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feat: document annual reviews and trainings

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Naomi Carrigan
2025-12-15 20:17:04 -08:00
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src/components/navigation.ts
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@@ -825,10 +825,6 @@ export const navigation = [
},
].sort((a, b) => a.label.localeCompare(b.label)),
},
{
label: "Staff Policy Self-Assessment",
link: "/staff/policy-self-assessment",
},
].sort((a, b) => a.label.localeCompare(b.label)),
},
{
src/content/docs/staff/handbook.md
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@@ -564,7 +564,6 @@ Upon joining the Team, all new Team members must complete comprehensive initial
**Staff Documents:**
- Staff Handbook (this document)
- Professional Conduct Standards for Volunteers
- Staff Policy Self-Assessment
**Community Policies:**
- Community Code of Conduct
@@ -641,7 +640,39 @@ All Team members must complete annual training review at the start of each calen
- Leadership monitors training completion status
- Training documentation supports legal compliance and quality assurance
#### 8.1.3. Training Content Areas
#### 8.1.3. Annual Review Requirements
All Team members must complete annual review processes at the start of each calendar year. These reviews are mandatory and support professional development, accountability, and continuous improvement.
**(a)** **Annual Self-Review and Upward-Review:**
- All Team members must complete the annual self-review and upward-review at the start of each calendar year
- Reviews must be completed using the annual review form at [forms.nhcarrigan.com](https://forms.nhcarrigan.com/o/docs/forms/vWj3UYw6ezLDtkxRN3Nt1K/4)
- Self-review facilitates honest self-reflection on performance and growth, covering role performance, community impact, collaboration, values alignment, self-care, growth, and feedback
- Upward-review gathers feedback on leadership effectiveness and support for each supervisor or leader you report to
- Reviews must be completed at the start of each calendar year within the timeframe specified by leadership
- **Failure to complete annual self-review and upward-review by the deadline will result in dismissal from staff positions**
**(b)** **Annual Policy Assessment:**
- All Team members must complete the annual policy assessment at the start of each calendar year
- The policy assessment evaluates understanding and comprehension of organizational policies, procedures, and community standards
- Assessment must be completed using the policy assessment form at [forms.nhcarrigan.com](https://forms.nhcarrigan.com/o/docs/forms/nxaJyKBuKH9nrt3m5VC98w/4)
- Assessment must be completed at the start of each calendar year within the timeframe specified by leadership
- **The policy assessment is no longer self-evaluated; executives will review all assessments**
- **Failure to complete annual policy assessment by the deadline will result in dismissal from staff positions**
**(c)** **Executive Review Process:**
- Executives will review both the annual self-review/upward-review and the policy assessment for each Team member
- After review, executives will create a private thread in the `#staff-reviews` forum channel for each Team member
- These private threads facilitate discussion, feedback, and development planning based on the review materials
- Review discussions are confidential and used to support staff development and organizational improvement
**(d)** **Review Timeline:**
- Annual reviews (self-review, upward-review, and policy assessment) occur at the start of each calendar year
- All reviews must be completed within the timeframe specified by leadership
- Leadership will communicate specific deadlines each year
- Reviews are integrated with quarterly performance check-ins and ongoing professional development
#### 8.1.4. Training Content Areas
Required training covers all major policy and operational areas:
src/content/docs/staff/policy-self-assessment.md
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---
title: Staff Policy Self-Assessment
---
**COMPREHENSIVE POLICY KNOWLEDGE ASSESSMENT FOR STAFF**
## Introduction
This self-assessment tool is designed to help you evaluate your understanding and comprehension of our organisation's policies, procedures, and community standards. It covers all major policy areas that staff members are expected to know and apply in their roles.
