities
with
with
advocates
with
organizations
that
work
in
those
areas.
J
What
they're
more
interested
in
doing
is
talking
about
self-care
or
something
a
little
safer,
because
they're
just
not
sure
what
that
means
to
be
to
be
receiving
those
types
of
services.
So
it
is
really
a
layered
approach
to
it.
It's
educating
it's
as
dr.
Williams
mentioned,
bringing
in
that
vernacular
into
those
areas.
J
Maybe
when
people
are
able
to
talk
about
their
experience
and
recognize
what
they're
going
through
it
makes
them,
it
makes
it
much
easier
to
then
be
able
to
seek
out
those
services
and
in
the
years
that
I've
been
working
in
in
disaster
response
in
community
violence
response
with
our
first
responder
partners,
two
building
collapses,
or
whatever
else
is
going
on
the
need
to
wrap
these
types
of
services
around
everyone.
Every
time
something
happens
is
something
I
think
that's
lacking.
J
A
Thank
you
for
your
comments
and
also
thank
you
for
getting
us
something.
In
a
broader
perspective,
we're
going
to
secondary
trauma,
mr.
Aki,
when
you
made
reference
to
both
the
gas
explosion
with
unfortunate
passing
up
mr.
Keeling
I'm.
Being
someone
that
currently
chairs
the
gas
Commission
I've
been
involved
with
PT
devil
for
some
time.
A
I
very
recognize
that
impact
in
the
impact
ahead
on
remember
the
local
686
that
they're
still
I'm
dealing
with
and
then
when
you
also
make
reference
to
unfortunate,
passing
of
Chris
track,
miss
remember,
SEIU,
32bj
and
impact
that's
still
having
on
those
employees
when
that
explosion
happened
in
2016.
Thank
you,
Council
McGinn,
yeah.
I
I
So
it's
that
a
place
where
you
can
kind
of
insert
some
level
of
like
training
for
anyone
who
does
a
performance
review
to
use
that
as
an
opportunity
to
ask
you
know
to
some
extent
get
people
have
actually
asking
certain
questions
that
offer
an
employee
a
chance
to
get
feedback
or
also
you
know,
offer
resources
or
advice.
Is
that
something
that
you
already
do
or
do
you
think,
then?
That's
something
that
you
you
know
for.
J
J
In
significantly
advising
questions
around
secondary,
traumatic
stress,
my
experience
is
a
supervisor
and
manager
in
in
the
city.
That's
not
part
of
what
goes
into
a
performance
review.
It's
pretty
strictly
focused
on
you
know.
What's
the
quality
of
your
work?
What's
the
quantity
of
work,
your
work?
How
are
you
getting
along
with
folks?
How
are
you
performing
your
duties?
I
No
I
think
that's
right.
I
think
it
would
probably
be
better
worked
in
and
other
places
I'm
just
trying
to
figure
out
like
how
there
are
formal
processes
that
might
be
in
place
where
it's
not
a
threatening
kind
of
situation
for
individuals
to
say
that
they
would
like
to
talk
through.
You
know,
assistance
or
help
for
themselves,
but
I,
don't
think
I
think
that
absent
those
it
ends
up
being
sort
of
you
know,
incidental
casual,
it's
like
you
know
it's
off
hours,
it's
not
really
built
into
some
kind
of
more
formalized
process
and
I.
I
Think
it's
worth.
You
know
if,
if
your
department
has
recommendations
on
how
to
do
that
best,
which
includes
those
type
of
things
like
your
whatever
your
check-in
is.
This
is
an
important
question
to
ask
everybody
and
the
way
to
ask
it
would
be
helpful.
I
think
to
to
me
personally,
but
I
would
think
that
you
know
it's
not.
It
would
be
helpful
to
other
city
departments,
yeah.
J
And
there-
and
there
are
approaches
like
motivational
interviewing
that
give
folks
the
supervisors,
the
skills
and
and
how
to
ask
those
questions.
