SW 406 Environmental AssessmentScoring ProtocolFor each of

SW 406: Environmental Assessment
Scoring Protocol
For each of the core principles and commitments, score each
assessment tool an determine the mean score of each area.
Scores can range from 0-5. The closer the average for each area
to 5, the greater staff members felt the particular domain
exhibited aspects of being trauma informed.
Physical Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Community spaces are clean, well-maintained and comfortable
areas for learning, relaxing and socializing.
1
2
3
4
5
0
There is enough community space for gathering with seating
that can become a circle.
1
2
3
4

5
0
Office spaces are comfortably furnished and contain personal
items.
1
2
3
4
5
0
There are adequate spaces for staff to gather for meetings (e.g.,
treatment planning).
1
2
3
4
5
0
Client’s rooms are clean, relatively neat and have client-
friendly and appropriate furniture.
1
2
3
4
5
0
Add all 5 scores together =TOTAL SCORE
Divide the total score by 5 = MEAN SCORE
General Social Environment

Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Staff welcome visitors immediately upon entry, introduce
themselves, and ask how they can help.
1
2
3
4
5
0
When I walk through programs I often hear angry / tearful
sounds.
5
4
3
2
1
0
Clients treat each other respectfully.
1
2
3
4
5
0
When I walk through programs I often see and hear staff

responding to clients in a calm and nurturing tone.
1
2
3
4
5
0
Staff treat clients like they are bad.
5
4
3
2
1
0
Staff Social Environment
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Staff treat clients respectfully.
1
2
3
4

5
0
Staff treat each other respectfully.
1
2
3
4
5
0
Staff often schedule different activities to take place
simultaneously.
5
4
3
2
1
0
Staff freely ask questions of each other and exchange
information.
1
2
3
4
5
0
I often feel my co-workers do not support me.
5
4
3
2
1
0

Commitment to Nonviolence
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
The community has a clear set of boundaries, limits, or rules
understood by all members.
1
2
3
4
5
0
Destructive or violent incidents are addressed nonviolently and
openly reviewed as soon as possible.
1
2
3
4
5
0

I often feel unsafe at the facility.
5
4
3
2
1
0
Destructive or violent incidents are viewed as problems of and
for the entire community.
1
2
3
4
5
0
Staff are quick to physically restrain a client.
5
4
3
2
1
0
Commitment to Emotional Intelligence
Strongly Disagree
Disagree
Neither

Agree
Strongly Agree
N/A
Score
When staff members discuss a client, there is always an
emphasis on thoughtful exploration of complicated issues.
1
2
3
4
5
0
Regular team meetings are held with representatives from all
levels of staff.
1
2
3
4
5
0
Staff members usually do not recognize or understand clients'
nonverbal communication.
5
4
3
2
1
0
My supervisor talks with me about work-related stress and helps
me manage that stress in appropriate ways.
1
2
3

4
5
0
Most staff do not have regularly scheduled supervision.
5
4
3
2
1
0
Commitment to Social Learning
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
There is an expectation that leaders, staff, and clients will learn
from everyday experience and from each other.
1
2
3
4
5
0

All major decisions are made using a team approach.
1
2
3
4
5
0
Educational materials (e.g., books, handouts and videos) are
easily available to clients and staff.
1
2
3
4
5
0
Problem solving involves parties affected by the problem and is
generally done by consensus.
1
2
3
4
5
0
Destructive or violent incidents are viewed as opportunities for
new learning and information gained contributes to change.
1
2
3
4
5
0

Commitment to Shared Governance
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Clients are not involved in their treatment planning.
5
4
3
2
1
0
I feel I can openly question or disagree with decisions made by
administrators, managers, or other staff if needed.
1
2
3
4
5
0
Managers and administrators regularly take time to listen to
what I have to say and respond in meaningful ways.
1
2
3

4
5
0
Policies, procedures, and practices are reviewed regularly by
staff at all levels.
1
2
3
4
5
0
Important community/facility decisions (e.g., hiring, program
changes, etc.) are often made without warning or discussion.
5
4
3
2
1
0
Commitment to Open Communication
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A

Score
The schedule of program activities and events are available and
accessible to clients and staff.
1
2
3
4
5
0
There is regular and helpful communication between staff in
different shifts or groups (e.g., direct care, clinical, etc.).
1
2
3
4
5
0
We are a team in name only; treatment decisions are made by a
select few.
5
4
3
2
1
0
All staff are aware of decisions made around policies and
procedures.
1
2
3
4
5
0

