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o If a mistake is made in pronoun or name usage, promptly acknowledge <br /> and correct the error, <br /> © Offer a brief and sincere apology if appropriate and continue the <br /> conversation respectfully. <br /> o Avoid prolonged apologies that may draw undue attention. <br /> 4. Educational Resources- <br /> * Hope builders will provide training and resources to promote <br /> understanding of gender identity, inclusive language, and respectful <br /> communication. <br /> o Encourage employees to participate in these learning opportunities. <br /> o Trainees will be provided training in Orientation. <br /> 5. Privacy and Confidentiality: <br /> o Treat all information regarding an individual's gender identity, pronouns, <br /> and preferred name with strict confidentiality. <br /> o Do not disclose this information without explicit consent. <br /> o Ensure that internal systems and records are updated to reflect the <br /> individual's preferences while maintaining privacy. <br /> Enforcement: Failure to adhere to this policy may result in corrective action, in accordance <br /> with Hope Builder's disciplinary procedures. <br /> Review and Updates: This SOP will be reviewed annually and updated as needed to <br /> reflect best practices in inclusivity and respectful communication. <br /> Contact:. For questions or additional resources, contact Human Resources and/or the <br /> Director of Programs. <br /> By following this policy, we contribute to a respectful and welcoming environment for all <br /> members of our community. <br /> SOP Change Language <br /> Trainees who have not achieved Demonstrating Progress or better by the half-way point <br /> of the cohort (week 6 on 12-week cohort trackers or week 8 of 16-week cohort trackers) <br /> will be exited for CMA and CTP. <br /> o This should be communicated as a policy to prospective trainees at a minimum in <br /> Admissions, Week 1 of training, and during Week 4 Progress Reports. <br /> o WR Readiness Facilitators will trigger DOP to be present for the mid-point WR <br /> Meeting to discuss dismissals as a WR Triangle. <br /> o Note: trainees who have demonstrated a pattern of WR progress, but who <br /> temporarily moved into Needs Improvement week 6 or 8 due to a PC can remain <br /> in the program. <br /> 4 <br />