I
think
building
it
into
performance
review
would
be
an
interesting
approach,
but
I
also
imagine
that
there
would
be
a
big
discussion
from
a
legal
perspective
around
introducing
behavior
or
mental-health
types
of
issues
into
that,
as
well
as
discussions
with
the
unions
before
that
would
be
able
to
happen,
but
we'd
be
more
than
happy
to
provide
some
best
practices
around
that
if
we're
able
to
find
them.
Okay,.
K
They
talk
on
deaf
ears
so
that,
if
someone
does
begin
to
attack
them
for
real,
rather
than
just
threatening
to
the
office,
is
set
up
in
a
way
where
they
have
a
panic
button
or
they
have
some.
In
other
words,
I've
hear
a
lot
of
frustration
that
those
concerns
that
workers
have
just
to
sort
of
poopoo
they're
not
taken
seriously
and
maybe
there'd
be
and
and
rather
whether
their
fears
are
real
or
not,
they
feel
them
and
it's
creating
a
lot
of
anxiety,
so
maybe
departmental
meetings.
K
B
Good
morning,
chairman
green
and
other
members
of
the
Committee
on
disabled
and
persons
with
special
needs,
my
name
is
crystal
Yates
I'm,
the
assistant
deputy
commissioner
of
EMS
for
the
fire
department
and
I'm
here
on
behalf
of
fire.
Commissioner
teal
regarding
resolution
number
one,
eight
zero,
zero,
four
one
on
behalf
of
Commissioner
teal.
Thank
you
for
including
the
fire
department
in
this
discussion.
B
Philadelphia's
emergency
medical
services
system
is
one
of
the
busiest
systems
in
the
United
States.
We
respond
to
approximately
900
medical
incidents
per
day.
Our
paramedics,
emergency
medical
technicians
and
firefighters
respond
to
various
types
of
medical
incidents.
They
involve
shootings,
stabbings
suicides,
fire
deaths
and
injuries
to
children.
The
stress
associated
with
responding
to
traumatic
events
can
have
a
cumulative
effect
on
first
responders,
as
a
number
of
annual
responses
increases.
Philadelphia's
emergency
medical
services
personnel
undoubtedly
face
greater
probability
of
provider
fatigue
secondary
stress
and
burnout.
B
B
Our
EAP
program
provides
confidential
counseling
24
hours
per
day
7
days
per
week
this
past
year,
each
paramedic
and
emergency
medical
technician
received
the
pocket-sized
employee
assistant
program.
Resource
guide.
This
guide
can
be
used
as
a
tool
to
increase
resilience,
learn
more
about
common
issues,
first
responders
face
and
assist
with
connection
to
resources.
B
Additionally,
all
EMS
providers
have
received
mental
health
first
aid
training
and
they
are
equipped
to
assist
someone
experienced
in
a
crisis.
As
we
recognize
the
impact
of
secondary
traumatic
stress
and
vicarious
trauma,
it
is
important
to
encourage
awareness
and
caretakers
first
responders,
Human
Services
professionals
and
health
care
providers,
and
the
upcoming
months
the
fire
department
will
be
partnering
with
the
Philadelphia
Department
of
Public
Health
and
the
University
of
Pennsylvania.
B
Through
a
grant
to
implement
resiliency
training,
we
will
first
be
focusing
on
providing
the
training
to
our
four
full-time
EAP
staff
and
the
13
active
backup
counselors.
We
will
also
include
our
four
external
partner
organizations
that
provide
emotional
and
psychological
support
to
the
members
of
the
fire
department
workforce.
B
These
organizations
will
be
invited
to
provide
to
participants
to
receive
the
resiliency
train.
The
trainer
program
I
would
like
to
thank
City
Council
for
ways
raising
awareness
about
the
cumulative
stress
associated
with
the
work
we
do
as
first
responders
and
forgiving
me
the
opportunity
to
provide
short
testimony.
This
concludes
my
testimony.