Difficult topics can be discussed openly and directly within the
community.
1
2
3
4
5
0
Commitment to Social Responsibility
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Problems between staff are usually ignored.
5
4
3
2
1
0
Longer-term clients take responsibility for mentoring newer
clients.
1

2
3
4
5
0
Most administrators, managers, and staff do not model positive
behavior.
5
4
3
2
1
0
Staff and leaders are able to challenge each other, disagree,
collaborate, resolve conflicts, and learn from the process.
1
2
3
4
5
0
Relationships problems (e.g., between clients, clients and staff,
or staff and leadership) are addressed and viewed as an
opportunity for learning.
1
2
3
4
5
0

Commitment to Growth and Change
Strongly Disagree
Disagree
Neither
Agree
Strongly Agree
N/A
Score
Administrators, managers, and staff truly believe in the
potential for positive change in the clients we serve.
1
2
3
4
5
0
Clients are routinely encouraged to think about, plan, and work
on goals for the immediate, short-term, and long-term future.
1
2
3
4
5
0
Activities of creative expression (e.g., the arts, games, etc.) are
a regular part of our environment and are often tied to clients'
therapeutic goals.

1
2
3
4
5
0
Change is often discouraged and not supported.
5
4
3
2
1
0
Inspiration in any form is sought after, appreciated, and
supported.
1
2
3
4
5
0
1
Organizational Assessment Results

Vignette 1 Supervisor – Environmental Assessment Survey
results
Domain
Mean score
Commitment to Inquiry/Social Learning
Vignette 1 Supervisor – Staff Practice Survey results

Domain
Mean score
Staff Safety
Staff Empowerment
Self-Care
Staff Knowledge/Competence
Staff Attitudes
Trauma Informed Practice with clients
Vignette 1 Direct Care Staff #1 – Environmental Assessment
survey
Domain
Mean score

Vignette 1 Direct Care Staff #1 – Staff Practice Survey results
Domain
Mean score
Staff Safety
Staff Empowerment
Self-Care
Staff Attitudes

Vignette 1 Direct Care Staff #2 – Environmental Assessment
survey
Domain
Mean score

Vignette 1 Direct Care Staff #2 – Staff Practice Survey results
Domain
Mean score
Staff Safety
Staff Empowerment
Self-Care
Staff Attitudes

Vignette 1 Indirect Care Staff – Environmental Assessment
survey
Domain
Mean score

TITLE
Does not
Apply
Strongly
Disagree
Disagree Not Sure Agree
Strongly
Agree
Domain
‐ I worry about my safety when I come to work
0 1 2 3 4 5 A
+I feel I have a lot of choice in how I do my job
0 5 4 3 2 1 B
+Staff here are encouraged to take care of
themselves 0 5 4 3 2 1 C
+I believe I understand the impact of trauma on

the people I work with 0 5 4 3 2 1 D
‐ I think many of our clients are so damaged that
they have no chance of creating satisfying lives
for themselves 0 1 2 3 4 5 E
+I often point out or remind clients of their
accomplishments and strengths 0 5 4 3 2 1 F
‐ There are areas in the facilities in which I do not
feel safe 0 1 2 3 4 5 A
+When I encounter a problem at work, I can
count on my supervisor to help me find a
solution 0 5 4 3 2 1 A
‐ Staff input is usually ignored when making
decisions about the program 0 1 2 3 4 5 B
‐ Showing your dedication by putting in a lot of
overtime is a good way to get appreciated in this
program 0 1 2 3 4 5 C
+I understand the negative impact the work can
have on me and what helps prevent that 0 5 4 3 2 1 D
‐ I do not think that everyone can recover from a
substance use disorder 0 1 2 3 4 5 E
+I try to avoid arguing with my clients 0 5 4 3 2 1 F
‐ I do not have the skills to help clients calm
down when they are agitated 0 1 2 3 4 5 D
‐ The way the facilities are decorated does not
feel welcoming or soothing 0 1 2 3 4 5 A
+People here behave responsibly and
professionally 0 5 4 3 2 1 A
‐ I don’t think that my supervisors know my
strengths 0 1 2 3 4 5 B
+We have procedures for maintaining safety
when a place or client makes one of us feel
unsafe 0 5 4 3 2 1 C
‐ I do not feel comfortable having conversations
with clients about how trauma may be affecting
them 0 1 2 3 4 5 D
+I can identify the strengths of each of my

