deps: update typescript to 6.0.3

chore: upgrade astro stack and lock dependency policy (#37 )
### Explanation Updating astro so to surpass vite versions that file trust policy check ### Issue _No response_ ### Attestations - [x] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [x] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [x] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [x] I have pinned the dependencies to a specific patch version. ### Style - [x] I have run the linter and resolved any errors. - [x] My pull request uses an appropriate title, matching the conventional commit standards. - [x] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [ ] My contribution adds new code, and I have added tests to cover it. - [ ] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [x] All new and existing tests pass locally with my changes. * - [ ] Code coverage remains at or above the configured threshold. * a test fail for missing docs for a new app, unrelated to the changes ### Documentation _No response_ ### Versioning Patch - My pull request introduces bug fixes ONLY. Reviewed-on: #37 Reviewed-by: Naomi Carrigan <accounts@nhcarrigan.com> Co-authored-by: Ilenia <ilenia@nhcarrigan.com> Co-committed-by: Ilenia <ilenia@nhcarrigan.com>
2026-07-01 07:00:24 -07:00 · 2026-06-30 13:11:54 -07:00 · 2026-06-30 11:31:26 -07:00 · 2026-05-26 11:20:55 -07:00 · 2026-03-03 17:54:53 -08:00 · 2026-03-02 16:26:38 -08:00
118 changed files with 98252 additions and 7981 deletions
@@ -12,8 +12,8 @@
    "bash"
  ],
  "ignoreRegExpList": [
-    "```[\\s\\S]*?```", // Ignores multi-line code blocks in Markdown
-    "`[^`\n]+`" // Ignores inline code blocks
+    "```[\\s\\S]*?```",
+    "`[^`\n]+`"
  ],
  "ignoreWords": [
    "nhcarrigan",
@@ -97,8 +97,11 @@
    "minimis",
    "Mommy",
    "NAMI",
+    "NCMEC",
    "Nederlands",
+    "Neurodivergence",
    "Nomena",
+    "NSFW",
    "Nymira",
    "OFAC",
    "Ollama",
@@ -8,22 +8,31 @@ on:
      - main

 jobs:
-  lint:
-    name: Lint and Test
+  ci:
+    name: CI
+    runs-on: ubuntu-latest

    steps:
      - name: Checkout Source Files
        uses: actions/checkout@v4

-      - name: Use Node.js v22
+      - name: Use Node.js v24
        uses: actions/setup-node@v4
        with:
-          node-version: 22
+          node-version: 24

      - name: Setup pnpm
        uses: pnpm/action-setup@v2
        with:
-          version: 9
+          version: 10
+
+      - name: Ensure Dependencies are Pinned
+        uses: naomi-lgbt/dependency-pin-check@main
+        with:
+          language: javascript
+          dev-dependencies: true
+          peer-dependencies: true
+          optional-dependencies: true

      - name: Install Dependencies
        run: pnpm install
@@ -35,4 +44,4 @@ jobs:
        run: pnpm run build

      - name: Run Tests
-        run: pnpm run test
+        run: pnpm run test
@@ -1,4 +1,4 @@
-name: Security Scan
+name: Security Scan and Upload

 on:
  push:
@@ -6,136 +6,172 @@ on:
  pull_request:
    branches: [ main ]
  schedule:
-    # Run weekly on Mondays at 00:00 UTC
    - cron: '0 0 * * 1'
  workflow_dispatch:
-  continue_on_error: true

 jobs:
-  security:
-    name: Security Audit
+  security-audit:
+    name: Security & DefectDojo Upload
    runs-on: ubuntu-latest
+    continue-on-error: true

    steps:
      - name: Checkout code
        uses: actions/checkout@v4

+      # --- AUTO-SETUP PROJECT ---
+      - name: Ensure DefectDojo Product Exists
+        env:
+          DD_URL: ${{ secrets.DD_URL }}
+          DD_TOKEN: ${{ secrets.DD_TOKEN }}
+          PRODUCT_NAME: ${{ github.repository }} 
+          PRODUCT_TYPE_ID: 1 
+        run: |
+          sudo apt-get install jq -y > /dev/null
+          
+          echo "Checking connection to $DD_URL..."
+          
+          # Check if product exists - capture HTTP code to debug connection issues
+          RESPONSE=$(curl --write-out "%{http_code}" --silent --output /tmp/response.json \
+            -H "Authorization: Token $DD_TOKEN" \
+            "$DD_URL/api/v2/products/?name=$PRODUCT_NAME")
+          
+          # If response is not 200, print error
+          if [ "$RESPONSE" != "200" ]; then
+            echo "::error::Failed to query DefectDojo. HTTP Code: $RESPONSE"
+            cat /tmp/response.json
+            exit 1
+          fi
+
+          COUNT=$(cat /tmp/response.json | jq -r '.count')
+          
+          if [ "$COUNT" = "0" ]; then
+            echo "Creating product '$PRODUCT_NAME'..."
+            curl -s -X POST "$DD_URL/api/v2/products/" \
+              -H "Authorization: Token $DD_TOKEN" \
+              -H "Content-Type: application/json" \
+              -d '{ "name": "'"$PRODUCT_NAME"'", "description": "Auto-created by Gitea Actions", "prod_type": '$PRODUCT_TYPE_ID' }'
+          else
+            echo "Product '$PRODUCT_NAME' already exists."
+          fi
+
+      # --- 1. TRIVY (Dependencies & Misconfig) ---
      - name: Install Trivy
        run: |
-          sudo apt-get update
          sudo apt-get install wget apt-transport-https gnupg lsb-release -y
-          wget -qO /tmp/trivy-key.asc https://aquasecurity.github.io/trivy-repo/deb/public.key
-          sudo apt-key add /tmp/trivy-key.asc
+          wget -qO - https://aquasecurity.github.io/trivy-repo/deb/public.key | sudo apt-key add -
          echo "deb https://aquasecurity.github.io/trivy-repo/deb $(lsb_release -sc) main" | sudo tee -a /etc/apt/sources.list.d/trivy.list
-          sudo apt-get update
-          sudo apt-get install trivy -y
+          sudo apt-get update && sudo apt-get install trivy -y

-      - name: Run Trivy comprehensive security scan
-        uses: aquasecurity/trivy-action@master
-        with:
-          scan-type: 'fs'
-          scan-ref: '.'
-          scanners: 'vuln,misconfig'
-          format: 'table'
-          output: 'trivy-results.txt'
-          severity: 'CRITICAL,HIGH,MEDIUM,LOW,UNKNOWN'
-          # Fail on any vulnerability found
-          exit-code: '1'
-          # Don't ignore unfixed vulnerabilities
-          ignore-unfixed: false
-          # Skip database update to speed up scans (uses cached DB)
-          skip-db-update: false
-          # Skip setup since we installed Trivy manually
-          skip-setup-trivy: true
-
-      - name: Display Trivy scan results
-        if: always()
+      - name: Run Trivy (FS Scan)
        run: |
-          if [ -f trivy-results.txt ]; then
-            echo "=== Trivy Security Scan Results ==="
-            cat trivy-results.txt
-          else
-            echo "No Trivy scan results found"
+          trivy fs . --scanners vuln,misconfig --format json --output trivy-results.json --exit-code 0
+
+      - name: Upload Trivy to DefectDojo
+        env:
+          DD_URL: ${{ secrets.DD_URL }}
+          DD_TOKEN: ${{ secrets.DD_TOKEN }}
+        run: |
+          echo "Uploading Trivy results..."
+          # Generate today's date in YYYY-MM-DD format
+          TODAY=$(date +%Y-%m-%d)
+          
+          HTTP_CODE=$(curl --write-out "%{http_code}" --output response.txt --silent -X POST "$DD_URL/api/v2/import-scan/" \
+            -H "Authorization: Token $DD_TOKEN" \
+            -F "active=true" \
+            -F "verified=true" \
+            -F "scan_type=Trivy Scan" \
+            -F "engagement_name=CI/CD Pipeline" \
+            -F "product_name=${{ github.repository }}" \
+            -F "scan_date=$TODAY" \
+            -F "auto_create_context=true" \
+            -F "file=@trivy-results.json")
+          
+          if [[ "$HTTP_CODE" != "200" && "$HTTP_CODE" != "201" ]]; then
+            echo "::error::Upload Failed with HTTP $HTTP_CODE"
+            echo "--- SERVER RESPONSE ---"
+            cat response.txt
+            echo "-----------------------"
            exit 1
+          else
+            echo "Upload Success!"
          fi

+      # --- 2. GITLEAKS (Secrets) ---
      - name: Install Gitleaks
        run: |
-          wget -O /tmp/gitleaks.tar.gz https://github.com/gitleaks/gitleaks/releases/download/v8.30.0/gitleaks_8.30.0_linux_x64.tar.gz
-          tar -xzf /tmp/gitleaks.tar.gz -C /tmp
-          sudo mv /tmp/gitleaks /usr/local/bin/
-          sudo chmod +x /usr/local/bin/gitleaks
-          gitleaks version
+          wget -qO gitleaks.tar.gz https://github.com/gitleaks/gitleaks/releases/download/v8.18.0/gitleaks_8.18.0_linux_x64.tar.gz
+          tar -xzf gitleaks.tar.gz
+          sudo mv gitleaks /usr/local/bin/ && chmod +x /usr/local/bin/gitleaks

-      # We remove the Trivy cache to avoid false positives
-      - name: Run Gitleaks secret scan
-        run: |
-          rm -rf .cache/trivy
-          gitleaks detect --source . --report-path gitleaks-results.json --report-format json --no-git
+      - name: Run Gitleaks
+        run: gitleaks detect --source . -v --report-path gitleaks-results.json --report-format json --no-git || true

-      - name: Display Gitleaks scan results
-        if: always()
+      - name: Upload Gitleaks to DefectDojo
+        env:
+          DD_URL: ${{ secrets.DD_URL }}
+          DD_TOKEN: ${{ secrets.DD_TOKEN }}
        run: |
-          if [ -f gitleaks-results.json ]; then
-            echo "=== Gitleaks Secret Scan Results ==="
-            cat gitleaks-results.json
+          echo "Uploading Gitleaks results..."  
+          TODAY=$(date +%Y-%m-%d)
+
+          HTTP_CODE=$(curl --write-out "%{http_code}" --output response.txt --silent -X POST "$DD_URL/api/v2/import-scan/" \
+            -H "Authorization: Token $DD_TOKEN" \
+            -F "active=true" \
+            -F "verified=true" \
+            -F "scan_type=Gitleaks Scan" \
+            -F "engagement_name=CI/CD Pipeline" \
+            -F "product_name=${{ github.repository }}" \
+            -F "scan_date=$TODAY" \
+            -F "auto_create_context=true" \
+            -F "file=@gitleaks-results.json")
+
+          if [[ "$HTTP_CODE" != "200" && "$HTTP_CODE" != "201" ]]; then
+             echo "::error::Upload Failed with HTTP $HTTP_CODE"
+             echo "--- SERVER RESPONSE ---"
+             cat response.txt
+             echo "-----------------------"
+             exit 1
          else
-            echo "No secrets detected by Gitleaks"
-            exit 1
+             echo "Upload Success!"
          fi

-      - name: Install Semgrep
+      # --- 3. SEMGREP (SAST) ---
+      - name: Install Semgrep (via pipx)
        run: |
-          sudo apt-get install pipx
-          pipx ensurepath
-          export PATH="$HOME/.local/bin:$PATH"
+          sudo apt-get install pipx -y
          pipx install semgrep
-          semgrep --version
+          # Add pipx binary path to GITHUB_PATH so next steps can see 'semgrep'
+          echo "$HOME/.local/bin" >> $GITHUB_PATH

-      - name: Run Semgrep static analysis
-        run: |
-          export PATH="$HOME/.local/bin:$PATH"
-          semgrep --config p/security-audit \
-            --config p/owasp-top-ten \
-            --config p/ci \
-            --config p/r2c-security-audit \
-            --config p/cwe-top-25 \
-            --output semgrep-results.txt \
-            .
+      - name: Run Semgrep
+        run: semgrep scan --config=p/security-audit --config=p/owasp-top-ten --json --output semgrep-results.json . || true

-      - name: Display Semgrep scan results
-        if: always()
+      - name: Upload Semgrep to DefectDojo
+        env:
+          DD_URL: ${{ secrets.DD_URL }}
+          DD_TOKEN: ${{ secrets.DD_TOKEN }}
        run: |
-          if [ -f semgrep-results.txt ]; then
-            echo "=== Semgrep Static Analysis Results ==="
-            cat semgrep-results.txt
+          echo "Uploading Semgrep results..."
+          TODAY=$(date +%Y-%m-%d)
+          
+          HTTP_CODE=$(curl --write-out "%{http_code}" --output response.txt --silent -X POST "$DD_URL/api/v2/import-scan/" \
+            -H "Authorization: Token $DD_TOKEN" \
+            -F "active=true" \
+            -F "verified=true" \
+            -F "scan_type=Semgrep JSON Report" \
+            -F "engagement_name=CI/CD Pipeline" \
+            -F "product_name=${{ github.repository }}" \
+            -F "scan_date=$TODAY" \
+            -F "auto_create_context=true" \
+            -F "file=@semgrep-results.json")
+
+          if [[ "$HTTP_CODE" != "200" && "$HTTP_CODE" != "201" ]]; then
+             echo "::error::Upload Failed with HTTP $HTTP_CODE"
+             echo "--- SERVER RESPONSE ---"
+             cat response.txt
+             echo "-----------------------"
+             exit 1
          else
-            echo "No Semgrep scan results found"
-            exit 1
-          fi
-
-      - name: Install Go
-        uses: actions/setup-go@v6
-        with:
-          go-version: 'stable' # Latest stable version
-
-      - name: Install OSV Scanner
-        run: |
-          export PATH="$HOME/go/bin:$PATH"
-          go install github.com/google/osv-scanner/v2/cmd/osv-scanner@latest
-
-      - name: Run OSV Scanner
-        run: |
-          export PATH="$HOME/go/bin:$PATH"
-          osv-scanner scan source --format table --output osv-results.txt -r .
-
-      - name: Display OSV Scanner scan results
-        if: always()
-        run: |
-          if [ -f osv-results.txt ]; then
-            echo "=== OSV Scanner Results ==="
-            cat osv-results.txt
-          else
-            echo "No OSV Scanner scan results found"
-            exit 1
+             echo "Upload Success!"
          fi
@@ -1,47 +1,29 @@
-# Astro Starter Kit: Minimal
+# docs

-```sh
-npm create astro@latest -- --template minimal
-```
+Documentation for NHCarrigan projects.

-[![Open in StackBlitz](https://developer.stackblitz.com/img/open_in_stackblitz.svg)](https://stackblitz.com/github/withastro/astro/tree/latest/examples/minimal)
-[![Open with CodeSandbox](https://assets.codesandbox.io/github/button-edit-lime.svg)](https://codesandbox.io/p/sandbox/github/withastro/astro/tree/latest/examples/minimal)
-[![Open in GitHub Codespaces](https://github.com/codespaces/badge.svg)](https://codespaces.new/withastro/astro?devcontainer_path=.devcontainer/minimal/devcontainer.json)
+## Live Version

-> 🧑‍🚀 **Seasoned astronaut?** Delete this file. Have fun!
+This page is currently deployed. [View the live website.](https://docs.nhcarrigan.com)

-## 🚀 Project Structure
+## Feedback and Bugs

-Inside of your Astro project, you'll see the following folders and files:
+If you have feedback or a bug report, please [log a ticket on our forum](https://support.nhcarrigan.com).

-```text
-/
-├── public/
-├── src/
-│   └── pages/
-│       └── index.astro
-└── package.json
-```
+## Contributing

-Astro looks for `.astro` or `.md` files in the `src/pages/` directory. Each page is exposed as a route based on its file name.
+If you would like to contribute to the project, you may create a Pull Request containing your proposed changes and we will review it as soon as we are able! Please review our [contributing guidelines](CONTRIBUTING.md) first.

-There's nothing special about `src/components/`, but that's where we like to put any Astro/React/Vue/Svelte/Preact components.
+## Code of Conduct

-Any static assets, like images, can be placed in the `public/` directory.
+Before interacting with our community, please read our [Code of Conduct](CODE_OF_CONDUCT.md).

-## 🧞 Commands
+## License

-All commands are run from the root of the project, from a terminal:
+This software is licensed under our [global software license](https://docs.nhcarrigan.com/#/license).

-| Command                   | Action                                           |
-| :------------------------ | :----------------------------------------------- |
-| `npm install`             | Installs dependencies                            |
-| `npm run dev`             | Starts local dev server at `localhost:4321`      |
-| `npm run build`           | Build your production site to `./dist/`          |
-| `npm run preview`         | Preview your build locally, before deploying     |
-| `npm run astro ...`       | Run CLI commands like `astro add`, `astro check` |
-| `npm run astro -- --help` | Get help using the Astro CLI                     |
+Copyright held by Naomi Carrigan.