I
welcome
questions.
L
L
This
department
is
aware
of
secondary
traumatic
stress,
also
known
as
compassion
fatigue
or
Harris
trauma.
This
can
be
the
cumulative
effect
on
first
responders.
Emergency
medical
technicians,
therapists
and
doctors
who
are
overexposed
to
the
trauma
experienced
by
others,
result
in
lower
self
esteem,
apathy,
poor
concentration,
negativity,
irritability,
anxiety
and
lapses.
In
empathy,
the
police
department
cares
greatly
about
the
health
and
welfare
of
our
officers
and
is
some
of
the
best
services
available
through
our
Employee
Assistance
Program,
and
our
relationship
with
Penn
behavioral
health,
the
Employee
Assistance
Program.
L
L
Services
are
confidential
and
provided
by
swore
members
of
the
department
they're
available
seven
days
a
week,
24
hours
a
day,
referre
most
EAP
may
be
made
by
the
employee
themselves
through
self
referral
by
their
supervisor.
Through
supervisor,
referral
or
mandated
by
policy
departmental
referral,
the
department
also
contracts
with
Penn
behavioral
health
to
provide
external
EAP
services.
L
L
I
would
say
that
during
that
period,
you
know,
utilization
rates
of
both
services
increased
also
EAP
members
have
conducted
follow-up,
calls
and
roll
call
visits
for
personnel
involved
and
sensitive
assignments,
such
as
the
injury
or
death
of
a
child
or
lost
departmental
personnel.
If
he
responds
to
all
police
involved,
firearm
discharges
resulting
in
injury
from
the
discharge,
all
instance,
in
which
a
member
of
the
department
is
shot
instance
involving
the
sudden
death
of
a
department
or
close
relative
and
request
from
department
of
personnel.
L
A
You
for
your
testimony
sergeant,
white
I
was
informed
that
you
attended
the
renowned
University
of
North
Cross
Street
for
Law
School,
that
being
temple
law
school
like
myself
and
might
let's
leave
director
frank,
I
newsy.
So
it's
good
to
have
you
here
and
also
miss
j's.
Thank
you
for
your
service
as
well.
One
of
the
things
I
wanted
to
touch
base
on,
and
we
talked
a
little
bit
earlier
about
the
culture.
L
So
from
the
police,
patrol
and
I
think
the
culture
is
there
and
that
people
are
more
willing
to
accept
services
and
perhaps
Outsiders
recognize.
That
being
said,
they
we
do
provide,
because
I
saw
multiple
ways
in
which
someone
can
be
referred
rather
themselves
or
being
noticed
by
a
supervisor
or
some
ways
that
are
controlled
by
policy.
If
you're
involved
in
certain
types
of
it,
since
you
will
go
da
P,
we
make
different
levels
of
service
available
in
the
department
member
counseling
through
AP,
also
my
higher
degrees
of
professional
service.
L
B
I
would
agree
with
that:
the
fire
department,
we
don't
do
a
daily
role
call,
even
though
it
is
in
our
directives
to
do
that.
We
have
what's
called
a
kitchen
table
culture,
so
we
do
enjoy
meals
together
and
that's
an
opportunity
for
the
supervisor
to
lay
eyes
on
all
of
our
members
and
they
can
recognize
the
signs
and
symptoms
of
stress.
The
other
thing
we
do
is
we
have
a
closed-circuit
television
station
for
fire
department
members.
Only.
B
We
do
post
messages
on
their
television
station
regularly
when
we
want
to
get
words
out
to
our
members
and
culture
in
the
fire
department.
We've
recognized
that
some
people
are
more
comfortable
seeking
help
through
their
member
organizations.
So
our
labor
union
has
a
peer
support
program.
They
make
routine
visits
to
the
fire
stations.
We
have
an
african-american
group,
Hispanic,
write
and
Hispanic
group,
and
we
have
a
group
that
focuses
on
women
and
they
all
will
be
provided
with
the
resiliency
training
and
they
all
have
access
to
peer
support
as
well.