clients 0 5 4 3 2 1 E
‐ I don’t often ask clients if they feel safe 0 1 2 3 4 5 F
+I believe that educating clients about trauma,
substance use, mental illness and how they are
connected to homelessness is an important part
of my job 0 5 4 3 2 1 E
‐ I often find myself lecturing my clients 0 1 2 3 4 5 F
Questions ‐ ‐ Scoring Key
Check the Appropriate Box
1
Copyright 2011 The Institute for Health and Recovery, Inc.
Does not
Apply
Strongly
Disagree
Strongly
Agree
Domain
+My co‐ workers treat me respectfully 0 5 4 3 2 1 A
+There are meetings where we can discuss our
work and work together to develop solutions for

problematic situations 0 5 4 3 2 1 B
‐ My supervisors do not treat me with respect
0 1 2 3 4 5 A
‐ We do not have time to talk about the impact
the work has on us 0 1 2 3 4 5 C
+I am comfortable helping clients identify the
kinds of things that upset them 0 5 4 3 2 1 D
‐ My co‐ workers often say disrespectful things
about clients 0 1 2 3 4 5 E
‐ I believe that I know what is best for my clients
more than they do 0 1 2 3 4 5 F
+I believe that giving out information is an
important part of my job 0 5 4 3 2 1 E
‐ I often tell clients what they should do 0 1 2 3 4 5 F
+I know what kinds of things “push my buttons”
and I am alert to the impact that might have on
my response to a client 0 5 4 3 2 1 F
‐ When I am working, there is no place I can go
where I can relax and de‐ stress 0 1 2 3 4 5 C
+I pay attention to my own triggers and use my
own calming strategies 0 5 4 3 2 1 F
‐ I do not feel safe expressing my opinions and
concerns at work 0 1 2 3 4 5 A
+My privacy is valued and respected by the
program 0 5 4 3 2 1 A
‐ I do not know how to help clients identify
things that might help them calm down 0 1 2 3 4 5 D
‐ I rarely feel angry, impatient or disappointed in
a client 0 1 2 3 4 5 F
+When I am upset at work, I know my
supervisors will be understanding 0 5 4 3 2 1 A
‐ I help clients with the things that I think are
most important 0 1 2 3 4 5 F
+I try to help clients evaluate the safety of

different choices 0 5 4 3 2 1 F
‐ When I am upset at work, very few of my co‐
workers will be understanding 0 1 2 3 4 5 A
+I am supported in learning new things that will
make me better at my job 0 5 4 3 2 1 B
‐ I rarely find opportunities to help clients
connect choices to outcomes 0 1 2 3 4 5 F
‐ I do not believe that encouraging change is part
of my job 0 1 2 3 4 5 E
+I feel supported by my supervisors 0 5 4 3 2 1 A
‐ I believe too much is expected of me at work
0 1 2 3 4 5 A
+I know that my supervisor would support me in
leaving a situation that felt unsafe to me
0 5 4 3 2 1 C
2
Does not
Apply
Strongly
Disagree
Strongly
Agree
Domain

‐ I do not think my supervisors know how hard it
is to do my job 0 1 2 3 4 5 A
+I am comfortable having conversations with
clients about the pros and cons of different
ways of coping with upsetting situations
0 5 4 3 2 1 D
+I often give clients “pep talks” so they will be
motivated to change 0 5 4 3 2 1 F
+Procedures for handling emergencies are well‐
thought out, learned and practiced 0 5 4 3 2 1 A
‐ I do not feel comfortable having conversations
with clients about ways they might make their
current situation safer 0 1 2 3 4 5 D
+I try to help clients find calming strategies that
work for them 0 5 4 3 2 1 F
+I believe I know what is expected of me at work
0 5 4 3 2 1 A
+I believe that many problematic behaviors
were developed as strategies for coping with
difficult experiences 0 5 4 3 2 1 E
‐ I almost never find opportunities to talk to
clients about their triggers 0 1 2 3 4 5 F
+I feel supported by my co‐ workers 0 5 4 3 2 1 A
3