-## 👀 Want to learn more?
+## Contact

-Feel free to check [our documentation](https://docs.astro.build) or jump into our [Discord server](https://astro.build/chat).
+We may be contacted through our [Chat Server](http://chat.nhcarrigan.com) or via email at `contact@nhcarrigan.com`
@@ -12,16 +12,16 @@
    "test": "vitest --run"
  },
  "dependencies": {
-    "@astrojs/check": "0.9.5",
-    "@astrojs/starlight": "0.36.1",
-    "astro": "5.15.2",
-    "astro-mermaid": "1.1.0",
-    "mermaid": "11.12.1",
-    "typescript": "5.9.3"
+    "@astrojs/check": "0.9.9",
+    "@astrojs/starlight": "0.40.0",
+    "astro": "6.4.8",
+    "astro-mermaid": "2.0.4",
+    "mermaid": "11.12.2",
+    "typescript": "6.0.3"
  },
  "devDependencies": {
-    "cspell": "9.2.2",
+    "cspell": "9.4.0",
    "gray-matter": "4.0.3",
-    "vitest": "4.0.5"
+    "vitest": "4.1.9"
  }
 }
@@ -0,0 +1,31 @@
+# Security
+
+# Do not execute any scripts of installed packages (project scripts still run)
+ignoreDepScripts: true
+# Do not automatically run pre/post scripts (e.g. preinstall, postbuild)
+enablePrePostScripts: false
+# Only allow packages published at least 10 days ago (reduces risk of compromised packages)
+minimumReleaseAge: 14400
+# Fail if a package's trust level has decreased compared to previous releases
+trustPolicy: no-downgrade
+# Ignore trust policy for packages published more than 1 year ago (predates provenance signing)
+trustPolicyIgnoreAfter: 525960
+# Fail if there are missing or invalid peer dependencies
+strictPeerDependencies: true
+# Prevent transitive dependencies from using exotic sources (git repos, direct tarball URLs)
+blockExoticSubdeps: true
+overrides:
+  nanoid: 3.3.11
+packageExtensions:
+  langium@*:
+    dependencies:
+      vscode-jsonrpc: 8.2.1
+
+# Lockfile
+
+# Allow the lockfile to be updated during install (set to true in CI for stricter reproducibility)
+preferFrozenLockfile: false
+
+allowBuilds:
+  esbuild: false
+  sharp: false
@@ -1,5 +1,6 @@
 export const navigation = [
  {
+    // #region About Us
    label: "About Us",
    collapsed: true,
    items: [
@@ -43,8 +44,14 @@ export const navigation = [
        label: "Letter of Recommendation and Character Reference Policy",
        link: "/about/recommendations",
      },
+      {
+        label: "Community Membership Eligibility",
+        link: "/about/community-membership-eligibility",
+      },
    ].sort((a, b) => a.label.localeCompare(b.label)),
  },
+  // #endregion
+  // #region Legal Information
  {
    label: "Legal Information",
    collapsed: true,
@@ -111,6 +118,8 @@ export const navigation = [
      },
    ].sort((a, b) => a.label.localeCompare(b.label)),
  },
+  // #endregion
+  // #region Community Policies
  {
    label: "Community Policies",
    collapsed: true,
@@ -139,8 +148,14 @@ export const navigation = [
        label: "Community Feedback and Participation Policy",
        link: "/community/feedback",
      },
+      {
+        label: "Fan Art Guidelines",
+        link: "/community/fan-art",
+      }
    ].sort((a, b) => a.label.localeCompare(b.label)),
  },
+  // #endregion
+  // #region Development Documentation
  {
    label: "Development Documentation",
    collapsed: true,
@@ -165,20 +180,14 @@ export const navigation = [
        label: "Development Environment",
        link: "/dev/environment",
      },
-      {
-        label: "Server Setup",
-        link: "/dev/servers",
-      },
-      {
-        label: "Naomi's VTubing Setup",
-        link: "/dev/vtubing",
-      },
      {
        label: "Security Hall of Fame",
        link: "/dev/hall-of-fame",
      }
    ].sort((a, b) => a.label.localeCompare(b.label)),
  },
+  // #endregion
+  // #region Mentorship Programme
  {
    label: "Mentorship Programme",
    collapsed: true,
@@ -275,6 +284,8 @@ export const navigation = [
      }
    ].sort((a, b) => a.label.localeCompare(b.label)),
  },
+  // #endregion
+  // #region Project Documentation
  {
    label: "Project Documentation",
    collapsed: true,
@@ -711,6 +722,8 @@ export const navigation = [
      },
    ].sort((a, b) => a.label.localeCompare(b.label)),
  },
+  // #endregion
+  // #region Staff Guidelines
  {
    label: "Staff Guidelines",
    collapsed: true,
@@ -735,6 +748,10 @@ export const navigation = [
        label: "Join Our Volunteer Team",
        link: "/staff/apply",
      },
+      {
+        label: "Self-Care Resources for Staff",
+        link: "/staff/self-care-resources",
+      },
      {
        label: "Staff Application Evaluation Rubric",
        link: "/staff/rubric",
@@ -747,6 +764,14 @@ export const navigation = [
            label: "Accessibility Coordination Training for Staff",
            link: "/staff/training/accessibility-coordination",
          },
+          {
+            label: "Bias Recognition and Mitigation Training for Staff",
+            link: "/staff/training/bias-recognition-mitigation",
+          },
+          {
+            label: "Child Safety Training for Staff",
+            link: "/staff/training/child-safety",
+          },
          {
            label: "Community Growth Specialist Training for Staff",
            link: "/staff/training/community-growth-specialist",
@@ -759,6 +784,14 @@ export const navigation = [
            label: "Conflict Resolution Training for Staff",
            link: "/staff/training/conflict-resolution",
          },
+          {
+            label: "Content Moderation Fundamentals Training for Staff",
+            link: "/staff/training/content-moderation-fundamentals",
+          },
+          {
+            label: "Criminal Activity Training for Staff",
+            link: "/staff/training/criminal-activity",
+          },
          {
            label: "Crisis Response Training for Staff",
            link: "/staff/training/crisis-response",
@@ -771,10 +804,26 @@ export const navigation = [
            label: "Data Analytics and Reporting Training for Staff",
            link: "/staff/training/data-analytics-reporting",
          },
+          {
+            label: "Data Privacy and GDPR Compliance Training for Staff",
+            link: "/staff/training/data-privacy-gdpr",
+          },
+          {
+            label: "De-escalation Techniques Training for Staff",
+            link: "/staff/training/de-escalation-techniques",
+          },
          {
            label: "Documentation and Transparency Training for Staff",
            link: "/staff/training/documentation-transparency",
          },
+          {
+            label: "Support Forum Moderation Training for Staff",
+            link: "/staff/training/forum-moderation",
+          },
+          {
+            label: "Harassment and Bullying Response Training for Staff",
+            link: "/staff/training/harassment-bullying-response",
+          },
          {
            label: "Inclusive Moderation Training for Staff",
            link: "/staff/training/inclusive-moderation",
@@ -791,37 +840,29 @@ export const navigation = [
            label: "Technical Contributor Training for Staff",
            link: "/staff/training/technical-contributor",
          },
+          {
+            label: "Trauma-Informed Moderation Training for Staff",
+            link: "/staff/training/trauma-informed-moderation",
+          },
        ].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)),
  },
+  // #endregion
+  // #region External Links
  {
-    label: "Miscellaneous Documents",
-    collapsed: true,
-    items: [
-      {
-        label: "Managing Local Music",
-        link: "/misc/music",
-      },
-      {
-        label: "Templates",
-        link: "/misc/templates",
-      },
-      {
-        label: "AI Prompts",
-        link: "/misc/prompts",
-      }
-    ].sort((a, b) => a.label.localeCompare(b.label)),
-  },
-  {
-    label: "Sitemap",
-    link: "https://sitemap.nhcarrigan.com",
+    label: "Discord",
+    link: "https://chat.nhcarrigan.com",
    attrs: {
      target: "_blank",
    },
  },
+  {
+    label: "Support Forum",
+    link: "https://support.nhcarrigan.com",
+    attrs: {
+      target: "_blank",
+    },
+  }
+  // #endregion
 ];
@@ -0,0 +1,10 @@
+import { defineCollection } from "astro:content";
+import { glob } from "astro/loaders";
+import { docsSchema } from "@astrojs/starlight/schema";
+
+export const collections = {
+  docs: defineCollection({
+    loader: glob({ pattern: "**/*.{md,mdx}", base: "./src/content/docs" }),
+    schema: docsSchema(),
+  }),
+};
@@ -1,6 +0,0 @@
-import { defineCollection } from 'astro:content';
-import { docsSchema } from '@astrojs/starlight/schema';
-
-export const collections = {
-  docs: defineCollection({ schema: docsSchema() }),
-};
@@ -0,0 +1,83 @@
+---
+title: Community Membership Eligibility
+---
+
+**ELIGIBILITY REQUIREMENTS FOR FREE SERVICES**
+
+## 1. INTRODUCTION AND SCOPE
+
+### 1.1. Policy Overview
+
+This Community Membership Eligibility Policy ("Policy") establishes the eligibility requirements for accessing free services provided by NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+
+### 1.2. Scope of Application
+
+This Policy applies to eligibility requirements for the following free services:
+
+**(a)** Letters of recommendation and character references;  
+**(b)** Mock interviews and interview preparation;  
+**(c)** Portfolio reviews (resume, LinkedIn, GitHub, portfolio website reviews);  
+**(d)** Development reviews (code reviews, project planning consultations, technical writing reviews);  
+**(e)** Any other free services that require active community membership as a prerequisite.
+
+## 2. ELIGIBILITY REQUIREMENT - ACTIVE COMMUNITY MEMBERSHIP
+
+### 2.1. General Eligibility Standard
+
+**IMPORTANT: Free services are provided EXCLUSIVELY to active members of our community. These services are NOT available to the general public or individuals who are not actively engaged in our community.**
+
+### 2.2. Eligibility Criteria
+
+**REQUIRED**: Requesters MUST be active, engaged members of our community with demonstrated participation, such as:
+
+**(a)** Active participation in our mentorship programme;  
+**(b)** Regular, ongoing community engagement in our Discord server or other community platforms;  
+**(c)** Active volunteer work or contribution to community projects;  
+**(d)** Sustained, meaningful interaction demonstrating active community membership;  
+**(e)** Professional collaboration or work relationship within our community context (where applicable).
+
+### 2.3. Verification and Discretion
+
+**(a)** We will verify community membership and activity before accepting any service request;  
+**(b)** We reserve the right to decline requests from individuals who are not active community members, regardless of other factors;  
+**(c)** Casual acquaintanceship or minimal interaction does NOT qualify as active membership;  
+**(d)** We will not provide services for individuals we have not directly interacted with or who lack active community connection;  
+**(e)** Priority may be given to individuals from underrepresented groups in technology who are active community members.
+
+## 3. NOT AN ACTIVE COMMUNITY MEMBER?
+
+### 3.1. Becoming an Active Community Member
+
+If you are not currently an active member of our community but are interested in accessing our free services, we encourage you to join our Discord community and become an active participant. Active community membership involves regular engagement, participation in discussions, and meaningful contribution to our community.
+
+**Join our Discord community:** [https://chat.nhcarrigan.com](https://chat.nhcarrigan.com)
+
+Once you have established active community membership through regular participation and engagement, you will be eligible to request our free services. We look forward to welcoming you to our community!
+
+### 3.2. What Constitutes Active Membership
+
+Active community membership is demonstrated through:
+
+**(a)** Regular participation in community discussions and activities;  
+**(b)** Meaningful contributions to community projects or initiatives;  
+**(c)** Consistent engagement over a period of time (not just a single interaction);  
+**(d)** Positive, constructive participation that aligns with our community values;  
+**(e)** Building relationships with other community members through genuine interaction.
+
+## 4. LIMITATION OF LIABILITY AND DISCLAIMERS
+
+### 4.1. Reference to Comprehensive Liability Framework
+
+**IMPORTANT: Comprehensive liability limitations, damage exclusions, and maximum liability caps are set forth in our Limitation of Liability and Indemnification Policy, which is incorporated herein by reference.**
+
+### 4.2. Eligibility Disclaimers
+
+**(a)** Meeting eligibility criteria does not guarantee service provision;  
+**(b)** We reserve the right to decline service requests at our sole discretion;  
+**(c)** Eligibility determinations are final and not subject to appeal;  
+**(d)** This Policy may be updated at any time, and eligibility requirements may change.
+
+---
+
+*For questions about community membership eligibility or our free services, please contact us through our [Contact Policy](/about/contact).*
+
@@ -128,16 +128,16 @@ Our Discord server allows for both quick and in-depth communication.

 ### 2.2. Code Repositories

-Our code repositories are all self-hosted. Git accounts are only granted to staff members.
+Our code repositories are all self-hosted. Git accounts are only granted to Team members (volunteers) and Staff (paid employees).

 - Link: https://git.nhcarrigan.com
 - Features:
  - Issue tracking
  - Source code for all of our products
 - Best for: Viewing source code and documentation
- **Bug Reports and Feature Requests**: To report bugs or request features, please use our Discord forum channels:
-  - `#bug-reports` forum channel for bug reports
-  - `#feature-requests` forum channel for feature requests
+- **Bug Reports and Feature Requests**: To report bugs or request features, please use our support forum:
+  - [Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) for bug reports
+  - [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7) for feature requests

 ### 2.3. Etiquette and Best Practices

@@ -199,7 +199,7 @@ LinkedIn serves as our primary professional networking platform.

 #### 4.1.1. Connecting on LinkedIn

-When sending a connection request, please include a brief message explaining your interest. We typically respond to LinkedIn messages within 2-3 business days.
+When sending a connection request, please include a brief message explaining your interest. We typically respond to LinkedIn messages within 7-10 business days.

 ### 4.2. Professional Inquiries

@@ -236,7 +236,12 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.2. Billing and Financial Matters

- Email: billing@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use the [**Billing Questions**](https://support.nhcarrigan.com/c/billing-questions/13) category on our support forum for billing inquiries. This allows for public discussion and faster responses. If you need to share sensitive financial information, you can ask staff to make your thread private, or contact us via email for complete confidentiality.
+:::
+
+- **Support Forum:** [Billing Questions](https://support.nhcarrigan.com/c/billing-questions/13) (preferred for most inquiries)
+- Email: billing@nhcarrigan.com (for highly sensitive financial information requiring complete confidentiality)
 - Use for:
  - Questions about payments or invoices
  - Inquiries about outstanding balances
@@ -245,6 +250,11 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.3. Technical Support

+:::tip[Preferred Method]{icon=star}
+We encourage you to use the [**Technical Support**](https://support.nhcarrigan.com/c/technical-support/5) category on our support forum for support inquiries. This allows for public discussion and faster responses. If you need to share sensitive information, you can ask staff to make your thread private, or contact us via email for complete confidentiality.
+:::
+
+- **Support Forum:** [Technical Support](https://support.nhcarrigan.com/c/technical-support/5) (preferred for most inquiries)
 - Email: support@nhcarrigan.com
 - Use for:
  - Assistance with using our software or services
@@ -253,7 +263,14 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.4. Privacy Concerns

- Email: privacy@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use our **Privacy Request Form** for privacy-related requests: https://forms.nhcarrigan.com/o/docs/forms/qEJgBWGDfyHv6x51VU9aVX/4
+
+This form helps ensure we collect all necessary information to process your request efficiently and in compliance with applicable data protection laws.
+:::
+
+- **Privacy Request Form** (Preferred): https://forms.nhcarrigan.com/o/docs/forms/qEJgBWGDfyHv6x51VU9aVX/4
+- Email: privacy@nhcarrigan.com (for general privacy questions or if you prefer email)
 - Use for:
  - Questions about our privacy policy
  - Requests for data access or deletion
@@ -262,7 +279,15 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.5. Security Matters

- Email: security@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use our **Security Vulnerability Report Form** for reporting security vulnerabilities: https://forms.nhcarrigan.com/o/docs/forms/wgdbBkS4tjCGoVZTqtmMNx/4
+
+This form helps ensure we collect all necessary information to investigate and address security issues efficiently and securely.
+:::
+
+- **Security Vulnerability Report Form** (Preferred): https://forms.nhcarrigan.com/o/docs/forms/wgdbBkS4tjCGoVZTqtmMNx/4
+- **Public Security Reports:** View aggregated and sanitized security vulnerability reports for all our products at: https://security.nhcarrigan.com/report/
+- Email: security@nhcarrigan.com (for general security questions or if you prefer email)
 - Use for:
  - Reporting security vulnerabilities
  - Questions about our security practices
@@ -270,7 +295,12 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.6. Legal Inquiries

- Email: legal@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use the [**Legal Notices**](https://support.nhcarrigan.com/c/legal-notices/12) category on our support forum for legal inquiries. This allows for public discussion and transparency. If you need to share sensitive legal information, you can ask staff to make your thread private, or contact us via email for urgent matters requiring immediate confidentiality.
+:::
+
+- **Support Forum:** [Legal Notices](https://support.nhcarrigan.com/c/legal-notices/12) (preferred for most inquiries)
+- Email: legal@nhcarrigan.com (for urgent legal matters requiring immediate confidentiality)
 - Use for:
  - Legal questions or concerns
  - Copyright or trademark issues
@@ -279,7 +309,18 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.7. Feedback and Suggestions

- Email: feedback@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use our support forum for different types of feedback:
+- [**Community Feedback**](https://support.nhcarrigan.com/c/community-feedback/8) for general feedback about our community, services, events, and initiatives
+- [**Policy Ideation**](https://support.nhcarrigan.com/c/policy-ideation/9) for suggestions about community policies and governance
+- [**Accessibility Feedback**](https://support.nhcarrigan.com/c/accessibility-feedback/10) for reporting accessibility barriers and improvement suggestions
+:::
+
+- **Support Forum:**
+  - [Community Feedback](https://support.nhcarrigan.com/c/community-feedback/8) (preferred for general feedback)
+  - [Policy Ideation](https://support.nhcarrigan.com/c/policy-ideation/9) (preferred for policy suggestions)
+  - [Accessibility Feedback](https://support.nhcarrigan.com/c/accessibility-feedback/10) (preferred for accessibility matters)
+- Email: feedback@nhcarrigan.com (if you prefer email communication)
 - Use for:
  - Providing feedback on our work or projects
  - Suggesting improvements or new features
@@ -288,7 +329,12 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.8. Press/Media Inquiries

- Email: press@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use the [**Press Inquiries**](https://support.nhcarrigan.com/c/press-inquiries/14) category on our support forum for media inquiries. This allows for public discussion and community visibility. If you need to share sensitive information, you can ask staff to make your thread private, or contact us via email for highly sensitive media matters requiring complete confidentiality.
+:::
+
+- **Support Forum:** [Press Inquiries](https://support.nhcarrigan.com/c/press-inquiries/14) (preferred for most inquiries)
+- Email: press@nhcarrigan.com (for highly sensitive media matters requiring complete confidentiality)
 - Use for:
  - Requesting comment regarding news
  - Scheduling interviews for your media outlet
@@ -305,7 +351,12 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.10. Marketing Inquiries

- Email: marketing@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use the [**Marketing Proposals**](https://support.nhcarrigan.com/c/marketing-proposals/15) category on our support forum for marketing inquiries. This allows for public discussion and community input. If you need to share highly confidential business information, you can ask staff to make your thread private, or contact us via email for proposals requiring complete privacy.
+:::
+
+- **Support Forum:** [Marketing Proposals](https://support.nhcarrigan.com/c/marketing-proposals/15) (preferred for most inquiries)
+- Email: marketing@nhcarrigan.com (for highly confidential business proposals requiring complete privacy)
 - Use for:
  - Marketing collaboration proposals
  - Brand partnership opportunities
@@ -323,7 +374,12 @@ We offer several email addresses for specific types of inquiries. Please use the

 ### 5.12. Partnerships

- Email: partners@nhcarrigan.com
+:::tip[Preferred Method]{icon=star}
+We encourage you to use the [**Partnership Requests**](https://support.nhcarrigan.com/c/partnership-requests/11) category on our support forum for partnership inquiries. This allows for public discussion and community input on potential partnerships. If you need to share sensitive business information, you can ask staff to make your thread private, or contact us via email if you need complete confidentiality from the start.
+:::
+
+- **Support Forum:** [Partnership Requests](https://support.nhcarrigan.com/c/partnership-requests/11) (preferred for most inquiries)
+- Email: partners@nhcarrigan.com (if you need complete confidentiality from the start)
 - Use for:
  - Requesting a collaboration between our organisation and yours
  - Sponsorship opportunities for our work
@@ -335,8 +391,8 @@ We offer several email addresses for specific types of inquiries. Please use the
 - Subject Line: Please use a clear, concise subject line that summarizes your inquiry.
 - Content: Provide all relevant details in your initial email to expedite the response process.
 - Attachments: If sending attachments, please mention them in the email body and ensure they are in common file formats.
- Response Time: We aim to respond to all emails within 2 business days. Complex inquiries may require additional time.
- Follow-ups: If you haven't received a response after 3 business days, feel free to send a polite follow-up.
+- Response Time: We aim to respond to all emails within 7-10 business days. Complex inquiries may require additional time.
+- Follow-ups: If you haven't received a response after 10 business days, feel free to send a polite follow-up.

 ### 5.14. Email Privacy and Security

@@ -413,7 +469,34 @@ By sending a direct message, you acknowledge that you have read and agreed to th

 **IMPORTANT: While we value direct communication, we strongly encourage the use of our public channels whenever possible to foster community engagement and shared learning. Direct messages are the lowest priority communication channel and may experience significant response delays.**

-## 7. LIMITATION OF LIABILITY AND DISCLAIMERS
+## 7. RESPONSE TIME GUIDELINES
+
+### 7.1. Standard Response Times
+
+All inquiries and communications are handled with a standard response time of **7-10 business days**. This applies to:
+
+- General inquiries and questions
+- Support requests
+- Policy clarification requests
+- Programme-related inquiries
+- Technical support requests
+- Security reports
+- Content reports and moderation appeals
+- All other communications
+
+### 7.2. Business Days Definition
+
+Business days are defined as Monday through Friday, excluding weekends and holidays. Response times are calculated from the time your message is received during business hours.
+
+### 7.3. Complex Inquiries
+
+Complex inquiries may require additional time beyond the standard 7-10 business days. In such cases, we will acknowledge your inquiry within the standard timeframe and provide an estimated completion date.
+
+### 7.4. Follow-Up Communications
+
+If you have not received a response after 10 business days, you may send a polite follow-up. Please avoid sending multiple follow-ups at shorter intervals, as this may delay response processing.
+
+## 8. LIMITATION OF LIABILITY AND DISCLAIMERS

 ### 7.1. Reference to Comprehensive Liability Framework

@@ -437,7 +520,7 @@ For general inquiries about this Policy or our communication channels:

 **Discord Community:** https://chat.nhcarrigan.com

-**Response Time:** Within 48 hours for general inquiries
+**Response Time:** Within 7-10 business days for general inquiries

 ### 8.2. Policy Questions

@@ -8,7 +8,7 @@ title: Development Review Policy

 ### 1.1. Policy Overview

-This Development Review Policy ("Policy") establishes the terms, conditions, and procedures governing requests for code reviews, project planning consultations, and technical writing reviews from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+This Development Review Policy ("Policy") establishes the terms, conditions, and procedures governing requests for code reviews, project planning consultations, and technical writing reviews from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ### 1.2. Service Availability and Eligibility

@@ -33,8 +33,8 @@ This Policy applies to:
 **Code Review Services:**
 **(a)** Review of specific code submissions, pull requests, or codebase sections;
 **(b)** Feedback on code quality, best practices, and potential improvements;
-**(c)** Suggestions for code organization, structure, and maintainability;
-**(d)** Recommendations for performance optimization, security considerations, and testing;
+**(c)** Suggestions for code organisation, structure, and maintainability;
+**(d)** Recommendations for performance optimisation, security considerations, and testing;
 **(e)** Code reviews are provided based on industry best practices and professional standards;
 **(f)** We reserve the right to decline code reviews if code is incomplete, inaccessible, or exceeds reasonable scope;
 **(g)** Code reviews focus on specific, bounded submissions rather than entire codebases.
@@ -56,7 +56,7 @@ This Policy applies to:
 **Technical Writing Review Services:**
 **(a)** Review of technical blog posts, articles, documentation, README files, or other technical writing;
 **(b)** Feedback on clarity, structure, technical accuracy, and audience appropriateness;
-**(c)** Suggestions for improving readability, organization, and presentation of technical content;
+**(c)** Suggestions for improving readability, organisation, and presentation of technical content;
 **(d)** Recommendations for formatting, code examples, and visual aids;
 **(e)** Technical writing reviews are provided based on technical communication best practices and professional standards;
 **(f)** We reserve the right to decline technical writing reviews if content is incomplete, inaccessible, or exceeds reasonable scope;
@@ -80,25 +80,7 @@ This Policy applies to:

 **IMPORTANT: Development reviews are FREE services provided EXCLUSIVELY to active members of our community. These services are NOT available to the general public or individuals who are not actively engaged in our community.**

-**Eligibility Criteria:**
-**(a)** **REQUIRED**: Requesters MUST be active, engaged members of our community with demonstrated participation, such as:
-    **(i)** Active participation in our mentorship programme;
-    **(ii)** Regular, ongoing community engagement in our Discord server or other community platforms;
-    **(iii)** Active volunteer work or contribution to community projects;
-    **(iv)** Sustained, meaningful interaction demonstrating active community membership;
-**(b)** We will verify community membership and activity before accepting any development review request;
-**(c)** We reserve the right to decline requests from individuals who are not active community members, regardless of other factors;
-**(d)** Casual or minimal community interaction does NOT qualify as active membership;
-**(e)** We will not provide development reviews for individuals we have not directly interacted with or who lack active community connection;
-**(f)** Priority may be given to individuals from underrepresented groups in technology who are active community members.
-
-**Not an Active Community Member?**
-
-If you are not currently an active member of our community but are interested in accessing development review services, we encourage you to join our Discord community and become an active participant. Active community membership involves regular engagement, participation in discussions, and meaningful contribution to our community.
-
-**Join our Discord community:** [https://chat.nhcarrigan.com](https://chat.nhcarrigan.com)
-
-Once you have established active community membership through regular participation and engagement, you will be eligible to request development review services. We look forward to welcoming you to our community!
+For comprehensive eligibility requirements, eligibility criteria, and information about becoming an active community member, please refer to our [Community Membership Eligibility Policy](/about/community-membership-eligibility).

 ### 3.2. Request Information Requirements

@@ -199,9 +181,9 @@ Once you have established active community membership through regular participat

 **Request Frequency:**
 **(a)** We may limit the number of development reviews provided to the same requester within a specified time period;
-**(b)** Multiple simultaneous requests from the same requester may be consolidated or prioritized at our discretion;
+**(b)** Multiple simultaneous requests from the same requester may be consolidated or prioritised at our discretion;
 **(c)** We reserve the right to decline requests if we determine development review provision would be excessive or burdensome;
-**(d)** Requesters should coordinate multiple review needs to minimize burden and ensure timely completion;
+**(d)** Requesters should coordinate multiple review needs to minimise burden and ensure timely completion;
 **(e)** Updated materials may be submitted for re-review after implementing previous feedback.

 ### 6.3. Scope Limitations
@@ -268,7 +250,7 @@ For questions about this Policy or development review requests:

 **Subject Line:** Development Review Policy Inquiry - [Brief Description]

-**Response Time:** Within 48 hours for Policy-related inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.2. Request Status Inquiries

@@ -278,7 +260,7 @@ For questions about the status of submitted development review requests:

 **Subject Line:** Development Review Request Status - [Your Name]

-**Response Time:** Within 48 hours for status inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.3. General Contact

@@ -8,7 +8,7 @@ title: Donation and Support Policy

 ### 1.1. Policy Overview

-This Donation and Support Policy ("Policy") establishes the terms, conditions, and procedures governing voluntary financial contributions and other forms of support to NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+This Donation and Support Policy ("Policy") establishes the terms, conditions, and procedures governing voluntary financial contributions and other forms of support to NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ### 1.2. Legal Framework Integration

@@ -212,7 +212,7 @@ For questions about donations or support options:

 **Email:** donors@nhcarrigan.com

-**Response Time:** Within 48 hours for donation-related inquiries
+**Response Time:** Within 7-10 business days for donation-related inquiries

 ### 9.2. General Contact

@@ -8,7 +8,7 @@ title: Professional Services and Commission Policy

 ### 1.1. Policy Overview

-This Professional Services and Commission Policy ("Policy") establishes the terms, conditions, and procedures governing professional services, consulting engagements, and commission-based work provided by NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+This Professional Services and Commission Policy ("Policy") establishes the terms, conditions, and procedures governing professional services, consulting engagements, and commission-based work provided by NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ### 1.2. Legal Framework Integration

@@ -235,7 +235,7 @@ For inquiries about professional services or to submit commission requests:

 **Email:** contact@nhcarrigan.com

-**Response Time:** Within 48 hours for service inquiries
+**Response Time:** Within 7-10 business days for service inquiries

 ### 11.2. General Contact

@@ -81,7 +81,17 @@ By enrolling in the Programme, Mentees acknowledge and agree that they have:
 **(d)** Additional resources and Programme updates are provided as part of programme participation;
 **(e)** We reserve the right to modify or discontinue specific resources or support services with reasonable notice.