A
That's
good
to
hear
that
that
type
of
assistance
being
provided,
it
sounds
like
the
organizing
units
for
growth,
the
fire
department's,
well,
the
variants
in
local
22
and
then
I'm,
assuming
that
in
the
police
department.
Fop
local
5
also
provides
some
opportunity
to
fight
us
to
have
assistance
for
uniformed
members.
Do
you
see
any
need,
or
you
may
have
heard
earlier-
the
concept
that
DHS
has
with
this
pilot
wouldn't
have
a
subcontract
with
a
non-profit
survive.
That
type
of
assistance
kind
of
off-site?
A
Is
that
something
that
you
think
may
be
beneficial
and
it
may
be
that's
all
occurring
primary
with
to
the
locals,
but
if
that's
something
that
could
be
an
opportunity
for
officers
to
participate
in
that
gives
them
that
ability
to
be
in
any
more
peer
oriented
perspective.
You
talk
about
peer
group,
but
is
that
something
that
the
city
should
offer?
So
we
continue
to
support,
what's
already
being
done
by
organized
labor.
B
So
for
the
fire
department
we
do
offer
outside
counseling
services,
our
EAP
staff
know
their
limitations
and
they
have
access
to
professional
counselors,
and
there
is
one
thing
that
I
think
I
would
be
proud
to
speak
about.
One
of
our
retirees
is
a
PhD
psychologists,
so
she
frequently
has
reached
out
to
to
interact
with
our
members
because
she
understands
our
unique
circumstances.
B
L
From
the
police
department,
standpoint
I'm,
proud
of
both
our
internal
EAP
and
the
the
Penn
behavioral
health
support
that
we
receive
I
think
they
do
an
excellent
job.
That
being
said,
I'm
never
opposed
to
hearing
about
other
options.
You
know
just
because
something's
done
well
doesn't
mean
that
you
can't
explore
a
way
to
do
better.
Okay,.
A
M
M
Was
going
to
say
good
morning,
Philadelphia
city
council,
but
I
think
now
I'll
say
good
afternoon:
Philadelphia
City
Council!
Thank
you
at
Philadelphia,
City
Council,
with
special
appreciation
to
councilmembers,
Greene
and
Jim
as
sponsors
for
holding
today's
hearings
about
secondary
traumatic
stress
as
a
workplace,
hazard
for
Philadelphia's,
professional,
caregivers
and
first
responders,
and
to
learn
about
resiliency
programs.
I'm,
dr.
Betty,
Lee,
Davis
I'm,
a
licensed
clinical
social
worker
and
I'm
honored
to
be
here.
M
In
the
workplace,
as
her
committee
said
about
its
task
preparing
for
these
hearings,
we
considered
ways
that
we
might
achieve
our
goal
of
protecting
Philadelphia
workers
from
workplace
secondary,
traumatic
stress,
given
the
volume
and
variety
of
workplaces.
That
was
a
formidable
task
as
we
considered
the
myriad
of
possibilities
light
the
light
went
on
for
me:
OSHA,
that's
the
job
of
OSHA
to
protect
workers
from
workplace
hazards.
My
task
for
the
group
then
became
learning
how
to
get
osha
to
identify
secondary,
traumatic
stress
as
a
workplace
hazard.
M
Why
OSHA
protection
oshizu
exists
to
help
us
protect
our
workers
and
communities?
It
sets
standards
that
are
diverse.
That
departments
follow
to
take
care
of
workers,
it
has
recommendations
which
are
not
required
but
provide
a
guide
for
protection.
How
is
it
security
in
a
telephone
conversation
with
Murray
Ruskin,
deputy
director
Directorate
for
standards
and
guidance,
occupational
safety
and
health
administration
in
Washington
I
learned
that
the
way
to
secure
OSHA
protection
is
by
writing
a
letter
to
bring
secondary,
traumatic
stress,
to
light
and
ask
OSHA
to
consider
the
request
that
it
be
regulated.