**How to Use This Assessment:**
- Answer each question honestly and thoroughly
- Review relevant policy documents for questions you're unsure about
- Use this as a learning tool, not just a test
- Discuss any areas of uncertainty with your supervisor or colleagues
- Retake sections as needed after reviewing policy materials
**Required Reading Before Assessment:**
All staff members must review the following documents before completing this assessment:
**Staff Documents:**
- Staff Handbook
- Professional Conduct Standards for Volunteers
- Staff Policy Self-Assessment (this document)
**Community Policies:**
- Community Code of Conduct
- Community Leadership and Governance Policy
- Community Recognition and Appreciation Policy
- Community Feedback and Participation Policy
- Appeals Policy
**Legal and Policy Documents:**
- Terms of Service
- Privacy Policy
- Acceptable Use Policy
- Content and Moderation Policy
- Limitation of Liability and Indemnification Policy
- Crisis and Mental Health Management Policy
- Community Support Policy
- Community Growth Policy
- Data Subprocessors Policy
- Security Policy
- DMCA Policy
- Export Control Policy
- Government Policy
- SLA Policy
**Training Documents (All):**
- Documentation and Transparency Training
- Data Privacy and GDPR Compliance Training
- Crisis Response Training
- Criminal Activity Training
- Child Safety Training
- Trauma-Informed Moderation Training
- Bias Recognition and Mitigation Training
- Harassment and Bullying Response Training
- Content Moderation Fundamentals Training
- De-escalation Techniques Training
- Inclusive Moderation Training
- Conflict Resolution Training
- Community Support Specialist Training
- Community Growth Specialist Training
- Accessibility Coordination Training
- Cross-Platform Coordination Training
- Technical Contributor Training
- Social Media Management Training
- Mentorship Training Coordination Training
- Data Analytics and Reporting Training
- Self-Care Resources for Staff
**Assessment Structure:**
This assessment consists of 25 comprehensive questions designed to evaluate your understanding across all policy areas. Each question requires a thoughtful, detailed response that demonstrates your comprehension of our policies, procedures, and values. Questions integrate knowledge from multiple documents to assess your ability to apply policies in practice.
---
## Comprehensive Policy Assessment Questions
### Question 1: Foundational Values and Anti-Oppression Framework
Our community explicitly rejects neutrality in the face of oppression and operates from an anti-oppression framework. Drawing from the Community Code of Conduct, Staff Handbook, and Professional Conduct Standards, explain:
1. What it means to reject neutrality in the face of oppression
2. How this principle guides staff decision-making in moderation and community management
3. How you would respond to a community member who claims our anti-oppression stance is "too political" and requests a "neutral" technical community
4. The relationship between impact and intent when assessing harmful behaviour, with a concrete example
*Your Answer:*
---
### Question 2: Staff Role and Servant Leadership
Drawing from the Staff Handbook and Professional Conduct Standards, comprehensively explain:
1. The "servant leadership" principle and how it applies to all staff roles
2. How to balance being a staff member whilst also participating as a regular community member
3. What you should do if you anticipate being absent from staff duties for more than one week
4. The mandatory training requirements (initial and annual) and consequences for non-compliance
*Your Answer:*
---
### Question 3: Crisis Response and Mental Health Management
Drawing from the Crisis and Mental Health Management Policy and Crisis Response Training, comprehensively address:
1. The three risk assessment levels (High, Medium, Low) and appropriate response timeframes for each
2. When we are legally obligated to report mental health concerns to authorities
3. What you should NEVER do when someone is expressing mental health concerns
4. How to balance a community member's request for confidentiality with safety obligations when they express suicidal thoughts
5. The limitations of peer support vs. professional mental health services
*Your Answer:*
---
### Question 4: Moderation and Enforcement Framework
Drawing from the Content and Moderation Policy, Inclusive Moderation Training, and Conflict Resolution Training, explain:
1. What "inclusive moderation" means beyond just enforcing written rules
2. How to prioritise safety for marginalised community members in moderation decisions
3. How to handle content that might be harmful to marginalised members but doesn't explicitly violate written rules
4. When to use restorative justice approaches vs. enforcement measures
5. The four stages of conflict escalation and appropriate interventions for each
*Your Answer:*
---
### Question 5: Privacy, Data Protection, and Transparency
Drawing from the Privacy Policy, Data Privacy and GDPR Compliance Training, and Documentation and Transparency Training, comprehensively address:
1. What types of personal information we collect from community members
2. Under what circumstances staff members can access or share community member personal information
3. How privacy protections interact with transparency requirements for sanctions and documentation
4. What to do if a community member requests their personal data be deleted, especially when that data is part of documented policy violations affecting ongoing community safety
5. How to balance privacy with safety obligations when handling crisis situations
*Your Answer:*
---
### Question 6: Appeals and Review Processes
Drawing from the Appeals Policy and Documentation and Transparency Training, explain:
1. The acceptable grounds for appealing a disciplinary decision
2. What an appellant must complete before submitting an appeal
3. The timeframe for submitting appeals and where they should be sent
4. The review process and typical timeline for appeals
5. How to handle a situation where a community member wants to appeal a decision you made
*Your Answer:*
---
### Question 7: Community Support and Growth
Drawing from the Community Support Policy, Community Growth Policy, and related training documents, comprehensively address:
1. The main categories of support available in our community
2. Our "quality over quantity" and "values-driven growth" approaches to community growth
3. Practices we should avoid when promoting community growth
4. How to handle a support request that exceeds your knowledge or capacity
5. Key elements of effective new member onboarding
*Your Answer:*
---
### Question 8: Cultural Competency and Accessibility
Drawing from Inclusive Moderation Training, Accessibility Coordination Training, and Conflict Resolution Training, explain:
1. How cultural differences in communication styles affect moderation decisions
2. What "tone policing" is and why it is problematic
3. How to accommodate different cultural approaches to conflict whilst maintaining consistent community standards
4. Key accessibility considerations for community platforms and activities
5. The process for evaluating and implementing accommodation requests for participation
*Your Answer:*
---
### Question 9: Documentation and Accountability
Drawing from the Documentation and Transparency Training, Staff Handbook, and Content and Moderation Policy, comprehensively address:
1. What types of actions must be documented and why this is important
2. Where our public transparency system is located and what information is documented there
3. How our performance review and accountability systems work
4. What documentation should be maintained to support potential appeals processes
5. The key principles for protecting community member privacy in staff communications
*Your Answer:*
---
### Question 10: Cross-Platform Coordination and Consistency
Drawing from Cross-Platform Coordination Training and relevant policies, explain:
1. How to ensure consistent policy application across Discord, forums, Reddit, GitHub, and other community platforms
2. How to coordinate response and documentation when a conflict or issue spans multiple platforms
3. How to handle reports of harassment that span multiple platforms
4. Your approach to handling a community-wide crisis requiring immediate response across multiple platforms
*Your Answer:*
---
### Question 11: Trauma-Informed and Bias-Aware Practices
Drawing from Trauma-Informed Moderation Training and Bias Recognition and Mitigation Training, comprehensively address:
1. Key principles of trauma-informed moderation and how they differ from standard moderation approaches
2. How to recognise and mitigate your own biases in staff decision-making
3. How to take moderation action in a trauma-informed way when you know someone has experienced trauma
4. What to avoid when moderating content involving individuals with known trauma history
5. How bias recognition applies to content moderation decisions
*Your Answer:*
---
### Question 12: Harassment and Safety Response
Drawing from Harassment and Bullying Response Training, Child Safety Training, and Criminal Activity Training, explain:
1. How to recognise different types of harassment and bullying behaviours
2. The process for handling harassment reports, including victim support and communication procedures
3. Warning signs of grooming behaviours and child safety concerns
4. When and how to escalate criminal activity concerns to appropriate authorities
5. How to protect vulnerable community members whilst maintaining fair processes for all parties
*Your Answer:*
---
### Question 13: De-escalation and Conflict Resolution
Drawing from De-escalation Techniques Training and Conflict Resolution Training, comprehensively address:
1. Key de-escalation communication techniques and when they are appropriate
2. When de-escalation is NOT appropriate and enforcement is necessary instead
3. How to facilitate productive discussions between conflicting parties
4. How to resolve conflicts between community members from different cultural backgrounds where communication style differences are causing misunderstandings