-### 3.5. Service Limitations and Disclaimers
+### 3.5. Self-Guided Programme Structure
+
+**Programme Philosophy:**
+**(a)** The programme is designed to be self-guided and self-managed;
+**(b)** Participants work at their own pace with no mandatory deadlines or review requirements;
+**(c)** Comprehensive documentation, templates, and resources are provided to support independent learning;
+**(d)** Reviews, approvals, and support are optional and available upon request, not guaranteed;
+**(e)** Programme leadership and mentors are not monitoring every participant action or progress;
+**(f)** **IMPORTANT: To get the most value from the programme experience, participants should actively ask mentors questions as much as possible. Mentors are available to help, but they rely on participants to initiate contact and ask for assistance when needed.**
+
+### 3.6. Service Limitations and Disclaimers

 **IMPORTANT DISCLAIMERS:**
 **(a)** Programme services and resources are provided "as is" without warranties of any kind;
@@ -231,7 +241,7 @@ For questions about the Programme or to submit cancellation notices:

 **Email:** contact@nhcarrigan.com

-**Response Time:** Within 48 hours for Programme-related inquiries
+**Response Time:** Within 7-10 business days for Programme-related inquiries

 ### 11.2. General Contact

@@ -2,7 +2,7 @@
 title: Mission Statement
 ---

-This Mission Statement ("Statement") articulates the core values and guiding principles of NHCarrigan ("The Company") in its efforts to build inclusive, ethical, and sustainable technology solutions and foster welcoming online communities. This Statement operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Policies, and all applicable legal protections by reference.
+This Mission Statement ("Statement") articulates the core values and guiding principles of NHCarrigan ("The Company") in its efforts to build inclusive, ethical, and sustainable technology solutions and foster welcoming online communities. This Statement operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ## 1. Core Values

@@ -30,7 +30,7 @@ Our projects are community-centric, encouraging collaboration and input from div

 The Company is committed to tearing down the systemic and social barriers that exist in the tech industry. We actively work to make the field more accessible to individuals from all backgrounds, particularly those who have historically been excluded.

-### 1.7. Challenging Toxic Behaviors
+### 1.7. Challenging Toxic Behaviours

 We recognise that toxic behaviours and exclusionary practices harm communities. The Company shall take a proactive stance in challenging these behaviours within our industry and within the tech communities we interact with, fostering spaces where collaboration, respect, and growth thrive.

@@ -8,7 +8,7 @@ title: Mock Interview Policy

 ### 1.1. Policy Overview

-This Mock Interview Policy ("Policy") establishes the terms, conditions, and procedures governing requests for mock interviews and interview preparation sessions from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+This Mock Interview Policy ("Policy") establishes the terms, conditions, and procedures governing requests for mock interviews and interview preparation sessions from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ### 1.2. Service Availability and Eligibility

@@ -76,25 +76,7 @@ This Policy applies to:

 **IMPORTANT: Mock interviews are FREE services provided EXCLUSIVELY to active members of our community. These services are NOT available to the general public or individuals who are not actively engaged in our community.**

-**Eligibility Criteria:**
-**(a)** **REQUIRED**: Requesters MUST be active, engaged members of our community with demonstrated participation, such as:
-    **(i)** Active participation in our mentorship programme;
-    **(ii)** Regular, ongoing community engagement in our Discord server or other community platforms;
-    **(iii)** Active volunteer work or contribution to community projects;
-    **(iv)** Sustained, meaningful interaction demonstrating active community membership;
-**(b)** We will verify community membership and activity before accepting any mock interview request;
-**(c)** We reserve the right to decline requests from individuals who are not active community members, regardless of other factors;
-**(d)** Casual or minimal community interaction does NOT qualify as active membership;
-**(e)** We will not provide mock interviews for individuals we have not directly interacted with or who lack active community connection;
-**(f)** Priority may be given to individuals from underrepresented groups in technology who are active community members.
-
-**Not an Active Community Member?**
-
-If you are not currently an active member of our community but are interested in accessing mock interview services, we encourage you to join our Discord community and become an active participant. Active community membership involves regular engagement, participation in discussions, and meaningful contribution to our community.
-
-**Join our Discord community:** [https://chat.nhcarrigan.com](https://chat.nhcarrigan.com)
-
-Once you have established active community membership through regular participation and engagement, you will be eligible to request mock interview services. We look forward to welcoming you to our community!
+For comprehensive eligibility requirements, eligibility criteria, and information about becoming an active community member, please refer to our [Community Membership Eligibility Policy](/about/community-membership-eligibility).

 ### 3.2. Request Information Requirements

@@ -208,7 +190,7 @@ Once you have established active community membership through regular participat
 **(a)** We may limit the number of mock interviews provided to the same requester within a specified time period;
 **(b)** Multiple simultaneous requests from the same requester may be consolidated or prioritized at our discretion;
 **(c)** We reserve the right to decline requests if we determine mock interview provision would be excessive or burdensome;
-**(d)** Requesters should coordinate multiple interview preparation needs to minimize burden and ensure timely scheduling;
+**(d)** Requesters should coordinate multiple interview preparation needs to minimise burden and ensure timely scheduling;
 **(e)** Follow-up mock interviews may be available after implementing previous feedback and additional preparation.

 ### 6.3. Prohibited Uses
@@ -266,7 +248,7 @@ For questions about this Policy or mock interview requests:

 **Subject Line:** Mock Interview Policy Inquiry - [Brief Description]

-**Response Time:** Within 48 hours for Policy-related inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.2. Request Status Inquiries

@@ -276,7 +258,7 @@ For questions about the status of submitted mock interview requests:

 **Subject Line:** Mock Interview Request Status - [Your Name]

-**Response Time:** Within 48 hours for status inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.3. General Contact

@@ -8,7 +8,7 @@ title: Portfolio Review Policy

 ### 1.1. Policy Overview

-This Portfolio Review Policy ("Policy") establishes the terms, conditions, and procedures governing requests for reviews of resumes, LinkedIn profiles, GitHub profiles, portfolios, and related professional materials from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+This Portfolio Review Policy ("Policy") establishes the terms, conditions, and procedures governing requests for reviews of resumes, LinkedIn profiles, GitHub profiles, portfolios, and related professional materials from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ### 1.2. Service Availability and Eligibility

@@ -22,7 +22,7 @@ This Portfolio Review Policy ("Policy") establishes the terms, conditions, and p

 This Policy applies to:
 **(a)** All requests for resume reviews and feedback;
-**(b)** All requests for LinkedIn profile reviews and optimization suggestions;
+**(b)** All requests for LinkedIn profile reviews and optimisation suggestions;
 **(c)** All requests for GitHub profile reviews and improvement recommendations;
 **(d)** All requests for portfolio website reviews and feedback;
 **(e)** All requests for related professional profile materials reviews;
@@ -34,7 +34,7 @@ This Policy applies to:

 **Resume Review Services:**
 **(a)** Comprehensive review of resume content, formatting, and structure;
-**(b)** Feedback on technical skills presentation and organization;
+**(b)** Feedback on technical skills presentation and organisation;
 **(c)** Suggestions for improving clarity, impact, and ATS (Applicant Tracking System) compatibility;
 **(d)** Recommendations for highlighting relevant experience and projects;
 **(e)** Resume reviews are provided based on industry best practices and professional standards;
@@ -43,7 +43,7 @@ This Policy applies to:
 ### 2.2. LinkedIn Profile Reviews

 **LinkedIn Profile Review Services:**
-**(a)** Review of LinkedIn profile completeness and optimization;
+**(a)** Review of LinkedIn profile completeness and optimisation;
 **(b)** Feedback on headline, summary, and experience sections;
 **(c)** Suggestions for improving profile visibility and professional branding;
 **(d)** Recommendations for skills, endorsements, and recommendations;
@@ -54,9 +54,9 @@ This Policy applies to:

 **GitHub Profile Review Services:**
 **(a)** Review of GitHub profile README and pinned repositories;
-**(b)** Feedback on repository organization and documentation quality;
+**(b)** Feedback on repository organisation and documentation quality;
 **(c)** Suggestions for improving contribution graph visibility and project presentation;
-**(d)** Recommendations for profile optimization and professional presentation;
+**(d)** Recommendations for profile optimisation and professional presentation;
 **(e)** GitHub reviews are provided based on open source and developer community best practices;
 **(f)** We reserve the right to decline GitHub reviews if profiles are private or inaccessible.

@@ -87,25 +87,7 @@ This Policy applies to:

 **IMPORTANT: Portfolio reviews are FREE services provided EXCLUSIVELY to active members of our community. These services are NOT available to the general public or individuals who are not actively engaged in our community.**

-**Eligibility Criteria:**
-**(a)** **REQUIRED**: Requesters MUST be active, engaged members of our community with demonstrated participation, such as:
-    **(i)** Active participation in our mentorship programme;
-    **(ii)** Regular, ongoing community engagement in our Discord server or other community platforms;
-    **(iii)** Active volunteer work or contribution to community projects;
-    **(iv)** Sustained, meaningful interaction demonstrating active community membership;
-**(b)** We will verify community membership and activity before accepting any review request;
-**(c)** We reserve the right to decline requests from individuals who are not active community members, regardless of other factors;
-**(d)** Casual or minimal community interaction does NOT qualify as active membership;
-**(e)** We will not provide reviews for individuals we have not directly interacted with or who lack active community connection;
-**(f)** Priority may be given to individuals from underrepresented groups in technology who are active community members.
-
-**Not an Active Community Member?**
-
-If you are not currently an active member of our community but are interested in accessing portfolio review services, we encourage you to join our Discord community and become an active participant. Active community membership involves regular engagement, participation in discussions, and meaningful contribution to our community.
-
-**Join our Discord community:** [https://chat.nhcarrigan.com](https://chat.nhcarrigan.com)
-
-Once you have established active community membership through regular participation and engagement, you will be eligible to request portfolio review services. We look forward to welcoming you to our community!
+For comprehensive eligibility requirements, eligibility criteria, and information about becoming an active community member, please refer to our [Community Membership Eligibility Policy](/about/community-membership-eligibility).

 ### 3.2. Request Information Requirements

@@ -209,9 +191,9 @@ Once you have established active community membership through regular participat

 **Request Frequency:**
 **(a)** We may limit the number of reviews provided to the same requester within a specified time period;
-**(b)** Multiple simultaneous requests from the same requester may be consolidated or prioritized at our discretion;
+**(b)** Multiple simultaneous requests from the same requester may be consolidated or prioritised at our discretion;
 **(c)** We reserve the right to decline requests if we determine review provision would be excessive or burdensome;
-**(d)** Requesters should coordinate multiple review needs to minimize burden and ensure timely completion;
+**(d)** Requesters should coordinate multiple review needs to minimise burden and ensure timely completion;
 **(e)** Updated materials may be submitted for re-review after implementing previous feedback.

 ### 6.3. Prohibited Uses
@@ -268,7 +250,7 @@ For questions about this Policy or portfolio review requests:

 **Subject Line:** Portfolio Review Policy Inquiry - [Brief Description]

-**Response Time:** Within 48 hours for Policy-related inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.2. Request Status Inquiries

@@ -278,7 +260,7 @@ For questions about the status of submitted portfolio review requests:

 **Subject Line:** Portfolio Review Request Status - [Your Name]

-**Response Time:** Within 48 hours for status inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.3. General Contact

@@ -8,7 +8,7 @@ title: Letter of Recommendation and Character Reference Policy

 ### 1.1. Policy Overview

-This Letter of Recommendation and Character Reference Policy ("Policy") establishes the terms, conditions, and procedures governing requests for letters of recommendation and character references from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
+This Letter of Recommendation and Character Reference Policy ("Policy") establishes the terms, conditions, and procedures governing requests for letters of recommendation and character references from NHCarrigan ("we," "us," "our," or "the Company"). This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference.

 ### 1.2. Service Availability and Eligibility

@@ -68,25 +68,7 @@ This Policy applies to:

 **IMPORTANT: Letters of recommendation and character references are FREE services provided EXCLUSIVELY to active members of our community. These services are NOT available to the general public or individuals who are not actively engaged in our community.**

-**Eligibility Criteria:**
-**(a)** **REQUIRED**: Requesters MUST be active, engaged members of our community with demonstrated participation, such as:
-    **(i)** Active participation in our mentorship programme;
-    **(ii)** Regular, ongoing community engagement in our Discord server or other community platforms;
-    **(iii)** Active volunteer work or contribution to community projects;
-    **(iv)** Sustained, meaningful interaction demonstrating active community membership;
-    **(v)** Professional collaboration or work relationship within our community context;
-**(b)** We will verify community membership and activity before accepting any recommendation request;
-**(c)** We reserve the right to decline requests from individuals who are not active community members, regardless of other factors;
-**(d)** Casual acquaintanceship or minimal interaction does NOT qualify as active membership;
-**(e)** We will not provide recommendations for individuals we have not directly interacted with or who lack active community connection.
-
-**Not an Active Community Member?**
-
-If you are not currently an active member of our community but are interested in accessing recommendation services, we encourage you to join our Discord community and become an active participant. Active community membership involves regular engagement, participation in discussions, and meaningful contribution to our community.
-
-**Join our Discord community:** [https://chat.nhcarrigan.com](https://chat.nhcarrigan.com)
-
-Once you have established active community membership through regular participation and engagement, you will be eligible to request recommendation services. We look forward to welcoming you to our community!
+For comprehensive eligibility requirements, eligibility criteria, and information about becoming an active community member, please refer to our [Community Membership Eligibility Policy](/about/community-membership-eligibility).

 ### 3.2. Request Information Requirements

@@ -182,7 +164,7 @@ Once you have established active community membership through regular participat
 **(a)** We may limit the number of recommendations provided to the same requester within a specified time period;
 **(b)** Multiple simultaneous requests from the same requester may be consolidated or prioritized at our discretion;
 **(c)** We reserve the right to decline requests if we determine recommendation provision would be excessive or burdensome;
-**(d)** Requesters should coordinate multiple recommendation needs to minimize burden and ensure timely completion.
+**(d)** Requesters should coordinate multiple recommendation needs to minimise burden and ensure timely completion.

 ### 6.3. Prohibited Uses

@@ -237,7 +219,7 @@ For questions about this Policy or recommendation requests:

 **Subject Line:** Recommendation Policy Inquiry - [Brief Description]

-**Response Time:** Within 48 hours for Policy-related inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.2. Request Status Inquiries

@@ -247,7 +229,7 @@ For questions about the status of submitted recommendation requests:

 **Subject Line:** Recommendation Request Status - [Your Name]

-**Response Time:** Within 48 hours for status inquiries
+**Response Time:** See our [Contact Policy](/about/contact) for response time expectations.

 ### 9.3. General Contact

@@ -62,6 +62,12 @@ The Company reserves the right to refuse any project or contract that it determi

 ### 4.3. Continuous Monitoring

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 The Company shall continuously monitor the environmental impact of its ongoing operations and projects, making adjustments as necessary to remain aligned with its sustainability goals.

 ## 5. Legal and Ethical Compliance
@@ -19,19 +19,7 @@ Our community is built upon the following core principles:

 ### 1.3. Legal Framework and Policy Integration

-This Code operates within and supplements our comprehensive legal and policy framework, including:
-
-**(a)** **Terms of Service**: Fundamental legal relationship and user obligations;
-
-**(b)** **Acceptable Use Policy**: Detailed prohibited activities and usage restrictions;
-
-**(c)** **Content and Moderation Policy**: Comprehensive content standards and moderation procedures;
-
-**(d)** **Privacy Policy**: Data protection and privacy rights;
-
-**(e)** **Limitation of Liability and Indemnification Policy**: Legal protections and risk allocation;
-
-**(f)** **All other applicable legal policies**: Export control, service level agreements, and specialised policies.
+This Code operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Acceptable Use Policy, Content and Moderation Policy, Limitation of Liability and Indemnification Policy, and all applicable legal protections by reference.

 **IMPORTANT**: Where this Code overlaps with our comprehensive legal policies, users are subject to both sets of requirements. For detailed enforcement procedures, content moderation standards, and legal protections, refer to the applicable specialised policies incorporated by reference.

@@ -229,10 +217,10 @@ Community Members are required to:

 #### 5.1.1. Available Reporting Methods
 Community Members can report Code of Conduct violations through the following channels:
+- **Incident Report Form** (Preferred): Submit reports through our official Incident Report Form: https://forms.nhcarrigan.com/o/docs/forms/t7CYeYS4uyUuLiKFatoEvs/4
 - **Discord Reporting**: Type `@Moderator` in any channel to alert Community Leaders
 - **Direct Communication**: Contact any Community Leader through private messages
 - **Email Contact**: Submit reports to contact@nhcarrigan.com
- **Anonymous Reporting**: Use designated anonymous reporting forms where available

 #### 5.1.2. Information to Include in Reports
 Effective reports should include:
@@ -248,11 +236,11 @@ Effective reports should include:

 #### 5.2.1. Initial Response Protocol
 Upon receiving a report, Community Leaders will:
- Acknowledge receipt within 24 hours when possible
+- Acknowledge receipt within 7-10 business days when possible
 - Conduct an initial assessment of the report's severity and scope
 - Take immediate protective measures if necessary to ensure community safety
 - Recuse any Community Leaders who have conflicts of interest in the matter
- Begin formal investigation procedures within 72 hours
+- Begin formal investigation procedures within 7-10 business days

 #### 5.2.2. Investigation Standards
 All investigations will adhere to the following standards:
@@ -534,7 +522,7 @@ Violations of advertising and promotion restrictions will be addressed through:

 #### 9.1.1. English as Primary Language
 The official language of Our Community is English, and all community interactions, discussions, and contributions should be conducted in English to ensure:
- Clear communication among all community members
+- Clear communication amongst all community members
 - Effective moderation and community management
 - Consistency across all community platforms and activities
 - Accessibility for the broadest range of community members
@@ -0,0 +1,186 @@
+---
+title: Fan Art Guidelines
+---
+
+## 1. Introduction and Purpose
+
+### 1.1. Welcome to Our Fan Art Community!
+
+Are you interested in creating art for our lovely Naomi? We absolutely love seeing creative interpretations of our characters and would be thrilled to feature your work! These guidelines will help you understand what we're looking for and how to submit your creations.
+
+### 1.2. Scope
+
+These guidelines apply to:
+- Fan art of Naomi and her various designs
+- Fan art of Original Characters (OCs) shared in our #characters channel (Naomi's OCs)
+- Any artistic interpretations of our characters and community
+
+## 2. Content Guidelines
+
+### 2.1. Content Standards
+
+#### 2.1.1. Family-Friendly Public Submissions
+
+For art that will be shared in our public spaces (such as our fan art channel), we maintain family-friendly standards:
+
+**(a)** **No Obscene or NSFW Content**: Public submissions must be appropriate for all audiences. We want to show your work off to everyone!
+
+**(b)** **Original Works Only**: Please no AI-generated content. We want to see your original works! If Naomi wanted AI-generated art, she would generate it herself.
+
+**(c)** **Creative Freedom**: You are free to give Naomi whatever outfit you would like. Refer to our reference channel for reference images to get an idea of her style.
+
+#### 2.1.2. NSFW Content Policy
+
+We understand that some artists may wish to create mature content featuring our characters. We have the following policy for such works:
+
+**(a)** **DM Submission Required**: NSFW works must be sent to us via direct message (DM) only. Do not post NSFW content in any public channels.
+
+**(b)** **Private Appreciation**: While we appreciate all artistic interpretations, NSFW works will not be shared in our public spaces as we are a family-friendly community.
+
+**(c)** **Respectful Content**: Even for private submissions, we reserve the right to decline content that we find inappropriate or that violates our community standards.
+
+**(d)** **Recognition**: Accepted NSFW submissions will still qualify for the role!
+
+### 2.2. Original Characters (OCs)
+
+We have a dedicated **#characters** channel where Naomi shares her Original Characters! You are welcome and encouraged to create fan art of these OCs as well. When creating art of Naomi's OCs:
+
+**(a)** **Respect Character Design**: Please respect the original character designs and creator intentions.
+
+**(b)** **Follow Same Guidelines**: All content guidelines (family-friendly for public, NSFW via DM only) apply to OC fan art as well.
+
+## 3. Reference Materials and Resources
+
+### 3.1. Available Reference Materials
+
+#### 3.1.1. Reference Images
+
+We maintain reference images in our Discord reference channel. These images can help you understand Naomi's style, color palette, and design elements.
+
+### 3.2. Important Disclaimer About Reference Materials
+
+:::warning[AI-Generated Reference Materials Disclaimer]
+**Please be aware that our current reference sheets and other visual assets are AI-generated. This is a temporary situation.**
+
+We operate at a significant loss and do not currently have the budget to commission proper, human-created art for all of our reference materials. However, we are committed to replacing these AI-generated assets with proper commissioned art as funds become available.
+
+**How You Can Help:**
+
+- **Financial Support**: If you would like to help us replace our AI-generated assets with proper art, you can donate at [donate.nhcarrigan.com](https://donate.nhcarrigan.com). All donations help us work toward commissioning proper reference art.
+
+- **Art Donations**: We would be absolutely thrilled to accept donated art to replace our AI-generated assets! If you're interested in creating reference art or other assets for us, please reach out via DM to discuss.
+
+We appreciate your understanding and patience as we work to improve our resources. Our goal is to have all human-created, properly commissioned art, and we're working toward that goal every day.
+:::
+
+## 4. Submission Process
+
+### 4.1. How to Submit Your Art
+
+#### 4.1.1. Public Submissions (Family-Friendly Content)
+
+To submit family-friendly fan art for public sharing:
+
+1. **Create Your Art**: Follow the guidelines above to ensure your work meets our standards.
+
+2. **DM Your Submission**: Send your artwork to Naomi directly via DM.
+
+3. **Review Process**: If accepted, your art will be shared in our fan art channel (with full credit - you will be tagged in the post).
+
+4. **Recognition**: Accepted submissions will receive a special role recognizing your contribution!
+
+#### 4.1.2. Private Submissions (NSFW Content)
+
+For NSFW works:
+
+1. **DM Only**: Send your NSFW artwork directly to Naomi via DM.
+
+2. **Private Appreciation**: These works will be appreciated privately and will not be shared in public spaces.
+
+3. **No Public Sharing**: Please do not post NSFW content in any public channels, even if you think it might be acceptable.
+
+4. **Recognition**: Accepted submissions will still qualify for the role!
+
+### 4.2. What Happens After Submission
+
+#### 4.2.1. Review Timeline
+
+We review submissions as quickly as possible, but please be patient. We want to give each piece the attention it deserves!
+
+#### 4.2.2. Acceptance and Sharing
+
+If your public submission is accepted:
+- Your art will be posted in our fan art channel
+- You will be tagged and credited in the post
+- You will receive a special role recognizing your contribution
+- We may share your work on other platforms (with credit)
+
+#### 4.2.3. If Your Submission Isn't Accepted
+
+If we decline a submission, we'll do our best to explain why. Common reasons include:
+- Content doesn't meet our family-friendly standards (for public submissions)
+- Quality concerns (though we appreciate all skill levels!)
+- Copyright or intellectual property issues
+- Other community guideline violations
+
+We're always happy to provide feedback and work with artists to create content that fits our community!
+
+## 5. Rights and Permissions
+
+### 5.1. Artist Rights and Rights Transfer
+
+**(a)** **Rights Transfer**: By submitting your art to us, you transfer the rights to your creation to us. This transfer occurs upon submission and acceptance of your work.
+
+**(b)** **Credit Always Given**: We will always credit you when sharing your work, even though rights have been transferred.
+
+**(c)** **Usage Rights**: Once rights are transferred, we have the right to use, display, share, and distribute your submitted artwork in our community spaces and on other platforms with proper credit.
+
+### 5.2. Character Rights
+
+**(a)** **Character Ownership**: Naomi and other official characters remain the property of NHCarrigan.
+
+**(b)** **Fan Art Rights**: Creating fan art is generally considered fair use, but please be respectful of the characters and community.
+
+**(c)** **Commercial Use**: If you're interested in commercial use of our characters, please contact us to discuss licensing.
+
+## 6. Community Support and Appreciation
+
+### 6.1. We Love Your Art!
+
+We genuinely appreciate every piece of art created for our community. Whether it's a quick sketch or a detailed masterpiece, your creativity and effort mean the world to us!
+
+### 6.2. Growing Together
+
+We're always working to improve our resources and support for artists. As we grow and develop better reference materials (see our disclaimer above), we hope to make it even easier for artists to create amazing fan art!
+
+### 6.3. Questions or Concerns?
+
+If you have any questions about these guidelines, the submission process, or anything else related to fan art, please don't hesitate to reach out via DM or ask in our community channels!
+
+---
+
+## Summary: Quick Reference
+
+**✅ DO:**
+- Create original, family-friendly art for public sharing
+- DM your submissions to Naomi
+- Feel free to be creative with outfits and styles
+- Create art of Naomi's OCs from our #characters channel
+- Send NSFW works via DM only (they won't be shared publicly)
+
+**❌ DON'T:**
+- Submit AI-generated content
+- Post NSFW content in public channels
+- Disrespect character designs when making OC fan art
+- Submit content that violates our community standards
+
+**📝 Remember:**
+- Reference materials are currently AI-generated (temporary!)
+- You can help us get proper art by donating or creating art donations
+- By submitting art, you transfer rights to your creation to us
+- We always credit artists when sharing their work
+- Questions? Just ask!
+
+---
+
+*Thank you for your interest in creating art for our community! We can't wait to see what you create!*
@@ -35,7 +35,7 @@ We believe that community members are the ultimate experts on their own experien