M
Anyone
can
write
the
letter
which
serves
as
a
petition.
It
must
be
robust.
Her
follow
up
written
communication
cited
the
article
that
sets
the
parameters
for
a
letter
patoot
a
letter
of
petition
which
is
in
Appendix
A.
There
are
two
options
for
Oh
short
request:
a
website
and
a
rule.
They
are
not
mutually
exclusive.
Both
can
be
requested.
The
regulating
process
can
take
seven
years.
The
website
can
be
created
immediately.
In
my
conversation
with
her
also
I
mentioned,
and
I
failed
to
put
this
in
my
written
testimony.
M
Hopefully
you
know
and
other
the
the
recording
of
it
or
our
group
can
make
sure
that
you
add
it.
I
told
her
about
caregivers
film
and
how
that
had
been
the
catalyst
for
these
hearings
and
asked
if
they
might
like
to
see
that-
and
she
said
absolutely
so.
I
would
recommend
that
if
this
step
is
taken
that
that
also
be
sent
along
with
any
other
materials
Philadelphia
a
national
leader
for
taking
care
of
its
workers,
deputy
director
Ruskin,
said
that
secondary
traumatic
stress
has
never
come
to
OSH's
attention.
M
She
said
that
there's
an
OSHA
website
for
emergency
responders
to
focused
on
physical
safety,
but
they
had
not
looked
at
psychological
safety.
She
said
that
there
are
areas
where
a
standard
for
secondary
traumatic
stress
might
fit
in
I
was
directed
to
Deputy
Director
Ruskin
by
the
Philadelphia
office,
where
I
was
told
that
getting
secondary
traumatic
stress
petition
would
be
at
the
national
policy
level.
M
Philadelphia's,
professional,
caregivers
and
first
responders
have
a
right
to
protection
from
workplace
harm.
We
invite
you
Philadelphia
City
Council,
to
initiate
the
process
to
secure
that
right
by
submitting
a
letter
of
petition
to
request
a
new
standard
which
would
create
national
policy
to
regulate
secondary,
traumatic
stress
as
a
workplace
hazard
not
only
in
the
city
of
Philadelphia
but
across
the
nation,
be
the
Trailblazer
start
now
by
requesting
that
a
secondary,
traumatic
stress
work
site
be
crea
to
inform
the
public
while
OSHA
goes
through
the
regulating
process
make
Philadelphia
the
leader.
M
N
Want
to
thank
both
of
the
council
people
here,
Ellen,
gem
and
Derek
green,
for
not
only
this
public
hearing,
which
is
so
significant,
I
think,
but
also
the
declaration
of
caregivers
and
first
responders
day,
which
I
think
sets
the
right
tone
for
our
city.
The
validation
of
these
workers,
who
are
doing
so
much
to
take
care
of
our
citizenry
and
and
also
the
recognition
that
they
too,
as
caregivers,
need
to
be
taken
care
of.
N
And
that's
really
what
we're
talking
about
today
and
I'm,
going
to
kind
of
cut
to
the
chase,
because
you've
both
been
here
and
others
in
the
room
a
long
time
and
rather
than
giving
you
a
one
more
story,
because
you've
heard
a
lot
of
really
illustrative
stories.
I
want
to
share
a
little
bit
more
about
the
context
nationally,
particularly
on
this
subject,
and
also
to
cite
a
few
characteristics
of
programs
that
we
believe
are
effective
and
particularly
in
response
to
some
of
your
questions
about
the
culture
of
an
agency.
N
And
how
does
one
begin
to
embed
that?
So
we're
not
just
sending
people
out
to
get
help
as
if
they
had
a
pathological
or
psychological
problem.
But
how
do
we?
How
do
we
begin
to
change
the
culture?
So
those
those
will
be
the
the
areas
that
I'll
concentrate
on
very
briefly
in
the
extensive
packet
that
I
believe
you
will
have
access
to?