INSTRUCTIONS: Print sheets. Import data from scoring sheets.
Combine all numbers per section and column to get total. When
determining the average divide total by number of questions per
section. Remember to subtract one from the total number of
questions for each “0” you have.
Question
Supervisor
Direct
Direct
Indirect
A: STAFF SAFETY
1. I worry about my safety when I come to work
7. There are areas in the facilities in which I do not feel
safe
8. When I encounter a problem at work, I can
count on my supervisor to help me find a solution
15. The way the facilities are decorated does not
feel welcoming or soothing
16. People here behave responsibly and professionally
24. My co‐ workers treat me respectfully
26. My supervisors do not treat me with respect
37. I do not feel safe expressing my opinions and concerns
at work
37. My privacy is valued and respected by the program
40. When I am upset at work, I know my supervisors will
be understanding
43. When I am upset at work, very few of my co‐ workers will
be understanding
47. I feel supported by my supervisors
48. I believe too much is expected of me at work
50. I do not think my supervisors know how hard it
is to do my job
53. Procedures for handling emergencies are well‐
thought out, learned and practiced

56. I believe I know what is expected of me at work
59. I feel supported by my co‐ workers
---------------------------------------------------------------------------
-----
TOTALS:
AVERAGE:
B: Staff Empowerment
2. I feel I have a lot of choice in how I do my job
9.. Staff input is usually ignored when making
decisions about the program
17. I don’t think that my supervisors know my strengths
25. There are meetings where we can discuss our
work and work together to develop solutions for problematic
situations
44. I am supported in learning new things that will
make me better at my job
---------------------------------------------------------------------------
-
TOTALS:
AVERAGE:
C: SELF CARE
3.Staff here are encouraged to take care of themselves
10. Showing your dedication by putting in a lot of
overtime is a good way to get appreciated in this program
18. We have procedures for maintaining safety
when a place or client makes one of us feel unsafe

27. We do not have time to talk about the impact
the work has on us
34. When I am working, there is no place I can go
where I can relax and de‐ stress
49. I know that my supervisor would support me in leaving a
situation that felt unsafe to me
---------------------------------------------------------------------------
-
TOTALS:
AVERAGE:
D: STAFF KNOWLEDGE AND COMPETENCE
4. I believe I understand the impact of trauma on
the people I work with
11. I understand the negative impact the work can
have on me and what helps prevent that
14. I do not have the skills to help clients calm
down when they are agitated
19. I do not feel comfortable having conversations
with clients about how trauma may be affecting them
28. I am comfortable helping clients identify the
kinds of things that upset them
38. I do not know how to help clients identify
things that might help them calm down
51. I am comfortable having conversations with clients about
the pros and cons of different ways of coping with upsetting
situations
54. I do not feel comfortable having conversations
with clients about ways they might make their current situation
safer
---------------------------------------------------------------------------
-TOTALS:
AVERAGE:

E: STAFF ATTITDUES
5. I think many of our clients are so damaged that
they have no chance of creating satisfying lives for themselves
12. I do not think that everyone can recover from a
substance use disorder
20. I can identify the strengths of each of my
Clients
22. I believe that educating clients about trauma,
substance use, mental illness and how they are connected to
homelessness is an important part of my job
29. My co‐ workers often say disrespectful things
about clients
31. I believe that giving out information is an
important part of my job
46. I do not believe that encouraging change is part
of my job
57. I believe that many problematic behaviors
were developed as strategies for coping with difficult
experiences
-----------------------------------------------------------------------

TOTALS:
AVERAGE:
F: TRAUMA INFORMED PRACTICE
6. I often point out or remind clients of their
accomplishments and strengths
13. I try to avoid arguing with my clients
21. I don’t often ask clients if they feel safe
23. I often find myself lecturing my clients
30. I believe that I know what is best for my clients
more than they do
32. I often tell clients what they should do
33. I know what kinds of things “push my buttons”
and I am alert to the impact that might have on my response to a
client
35. I pay attention to my own triggers and use my

own calming strategies
39. I rarely feel angry, impatient or disappointed in
a client
41. I help clients with the things that I think are
most important
42. I try to help clients evaluate the safety of
different choices
45. I rarely find opportunities to help clients
connect choices to outcomes
52. I often give clients “pep talks” so they will be
motivated to change
55. I try to help clients find calming strategies that
work for them
58. I almost never find opportunities to talk to
clients about their triggers
---------------------------------------------------------------
TOTALS:
AVERAGE:

Now you can easily compare averages between interviewed
individuals as well as look at individual questions where big
differences were noted. Hope it helps!!

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