 ### 1.4. Legal Framework Integration

-This Policy operates within our comprehensive legal and policy framework, including our Terms of Service, Privacy Policy, Community Code of Conduct, and Community Leadership and Governance Policy, all of which are incorporated herein by reference.
+This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Community Leadership and Governance Policy, and all applicable legal protections by reference.

 ## 2. Feedback Channels and Communication Systems

@@ -44,10 +44,10 @@ This Policy operates within our comprehensive legal and policy framework, includ
 #### 2.1.1. Daily and Ongoing Feedback Channels

 **Open Communication Channels:**
- Dedicated feedback forum channels accessible to all community members for ongoing input and suggestions
-  - Community: `#community-feedback` forum channel on Discord
-  - Products: `#bug-reports` or `#feature-requests` forum channel on Discord
-  - Policies: `#policy-ideation` forum channel on Discord
+- Dedicated feedback forum categories accessible to all community members for ongoing input and suggestions
+  - Community: [Community Feedback](https://support.nhcarrigan.com/c/community-feedback/8) category on our support forum
+  - Products: [Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) or [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7) categories on our support forum
+  - Policies: [Policy Ideation](https://support.nhcarrigan.com/c/policy-ideation/9) category on our support forum
 - Direct messaging opportunities with community leadership for individual concerns and suggestions
 - Public discussion forums for community-wide conversation about policies and improvements

@@ -60,6 +60,12 @@ This Policy operates within our comprehensive legal and policy framework, includ

 #### 2.1.2. Scheduled Feedback Collection

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 **Monthly Community Input Sessions:**
 - Structured community meetings focused on specific policy areas or community improvements
 - Rotating focus areas ensuring comprehensive coverage of community operations and policies
@@ -208,7 +214,7 @@ When immediate policy changes are necessary for community safety:
 - **Regular policy effectiveness surveys** gathering community input on how well policies are meeting their intended objectives
 - **Community impact assessment** evaluating policy effects on different community groups and addressing unintended consequences
 - **Policy modification processes** incorporating community feedback and assessment results into ongoing policy improvement
- **Community success metrics** developed collaboratively to measure progress toward shared community goals and values
+- **Community success metrics** developed collaboratively to measure progress towards shared community goals and values

 ## 5. Special Consultation and Participation Programs

@@ -222,7 +228,7 @@ When immediate policy changes are necessary for community safety:
 - **Cultural competency** in consultation design and facilitation to encourage authentic participation from diverse community members
 - **Language and accessibility support** removing barriers to participation for community members with diverse needs

-**Specialized Advisory Groups:**
+**Specialised Advisory Groups:**
 - **Rotating advisory panels** including community members from diverse backgrounds and experience levels
 - **Issue-specific consultation groups** bringing together community members with relevant expertise or lived experience
 - **Accessibility advisory groups** providing ongoing input on inclusion and accommodation needs and improvements
@@ -236,12 +242,41 @@ When immediate policy changes are necessary for community safety:
 - **Peer review and community refinement** processes helping improve community-driven proposals through collaborative development
 - **Implementation support** for community-approved initiatives including resource allocation and ongoing assistance

-**Community Organizing and Advocacy:**
+**Community Organising and Advocacy:**
 - **Community organising support** for members who want to advocate for specific changes or improvements
 - **Coalition building assistance** helping community members with shared interests collaborate effectively on improvement initiatives
 - **Advocacy training and resources** empowering community members to effectively participate in governance and change processes
 - **Community campaign support** for democratic initiatives that build broad community support for positive changes

+#### 5.1.3. Demographic Self-Identification
+
+**Voluntary Self-Identification Process:**
+- **Anonymous demographic self-identification form** enabling community members to voluntarily share demographic information to help us understand community diversity and identify participation barriers
+- **New member onboarding requirement** all new community members are encouraged to complete the self-identification form when joining the community
+- **Annual demographic update** all community members are encouraged to complete the self-identification form at the start of each calendar year to measure demographic trends and changes over time
+- **Complete anonymity** all responses are completely anonymous and aggregated for statistical analysis only; individual responses cannot be linked to specific community members
+
+**Purpose and Use:**
+- **Demographic diversity assessment** understanding the diversity of our community across various dimensions including age, geographic location, language, gender identity, sexual orientation, race/ethnicity, disability status, neurodivergence, and socioeconomic background
+- **Participation barrier identification** identifying barriers to engagement affecting different demographic groups
+- **Feedback system evaluation** ensuring feedback systems and participation opportunities effectively reach and engage diverse community members
+- **Accessibility improvement** measuring progress toward inclusive representation and identifying areas where accessibility and accommodation efforts need enhancement
+- **Trend measurement** tracking demographic changes and trends over time to understand community evolution
+
+**Privacy and Confidentiality:**
+- **Complete anonymity** no identifying information is collected; responses cannot be linked to individual community members
+- **Aggregated analysis only** all data is used only in aggregate form for statistical analysis and community improvement purposes
+- **Voluntary participation** participation is completely voluntary; all questions include a "Prefer not to answer" option
+- **Secure data handling** all demographic data is stored securely and handled in accordance with our Privacy Policy and applicable data protection laws
+
+**Self-Identification Form:**
+Community members can complete the anonymous self-identification form at: https://forms.nhcarrigan.com/o/docs/forms/p7fkz5yJN9GKrQjw5zhX6U/4
+
+**Completion Requirements:**
+- **New members:** All new community members are encouraged to complete the self-identification form as part of the onboarding process
+- **Annual updates:** All community members are encouraged to complete the self-identification form at the start of each calendar year (January) to help us measure demographic trends and changes over time
+- **Voluntary nature:** While completion is encouraged, participation remains completely voluntary and anonymous
+
 ### 5.2. Crisis and Emergency Community Consultation

 #### 5.2.1. Emergency Response Input
@@ -267,7 +302,7 @@ When immediate policy changes are necessary for community safety:
 #### 6.1.1. Individual Feedback Acknowledgment

 **Personal Response Commitments:**
- **Acknowledgment within 48 hours** for all individual feedback submissions and policy input
+- **Acknowledgment within 7-10 business days** for all individual feedback submissions and policy input
 - **Detailed responses within 14 days** addressing specific concerns, suggestions, and questions raised by community members
 - **Follow-up communication** ensuring community members feel heard and providing updates on how their input is being considered
 - **Personal consultation opportunities** for community members who need additional discussion or clarification about their feedback
@@ -280,6 +315,12 @@ When immediate policy changes are necessary for community safety:

 #### 6.1.2. Community-Wide Response Communication

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 **Public Feedback Summaries:**
 - **Monthly summary reports** highlighting community feedback themes, concerns, and suggestions received
 - **Response action reports** detailing how community feedback has influenced policies, decisions, and community improvements
@@ -614,7 +614,7 @@ When platform features allow:
 #### 7.5.1. Respectful Responses to Warnings
 Community members should demonstrate respect for content warning practices by:
 - **Taking Warnings Seriously**: Never mock, dismiss, or minimise the importance of content warnings
- **Individual Needs Recognition**: Understanding that warning needs vary among individuals
+- **Individual Needs Recognition**: Understanding that warning needs vary amongst individuals
 - **Gracious Compliance**: Accepting requests for additional warnings without defensiveness
 - **Supportive Behaviour**: Encouraging and normalising content warning usage

@@ -645,7 +645,7 @@ Conflicts, disagreements, and differences of opinion represent natural and inevi
 #### 8.1.2. Restorative Justice Principles
 Our conflict resolution approach emphasises:
 - **Relationship Repair**: Focus on healing and strengthening community relationships
- **Mutual Understanding**: Encouraging empathy and perspective-taking among conflicting parties
+- **Mutual Understanding**: Encouraging empathy and perspective-taking amongst conflicting parties
 - **Learning Opportunities**: Using conflicts as chances for personal and community growth
 - **Collaborative Solutions**: Seeking win-win outcomes that address underlying needs and concerns
 - **Community Strengthening**: Leveraging conflict resolution to build more resilient community bonds
@@ -700,7 +700,7 @@ When emotions run high or productive communication becomes difficult:

 **Recognition Signs:**
 - Increasing emotional intensity or defensive responses
- Circular arguments without progress toward resolution
+- Circular arguments without progress towards resolution
 - Personal attacks or escalatory language
 - Diminishing ability to listen or consider alternative perspectives

@@ -732,8 +732,8 @@ When direct communication fails to resolve conflicts, community-supported mediat
 Community members serving as mediators should:
 - **Maintain Neutrality**: Avoid taking sides or advocating for specific outcomes
 - **Facilitate Communication**: Help parties express themselves clearly and listen effectively
- **Encourage Understanding**: Promote empathy and perspective-taking among parties
- **Focus on Solutions**: Guide discussions toward constructive problem-solving
+- **Encourage Understanding**: Promote empathy and perspective-taking amongst parties
+- **Focus on Solutions**: Guide discussions towards constructive problem-solving
 - **Respect Confidentiality**: Maintain privacy about mediation discussions unless agreed otherwise

 ### 8.5. Staff Intervention and Escalation
@@ -926,7 +926,7 @@ When community enjoyment becomes consistently problematic:
 **Issue Recognition:**
 - Multiple members reporting similar negative experiences
 - Consistent patterns of conflict or dissatisfaction
- Declining participation or enthusiasm among established members
+- Declining participation or enthusiasm amongst established members
 - Feedback indicating community culture issues

 **Systemic Solutions:**
@@ -951,7 +951,7 @@ Our community adopts a permissive approach to mini-moderation, recognising its v
 Appropriate mini-moderation includes:

 **Welcoming and Integration Support:**
- Gently guiding new members toward understanding community norms and expectations
+- Gently guiding new members towards understanding community norms and expectations
 - Providing helpful information about community resources, channels, or practices
 - Offering assistance with platform-specific features or navigation
 - Sharing educational resources about community policies or inclusive practices
@@ -1043,7 +1043,7 @@ When mini-moderation becomes necessary:

 **Indirect Redirection:**
 - Model appropriate behaviour without explicitly correcting others
- Redirect conversations toward constructive directions through your own contributions
+- Redirect conversations towards constructive directions through your own contributions
 - Ask clarifying questions that encourage reflection rather than making direct accusations
 - Provide positive alternatives that naturally guide discussions in better directions

@@ -12,7 +12,7 @@ This Community Leadership and Governance Policy (hereinafter referred to as "the

 Our community leadership operates on the following foundational principles:

-**(a)** **Servant Leadership**: Leaders serve the community rather than wielding authority for personal benefit;
+**(a)** **Servant Leadership**: Leaders serve the community rather than wielding authority for personal benefit. For a comprehensive explanation of servant leadership principles and how they apply to all staff roles, see [Staff Role Definition and Principles](/staff/handbook#22-staff-role-definition-and-principles) in the Staff Handbook;

 **(b)** **Transparency**: Decision-making processes and rationales are clearly communicated to the community;

@@ -60,7 +60,7 @@ Our community leadership operates through a structured hierarchy designed to ens

 - **Moderators**: Front-line community moderation and member support
 - **Mentors**: New member guidance and peer support programmes
- **Subject Matter Experts**: Specialized knowledge and educational support
+- **Subject Matter Experts**: Specialised knowledge and educational support
 - **Technical Contributors**: Development support and technical expertise for community platforms and tools
 - **Quality Assurance Coordinator**: Testing and quality control for community platforms and resources
 - **Data and Analytics Coordinator**: Community metrics analysis and reporting
@@ -271,7 +271,7 @@ Our community leadership operates through a structured hierarchy designed to ens

 **Data and Analytics Coordinator:**

- Collect and analyze community engagement metrics and participation data
+- Collect and analyse community engagement metrics and participation data
 - Prepare regular reports on community health, growth trends, and member satisfaction
 - Manage community surveys and feedback analysis for leadership decision-making
 - Support leadership team with data insights and trend identification
@@ -319,7 +319,7 @@ Our community leadership operates through a structured hierarchy designed to ens
 - Monitor member satisfaction and engagement levels across the community
 - Mediate minor conflicts and facilitate communication between members
 - Collect member feedback and suggestions for community improvements
- Maintain positive relationships and foster sense of belonging among community members
+- Maintain positive relationships and foster sense of belonging amongst community members

 **Documentation Support Technicians:**

@@ -311,6 +311,12 @@ Nomination form can be found at https://forms.nhcarrigan.com/o/docs/forms/to2oFo

 #### 6.2.2. Representative Recognition Outcomes

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 **Demographic Equity Monitoring:**
 - Regular assessment of recognition distribution across different community demographic groups
 - Proactive outreach to ensure recognition opportunities reach all community segments
@@ -389,6 +395,12 @@ Nomination form can be found at https://forms.nhcarrigan.com/o/docs/forms/to2oFo

 #### 9.1.1. Continuous Improvement Process

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 **Monthly Program Assessment:**
 - Recognition programme effectiveness evaluation and participant satisfaction assessment
 - Recognition distribution analysis to ensure equity and inclusive representation
@@ -153,6 +153,11 @@ You can also reach out to us in our Discord community: https://chat.nhcarrigan.c

 ### 4.1. Finding an Issue

+**For Team Members:** All properly triaged tickets that are ready to be worked on are available on our **Staff Tickets** project board: https://git.nhcarrigan.com/nhcarrigan/-/projects/2
+
+Team members should refer to this project board to find tickets that are ready for work.
+
+**For All Contributors:**
 1. Navigate to the project's issue tracker.
 2. Browse open issues or use filters to find tasks that interest you.
 3. Read the issue description thoroughly to understand the requirements and context.
@@ -540,7 +545,7 @@ Help improve the project's stability by:
 Foster a welcoming and inclusive community by:

 - Welcoming new contributors and helping them get started
- Organizing or participating in community events or meetups
+- Organising or participating in community events or meetups
 - Promoting the project on social media or relevant forums
 - Helping to moderate community discussions

@@ -566,7 +571,7 @@ If you have connections or experience in this area:

 - Help identify potential sponsors or grants
 - Assist with writing grant applications
- Organize fundraising events or campaigns
+- Organise fundraising events or campaigns

 Or even make a donation yourself!

@@ -6,443 +6,633 @@ We use very specific labels to help categorise our issues. This page explains wh

 ## 1. Contribution Labels

-These are the most important. These labels indicate who is encouraged to make a pull request to resolve the issue.
+These are the most important. These labels indicate who is encouraged to make a pull request to resolve the issue. All contributions are limited to our volunteer staff team members.

 ### 1.1. `contribute: good first issue`

 #### 1.1.1. Purpose

-Identifies issues suitable for contributors who are new to the project.
+Identifies issues suitable for team members who are learning a new codebase.

 #### 1.1.2. Characteristics

-Does not require prior knowledge of the codebase. Issues with this label should include a detailed description of the implementation process.
+Does not require prior knowledge of the codebase. Issues with this label should include a detailed description of the implementation process to help team members get familiar with the project structure.

 #### 1.1.3. Expectations

-Contributors are responsible for ensuring their work complies with the project's licensing terms and contribution guidelines.
+Team members are responsible for ensuring their work complies with the project's licensing terms and contribution guidelines.

 ### 1.2. `contribute: help wanted`

 #### 1.2.1. Purpose

-Indicates issues open for contribution from any interested party.
+Indicates issues open for any team member to grab and work on.

 #### 1.2.2. Characteristics

-Typically assumes prior experience with the codebase. As such, issues may not include a detailed implementation description.
+Open to all volunteer staff team members. May assume some familiarity with the codebase, and issues may not include a detailed implementation description.

 #### 1.2.3. Expectations

-Contributors should review and adhere to the project's contribution guidelines and code of conduct before submitting work on these issues.
+Team members should review and adhere to the project's contribution guidelines and code of conduct before submitting work on these issues.

 ### 1.3. `contribute: staff only`

 #### 1.3.1. Purpose

-Designates issues restricted to project maintainers or staff due to specific access requirements.
+Designates issues restricted to executive leadership due to specific access requirements or strategic decisions.

 #### 1.3.2. Characteristics

-Requires access to production infrastructure for proper testing and implementation. As such, limited to authorised project maintainers and staff.
+Requires executive-level access, decision-making authority, or involves strategic project direction. Limited to authorised executive leadership team members.

 #### 1.3.3. Expectations

-Staff members working on these issues must adhere to all relevant confidentiality agreements, data protection policies, and internal security protocols.
+Executive leadership members working on these issues must adhere to all relevant confidentiality agreements, data protection policies, and internal security protocols.

 ### 1.4. Disclaimer

-Labels are assigned based on the project maintainers' best judgement but may not guarantee the exact level of difficulty or access requirements for every contributor. Contributors should use their discretion and communicate with project maintainers if they have any doubts about their ability to address an issue or comply with any associated legal requirements.
+Labels are assigned based on the project maintainers' best judgement but may not guarantee the exact level of difficulty or access requirements for every team member. Team members should use their discretion and communicate with project maintainers if they have any doubts about their ability to address an issue or comply with any associated legal requirements.

-## 2. Aspect Labels
+## 2. Points Labels

-These labels indicate the scope of the work required to resolve the issue.
+Points labels indicate the complexity and effort required to resolve an issue. This helps with capacity planning and workload distribution across the team.

-### 2.1. `aspect: code`
+### 2.1. `points: 1`

 #### 2.1.1. Purpose

-Identifies issues requiring changes to the project's codebase.
+Identifies very simple issues that require minimal effort and complexity.

 #### 2.1.2. Characteristics

-Involves direct modification to the project's source code. Familiarity with the languages and libraries used is expected.
+Straightforward tasks that can typically be completed quickly. Examples include minor text corrections, simple configuration changes, or very small bug fixes.

 #### 2.1.3. Expectations

-Contributors must ensure their code changes comply with the project's coding standards, license terms, and any applicable software patents or copyrights.
+Team members should be able to complete these issues with minimal review time. These are ideal for quick wins and maintaining project momentum.

-### 2.2. `aspect: dx`
+### 2.2. `points: 2`

 #### 2.2.1. Purpose

-Indicates issues related to improving the project's tooling and development workflow.
+Designates simple issues that require a bit more thought or investigation.

 #### 2.2.2. Characteristics

-May include changes to automated tests, development dependencies, build processes, etc. Understanding of the development workflows is expected.
+Slightly more complex than 1-point issues but still relatively straightforward. May involve understanding a small portion of the codebase or making changes across a few files.

 #### 2.2.3. Expectations

-Changes to tooling or dependencies must be compatible with the project's overall licensing strategy and not introduce conflicts with existing terms.
+These issues should be approachable for most team members and can serve as good learning opportunities.

-### 2.3. `aspect: interface`
+### 2.3. `points: 3`

 #### 2.3.1. Purpose

-Designates issues that affect the end-user's experience with the project.
+Indicates moderate complexity issues that require more substantial work.