If
not
already
in
your
hands.
N
There
is
a
reference
to
two
pieces
of
legislation
which
you
can
read
more
detail
about,
but
one
of
them
is
a
landmark
legislation
by
the
state
of
Colorado
on
behalf
of
their
child
welfare
workers,
and
indeed,
they
created
a
task
force
that
provides
substantive
and
technical
support
to
their
county
agencies,
specifically
to
address
secondary
trauma.
This
is
the
first
piece
of
legislation
that
we're
aware
of
that
singles.
Its
focus
really
shines
the
light
on
secondary
trauma
and
provides
the
resources
and
the
the
know-how
to
the
county
agencies
to
create
their
own
programs.
N
The
second
landmark
piece
of
legislation
was
signed
just
this
October
at
the
federal
level,
and
it
also
embodies
the
the
validity
of
the
trauma-informed
research
and
also
the
validation
of
the
brain
science.
The
kind
of
things
that
Sandra
Blum,
dr.
Sandra
bland
was
talking
about
both
of
these
pieces
of
legislation
set
the
stage
for
what?
N
The
referral
of
of
help
outside
of
the
agency
and
needing
to
go
through
a
referral
process
is
also
very
inhibiting.
So
what
we
find
seems
to
work
best
is
when
there
is
intensive
training
at
all
levels.
Administrators
supervisors
workers
secretaries.
Anyone
in
in
these
helping
agencies,
especially
beginning
with
the
new
hires,
because
they
are
the
most
vulnerable
and
the
most
naive
about
what
to
expect.
And,
secondly,
one
way
to
embed
it
in
an
organization
rather
than
just
sending
them
out
to
even
an
excellent
EAP
and
I
have
no
objection,
nor
that
we
have
EAPs.
N
They
can
do
excellent
work,
but
to
embed
it
in
the
culture
means
to
have
people
on
site
who
are
are
trained
and
and
can
facilitate
actual
actual
mechanisms
of
support.
And
what
do
those
look
like?
You
could
have
a
cadre
say
of
a
dozen
peer
counselors
that
are
just
like,
like
you
as
a
worker,
and
they
look
for
those
signs
and
symptoms
of
secondary
trauma,
and
they
do
that
outreach.
They
don't
wait
for
the
person
to
say.
N
Okay,
I
think
I
need
help
they
in
a
friendly
low-key,
voluntary
way
they
reach
out
to
their
colleague
administered
her
to
administrative
worker,
to
worker
supervisor,
to
supervise
or
secretary
secretary,
and
they
offer
the
process
one
to
one
of
debriefing.
That's
one
of
the
things
that
seems
to
really
begin
to
help
and
change
a
culture.
Another
is
to
have
those
trained
people
in
the
agency
who
can
lead
support
groups
and
can
bring
people
together
in
a
confidential
manner
in
which
they
can
talk.
N
So
this
is
a
very
different
approach
and-
and
you
need
you
need
some
volunteer-
passionate
professionals
in
those
organizations
and
for
the
program
to
be
effective,
they're
going
to
need
to
have
a
and
the
allotment
of
a
certain
amount
of
their
time,
maybe
five
percent
or
ten
percent.
It
doesn't
mean
putting
a
lot
of
money
into
this
program,
it's
sort
of
a
hidden
cost.
N
It
does
cause
something
if
you,
if
you
designate
three
people,
say
in
each
section
of
a
major
department,
but
you
use
you
train
these
people
and
you
recognize
what
they're
doing
it's
not
just
a
responsibility
on
top
of
everything
else.
They're
doing,
but
maybe
they
have
a
half
a
day
or
a
day
a
week
to
actually
carry
out
these
programs.