5. How to handle a situation where a staff member is involved in a conflict with a community member
*Your Answer:*
---
### Question 14: Legal Framework and Compliance
Drawing from Terms of Service, Acceptable Use Policy, Limitation of Liability and Indemnification Policy, and related legal documents, explain:
1. Our mandatory reporting obligations and when they apply
2. What to do if you're unsure about legal obligations in a specific situation
3. How privacy protections balance with transparency requirements
4. When policies overlap or conflict, how to determine which takes precedence
5. Key limitations on our liability and how they affect staff decision-making
*Your Answer:*
---
### Question 15: Content Moderation Fundamentals
Drawing from Content Moderation Fundamentals Training and the Content and Moderation Policy, comprehensively address:
1. Beyond explicit rule violations, what other factors should guide content moderation decisions
2. Your approach to moderating content involving complex cultural or contextual issues
3. How to handle content that technically doesn't violate written rules but creates an unwelcoming environment
4. Steps to take when content moderation decisions might impact community member safety
5. How to document moderation decisions appropriately
*Your Answer:*
---
### Question 16: Community Leadership and Governance
Drawing from the Community Leadership and Governance Policy, Community Feedback and Participation Policy, and Community Recognition and Appreciation Policy, explain:
1. How community feedback is integrated into policy development and modification
2. The role staff members play in democratic governance and community decision-making processes
3. How to balance individual staff judgement with consistent policy application across the team
4. Key principles of the recognition and appreciation systems for volunteers
5. How the leadership structure and accountability mechanisms work
*Your Answer:*
---
### Question 17: Data Security and Subprocessors
Drawing from the Security Policy, Data Subprocessors Policy, and Data Privacy and GDPR Compliance Training, comprehensively address:
1. Key security principles for protecting community member data
2. What information is available about third-party data processing (subprocessors)
3. How to respond to a data breach or security incident
4. Privacy by design principles and how they apply to staff work
5. How to handle data subject rights requests (access, deletion, portability, etc.)
*Your Answer:*
---
### Question 18: Specialised Legal Policies
Drawing from DMCA Policy, Export Control Policy, Government Policy, and SLA Policy, explain:
1. The DMCA takedown process and how to handle copyright infringement reports
2. Export control considerations that might affect our community or services
3. How government requests for information should be handled
4. Service level agreement commitments and how they affect staff responsibilities
5. When to escalate legal matters to appropriate authorities or legal counsel
*Your Answer:*
---
### Question 19: Technical and Specialised Roles
Drawing from Technical Contributor Training, Social Media Management Training, Data Analytics and Reporting Training, and Community Support Specialist Training, comprehensively address:
1. For technical roles: Key accessibility, privacy, and security considerations in development work
2. For social media roles: How to maintain brand voice consistency whilst respecting diverse perspectives
3. For data analytics roles: How to conduct privacy-compliant analysis whilst advancing equity goals
4. For support roles: How to provide person-centred, trauma-informed support whilst maintaining boundaries
5. How specialised role training integrates with general staff responsibilities
*Your Answer:*
---
### Question 20: Training and Professional Development
Drawing from Mentorship Training Coordination Training, Accessibility Coordination Training, and Community Growth Specialist Training, explain:
1. The mandatory training requirements for all staff (initial onboarding and annual review)
2. How to mentor a new staff member in understanding our policies
3. How to stay current with policy updates and integrate new knowledge into practice
4. What to do if you identify a gap in current policies or training materials
5. How ongoing professional development supports effective staff service
*Your Answer:*
---
### Question 21: Complex Scenario - Transphobic Comments
A long-time community member makes transphobic comments, claiming they're "just asking questions" and "trying to understand." Walk through your complete approach from first contact through resolution, drawing on relevant policies and training:
1. Initial assessment and recognition of the harm
2. Communication approach and de-escalation considerations
3. Moderation action and documentation requirements
4. Follow-up and support for affected community members
5. How you would handle an appeal if the member disputes your decision
*Your Answer:*
---
### Question 22: Complex Scenario - Cross-Platform Harassment
A community member reports harassment that spans Discord, GitHub, and our forums. The harasser is using different usernames but the pattern is clear. Walk through your complete response:
1. How you coordinate investigation across platforms
2. Evidence collection and documentation requirements
3. Privacy considerations when sharing information between platforms
4. Moderation actions and consistency across platforms
5. Support for the victim and prevention measures
*Your Answer:*
---
### Question 23: Complex Scenario - Commercial Promotion
Someone is promoting their commercial product in community spaces, arguing it's relevant to ongoing discussions and they're contributing value. Walk through your evaluation and response:
1. How you evaluate whether the promotion violates our Acceptable Use Policy
2. Factors you consider in determining if it's appropriate community participation
3. Communication approach if you determine it violates policies
4. How you balance community value with commercial interests
5. Documentation and transparency requirements
*Your Answer:*
---
### Question 24: Complex Scenario - Accessibility and Resources
You notice that accessibility accommodations for a community event are inadequate, but implementing proper accommodations would require significant resource changes. Walk through your approach:
1. How you assess the accessibility barriers and their impact
2. How you balance accessibility requirements with resource constraints
3. Communication with event organisers and affected community members
4. Alternative solutions and accommodation options
5. Long-term planning to prevent similar situations
*Your Answer:*
---
### Question 25: Self-Reflection and Continuous Improvement
Drawing from all policies and training materials, provide a comprehensive reflection:
1. Your own potential biases and areas you need to be most mindful about in your staff role
2. Aspects of our policies you find most challenging to implement and why
3. How you plan to continue learning and improving in your staff role
4. How you would evaluate whether your actions effectively support our community values
5. How you would respond if you received feedback that your approach was causing harm
*Your Answer:*
---
## Assessment Completion
### Scoring Guide
This is a learning tool rather than a pass/fail test. Use the following guide to evaluate your responses:
**Excellent Understanding (4 points):** Complete, accurate answer that demonstrates deep comprehension, integration of multiple policy areas, and ability to apply knowledge in complex situations
**Good Understanding (3 points):** Mostly correct answer with minor gaps or areas for improvement, demonstrates solid understanding of most policy areas covered
**Basic Understanding (2 points):** Partially correct answer showing some knowledge but requiring further study, demonstrates understanding of some policy areas but gaps in others
**Needs Development (1 point):** Incomplete or incorrect answer indicating need for significant additional learning, demonstrates limited understanding of policy requirements
**No Understanding (0 points):** No answer provided or completely incorrect response
**Total Possible Points: 100 points (25 questions × 4 points each)**
### Next Steps Based on Your Results
**100-90 points (Excellent Overall):** You demonstrate strong, comprehensive policy knowledge across all areas. Focus on continuous learning and practical application.
**89-75 points (Good Overall):** You have solid understanding with some areas for improvement. Review specific questions where you scored lower and the related policy documents.
**74-60 points (Basic Overall):** You understand fundamentals but need additional study. Schedule focused review sessions with your supervisor and review all policy documents thoroughly.
**59-50 points (Developing):** Significant gaps in knowledge require structured learning plan and additional training. Complete comprehensive review of all policy documents before independent staff duties.
**Below 50 points:** Comprehensive policy review and training completion required before assuming staff responsibilities. Work closely with supervisor to address knowledge gaps.
### Action Planning
Based on your assessment results:
1. **Identify Weak Areas:** Which sections had the lowest scores?
2. **Create Study Plan:** Schedule time to review relevant policy documents
3. **Seek Support:** Discuss challenging areas with colleagues or supervisors
4. **Practice Application:** Look for opportunities to apply knowledge in safe contexts
5. **Schedule Reassessment:** Plan to retake weak sections after additional study
### Documentation
**Assessment Completion Date:** _______________
**Overall Score:** _______ / 100 points
**Areas for Improvement:**
**Learning Plan:**
---
**Supervisor Review**
**Reviewed by:** _______________
**Review Date:** _______________
**Comments:**
**Recommended Actions:**
---
*This Policy Self-Assessment is designed to support continuous learning and professional development. It should be completed regularly and used as part of ongoing training and performance development discussions. For questions about specific policy areas or assessment results, contact leadership through designated staff channels.*