 #### 2.3.2. Characteristics

-May require changes in the code, particularly in front-end components. Can include visual modifications like CSS changes or image updates. Understanding of the end-user experience expected.
+Requires understanding multiple parts of the codebase or implementing features with several components. May involve testing, documentation, and coordination with other parts of the system.

 #### 2.3.3. Expectations

-Contributors must ensure they have the necessary rights to any visual assets introduced or modified. Changes should comply with accessibility standards and regulations where applicable.
+Team members should have some familiarity with the codebase before tackling these issues. May require more thorough review and testing.

-### 2.4. `aspect: text`
+### 2.4. `points: 5`

 #### 2.4.1. Purpose

-Identifies issues related to the project's documentation.
+Identifies complex issues that require significant effort and expertise.

 #### 2.4.2. Characteristics

-Typically does not require code changes. Proficiency in technical writing is a must.
+Involves substantial changes to the codebase, multiple components, or deep understanding of system architecture. May require refactoring, architectural decisions, or integration with external systems.

 #### 2.4.3. Expectations

-Contributors must ensure the accuracy of the information provided in documentation updates. Documentation changes should adhere to any applicable style guides and licensing terms.
+These issues typically require experienced team members and may involve multiple review cycles. Proper planning and discussion may be necessary before implementation.

-### 2.5. Disclaimer
+### 2.5. `points: 8`

-Aspect labels are assigned based on the primary focus of the issue but may not encompass all potential areas of impact. Contributors are encouraged to consider potential cross-aspect effects of their work and discuss these with project maintainers when in doubt. The project maintainers reserve the right to reassign aspect labels or request additional changes if the submitted work does not align with the intended scope of the issue.
+#### 2.5.1. Purpose

-## 3. Goal Labels
+Designates very complex issues that require extensive work and deep expertise.

-These labels indicate the primary objective of the issue, reflecting our project's modular approach. They help contributors understand the nature and scope of the changes they'll be making.
+#### 2.5.2. Characteristics

-### 3.1. `goal: addition`
+Major features, significant refactoring, or complex architectural changes. Often involves multiple team members or requires breaking down into smaller sub-tasks.
+
+#### 2.5.3. Expectations
+
+These issues should be carefully planned and may need to be broken down into smaller, manageable pieces. Typically assigned to experienced team members with relevant expertise.
+
+### 2.6. `points: 13`
+
+#### 2.6.1. Purpose
+
+Indicates extremely complex issues that represent major undertakings.
+
+#### 2.6.2. Characteristics
+
+Epic-level work that significantly impacts the project. Often requires breaking down into multiple smaller issues or involves substantial architectural changes.
+
+#### 2.6.3. Expectations
+
+These issues should always be broken down into smaller, trackable pieces. Requires careful planning, coordination, and likely involvement from multiple team members or executive leadership.
+
+### 2.7. Disclaimer
+
+Points are assigned based on the project maintainers' assessment of complexity and effort required. Actual time and effort may vary based on individual team member experience, unexpected complications, or changing requirements. Points should be used as a guide for planning and capacity management, not as strict time estimates.
+
+## 3. Time Labels
+
+Time labels indicate the expected number of days a developer should allocate for working on an issue. These help with sprint planning and workload management.
+
+### 3.1. `time: <1 day`

 #### 3.1.1. Purpose

-Identifies issues that involve adding a new feature to the project.
+Identifies issues that can be completed in less than one day of focused work.

 #### 3.1.2. Characteristics

-Typically involves creating new code files. Understanding of how different modules in the project integrate with each other is expected.
+Quick fixes, minor updates, or simple tasks that don't require extensive development time. Typically aligns with 1-2 point issues.

 #### 3.1.3. Expectations

-Contributors must ensure that new features do not infringe on existing patents or copyrights. New code should be compatible with the project's existing license. If introducing third-party libraries or dependencies, their licenses must be compatible with the project's license.
+These issues should be completable within a single work session. Ideal for maintaining project momentum and addressing quick wins.

-### 3.2. `goal: fix`
+### 3.2. `time: 1 day`

 #### 3.2.1. Purpose

-Designates issues aimed at fixing bugs in the project.
+Designates issues that require approximately one full day of development work.

 #### 3.2.2. Characteristics

-Typically involves editing code within existing files. Scope should be kept to the specific bug - separate contributions should be made for unrelated bugs.
+Moderate tasks that can be completed in a focused day of work. May include some investigation, implementation, and basic testing.

 #### 3.2.3. Expectations

-Bug fixes should not introduce new legal issues or licensing conflicts. Contributors should document the nature of the bug and the fix for future reference and potential legal compliance (e.g., security vulnerabilities).
+Team members should be able to complete these issues within a single day, accounting for review time and potential minor revisions.

-### 3.3. `goal: improvement`
+### 3.3. `time: 2-3 days`

 #### 3.3.1. Purpose

-Indicates issues that expand upon or enhance existing features.
+Indicates issues requiring two to three days of development effort.

 #### 3.3.2. Characteristics

-Usually involves adding code to existing files. Scope should be kept to the existing feature.
+More substantial work that involves multiple components, thorough testing, or deeper investigation. May require coordination with other team members.

 #### 3.3.3. Expectations

-Improvements should maintain compatibility with existing licenses and legal obligations. If the improvement significantly changes the functionality, consider if additional legal reviews or updates to user agreements are necessary.
+These issues should be planned across multiple days, allowing time for implementation, testing, review cycles, and potential revisions.

-### 3.4. Disclaimer
+### 3.4. `time: 4-5 days`

-While goal labels provide guidance on the nature of the task, the actual work required may vary or expand beyond the initial scope. Contributors are encouraged to communicate with project maintainers if they believe a different approach or additional changes are necessary to achieve the goal. The project maintainers reserve the right to request modifications or additional work to ensure that contributions align with the project's goals, standards, and legal requirements.
+#### 3.4.1. Purpose

-## 4. Priority Labels
+Identifies issues that require approximately one week of development work.

-Priority labels indicate the importance assigned to specific issues by the project maintainers. These labels help guide resource allocation and set expectations for resolution timeframes.
+#### 3.4.2. Characteristics

-### 4.1. `priority: critical`
+Complex features or significant changes that require careful implementation, extensive testing, and multiple review cycles.
+
+#### 3.4.3. Expectations
+
+These issues should be allocated sufficient time for thorough development and review. May benefit from breaking down into smaller sub-tasks for better tracking.
+
+### 3.5. `time: 1-2 weeks`
+
+#### 3.5.1. Purpose
+
+Designates issues requiring one to two weeks of focused development effort.
+
+#### 3.5.2. Characteristics
+
+Major features or substantial refactoring that requires careful planning, implementation across multiple areas, and comprehensive testing.
+
+#### 3.5.3. Expectations
+
+These issues should be carefully planned and may need to be broken down into smaller, trackable milestones. Requires coordination and regular check-ins with the team.
+
+### 3.6. `time: >2 weeks`
+
+#### 3.6.1. Purpose
+
+Indicates issues that require more than two weeks of development work.
+
+#### 3.6.2. Characteristics
+
+Epic-level work or major architectural changes that significantly impact the project. Often involves multiple team members and extensive planning.
+
+#### 3.6.3. Expectations
+
+These issues must be broken down into smaller, manageable pieces. Require careful project management, regular milestones, and coordination across the team.
+
+### 3.7. Disclaimer
+
+Time estimates are based on typical development scenarios and may vary based on individual team member experience, unexpected complications, review cycles, or changing requirements. Time labels should be used as a guide for planning and should be adjusted based on actual progress and circumstances.
+
+## 4. Aspect Labels
+
+These labels indicate the scope of the work required to resolve the issue.
+
+### 4.1. `aspect: code`

 #### 4.1.1. Purpose

-Identifies issues requiring immediate attention due to their severe impact on project usability.
+Identifies issues requiring changes to the project's codebase.

 #### 4.1.2. Characteristics

-Require urgent resolution to restore project functionality. Experience with the project is a must, to avoid delays from long review processes.
+Involves direct modification to the project's source code. Familiarity with the languages and libraries used is expected.

 #### 4.1.3. Expectations

-May involve security vulnerabilities or critical bugs that could lead to legal liabilities if not addressed promptly. Resolution of these issues may need to be reported to relevant stakeholders or authorities in certain cases (e.g., data protection regulators for security breaches).
+Contributors must ensure their code changes comply with the project's coding standards, license terms, and any applicable software patents or copyrights.

-### 4.2. `priority: high`
+### 4.2. `aspect: dx`

 #### 4.2.1. Purpose

-Designates important issues that, while not preventing basic functionality, are impeding further development.
+Indicates issues related to improving the project's tooling and development workflow.

 #### 4.2.2. Characteristics

-Not critical for current project operation but blocking future progress. Require prompt attention to unblock development efforts.
+May include changes to automated tests, development dependencies, build processes, etc. Understanding of the development workflows is expected.

 #### 4.2.3. Expectations

-May involve compliance deadlines or contractual obligations that need to be met. Could impact project timelines, potentially affecting agreements with stakeholders or clients.
+Changes to tooling or dependencies must be compatible with the project's overall licensing strategy and not introduce conflicts with existing terms.

-### 4.3. `priority: medium`
+### 4.3. `aspect: interface`

 #### 4.3.1. Purpose

-Indicates issues that need resolution as soon as possible but are not blocking other development.
+Designates issues that affect the end-user's experience with the project.

 #### 4.3.2. Characteristics

-Important for project improvement but not critical for current functionality. Should be addressed in a timely manner but with less urgency than high-priority issues.
+May require changes in the code, particularly in front-end components. Can include visual modifications like CSS changes or image updates. Understanding of the end-user experience expected.

 #### 4.3.3. Expectations

-May involve improvements to user experience or accessibility, which could have legal implications if neglected long-term. Could relate to optimisations that affect performance guarantees or service level agreements.
+Contributors must ensure they have the necessary rights to any visual assets introduced or modified. Changes should comply with accessibility standards and regulations where applicable.

-### 4.4. `priority: low`
+### 4.4. `aspect: text`

 #### 4.4.1. Purpose

-Represents issues that should be resolved but are not considered urgent.
+Identifies issues related to the project's documentation.

 #### 4.4.2. Characteristics

-Desirable improvements or minor issues that don't significantly impact project functionality.
+Typically does not require code changes. Proficiency in technical writing is a must.

 #### 4.4.3. Expectations

-While not urgent, neglecting these issues over time could lead to technical debt or gradual degradation of project quality, potentially affecting long-term compliance or user satisfaction.
+Contributors must ensure the accuracy of the information provided in documentation updates. Documentation changes should adhere to any applicable style guides and licensing terms.

-### 4.5. `priority: none`
+### 4.5. Disclaimer

-#### 4.5.1. Purpose
+Aspect labels are assigned based on the primary focus of the issue but may not encompass all potential areas of impact. Contributors are encouraged to consider potential cross-aspect effects of their work and discuss these with project maintainers when in doubt. The project maintainers reserve the right to reassign aspect labels or request additional changes if the submitted work does not align with the intended scope of the issue.

-Identifies "nice-to-have" issues that are not essential for project functionality or immediate development goals.
+## 5. Goal Labels

-#### 4.5.2. Characteristics
+These labels indicate the primary objective of the issue, reflecting our project's modular approach. They help contributors understand the nature and scope of the changes they'll be making.

-Not critical enough to dedicate maintainer time for resolution. Often left for community contributors or future consideration.
-
-#### 4.5.3. Expectations
-
-While not prioritised, maintainers should periodically review these issues to ensure they haven't become more significant over time, potentially accruing legal or compliance risks.
-
-### 4.6. Disclaimer
-
-Priority labels reflect the project maintainers' current assessment and may be subject to change. The presence of a lower-priority label does not diminish the importance of the issue or the value of contributions addressing it. Contributors should communicate with maintainers if they believe an issue's priority should be reassessed due to new information or changing circumstances.
-
-## 5. Status Labels
-
-Status labels indicate the current stage of an issue in the project lifecycle. These labels help manage workflow and set expectations for contributors and users.
-
-### 5.1. `status: awaiting triage`
+### 5.1. `goal: addition`

 #### 5.1.1. Purpose

-Identifies newly created issues that have not yet been reviewed by the maintainer team.
+Identifies issues that involve adding a new feature to the project.

 #### 5.1.2. Characteristics

-Should be applied to issues when they are opened.
+Typically involves creating new code files. Understanding of how different modules in the project integrate with each other is expected.

 #### 5.1.3. Expectations

-Contributors should be aware that engaging with these issues is at their own discretion, as the project team has not yet evaluated them. Maintainers should establish a reasonable timeframe for initial triage to manage expectations and potential liability.
+Contributors must ensure that new features do not infringe on existing patents or copyrights. New code should be compatible with the project's existing license. If introducing third-party libraries or dependencies, their licenses must be compatible with the project's license.

-### 5.2. `status: blocked`
+### 5.2. `goal: fix`

 #### 5.2.1. Purpose

-Indicates issues with a planned resolution that depend on the completion of another issue.
+Designates issues aimed at fixing bugs in the project.

 #### 5.2.2. Characteristics

-Not yet ready for work but expected to be addressed in the future.
+Typically involves editing code within existing files. Scope should be kept to the specific bug - separate contributions should be made for unrelated bugs.

 #### 5.2.3. Expectations

-Maintainers should clearly document dependencies to avoid potential conflicts or misunderstandings. Regular review of blocked issues is advisable to prevent indefinite delays that could impact project timelines or contractual obligations.
+Bug fixes should not introduce new legal issues or licensing conflicts. Contributors should document the nature of the bug and the fix for future reference and potential legal compliance (e.g., security vulnerabilities).

-### 5.3. `status: discarded`
+### 5.3. `goal: improvement`

 #### 5.3.1. Purpose

-Designates issues that the project team does not intend to resolve.
+Indicates issues that expand upon or enhance existing features.

 #### 5.3.2. Characteristics

-Typically applied to feature requests that don't align with project goals.
+Usually involves adding code to existing files. Scope should be kept to the existing feature.

 #### 5.3.3. Expectations

-Clearly communicate the rationale for discarding issues to manage user expectations and maintain transparency. Ensure that discarded issues don't conflict with any promised features or contractual obligations.
+Improvements should maintain compatibility with existing licenses and legal obligations. If the improvement significantly changes the functionality, consider if additional legal reviews or updates to user agreements are necessary.

-### 5.4. `status: discontinued`
+### 5.4. Disclaimer

-#### 5.4.1. Purpose
+While goal labels provide guidance on the nature of the task, the actual work required may vary or expand beyond the initial scope. Contributors are encouraged to communicate with project maintainers if they believe a different approach or additional changes are necessary to achieve the goal. The project maintainers reserve the right to request modifications or additional work to ensure that contributions align with the project's goals, standards, and legal requirements.

-Applies to feature requests for projects in maintenance mode.
+## 6. Priority Labels

-#### 5.4.2. Characteristics
+Priority labels indicate the importance assigned to specific issues by the project maintainers. These labels help guide resource allocation and set expectations for resolution timeframes.

-Indicates no new features will be added, but bug fixes and support continue.
-
-#### 5.4.3. Expectations
-
-Clearly communicate the project's maintenance status to manage user expectations and potential liability. Ensure that discontinuation doesn't breach any ongoing support agreements or licenses.
-
-### 5.5. `status: label work required`
-
-#### 5.5.1. Purpose
-
-Indicates issues that need proper labelling and categorisation.
-
-#### 5.5.2. Characteristics
-
-May have ongoing discussions but lack appropriate classification.
-
-#### 5.5.3. Expectations
-
-Proper labelling is crucial for efficient project management and may have implications for compliance tracking and reporting. Establish clear guidelines for labelling to ensure consistency and avoid potential misunderstandings.
-
-### 5.6. `status: ready for dev`
-
-#### 5.6.1. Purpose
-
-Signifies issues that are ready for contribution.
-
-#### 5.6.2. Characteristics
-
-May have an assigned contributor who has expressed interest.
-
-#### 5.6.3. Expectations
-
-Clearly communicate contribution guidelines and any legal requirements (e.g., Contributor Covenant) to potential contributors. Ensure that collaborative efforts are managed in compliance with project licenses and contributor agreements.
-
-### 5.7. `status: ticket work required`
-
-#### 5.7.1. Purpose
-
-Indicates issues lacking sufficient information for proper triage.
-
-#### 5.7.2. Characteristics
-
-Often paired with Conversation Labels for further clarification.
-
-#### 5.7.3. Expectations
-
-Establish clear guidelines for required information to avoid potential misunderstandings or misdirected efforts. Be mindful of data privacy when requesting additional information from issue reporters.
-
-### 5.8. Disclaimer
-
-Status labels reflect the current assessment of the project team and may change as circumstances evolve. While the project team strives to maintain accurate status labels, contributors and users should communicate with maintainers if they notice any discrepancies or have questions about an issue's status.
-
-## 6. Conversation Labels
-
-Conversation labels indicate that an issue has received initial maintainer attention but requires further discussion or information before proceeding. These labels help manage communication and ensure all necessary information is gathered before taking action.
-
-### 6.1. `talk: discussion`
+### 6.1. `priority: critical`

 #### 6.1.1. Purpose

-Identifies issues that are under active discussion but have not yet been accepted for resolution.
+Identifies issues requiring immediate attention due to their severe impact on project usability.

 #### 6.1.2. Characteristics

-Ongoing dialogue between maintainers, contributors, and/or users. May involve debates about feature requests, implementation strategies, or project direction.
+Require urgent resolution to restore project functionality. Experience with the project is a must, to avoid delays from long review processes.

 #### 6.1.3. Expectations

-Ensure discussions remain constructive and adhere to the project's code of conduct. Be cautious about making commitments or promises during discussions that could create legal obligations. Document key decisions and rationales to maintain transparency and provide a record for future reference.
+May involve security vulnerabilities or critical bugs that could lead to legal liabilities if not addressed promptly. Resolution of these issues may need to be reported to relevant stakeholders or authorities in certain cases (e.g., data protection regulators for security breaches).

-### 6.2. `talk: question`
+### 6.2. `priority: high`

 #### 6.2.1. Purpose

-Indicates issues waiting on additional information from the author for proper triage.
+Designates important issues that, while not preventing basic functionality, are impeding further development.

 #### 6.2.2. Characteristics

-Requires clarification or more details from the issue creator. Cannot proceed with triage or resolution until the requested information is provided.
+Not critical for current project operation but blocking future progress. Require prompt attention to unblock development efforts.

 #### 6.2.3. Expectations

-Clearly communicate what information is needed and why it's necessary. Be mindful of data privacy when requesting additional information. Establish and communicate timeframes for expected responses to manage the issue lifecycle efficiently.
+May involve compliance deadlines or contractual obligations that need to be met. Could impact project timelines, potentially affecting agreements with stakeholders or clients.

-### 6.3. Disclaimer
+### 6.3. `priority: medium`

-Conversation labels indicate ongoing dialogue and do not guarantee that an issue will be implemented or resolved in a specific manner. Participants should understand that project priorities and decisions may change based on new information or project direction.
+#### 6.3.1. Purpose

-## 7. Pull Request Labels
+Indicates issues that need resolution as soon as possible but are not blocking other development.

-Pull Request (PR) labels are used to indicate the current status of pull requests and guide contributors through the review and merge process.
+#### 6.3.2. Characteristics

-### 7.1. `pull: merge conflict`
+Important for project improvement but not critical for current functionality. Should be addressed in a timely manner but with less urgency than high-priority issues.
+
+#### 6.3.3. Expectations
+
+May involve improvements to user experience or accessibility, which could have legal implications if neglected long-term. Could relate to optimisations that affect performance guarantees or service level agreements.
+
+### 6.4. `priority: low`
+
+#### 6.4.1. Purpose
+
+Represents issues that should be resolved but are not considered urgent.
+
+#### 6.4.2. Characteristics
+
+Desirable improvements or minor issues that don't significantly impact project functionality.
+
+#### 6.4.3. Expectations
+
+While not urgent, neglecting these issues over time could lead to technical debt or gradual degradation of project quality, potentially affecting long-term compliance or user satisfaction.
+
+### 6.5. `priority: none`
+
+#### 6.5.1. Purpose
+
+Identifies "nice-to-have" issues that are not essential for project functionality or immediate development goals.
+
+#### 6.5.2. Characteristics
+
+Not critical enough to dedicate maintainer time for resolution. Often left for future consideration or when team capacity allows.
+
+#### 6.5.3. Expectations
+
+While not prioritised, maintainers should periodically review these issues to ensure they haven't become more significant over time, potentially accruing legal or compliance risks.
+
+### 6.6. Disclaimer
+
+Priority labels reflect the project maintainers' current assessment and may be subject to change. The presence of a lower-priority label does not diminish the importance of the issue or the value of contributions addressing it. Contributors should communicate with maintainers if they believe an issue's priority should be reassessed due to new information or changing circumstances.
+
+## 7. Status Labels
+
+Status labels indicate the current stage of an issue in the project lifecycle. These labels help manage workflow and set expectations for contributors and users.
+
+### 7.1. `status: awaiting triage`

 #### 7.1.1. Purpose

-Indicates that the pull request has conflicts with the target branch.
+Identifies newly created issues that have not yet been reviewed by the maintainer team.

 #### 7.1.2. Characteristics

-Conflicts need to be resolved before the PR can be reviewed or merged. May require action from the original contributor or project maintainers.
+Should be applied to issues when they are opened.

 #### 7.1.3. Expectations

-Clearly communicate the responsibility for resolving conflicts (e.g., whether it's the contributor's or maintainer's role). Ensure that conflict resolution doesn't introduce unintended changes or legal issues (e.g., license conflicts).
+Contributors should be aware that engaging with these issues is at their own discretion, as the project team has not yet evaluated them. Maintainers should establish a reasonable timeframe for initial triage to manage expectations and potential liability.

-### 7.2. `pull: ready for review`
+### 7.2. `status: blocked`

 #### 7.2.1. Purpose

-Signifies that the pull request is not in draft mode and is awaiting maintainer review.
+Indicates issues with a planned resolution that depend on the completion of another issue.

 #### 7.2.2. Characteristics

-PR has been submitted as complete and ready for evaluation. Maintainers should prioritise reviewing these PRs.
+Not yet ready for work but expected to be addressed in the future.

 #### 7.2.3. Expectations

-Ensure contributors understand that "ready for review" doesn't guarantee acceptance or merging. Maintain clear review criteria and communicate them to contributors.
+Maintainers should clearly document dependencies to avoid potential conflicts or misunderstandings. Regular review of blocked issues is advisable to prevent indefinite delays that could impact project timelines or contractual obligations.

-### 7.3. `pull: requires update`
+### 7.3. `status: discarded`

 #### 7.3.1. Purpose

-Indicates that the maintainer team has requested changes to the pull request.
+Designates issues that the project team does not intend to resolve.