N
So
this
is
what
we
we
find
seems
to
work
best,
I,
think
in
the
packet
you're
you
and
your
office
folks,
and
your
wonderful
aides
can
delve
into
all
this
more
deeply
we're
also
available
in
the
new
year
and
would
love
to
see
the
initiation
of
a
process
that
that
seeks
to
embed
and
change
the
culture
of
these
organizations
in
addition
to
the
EAP
work.
Thank
you
so
much
for
the
chance
to
speak.
O
O
But
what
I
want
to
really
jump
to,
because
I
think
that
it's
been
touched
upon,
but
I
really
want
to
close
with
this,
is
that
paying
attention
to
secondary
traumatic
stress
really
means
that
we
have
to
move
beyond
just
workshops
and
checklists
on
self-care
and
beyond
awareness
building
to
really
developing
these
comprehensive
practices
and
policies
that
promote
staff,
wellness
and
Brazilian.
So
self-care
is
inarguably
important
but
in
my
opinion,
at
places
far
too
much
responsibility
for
the
problem
on
individual
behavior
change
and
we
all
know
how
well
that
works.
O
So
we
really
need
to
shift
a
good
percentage
of
that
responsibility
to
organizations,
systems
and
policy
makers
to
create
the
conditions
that
prevent
and
mitigate
the
impact
of
sts
sew.
A
couple
models
that
I
want
to
point
out:
I
think
that
are
doing
some
things
like
that.
In
addition
to
what
Vic
said
is
we
need
models
like
the
resiliency
alliance
II
project,
which
is
developed
for
child
welfare
workers
in
New,
York
City?
The
model
focuses
on
preventing
and
decreasing
STS
by
building
a
specific
set
of
resilient
skills
and
increasing
social
support
among
workers.
O
It
recognizes
that
long
term
intervention
is
necessary,
so
it's
an
intensive
12
session
model
supervisors
and
workers
are
engaged
in
separate
cohorts
and
early
evaluations.
The
model
showed
that
those
involved
in
it
had
reduced
trauma,
related
activity,
burnout
and
attrition
and
increased
self-care
and
social
support.
We
also
need
to
conduct
research
on
what
works,
and
we
know-
and
several
people
have
mentioned,
that
good
supervision
is
part
of
the
solution.
We
practice
at
the
Health
Federation,
something
called
reflective
supervision
and
there's
an
organization
in
the
UK.
That's
been
conducting
research
on
reflective
supervision
to
see.
O
We
also
need
to
kind
of
really
be
reflective
about
our
organizations
and
think
about
what
does
it
really
mean
to
be
a
safe
organization
and
to
have
that
culture
that
promotes
staff
wellness
and
resilience?
So
thinking
about
things
about
inclusivity,
culturally
and
racially
diverse,
being
transparent,
democratic,
tolerating
differences
of
opinion,
encouraging
dialogue
about
challenging
issues
and
making
sure
that
everyone
gets
high
quality
supervision.
So
at
the
Health
Federation,
where
we
also
are
the
back
organization
from
the
Philadelphia
is
task
force.
O
We
are
committed
to
being
a
trauma-informed
organization
and
helping
others
work
toward
that
goal,
so
we
know
that
we
can
only
achieve
that
goal
with
a
full
commitment
to
addressing
STS
through
individual
system
and
policy
change.
We
applaud
the
City
Council
for
holding
these
hearings
today,
and
we
are
here
to
partner
with
you
to
move
this
work
forward.
Thank
you.
A
P
Would
like
to
thank
councilman,
green
and
Councilman
Jim
for
all
the
work
they've
done
on
the
subject
when
I
stepped
out
I
had
one
of
my
regular
clients
who
lives
in
PA.
Shame
had
the
opposite
problem.
He
he's
been
in
a
wheelchair,
well,
I've
known
him
for
close
to
20
years
now,
and
he's
been
in
a
wheelchair
for
about.
P
Maybe
18
years
got
married
about
eight
years
ago
and
the
opposite
happened
him.
His
wife
has
decided
she
doesn't
want
all
of
all
that
goes
with
his
illness,
so
we
were
out
there
trying
to
talk
to
him
and
keep
his
spirits
up.