 #### 7.3.2. Characteristics

-Feedback has been provided, and updates are needed before further review or merging. Requires action from the contributor to address the requested changes.
+Typically applied to feature requests that don't align with project goals.

 #### 7.3.3. Expectations

+Clearly communicate the rationale for discarding issues to manage user expectations and maintain transparency. Ensure that discarded issues don't conflict with any promised features or contractual obligations.
+
+### 7.4. `status: discontinued`
+
+#### 7.4.1. Purpose
+
+Applies to feature requests for projects in maintenance mode.
+
+#### 7.4.2. Characteristics
+
+Indicates no new features will be added, but bug fixes and support continue.
+
+#### 7.4.3. Expectations
+
+Clearly communicate the project's maintenance status to manage user expectations and potential liability. Ensure that discontinuation doesn't breach any ongoing support agreements or licenses.
+
+### 7.5. `status: label work required`
+
+#### 7.5.1. Purpose
+
+Indicates issues that need proper labelling and categorisation.
+
+#### 7.5.2. Characteristics
+
+May have ongoing discussions but lack appropriate classification.
+
+#### 7.5.3. Expectations
+
+Proper labelling is crucial for efficient project management and may have implications for compliance tracking and reporting. Establish clear guidelines for labelling to ensure consistency and avoid potential misunderstandings.
+
+### 7.6. `status: ready for dev`
+
+#### 7.6.1. Purpose
+
+Signifies issues that are ready for contribution.
+
+#### 7.6.2. Characteristics
+
+May have an assigned contributor who has expressed interest.
+
+#### 7.6.3. Finding Ready-to-Work Tickets
+
+All properly triaged tickets with the `status: ready for dev` label are available on our **Staff Tickets** project board: https://git.nhcarrigan.com/nhcarrigan/-/projects/2
+
+Team members should refer to this project board to find tickets that are ready to be worked on.
+
+#### 7.6.4. Expectations
+
+Clearly communicate contribution guidelines and any legal requirements (e.g., Contributor Covenant) to potential contributors. Ensure that collaborative efforts are managed in compliance with project licenses and contributor agreements.
+
+### 7.7. `status: ticket work required`
+
+#### 7.7.1. Purpose
+
+Indicates issues lacking sufficient information for proper triage.
+
+#### 7.7.2. Characteristics
+
+Often paired with Conversation Labels for further clarification.
+
+#### 7.7.3. Expectations
+
+Establish clear guidelines for required information to avoid potential misunderstandings or misdirected efforts. Be mindful of data privacy when requesting additional information from issue reporters.
+
+### 7.8. Disclaimer
+
+Status labels reflect the current assessment of the project team and may change as circumstances evolve. While the project team strives to maintain accurate status labels, contributors and users should communicate with maintainers if they notice any discrepancies or have questions about an issue's status.
+
+## 8. Conversation Labels
+
+Conversation labels indicate that an issue has received initial maintainer attention but requires further discussion or information before proceeding. These labels help manage communication and ensure all necessary information is gathered before taking action.
+
+### 8.1. `talk: discussion`
+
+#### 8.1.1. Purpose
+
+Identifies issues that are under active discussion but have not yet been accepted for resolution.
+
+#### 8.1.2. Characteristics
+
+Ongoing dialogue between maintainers, contributors, and/or users. May involve debates about feature requests, implementation strategies, or project direction.
+
+#### 8.1.3. Expectations
+
+Ensure discussions remain constructive and adhere to the project's code of conduct. Be cautious about making commitments or promises during discussions that could create legal obligations. Document key decisions and rationales to maintain transparency and provide a record for future reference.
+
+### 8.2. `talk: question`
+
+#### 8.2.1. Purpose
+
+Indicates issues waiting on additional information from the author for proper triage.
+
+#### 8.2.2. Characteristics
+
+Requires clarification or more details from the issue creator. Cannot proceed with triage or resolution until the requested information is provided.
+
+#### 8.2.3. Expectations
+
+Clearly communicate what information is needed and why it's necessary. Be mindful of data privacy when requesting additional information. Establish and communicate timeframes for expected responses to manage the issue lifecycle efficiently.
+
+### 8.3. Disclaimer
+
+Conversation labels indicate ongoing dialogue and do not guarantee that an issue will be implemented or resolved in a specific manner. Participants should understand that project priorities and decisions may change based on new information or project direction.
+
+## 9. Pull Request Labels
+
+Pull Request (PR) labels are used to indicate the current status of pull requests and guide contributors through the review and merge process.
+
+### 9.1. `pull: merge conflict`
+
+#### 9.1.1. Purpose
+
+Indicates that the pull request has conflicts with the target branch.
+
+#### 9.1.2. Characteristics
+
+Conflicts need to be resolved before the PR can be reviewed or merged. May require action from the original contributor or project maintainers.
+
+#### 9.1.3. Expectations
+
+Clearly communicate the responsibility for resolving conflicts (e.g., whether it's the contributor's or maintainer's role). Ensure that conflict resolution doesn't introduce unintended changes or legal issues (e.g., license conflicts).
+
+### 9.2. `pull: ready for review`
+
+#### 9.2.1. Purpose
+
+Signifies that the pull request is not in draft mode and is awaiting maintainer review.
+
+#### 9.2.2. Characteristics
+
+PR has been submitted as complete and ready for evaluation. Maintainers should prioritise reviewing these PRs.
+
+#### 9.2.3. Expectations
+
+Ensure contributors understand that "ready for review" doesn't guarantee acceptance or merging. Maintain clear review criteria and communicate them to contributors.
+
+### 9.3. `pull: requires update`
+
+#### 9.3.1. Purpose
+
+Indicates that the maintainer team has requested changes to the pull request.
+
+#### 9.3.2. Characteristics
+
+Feedback has been provided, and updates are needed before further review or merging. Requires action from the contributor to address the requested changes.
+
+#### 9.3.3. Expectations
+
 Clearly document requested changes to maintain transparency and avoid misunderstandings. Consider setting timeframes for updates to manage the PR lifecycle effectively.

-### 7.4. Disclaimer
+### 9.4. Disclaimer

 The presence of these labels does not guarantee that a pull request will be merged. All contributions must still meet the project's quality standards, guidelines, and legal requirements.

-## 8. Continuous Improvement
+## 10. Continuous Improvement

 We encourage all project participants to provide feedback on our labelling system. If you have suggestions for improvements or notice any inconsistencies, please reach out to us in our [Discord community](https://chat.nhcarrigan.com).

-## 9. Legal Notice
+## 11. Legal Notice

 This labels documentation is provided for informational purposes and to facilitate project management. It does not constitute a legal agreement. All contributions to the project must comply with the project's license, contributor agreement (if applicable), and relevant laws and regulations.

@@ -1,428 +0,0 @@
---
-title: Server Setup
---
-
-**ESTABLISHING SERVER CONFIGURATION STANDARDS AND SECURITY REQUIREMENTS**
-
-## 1. INTRODUCTION AND LEGAL FRAMEWORK
-
-### 1.1. Policy Overview
-
-This Server Setup Documentation (hereinafter referred to as "the Documentation") establishes mandatory standards, procedures, and security requirements for configuring remote servers used to host projects maintained by our organisation. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Security Policy, and all applicable legal protections by reference.
-
-### 1.2. Scope and Applicability
-
-This Documentation applies to all remote servers used to host projects, services, or infrastructure maintained by our organisation. All personnel responsible for server configuration, deployment, or maintenance must comply with the standards set forth in this Documentation.
-
-**IMPORTANT: Non-compliance with server security and configuration standards set forth in this Documentation may result in security vulnerabilities, service disruptions, or other serious consequences. All server administrators must strictly adhere to these requirements.**
-
-### 1.3. Security and Compliance Requirements
-
-Server configuration must comply with:
- Our Security Policy and security standards
- Applicable data protection and privacy regulations
- Industry best practices for server security
- All relevant legal and regulatory requirements
-
-## 2. PROVISIONING A SERVER
-
-We use DigitalOcean as our provider. Regardless of your choice, provision a new VPS using the **latest Ubuntu LTS version**. Add your `ssh` key AND Naomi's `ssh` key in the setup process.
-
-## 3. SETTING UP USER ACCOUNTS
-
-You should never run applications on root. SSH into the new VPS to prepare your user.
-
-### 3.1. Creating the User Account
-
-You'll need to set a password for the `root` account first.
-
-```bash
-passwd
-```
-
-Once you have set a password, ensure that you have provided it to Naomi to store in the vault.
-
-Create an `NHCarrigan` user for our organisation.
-
-```bash
-adduser NHCarrigan
-```
-
-Set a **different** password, and provide that to Naomi as well. For all of the user information, use the default blank values.
-
-Add the new user to the sudoers file.
-
-```bash
-usermod -aG sudo NHCarrigan
-```
-
-Then sync the SSH keys so we can authenticate as that user.
-
-```bash
-rsync --archive --chown=NHCarrigan:NHCarrigan ~/.ssh /home/NHCarrigan
-```
-
-While you are there, set the timezone for the server to our business' local timezone.
-
-```bash
-sudo timedatectl set-timezone America/Los_Angeles
-```
-
-## 4. PREPARING FOR WEB REQUESTS
-
-To prepare the server to receive web requests, you'll need to follow a few steps.
-
-### 4.1. SSL Certificate Configuration
-
-:::note
-If the Firewall has been set up, you'll need to temporarily allow port 80 for the certificate to generate.
-:::
-
-We use LetsEncrypt to provision our SSL certificates. If it is not installed, install it with:
-
-```bash
-sudo snap install --classic certbot
-```
-
-Then link the snap to our `usr` directory.
-
-```bash
-sudo ln -s /snap/bin/certbot /usr/bin/certbot
-```
-
-Generate a certificate with:
-
-```bash
-sudo certbot certonly --standalone
-```
-
-And allow applications to read it:
-
-```bash
-sudo chmod -R a+rwx /etc/letsencrypt
-```
-
-When you need to renew the certificate:
-
-```bash
-sudo certbot renew
-```
-
-### 4.2. NGINX Configuration
-
-All requests should be routed through NGINX. At no point should an application run directly on ports 80 or 443.
-
-Install NGINX:
-
-```bash
-sudo apt-get install nginx
-```
-
-Edit the configuration file:
-
-```bash
-sudo emacs /etc/nginx/conf.d/server.conf
-```
-
-Use this template to set up a reverse proxy on the standard HTTPS port 443:
-
-```nginx
-server {
-    listen 443 ssl;
-    server_name subdomain.domain.tld;
-    ssl_certificate /etc/letsencrypt/live/subdomain.domain.tld/fullchain.pem;
-    ssl_certificate_key /etc/letsencrypt/live/subdomain.domain.tld/privkey.pem;
-
-    location / {
-        proxy_set_header Host $host;
-        proxy_pass https://127.0.0.1:port;
-        proxy_redirect off;
-    }
-}
-```
-
-Validate that the config is correct with:
-
-```bash
-sudo nginx -t
-```
-
-If so, restart NGINX to apply the changes:
-
-```bash
-sudo systemctl restart nginx
-```
-
-## 5. SECURING THE SERVER
-
-We have a minimum level of security that is required on ALL of our servers. This section should not be treated as the best effort, but as the minimal requirements to comply with our policies.
-
-### 5.1. Firewall Configuration
-
-We use `ufw` as our firewall. First, enable the SSH port.
-
-```bash
-sudo ufw allow "OpenSSH"
-```
-
-Then, allow the standard HTTPS port and **deny** the standard HTTP port.
-
-```bash
-sudo ufw deny http
-sudo ufw allow https
-```
-
-Enable the firewall. You may get dropped from the SSH connection.
-
-```bash
-sudo ufw enable
-```
-
-### 5.2. Fail2Ban Configuration
-
-We also use Fail2Ban to block IP addresses which fail to make requests too often.
-
-Install the tool:
-
-```bash
-sudo apt-get install fail2ban
-```
-
-Configure the NGINX jail in `/etc/fail2ban/jail.d/nginx-auth.conf`:
-
-```ini
-[nginx-auth]
-enabled = true
-filter = nginx-auth
-logpath = /var/log/nginx/access.log
-maxretry = 3
-findtime = 86400
-bantime = 86400
-```
-
-Configure the NGINX filter in `/etc/fail2ban/filter.d/nginx-auth.conf`:
-
-```ini
-[Definition]
-failregex = ^<HOST> - .* \[.*\] ".*" (4\d{2}) .*$
-```
-
-Because we use Cloudflare, you'll need to grab the original IP for all requests. Start by creating a file to store Cloudflare's IPs.
-
-```bash
-sudo touch /etc/nginx/cloudflare_ips.conf
-```
-
-Then create your script:
-
-```bash
-nano ~/update_cf_ips.sh
-```
-
-```bash
-#!/bin/bash
-
-# Create a temporary file
-temp_file=$(mktemp)
-
-# Download IPv4 ranges and format each line
-curl -s https://www.cloudflare.com/ips-v4 | while read ip; do
-    echo "set_real_ip_from $ip;" >> "$temp_file"
-done
-
-# Download IPv6 ranges and format each line
-curl -s https://www.cloudflare.com/ips-v6 | while read ip; do
-    echo "set_real_ip_from $ip;" >> "$temp_file"
-done
-
-# Add the real_ip_header directive
-echo "real_ip_header CF-Connecting-IP;" >> "$temp_file"
-
-# Replace the old file with the new one
-sudo mv "$temp_file" /etc/nginx/cloudflare_ips.conf
-
-# Test Nginx configuration
-sudo nginx -t
-
-# If the test is successful, reload Nginx
-if [ $? -eq 0 ]; then
-    sudo systemctl reload nginx
-    echo "Nginx configuration updated and reloaded successfully."
-else
-    echo "Nginx configuration test failed. Please check your configuration."
-fi
-```
-
-Make it executable and run it:
-
-```bash
-sudo chmod +x update_cf_ips.sh
-sudo ./update_cf_ips.sh
-```
-
-If it runs as expected, set it up to run on a CRON.
-
-```bash
-sudo crontab -e
-```
-
-```bash
-0 3 * * 1 ~/update_cf_ips.sh
-```
-
-Then, update the `/etc/nginx/nginx.conf` to use all of this new logic. This goes at the end of your `http` directive block.
-
-```nginx
-# Look at the real IP, not the cloudflare IP.
-include /etc/nginx/cloudflare_ips.conf;
-
-log_format custom_format '$remote_addr - $remote_user [$time_local] '
-                        '"$request" $status $body_bytes_sent '
-                        '"$http_referer" "$http_user_agent" '
-                        '"$http_x_forwarded_for"';
-
-access_log /var/log/nginx/access.log custom_format;
-```
-
-Confirm the NGINX configuration is correct:
-
-```bash
-sudo nginx -t
-```
-
-Then restart everything.
-
-```bash
-sudo systemctl restart nginx
-sudo systemctl restart fail2ban
-```
-
-To view banned IPs:
-
-```bash
-sudo fail2ban-client status nginx-auth
-```
-
-And to unban them:
-
-```bash
-sudo fail2ban-client set nginx-auth unbanip <ip>
-```
-
-## 6. UPLOADING PROJECTS
-
-To upload a project, you should **not** use `git` to clone the project to the machine. Instead, start by cloning the project to your local environment and navigating to the directory:
-
-```bash
-git clone <url>
-cd /path/to/project
-```
-
-Then sync the project up to the machine, ignoring any installed packages.
-
-```bash
-rsync -av --exclude='node_modules' ./ <server name>:/home/NHCarrigan/<project directory>
-```
-
-## 7. RUNNING PROJECTS
-
-Now you are ready to start running the project.
-
-### 7.1. Node.js Setup
-
-Most of our projects will run on Node. For a new machine, you'll need to set that up.
-
-We use `nvm` to manage Node versions. Fetch and run the install script:
-
-```bash
-curl -o- https://raw.githubusercontent.com/nvm-sh/nvm/v0.37.2/install.sh | bash
-```
-
-The script will automatically update the `.bashrc` file to load `nvm` into the PATH. Reload that:
-
-```bash
-source ~/.bashrc
-```
-
-Install the long-term support Node version.
-
-```bash
-nvm install --lts
-```
-
-This should automatically set it as the default. When updating, be sure to remove any older versions!
-
-Finally, install `pnpm` as the package manager.
-
-```bash
-npm i -g pnpm
-```
-
-### 7.2. PM2 Process Management
-
-All of our processes run with PM2 to allow for monitoring and auto-restarts. You'll need to install it.
-
-```bash
-pnpm i -g pm2
-```
-
-To start a project, use this template:
-
-```bash
-pm2 start '<script>' --name '<name>'
-```
-
-Then run `pm2 save` to save the application list.
-
-## 8. LIMITATION OF LIABILITY AND DISCLAIMERS
-
-### 8.1. Reference to Comprehensive Liability Framework
-
-**IMPORTANT: Comprehensive liability limitations, damage exclusions, and maximum liability caps are set forth in our Limitation of Liability and Indemnification Policy, which is incorporated herein by reference.**
-
-### 8.2. Server Configuration Disclaimer
-
-This Documentation establishes mandatory security and configuration standards. However, compliance with these standards does not guarantee:
-
- Complete protection against all security threats or vulnerabilities
- Uninterrupted service availability or performance
- Compatibility with all applications or use cases
- Protection against all forms of attack or compromise
-
-### 8.3. Security Disclaimer
-
-While this Documentation establishes security requirements, server administrators are responsible for:
-
- Implementing additional security measures appropriate to their specific threat environment
- Regularly updating and patching all software and dependencies
- Monitoring server logs and security alerts
- Responding promptly to security incidents
- Maintaining compliance with all applicable security regulations and standards
-
-### 8.4. Third-Party Services and Tools
-
-This Documentation references various third-party services, tools, and software packages. Our organisation:
-
- Does not guarantee the security, availability, or functionality of third-party services
- Is not responsible for issues arising from the use of third-party tools or services
- Recommends that administrators review third-party licenses, terms of service, and security practices
- Does not provide support for third-party tools beyond what is necessary for project functionality
-
-### 8.5. Technical Accuracy Disclaimer
-
-While we strive to maintain accurate and current information in this Documentation, technical standards, software versions, and security best practices evolve continuously. Server administrators are responsible for:
-
- Verifying current software versions and compatibility
- Adapting configurations to their specific system requirements
- Ensuring compliance with current security standards and regulations
- Consulting additional resources for the most current security recommendations
-
-## 9. CONCLUSION
-
-This Server Setup Documentation establishes mandatory standards and procedures for configuring remote servers used to host projects maintained by our organisation. Strict adherence to these requirements is essential for maintaining security, reliability, and compliance with our organisational policies and legal obligations.
-
-All personnel responsible for server configuration, deployment, or maintenance must familiarise themselves with and comply with the requirements set forth in this Documentation. Questions about server configuration requirements or security standards should be directed to appropriate technical leadership through designated communication channels.
-
---
-
-*For questions about server configuration requirements or to suggest improvements, please contact technical leadership through the designated channels outlined in our Security Policy.*
@@ -12,10 +12,12 @@ This Style Guide (hereinafter referred to as "the Guide") establishes mandatory

 ### 1.2. Scope and Applicability

-This Guide applies to all code contributions, regardless of contributor status, project type, or development context. All contributors are required to comply with the standards set forth in this Guide.
+This Guide applies to all code contributions to NHCarrigan-maintained repositories, regardless of contributor status. All contributors to our projects are required to comply with the standards set forth in this Guide.

 **IMPORTANT: Non-compliance with this Guide may result in rejection of contributions, requests for modification, or other appropriate actions as determined by project maintainers.**

+**Note for Mentorship Programme Participants:** This Guide governs contributions to NHCarrigan-maintained repositories only. It does not apply to your flagship project. Your flagship project is your own intellectual property, and you are entirely free to set your own style standards, choose your own licence, and use your own copyright attribution.
+
 ### 1.3. Legal Compliance and Intellectual Property

 All code contributions must comply with:
@@ -1,54 +0,0 @@
---
-title: Naomi's VTubing Setup
---
-
-Naomi uses her VTuber model for all of her client meetings, as well as streaming. Getting the software to work on Linux is a bit of a nightmare, so this page documents how she does so.
-
-## 1. OpenSeeFace
-
-In order to track her webcamera, OpenSeeFace needs to be run independently as a native script.
-
-### 1.1. Installation
-
-This should all be done in your home `~` directory.
-
- Begin by cloning the repository:
-  - `git clone https://github.com/emilianavt/OpenSeeFace`
-  - `cd OpenSeeFace`
- You will need to prepare Python
-  - Install the packages: `yay -Sy python python-virtualenv`
-  - Prepare the environment: `virtualenv -p python3 env`
-  - Source the environment: `source env/bin/activate`
-  - Install the dependencies: `pip3 install onnxruntime opencv-python pillow numpy`
-
-### 1.2. Running
-
-```
-cd OpenSeeFace
-source env/bin/activate
-python facetracker.py -c 0 -W 1280 -H 720 --discard-after 0 --scan-every 0 --no-3d-adapt 1 --max-feature-updates 900
-```
-
-## 2. VSeeFace
-
-VSeeFace does not run natively, and will need to run with Wine.
-
-### 2.1. Installation
-
-[Download and run the installer](https://www.vseeface.icu/#download). When selecting a directory, put it in `~/VSeeFace`.
-
-### 2.2. Running
-
-```bash
-wine ~/VSeeFace/VSeeFace.exe --background-color "#00FF00"
-```
-
-The `--background-color` flag creates a green screen background to be chroma-keyed out by OBS.
-
-## 3. OBS
-
-OBS allows for virtual camera, as well as for streaming.
-
-### 3.1. Installation
-
-The `obs-studio-git` AUR package is Naomi's current installation.
@@ -8,7 +8,7 @@ title: Acceptable Use Policy

 ### 1.1. Policy Purpose

-This Acceptable Use Policy ("AUP") establishes comprehensive guidelines for the appropriate use of all services, applications, and platforms provided by NHCarrigan ("we," "us," "our," or "the Company"). This AUP supplements our Terms of Service and other applicable policies to provide detailed guidance on acceptable and prohibited usage patterns.
+This Acceptable Use Policy ("AUP") establishes comprehensive guidelines for the appropriate use of all services, applications, and platforms provided by NHCarrigan ("we," "us," "our," or "the Company"). This AUP operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, and all applicable legal protections by reference, and supplements these policies to provide detailed guidance on acceptable and prohibited usage patterns.

 ### 1.2. Scope of Application

@@ -28,19 +28,7 @@ This AUP applies to all users of our Services, including:

 ### 1.3. Integration with Other Policies

-This AUP operates in conjunction with our comprehensive policy framework:
-
-**(a)** Our Terms of Service, which establish the fundamental legal relationship;
-
-**(b)** Our Community Code of Conduct, which governs community interactions;
-
-**(c)** Our Privacy Policy, which governs data collection and processing;
-
-**(d)** Our Service Level Agreement and Warranty Disclaimer, which define service expectations and warranties;
-
-**(e)** Our Content and Moderation Policy, which establishes detailed content standards and moderation procedures;
-
-**(f)** Our Limitation of Liability and Indemnification Policy, which governs all liability and risk allocation matters;
+This AUP operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Service Level Agreement, Content and Moderation Policy, Limitation of Liability and Indemnification Policy, and all applicable legal protections by reference.

 **(g)** Our Export Control and Sanctions Compliance Policy, which governs international trade compliance;

@@ -458,6 +446,12 @@ When handling data through our services:

 ### 8.1. Monitoring and Detection

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 We employ various methods to monitor compliance with this AUP:

 **(a)** **Automated Monitoring**: Automated systems to detect prohibited activities;
@@ -524,7 +518,7 @@ Users may appeal enforcement actions through:

 **(b)** **Evidence Submission**: Opportunity to provide evidence and explanations;

-**(c)** **Independent Review**: Review by staff members not involved in the original decision;
+**(c)** **Independent Review**: Review by Team members not involved in the original decision;

 **(d)** **Corrective Actions**: Opportunity to take corrective actions to address violations;

@@ -670,17 +664,19 @@ For questions about this AUP:

 **Subject Line:** AUP Inquiry - [Brief Description]

-**Response Time:** Within 3 business days for policy clarification requests
+**Response Time:** Within 7-10 business days for policy clarification requests

 ### 11.2. Violation Reporting

 To report policy violations:

+**Incident Report Form** (Preferred): Submit reports through our official Incident Report Form: https://forms.nhcarrigan.com/o/docs/forms/t7CYeYS4uyUuLiKFatoEvs/4
+
 **Email:** abuse@nhcarrigan.com

 **Subject Line:** Policy Violation Report - [Service/Platform]

-**Response Time:** Within 24 hours for urgent safety issues, 48 hours for standard reports
+**Response Time:** Within 7-10 business days for all reports

 ### 11.3. Appeals and Disputes

@@ -700,7 +696,7 @@ For technical issues related to policy compliance:

 **Discord Community:** https://chat.nhcarrigan.com

-**Response Time:** Within 48 hours for technical support requests
+**Response Time:** Within 7-10 business days for technical support requests

 ---

@@ -30,7 +30,7 @@ This Community Growth Policy establishes ethical guidelines for how community me

 **Social Justice Alignment:**
 - **Anti-Oppression Focus**: Growth efforts that actively support marginalised communities
- **Accessibility Prioritization**: Ensuring growth includes people with diverse abilities and needs
+- **Accessibility Prioritisation**: Ensuring growth includes people with diverse abilities and needs
 - **Economic Justice**: Growth that doesn't exclude people based on economic circumstances
 - **Environmental Responsibility**: Sustainable growth practices that minimise environmental impact
 - **Democratic Participation**: Growth that strengthens rather than dilutes community democracy
@@ -84,7 +84,7 @@ This Community Growth Policy establishes ethical guidelines for how community me

 **Platform-Specific Approaches:**
 - **Discord**: Share invites thoughtfully with context about what people can expect
- **Reddit**: Participate authentically in relevant subreddits while mentioning community when appropriate
+- **Reddit**: Participate authentically in relevant subreddits whilst mentioning community when appropriate
 - **Bluesky/Twitter**: Share community content and values-aligned information with appropriate hashtags
 - **LinkedIn**: Professional content that demonstrates community values in professional contexts
 - **GitHub**: Technical contributions and documentation that showcase community technical work
@@ -117,7 +117,7 @@ This Community Growth Policy establishes ethical guidelines for how community me
 - **Accessibility Support**: Help ensure events are accessible to diverse participants
 - **Follow-Up Engagement**: Connect with new participants after events to support integration

-**Event Hosting and Organization:**
+**Event Hosting and Organisation:**
 - **Values Integration**: Ensure all events reflect and support community values
 - **Accessibility Planning**: Plan events that are accessible to people with diverse needs
 - **Inclusive Environment**: Create environments where diverse participants feel welcome
@@ -130,7 +130,7 @@ This Community Growth Policy establishes ethical guidelines for how community me
 - **Conference Participation**: Represent the community at relevant conferences and gatherings
 - **Workshop Facilitation**: Offer workshops that showcase community values and approach
 - **Panel Participation**: Participate in panels that advance community values and visibility
- **Networking Events**: Network authentically while representing community values
+- **Networking Events**: Network authentically whilst representing community values
 - **Educational Presentations**: Present about community work and impact

 **Best Practices for External Representation:**
@@ -140,7 +140,7 @@ This Community Growth Policy establishes ethical guidelines for how community me
 - **Follow-Up Systems**: Have systems in place to follow up with interested individuals
 - **Community Coordination**: Coordinate with community leadership about external representation

-## 3. ORGANIZATIONAL GROWTH STRATEGIES
+## 3. ORGANISATIONAL GROWTH STRATEGIES

 ### 3.1. Partnership Development

@@ -182,7 +182,7 @@ This Community Growth Policy establishes ethical guidelines for how community me

 **Priority Communities:**
 - **Marginalised Identities**: Prioritise outreach to communities that are underrepresented in tech and social justice spaces
- **Geographic Diversity**: Seek geographic diversity while respecting cultural differences
+- **Geographic Diversity**: Seek geographic diversity whilst respecting cultural differences
 - **Economic Accessibility**: Ensure growth includes people from diverse economic backgrounds
 - **Accessibility Needs**: Actively recruit people with disabilities and diverse accessibility needs
 - **Age Diversity**: Welcome participation across age groups and generational perspectives
@@ -198,7 +198,7 @@ This Community Growth Policy establishes ethical guidelines for how community me

 **Skill and Interest Alignment:**
 - **Technical Communities**: Outreach to technical communities interested in ethical technology
- **Social Justice Organizations**: Connection with organisations working on related social justice issues
+- **Social Justice Organisations**: Connection with organisations working on related social justice issues
 - **Gaming Communities**: Authentic participation in gaming communities with shared values
 - **Educational Institutions**: Outreach to educational communities interested in community building
 - **Professional Networks**: Engagement with professional networks focused on ethical practices
@@ -261,7 +261,7 @@ This Community Growth Policy establishes ethical guidelines for how community me
 - **Accommodation Assessment**: Assessment of accessibility needs and accommodation provision
 - **Multiple Participation Options**: Information about different ways to participate based on capacity and interest
 - **Communication Preferences**: Respect for different communication styles and preferences
- **Flexible Engagement**: Recognition that engagement levels and styles vary among community members
+- **Flexible Engagement**: Recognition that engagement levels and styles vary amongst community members
 - **Support Systems**: Connection to appropriate support systems and resources

 #### 4.1.2. Community Culture Integration
@@ -296,12 +296,12 @@ This Community Growth Policy establishes ethical guidelines for how community me
 - **Capacity Recognition**: Recognition that participation capacity varies and changes over time
 - **Rest and Recovery**: Normalization of breaks and reduced engagement periods
 - **Sustainable Volunteerism**: Sustainable approaches to volunteer engagement and responsibility
- **Well-Being Priority**: Prioritization of member well-being over community productivity
+- **Well-Being Priority**: Prioritisation of member well-being over community productivity

 #### 4.2.2. Community Evolution and Adaptation

 **Growth-Responsive Community Development:**
- **Culture Preservation**: Maintaining community culture and values while accommodating growth
+- **Culture Preservation**: Maintaining community culture and values whilst accommodating growth
 - **Structure Adaptation**: Adapting community structures to serve larger and more diverse membership
 - **Democracy Protection**: Ensuring growth doesn't undermine democratic participation and decision-making
 - **Quality Maintenance**: Maintaining community quality and values during periods of rapid growth
@@ -332,12 +332,12 @@ This Community Growth Policy establishes ethical guidelines for how community me
 - **Social Impact**: Measurement of social impact and community benefit
 - **Economic Sustainability**: Sustainable economic approaches to community operations
 - **Cultural Sustainability**: Preservation of community culture and values during growth
- **Member Well-Being**: Prioritization of member well-being in growth planning
+- **Member Well-Being**: Prioritisation of member well-being in growth planning

 #### 5.1.2. Growth Rate Management

 **Sustainable Growth Pacing:**
- **Organic Growth Priority**: Prioritization of organic growth over rapid expansion
+- **Organic Growth Priority**: Prioritisation of organic growth over rapid expansion
 - **Integration Capacity**: Growth that matches community capacity to integrate new members effectively
 - **Quality Maintenance**: Growth pacing that maintains community quality and member experience
 - **Resource Alignment**: Growth that aligns with available resources and support capacity
@@ -436,7 +436,7 @@ This Community Growth Policy establishes ethical guidelines for how community me
 **Long-Term Vision Development:**
 - **Community Vision**: Development of long-term vision for community growth and impact
 - **Strategic Planning**: Strategic planning for sustainable community development
- **Impact Goals**: Setting and working toward long-term social impact goals
+- **Impact Goals**: Setting and working towards long-term social impact goals
 - **Innovation Integration**: Planning for integration of emerging technologies and approaches
 - **Movement Contribution**: Planning for community contribution to broader social justice movements

@@ -8,7 +8,7 @@ title: Community Support Policy

 ### 1.1. Policy Statement

-This Community Support Policy establishes the framework for how community members can both seek and provide support within our community ecosystem. This policy is designed to create a safe, inclusive, and mutually supportive environment that honours our values of social justice, accessibility, and community empowerment while maintaining appropriate boundaries and safety standards.
+This Community Support Policy establishes the framework for how community members can both seek and provide support within our community ecosystem. This policy is designed to create a safe, inclusive, and mutually supportive environment that honours our values of social justice, accessibility, and community empowerment whilst maintaining appropriate boundaries and safety standards.

 ### 1.2. Integration with Community Values

@@ -24,7 +24,6 @@ This Community Support Policy establishes the framework for how community member

 This policy applies to all forms of support exchange within our community platforms, including:
 - Discord channels and direct messages
- Forums and discussion boards
 - Reddit community spaces
 - Social media interactions
 - GitHub collaborative spaces
@@ -63,10 +62,10 @@ This policy applies to all forms of support exchange within our community platfo
 - Assistance with community projects and initiatives
 - Collaborative problem-solving on shared challenges
 - Skill sharing and mentorship opportunities
- Accessibility assistance and accommodation support
+- Accessibility assistance and accommodation support (request accommodations via our [Accessibility Accommodation Request Form](https://forms.nhcarrigan.com/o/docs/forms/2FXY87PB6aaMHspcnXYCZX/4))
 - Platform-specific guidance and orientation

-#### 2.1.2. Specialized Support Areas
+#### 2.1.2. Specialised Support Areas

 **Identity-Based Support:**
 - Support groups for specific identities and experiences
@@ -101,9 +100,8 @@ This policy applies to all forms of support exchange within our community platfo
 #### 2.2.1. Identifying Appropriate Support Channels

 **Platform-Specific Guidelines:**
- **Discord**: Use designated support channels (#general-support, #tech-help) or reach out to trusted community members
 - **Discord Forums**: Create posts in appropriate forum channels with clear, descriptive titles
- **Reddit**: Utilize community-specific support threads and appropriate flair
+- **Reddit**: Utilise community-specific support threads and appropriate flair
 - **GitHub**: Use issue templates for bug reports, feature requests, and technical support
 - **Social Media**: Engage appropriately with community hashtags and threads

@@ -137,6 +135,12 @@ This policy applies to all forms of support exchange within our community platfo

 #### 2.2.3. Emergency and Crisis Support

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 **Important Limitations:**
 - Community members are **NOT** mental health professionals
 - Peer support does **NOT** replace professional mental health services
@@ -158,7 +162,7 @@ This policy applies to all forms of support exchange within our community platfo
 - **Communicate Clearly**: Share what you need and what would be helpful
 - **Be Open to Different Perspectives**: Community members bring diverse experiences and viewpoints
 - **Respect Advice Boundaries**: Understand the difference between peer support and professional advice
- **Engage Authentically**: Be genuine while maintaining appropriate privacy boundaries
+- **Engage Authentically**: Be genuine whilst maintaining appropriate privacy boundaries
 - **Follow Through**: Let supporters know how their assistance worked out when appropriate

 **Privacy and Safety:**
@@ -307,19 +311,19 @@ This policy applies to all forms of support exchange within our community platfo

 ### 4.1. Discord Support Protocols

-#### 4.1.1. Channel Organization and Usage
+#### 4.1.1. Channel Organisation and Usage

 **Designated Support Channels:**
 - **#support**: General questions and peer support requests
 - **#support-ticket**: Technical assistance and troubleshooting
- **#accessibility**: Accessibility-related assistance and resources
+- **#accessibility**: Accessibility-related assistance and resources (for accommodation requests, use our [Accessibility Accommodation Request Form](https://forms.nhcarrigan.com/o/docs/forms/2FXY87PB6aaMHspcnXYCZX/4))
 - **Identity-specific channels**: Support spaces for specific communities and identities

 **Direct Message Guidelines:**
 - **Respect Consent**: Always ask before moving support to direct messages
 - **Maintain Documentation**: Keep records of concerning interactions for staff review
 - **Escalation Protocols**: Know when and how to involve Discord moderators and staff
- **Privacy Protection**: Respect confidentiality while ensuring safety
+- **Privacy Protection**: Respect confidentiality whilst ensuring safety

 #### 4.1.2. Discord-Specific Safety Measures

@@ -335,7 +339,7 @@ This policy applies to all forms of support exchange within our community platfo

 **Post Guidelines:**
 - **Descriptive Titles**: Clear titles that indicate the type of support needed
- **Appropriate Categorization**: Use correct flairs and categories for support requests
+- **Appropriate Categorisation**: Use correct flairs and categories for support requests
 - **Privacy Considerations**: Share only what you're comfortable being public
 - **Follow-Up Responsibility**: Update threads when situations resolve or change

@@ -462,7 +466,7 @@ This policy applies to all forms of support exchange within our community platfo
 - **Resource Databases**: Comprehensive databases of professional services
 - **Referral Processes**: Clear processes for connecting people to professional help
 - **Ongoing Coordination**: Coordination between community support and professional services
- **Privacy Compliance**: Respect for privacy while ensuring safety
+- **Privacy Compliance**: Respect for privacy whilst ensuring safety
 - **Follow-Up Support**: Continued community support alongside professional services

 #### 5.2.2. Legal and Ethical Obligations
@@ -499,7 +503,7 @@ This policy applies to all forms of support exchange within our community platfo

 **Feedback and Evaluation:**
 - **Community Feedback**: Regular feedback collection from support recipients
- **Peer Evaluation**: Peer feedback among support providers
+- **Peer Evaluation**: Peer feedback amongst support providers
 - **Staff Review**: Regular staff review of support quality and safety
 - **Continuous Improvement**: Ongoing improvement of support practices and resources
 - **Training Updates**: Regular updates to support training and resources
@@ -545,7 +549,7 @@ This policy applies to all forms of support exchange within our community platfo

 **Partnership and Collaboration:**
 - **Professional Service Partnerships**: Appropriate partnerships with professional service providers
- **Community Organization Collaboration**: Collaboration with other community organisations
+- **Community Organisation Collaboration**: Collaboration with other community organisations
 - **Resource Sharing Networks**: Participation in resource sharing networks
 - **Best Practice Communities**: Participation in communities focused on peer support best practices
 - **Research Participation**: Appropriate participation in research on effective community support
@@ -32,23 +32,7 @@ This Policy applies to all content and user interactions across:

 ### 1.3. Integration with Other Policies

-This Policy operates in conjunction with our comprehensive policy framework:
-
-**(a)** Our Terms of Service, which establish the fundamental legal relationship;
-
-**(b)** Our Community Code of Conduct, which establishes behavioural expectations;
-
-**(c)** Our Acceptable Use Policy, which defines prohibited activities and usage patterns;
-
-**(d)** Our Privacy Policy, which governs data collection and processing in moderation activities;
-
-**(e)** Our Limitation of Liability and Indemnification Policy, which governs all liability and risk allocation matters;
-
-**(f)** Our Service Level Agreement and Warranty Disclaimer, which define service expectations;
-
-**(g)** Our Export Control and Sanctions Compliance Policy, which governs international compliance;
-
-**(h)** Our API Terms and Conditions, which govern developer services;
+This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Acceptable Use Policy, Limitation of Liability and Indemnification Policy, Service Level Agreement, Export Control and Sanctions Compliance Policy, API Terms and Conditions, and all applicable legal protections by reference.

 **(i)** Our Appeals Policy, which provides procedures for challenging moderation decisions;

@@ -258,6 +242,12 @@ Prohibited misinformation and deceptive practices include:

 ### 4.1. Multi-Layered Moderation System

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 Our moderation approach employs multiple layers:

 **(a)** **Automated Detection**: AI and machine learning systems for initial content screening;
@@ -470,7 +460,7 @@ Effective reports should include:

 ### 6.3. Community Moderation Programme

-We may establish community moderation programmes that include:
+We establish community moderation programmes that include:

 **(a)** **Volunteer Moderators**: Community volunteers who help with content moderation;

@@ -594,6 +584,12 @@ Appeal decisions may result in:

 ### 8.1. Transparency Reporting

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 We are committed to transparency in our moderation practices through:

 **(a)** **Moderation Reports**: Regular reports on moderation activities and statistics;
@@ -928,7 +924,7 @@ For questions about our content policies:

 **Subject Line:** Content Policy Inquiry - [Brief Description]

-**Response Time:** Within 3 business days for policy clarification requests
+**Response Time:** Within 7-10 business days for policy clarification requests

 ### 12.2. Content Reporting

@@ -940,7 +936,7 @@ To report problematic content:

 **Emergency Reports:** For urgent safety concerns, use subject line "URGENT - Content Report"

-**Response Time:** Within 24 hours for urgent reports, 48 hours for standard reports
+**Response Time:** Within 7-10 business days for all reports

 ### 12.3. Moderation Appeals

@@ -952,7 +948,7 @@ For appeals of moderation decisions:

 **Process:** Follow detailed appeals process outlined in our Community Appeals Policy

-**Response Time:** Within 5 business days for appeal reviews
+**Response Time:** Within 7-10 business days for appeal reviews

 ### 12.4. Community Support

@@ -962,7 +958,7 @@ For general community support and guidance:

 **Discord Community:** https://chat.nhcarrigan.com

-**Response Time:** Within 48 hours for community support requests
+**Response Time:** Within 7-10 business days for community support requests

 **Live Chat:** Available during business hours for immediate assistance

@@ -28,7 +28,7 @@ This Crisis and Mental Health Management Policy ("Policy") establishes comprehen

 This Policy applies to:

-**(a)** All staff members, volunteers, and community moderators;
+**(a)** All Team members (volunteers), Staff (paid employees), and community moderators;

 **(b)** All platforms, services, and communication channels we operate;

@@ -42,13 +42,7 @@ This Policy applies to:

 ### 1.4. Integration with Other Policies

-This Policy operates in conjunction with:
-
-**(a)** Our Content and Moderation Policy, which governs harmful content including self-harm materials;
-
-**(b)** Our Privacy Policy, which governs confidentiality and information sharing;
-
-**(c)** Our Terms of Service, which establish fundamental service limitations;
+This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Content and Moderation Policy, and all applicable legal protections by reference.

 **(d)** Our Limitation of Liability Policy, which governs risk allocation;

@@ -282,6 +276,12 @@ Our reporting obligations vary by jurisdiction and may include:

 ### 4.4. Emergency Contact Protocols

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 For immediate emergencies, we maintain:

 **(a)** **Emergency Services:** Direct contact information for emergency services in major jurisdictions;
@@ -302,6 +302,12 @@ For immediate emergencies, we maintain:

 ## 5. RESOURCES AND REFERRALS

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 ### 5.1. Crisis Resources Database

 We maintain an up-to-date database of:
@@ -618,7 +618,7 @@ Changes to this Policy will be communicated through:

 **(b)** Email notifications to registered users;

-**(c)** Community forum announcements and discussions;
+**(c)** Community announcements and discussions;

 **(d)** Documentation updates with clear change logs.

@@ -402,6 +402,12 @@ For cloud and remote service provision:

 ### 6.1. Automated Monitoring Systems

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 We employ automated systems for compliance monitoring including:

 **(a)** **Real-Time Screening**: Real-time screening of all user registrations and transactions against sanctions lists;
@@ -818,7 +824,7 @@ For export control and sanctions compliance matters:

 **Subject Line:** Export Control Compliance - [Brief Description]

-**Response Time:** Within 24 hours for compliance inquiries
+**Response Time:** Within 7-10 business days for compliance inquiries

 **Emergency Contact:** Available for urgent compliance matters

@@ -830,7 +836,7 @@ For license applications and government relations:

 **Subject Line:** Export License Matter - [License Type]

-**Response Time:** Within 2 business days for licensing matters
+**Response Time:** Within 7-10 business days for licensing matters

 **Government Relations:** Dedicated team for government agency coordination

@@ -856,7 +862,7 @@ For export control and sanctions training:

 **Training Portal:** Access to online training modules and resources

-**Response Time:** Within 3 business days for training requests
+**Response Time:** Within 7-10 business days for training requests

 ---

@@ -290,6 +290,12 @@ This report is updated according to the following schedule:

 ### 7.4. Verification and Accuracy

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 We ensure report accuracy through:

 **(a)** **Multi-Source Verification:** Cross-referencing multiple internal sources;
@@ -326,7 +332,7 @@ For media inquiries regarding government actions:

 **Email:** press@nhcarrigan.com

-**Response Time:** Within 24 hours for urgent matters
+**Response Time:** Within 7-10 business days for all matters

 ### 8.4. User Support

@@ -336,7 +342,7 @@ For users concerned about government access to their data:

 **Discord Community:** https://chat.nhcarrigan.com

-**Response Time:** Within 48 hours for privacy-related inquiries
+**Response Time:** Within 7-10 business days for privacy-related inquiries

 ## 9. FUTURE DEVELOPMENTS

@@ -12,19 +12,7 @@ This Limitation of Liability and Indemnification Policy ("Policy") establishes c

 ### 1.2. Integration with Other Legal Documents

-This Policy operates in conjunction with and supplements:
-
-**(a)** Our Terms of Service, which establish the fundamental user relationship;
-
-**(b)** Our Service Level Agreement, which defines service expectations and remedies;
-
-**(c)** Our Acceptable Use Policy, which defines prohibited activities;
-
-**(d)** Our Privacy Policy, which governs data collection and processing;
-
-**(e)** Our API Terms and Conditions, which govern developer services;
-
-**(f)** Any additional service-specific terms or agreements.
+This Policy operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Acceptable Use Policy, Service Level Agreement, API Terms and Conditions, and all applicable legal protections by reference.