So,
unfortunately,
we
have
good
people
like
all
of
you,
and
then
we
had
some
people
who
God
has
to
somehow
touch
so
that
they
realize
what
a
blessing
it
is
to
take
care
of
people.
We
love.
So
thank
you
all
and
thank
my
two
colleagues
for
all
they've
done
in
this
matter.
Thanks
Thank.
I
You
counsel,
Councilwoman
and
Thank
You
councilman
green
I,
just
wanna
thank
this
panel
for
your
history
of
work
in
this
area.
It's
been
really
valuable
and
I've
enjoyed
working
with
you
that
for
many
years
that
in
in
this
world,
it's
in
this
space,
which
you
are
an
expert
Dundas,
also
wonderful
to
to
be
able
to
work
with
you.
Thank
you.
A
And
just
to
close,
and
once
again
thank
all
of
the
panels
participating
in
this
hearing
today
and
just
looking
at
some
my
notes,
I
see
some
action
items
that
we
can
take.
One
of
the
concepts
that
dr.
Davis,
who
talked
about
a
letter
or
petition
I,
can
see
possibly
counsel
doing
a
resolution
calling
on
OSHA
to
come
up
with
guidelines
for
secondary
trauma
without
think
that's
something
that
could
be
doable
by
this
body.
A
I'm,
not
sure
if
we
can
get
it
done
next
week,
which
our
last
session
of
council
but
I
think
that's
something
that
right
but
I
think
that's
something
as
we
go
into
new
year.
We
have
the
calendar
for
City
Council
said
that
I
think
that
somebody
has
a
body.
People
will
be
supportive
of
and
I
think
that
type
of
resolution
will
be
robust
to
bring
attention
to
the
issue
for
from
an
ocean
perspective.
In
addition,
listen
to
both
Deputy
Commissioner,
Yates
and
sergeant
white.
A
It
sounded
like
the
police
department,
have
a
very
robust
organization,
also
local
22,
from
the
firefighters
and
also
the
valiance,
as
well
as
large
five
FOP.
They
provide
a
pure
opportunity,
but
it
doesn't
seem
like
there's
that
same
pure
opportunity
in
other
departments
through
the
city.
Listening
to
what
mr.
Williams
talked
about
from
DHS
I'm.
A
One
in
particular,
a
lawyers
caring
for
lawyers
that
have
been
active
over
to
fill
up
a
Bar
Association
of
Pennsylvania
Bar
Association,
who
are
dealt
dealing
with
lawyers
who
have
a
substance,
abuse
issues
and
I
just
started
out
of
attorneys.
That
saw
some
of
the
fellow
attorneys
having
those
challenges
with
substance
abuse
and
that's
become
a
robust
type
of
organization.
Help.
A
Lawyers
help
other
lawyers
who
are
dealing
with
those
issues,
and
so
maybe
with
the
Ebro
group
and
looking
at
those
opportunities
of
trying
to
create
this,
have
a
pure
entities
regarding
within
their
assay
departments
and
then
also
we
talked
a
lot
about
awareness.
One
of
the
things
I
could
possibly
see
is
crafting
some
type
of
webinar
type
thing
that
can
be
put
together
that
can
be
sent
out
to
city
employees,
for
those
can
watch
on
their
own
time,
whatever
opportunity
try
to
educate
people
about
this
whole
concept
of
secondary
trauma
and
that's
something.
A
A
You
provide
a
lot
of
information
I
think
it's
helpful
for
myself
and
I,
wouldn't
venture
for
other
members
of
this
body
and
we'll
try
to
get
this
information
out
to
other
members
of
City
Council,
as
well
as
city
city
employees
and
those
who
are
working
or
related
to
city
employees
as
well
as
they
deal
with
these
issues
a
secondary
trauma.
So
thank
you
for
your
input
and
your
advocacy
is
very
well
appreciated.
Thank
you.