 Where conflicts exist between documents, the most restrictive liability limitation shall apply to ensure maximum protection for the Company.

@@ -698,7 +686,7 @@ For questions about liability limitations and legal matters:

 **Subject Line:** Liability and Legal Inquiry - [Brief Description]

-**Response Time:** Within 5 business days for legal inquiries
+**Response Time:** Within 7-10 business days for legal inquiries

 **Legal Counsel:** All complex legal matters are reviewed by qualified legal counsel

@@ -712,7 +700,7 @@ For claims potentially subject to liability limitations:

 **Notice Requirement:** Formal notice required for all claims seeking damages

-**Response Time:** Within 10 business days for claim acknowledgement
+**Response Time:** Within 7-10 business days for claim acknowledgement

 ### 10.3. Insurance and Risk Management

@@ -724,7 +712,7 @@ For insurance and risk management coordination:

 **Coverage Questions:** Questions about insurance coverage and risk transfer

-**Response Time:** Within 7 business days for insurance-related inquiries
+**Response Time:** Within 7-10 business days for insurance-related inquiries

 ### 10.4. Emergency Legal Matters

@@ -736,7 +724,7 @@ For urgent legal matters requiring immediate attention:

 **Phone:** Emergency contact information available to qualified legal representatives

-**Response Time:** Within 24 hours for emergency legal matters
+**Response Time:** Within 7-10 business days for all legal matters

 ---

@@ -2047,7 +2047,7 @@ For questions, clarifications, or other matters related to this Licence, We may

 ### 17.1. Primary Communication Channels

-#### 17.1.1. Community Forum
+#### 17.1.1. Discord Community

 Our primary venue for Licence-related discussions and inquiries:

@@ -192,23 +192,19 @@ Regardless of your location, you have the following rights regarding your person

 To exercise any of these rights:

-**(a)** Submit requests to **privacy@nhcarrigan.com** from the email address associated with your account;
+**(a)** Submit requests through our **Privacy Request Form** (Preferred): https://forms.nhcarrigan.com/o/docs/forms/qEJgBWGDfyHv6x51VU9aVX/4

-**(b)** Provide sufficient information to verify your identity;
+**(b)** Alternatively, submit requests to **privacy@nhcarrigan.com** from the email address associated with your account;

-**(c)** Specify clearly which right you wish to exercise;
+**(c)** Provide sufficient information to verify your identity;

-**(d)** Include any relevant details or documentation to support your request.
+**(d)** Specify clearly which right you wish to exercise;
+
+**(e)** Include any relevant details or documentation to support your request.

 ### 5.3. Response Timeframes

-We endeavour to respond to all privacy requests within:
-
-**(a)** **Simple requests:** Five (5) business days;
-
-**(b)** **Complex requests:** Thirty (30) days, with notification if additional time is required;
-
-**(c)** **Urgent security matters:** Within twenty-four (24) hours where possible.
+We endeavour to respond to all privacy requests within 7-10 business days. For complex requests that require additional time, we will notify you and respond within thirty (30) days as required by applicable data protection laws (including GDPR).

 ### 5.4. Limitations on Rights

@@ -248,6 +244,12 @@ General retention periods include:

 ### 6.3. Automated Deletion

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 Where technically feasible, we implement automated systems to:

 **(a)** Delete information that has exceeded its retention period;
@@ -48,6 +48,8 @@ This Policy is designed to operate within the framework of applicable laws and r

 If you discover a security vulnerability within any of our systems or applications, please report it exclusively through our designated secure reporting channel:

+**Security Vulnerability Report Form** (Preferred): https://forms.nhcarrigan.com/o/docs/forms/wgdbBkS4tjCGoVZTqtmMNx/4
+
 **Primary Contact:** security@nhcarrigan.com

 **Subject Line Format:** [SECURITY] Brief description of vulnerability
@@ -172,7 +174,7 @@ Our standard coordinated disclosure timeline follows this process:

 **(c)** **Remediation Period:** Development and deployment of fixes (30-90 days depending on complexity);

-**(d)** **Public Disclosure:** Joint announcement of vulnerability and resolution (after fix deployment and reasonable notice period).
+**(d)** **Public Disclosure:** Joint announcement of vulnerability and resolution (after fix deployment and reasonable notice period). Aggregated and sanitized vulnerability reports are published at: https://security.nhcarrigan.com/report/

 ### 4.3. Public Acknowledgement

@@ -388,13 +390,15 @@ We utilise a comprehensive suite of security tools integrated into our developme

 We maintain transparency about our security posture through publicly accessible security reports and dashboards:

-**(a)** **Quality Dashboard:** Real-time security and quality metrics available at https://quality.NHCarrigan.link;
+**(a)** **Security Vulnerability Reports:** Aggregated and sanitized security vulnerability reports for all our products are published at: https://security.nhcarrigan.com/report/

-**(b)** **Security Reports:** Comprehensive security scan results published at https://security.nhcarrigan.com;
+**(b)** **Quality Dashboard:** Real-time security and quality metrics available;

-**(c)** **Regular Updates:** Weekly scanning cycles ensure up-to-date security information;
+**(c)** **Security Reports:** Comprehensive security scan results published;

-**(d)** **Trend Analysis:** Historical data tracking to identify and address security trends over time.
+**(d)** **Regular Updates:** Weekly scanning cycles ensure up-to-date security information;
+
+**(e)** **Trend Analysis:** Historical data tracking to identify and address security trends over time.

 ### 8.5. Security Development Lifecycle

@@ -464,9 +468,11 @@ If vulnerability research reveals potential regulatory compliance issues or lega

 For all security-related matters, including vulnerability reports, questions about this Policy, and general security inquiries:

+**Security Vulnerability Report Form** (Preferred for vulnerability reports): https://forms.nhcarrigan.com/o/docs/forms/wgdbBkS4tjCGoVZTqtmMNx/4
+
 **Email:** security@nhcarrigan.com

-**Response Time:** We aim to respond to all security inquiries within 24 hours during business days
+**Response Time:** We aim to respond to all security inquiries within 7-10 business days

 **Emergency Contact:** For critical security issues requiring immediate attention, mark your email with [URGENT] in the subject line

@@ -484,11 +490,11 @@ If you are unable to use our primary email contact:

 We commit to maintaining the following response standards:

-**(a)** **Initial Acknowledgement:** All security reports acknowledged within 24-72 hours;
+**(a)** **Initial Acknowledgement:** All security reports acknowledged within 7-10 business days;

 **(b)** **Status Updates:** Regular progress updates provided at least weekly for active investigations;

-**(c)** **Technical Clarification:** Response to technical questions within 2-3 business days;
+**(c)** **Technical Clarification:** Response to technical questions within 7-10 business days;

 **(d)** **Escalation Path:** Clear escalation procedures for urgent matters or communication issues.

@@ -12,15 +12,7 @@ This Service Level Agreement and Warranty Disclaimer ("SLA") establishes the ter

 ### 1.2. Integration with Other Policies

-This SLA supplements and operates in conjunction with:
-
-**(a)** Our Terms of Service, which govern the general terms of service usage;
-
-**(b)** Our Privacy Policy, which governs data collection and processing;
-
-**(c)** Our Acceptable Use Policy, which defines permissible usage patterns;
-
-**(d)** All other applicable policies and agreements.
+This SLA operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Acceptable Use Policy, and all applicable legal protections by reference.

 ### 1.3. Scope of Services Covered

@@ -250,7 +242,7 @@ To request Service Level remedies:

 **(c)** **Verification**: Allow reasonable time for our team to verify the claim against monitoring data;

-**(d)** **Resolution**: We will respond within 10 business days with our determination and any applicable remedies.
+**(d)** **Resolution**: We will respond within 7-10 business days with our determination and any applicable remedies.

 ## 7. FORCE MAJEURE AND EXTERNAL FACTORS

@@ -308,7 +300,7 @@ We maintain comprehensive service monitoring including:

 Service status information is communicated through:

-**(a)** **Status Page**: Real-time service status available at designated status page;
+**(a)** **Status Page**: Real-time service status available at designated status page at https://uptime.nhcarrigan.com;

 **(b)** **Incident Updates**: Regular updates during service disruptions or maintenance;

@@ -318,6 +310,12 @@ Service status information is communicated through:

 ### 8.3. Transparency Reports

+:::tip[Heads Up!]{icon=pen}
+The policy or policies in this section are still a work in progress. We have not yet implemented the necessary infrastructure to comply with this section.
+
+We are working very hard to get them in place as soon as possible. If you would like to help, consider [applying to join our team!](https://forms.nhcarrigan.com/o/docs/forms/mCxDu3snk9TzFiDjrT4Vc8/4)
+:::
+
 We publish regular transparency reports including:

 **(a)** **Monthly Availability Reports**: Summary of availability statistics for each service category;
@@ -460,7 +458,7 @@ For questions about this SLA or service level issues:

 **Subject Line:** SLA Inquiry - [Brief Description]

-**Response Time:** Within 2 business days for SLA-related inquiries
+**Response Time:** Within 7-10 business days for SLA-related inquiries

 ### 14.2. Service Level Remedy Requests

@@ -470,7 +468,7 @@ For Service Level remedy requests:

 **Subject Line:** SLA Remedy Request - [Service Name]

-**Response Time:** Within 10 business days for remedy determinations
+**Response Time:** Within 7-10 business days for remedy determinations

 ### 14.3. Technical Support

@@ -480,7 +478,7 @@ For general technical support:

 **Discord Community:** https://chat.nhcarrigan.com

-**Response Time:** Within 48 hours for technical support requests
+**Response Time:** Within 7-10 business days for technical support requests

 ### 14.4. Legal and Compliance Matters

@@ -490,7 +488,7 @@ For legal matters related to this SLA:

 **Subject Line:** Legal Matter - SLA

-**Response Time:** Within 5 business days for legal inquiries
+**Response Time:** Within 7-10 business days for legal inquiries

 ---

@@ -352,7 +352,7 @@ Regarding data processed by subprocessors, users may:

 To exercise rights regarding subprocessor data processing:

-**(a)** **Primary Contact:** Contact us at privacy@nhcarrigan.com for coordination;
+**(a)** **Primary Contact:** Submit requests through our **Privacy Request Form** (Preferred): https://forms.nhcarrigan.com/o/docs/forms/qEJgBWGDfyHv6x51VU9aVX/4 or contact us at privacy@nhcarrigan.com for coordination;

 **(b)** **Direct Contact:** Contact subprocessors directly using their provided channels;

@@ -432,7 +432,7 @@ For questions about subprocessor data processing:

 **Subject Line:** Subprocessor Data Processing Inquiry

-**Response Time:** Within 5 business days for standard inquiries
+**Response Time:** Within 7-10 business days for standard inquiries

 ### 8.2. Rights Requests

@@ -462,7 +462,7 @@ For technical issues related to third-party platform integrations:

 **Discord Community:** https://chat.nhcarrigan.com

-**Response Time:** Within 48 hours for technical support requests
+**Response Time:** Within 7-10 business days for technical support requests

 ## 9. COMPLIANCE AND REGULATORY INFORMATION

@@ -392,7 +392,7 @@ All legal notices and formal communications should be sent to:

 ### 16.3. Business Hours

-We endeavour to respond to all inquiries within forty-eight (48) hours during normal business hours (Monday through Friday, 9:00 AM to 5:00 PM Pacific Standard Time).
+We endeavour to respond to all inquiries within 7-10 business days during normal business hours (Monday through Friday, 9:00 AM to 5:00 PM Pacific Standard Time).

 ---

@@ -2,13 +2,21 @@
 title: 00. Frequently Asked Questions
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **PROVIDING ANSWERS TO FREQUENTLY ASKED QUESTIONS REGARDING THE MENTORSHIP PROGRAMME**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Frequently Asked Questions Documentation (hereinafter referred to as "the FAQ") provides answers to common questions regarding our Mentorship Programme. This FAQ operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Frequently Asked Questions Documentation (hereinafter referred to as "the FAQ") provides answers to common questions regarding our Mentorship Programme. This FAQ operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Purpose and Scope

@@ -32,7 +40,7 @@ This FAQ addresses common questions and concerns regarding programme participati
 **Voluntary Donations:**
 - We welcome voluntary donations to support programme operations
 - Donations are entirely optional and do not affect programme participation or outcomes
- Information about donation options is available at: [https://donate.nhcarrigan.com/](https://donate.nhcarrigan.com/)
+- For comprehensive information about donation options and policies, please refer to our [Donation and Support Policy](/about/donate)

 ## 3. PROGRAMME STRUCTURE AND SUPPORT

@@ -51,6 +59,7 @@ This FAQ addresses common questions and concerns regarding programme participati
 - Participants follow documentation and use provided resources independently
 - Reviews and approvals are optional and available upon request
 - Support is provided when participants ask for help, not through mandatory checkpoints
+- **IMPORTANT: To get the most value from the programme experience, participants should actively ask mentors questions as much as possible. Mentors are available to help, but they rely on participants to initiate contact and ask for assistance when needed.**
 - Community and peer support is encouraged throughout the programme

 ### 3.2. Response Time Expectations
@@ -66,9 +75,9 @@ This FAQ addresses common questions and concerns regarding programme participati

 **Response Time Guidelines:**
 - Most programme activities can be completed independently using provided documentation
- If you have questions, feel free to ask in the #mentee-chat channel
- If you have not received a response within three (3) business days, you may send a gentle reminder
- Repeated communications at intervals of less than three (3) days may result in disciplinary action
+- If you have questions, feel free to ask in the #⚗️│alchemy-lab channel
+- If you have not received a response within 10 business days, you may send a gentle reminder
+- Repeated communications at intervals of less than 10 business days may result in disciplinary action
 - We appreciate your patience and understanding regarding response timelines

 ## 4. PROGRAMME WITHDRAWAL AND DISCONTINUATION
@@ -139,7 +148,7 @@ All expulsion decisions are made in accordance with our Mentorship Programme Ter

 - Review the comprehensive mentorship documentation (01-10) for detailed guidance on each programme stage
 - Check the resource library for templates, examples, and additional materials
- Contact programme leadership through the designated #mentee-chat channel in our Discord community
+- Contact programme leadership through the designated #⚗️│alchemy-lab channel in our Discord community
 - Ask community members and alumni for peer support and guidance
 - Programme leadership is available to answer questions when asked, but most activities can be completed independently
 - Additional information is available in our comprehensive [Mentorship Programme Terms and Conditions](/about/mentorship)
@@ -2,19 +2,27 @@
 title: 01. Onboarding
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING ONBOARDING PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Onboarding Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for participants accepted into our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Onboarding Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for participants accepted into our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all individuals who have been accepted into our Mentorship Programme. All participants must complete the onboarding procedures set forth in this Documentation to gain full programme access.

-**IMPORTANT: This is a self-guided programme. Once you complete onboarding, you can work through the programme documentation at your own pace. Reviews and approvals are optional and available upon request.**
+**IMPORTANT: This is a self-guided programme. Once you complete onboarding, you can work through the programme documentation at your own pace. Reviews and approvals are optional and available upon request. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. APPLICATION ACCEPTANCE AND CONFIRMATION

@@ -2,19 +2,27 @@
 title: 02. Goal Setting
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING GOAL-SETTING PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Goal-Setting Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for goal-setting activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Goal-Setting Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for goal-setting activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme following completion of onboarding procedures. All participants should complete the goal-setting process set forth in this Documentation to proceed with programme activities.

-**IMPORTANT: This is a self-guided process. You will create your own roadmap using provided templates and examples. No approval is required to proceed.**
+**IMPORTANT: This is a self-guided process. You will create your own roadmap using provided templates and examples. No approval is required to proceed. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. GOAL-SETTING INITIATION

@@ -24,7 +32,7 @@ Goal-setting procedures must be initiated following completion of onboarding pro

 ### 2.2. Goal-Setting Forum Post Creation

-**Required Action:** Create a thread in the #goal-setting forum channel on our Discord community.
+**Required Action:** Create a thread in the #🎯│oaths forum channel on our Discord community.

 **Thread Naming Convention:**
 ```markdown
@@ -63,7 +71,7 @@ Goal-setting procedures must be initiated following completion of onboarding pro
 ### 2.4. Optional Feedback and Clarification

 If you would like feedback on your goal-setting post or have questions about creating your roadmap, you can:
- Ask questions in the #mentee-chat channel in Discord
+- Ask questions in the #⚗️│alchemy-lab channel in Discord
 - Request feedback from programme leadership or community members
 - Review roadmap templates and examples in the resource library
 - Proceed independently if you feel confident in your goals and plan
@@ -2,19 +2,27 @@
 title: 03. Project Planning
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING PROJECT PLANNING PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Project Planning Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for flagship project planning within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Project Planning Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for flagship project planning within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme following completion of goal-setting procedures. All participants should complete the project planning process set forth in this Documentation to proceed with flagship project development.

-**IMPORTANT: This is a self-guided process. You will create your own project plan using provided examples and templates. No approval is required to proceed.**
+**IMPORTANT: This is a self-guided process. You will create your own project plan using provided examples and templates. No approval is required to proceed. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. PROJECT PLANNING INITIATION

@@ -24,7 +32,7 @@ Project planning procedures must be initiated following completion of goal-setti

 ### 2.2. Project Planning Forum Post Creation

-**Required Action:** Create a post in the #project-plan forum channel on our Discord community.
+**Required Action:** Create a post in the #🗺️│quest-board forum channel on our Discord community.

 **Post Naming Convention:**
 ```markdown
@@ -51,7 +59,7 @@ Project planning procedures must be initiated following completion of goal-setti
 **Project Idea Assistance:**
 - If you do not yet have a project idea, create your post with a statement such as: "I need help brainstorming a project idea"
 - Review project idea examples in the resource library for inspiration
- Ask for help in the #mentee-chat channel if you'd like community input
+- Ask for help in the #⚗️│alchemy-lab channel if you'd like community input
 - Programme leadership and community members can provide feedback if requested
 - You can also proceed independently by researching project ideas online or adapting examples

@@ -68,7 +76,7 @@ Once your project planning post is created, you will develop your project plan i
 - Create a detailed project plan ready for development work

 **Optional Support:**
- If you need help brainstorming or refining your project idea, ask in the #mentee-chat channel
+- If you need help brainstorming or refining your project idea, ask in the #⚗️│alchemy-lab channel
 - Community members and programme leadership can provide feedback if requested
 - You can proceed independently once you have a project concept you're happy with

@@ -2,19 +2,27 @@
 title: 04. User Stories
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING USER STORY DEVELOPMENT PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This User Stories Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for user story development within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This User Stories Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for user story development within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme following completion of project planning procedures. All participants should complete the user story development process set forth in this Documentation to proceed with technical breakdown and development stages.

-**IMPORTANT: This is a self-guided process. You will create user stories independently using provided templates and examples. No review or approval is required to proceed.**
+**IMPORTANT: This is a self-guided process. You will create user stories independently using provided templates and examples. No review or approval is required to proceed. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. USER STORY DEVELOPMENT REQUIREMENTS

@@ -93,7 +101,7 @@ Separate issues provide:

 **Optional Review:**
 - If you would like feedback on your user stories, you can:
-  - Request review in the #mentee-chat channel in Discord
+  - Request review in the #⚗️│alchemy-lab channel in Discord
  - Ask community members or alumni for peer review
  - Review user story examples in the resource library for comparison
 - Reviews are optional and available upon request, not required
@@ -2,19 +2,27 @@
 title: 05. Technical Breakdown
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING TECHNICAL BREAKDOWN PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Technical Breakdown Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for technical breakdown activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Technical Breakdown Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for technical breakdown activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme following completion of user story development procedures. All participants should complete the technical breakdown process set forth in this Documentation to proceed with development work.

-**IMPORTANT: This is a self-guided process. You will fill out technical breakdown templates independently for each user story. No review or approval is required to proceed.**
+**IMPORTANT: This is a self-guided process. You will fill out technical breakdown templates independently for each user story. No review or approval is required to proceed. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. TECHNICAL BREAKDOWN INITIATION

@@ -183,7 +191,7 @@ Complete the technical breakdown template for each user story. Completion includ

 **Optional Review:**
 - If you would like feedback on your technical breakdowns, you can:
-  - Request review in the #mentee-chat channel in Discord
+  - Request review in the #⚗️│alchemy-lab channel in Discord
  - Ask community members or alumni for peer review
  - Review technical breakdown examples in the resource library for comparison

@@ -2,19 +2,27 @@
 title: 06. Priority and Effort
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING PRIORITY AND EFFORT ASSIGNMENT PROCEDURES FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Priority and Effort Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for priority and effort assignment within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Priority and Effort Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for priority and effort assignment within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme following completion of technical breakdown procedures. All participants should complete the priority and effort assignment process set forth in this Documentation to proceed with development work.

-**IMPORTANT: This is a self-guided process. You will assign priority and effort labels independently. No review or approval is required to proceed.**
+**IMPORTANT: This is a self-guided process. You will assign priority and effort labels independently. No review or approval is required to proceed. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. LABEL CREATION AND ASSIGNMENT

@@ -133,7 +141,7 @@ The purpose of applying effort labels is to help plan work timelines and resourc

 **Optional Review:**
 - If you would like feedback on your priority and effort assignments, you can:
-  - Request review in the #mentee-chat channel in Discord
+  - Request review in the #⚗️│alchemy-lab channel in Discord
  - Ask community members or alumni for peer review
  - Review priority and effort examples in the resource library for comparison
 - Reviews are optional and available upon request, not required
@@ -2,19 +2,27 @@
 title: 07. Writing Code
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING CODE DEVELOPMENT PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Writing Code Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for code development activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, Contributor Covenant, and all applicable legal protections by reference.
+This Writing Code Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for code development activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, Contributor Covenant, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme following completion of priority and effort assignment procedures. All participants should comply with the code development procedures set forth in this Documentation.

-**IMPORTANT: Code development should comply with our Style Guide, Contributor Covenant, and all applicable development standards. Code reviews are optional and available upon request, not mandatory.**
+**IMPORTANT: Whilst developing your flagship project, you must comply with our [Community Code of Conduct](/community/coc) and [Community Guidelines](/community/guide). Your mentorship repository must not be used for any code or non-code content or behaviour that is illegal, harmful to others, discriminatory, or bigoted. See Section 7.3 for details on intellectual property and style standards. Code reviews are optional and available upon request, not mandatory.**

 ## 2. DEVELOPMENT WORKFLOW REQUIREMENTS

@@ -63,7 +71,7 @@ Before writing code, participants must consider and address the requirements set
 - Community members and alumni may also provide peer reviews if requested

 **Requesting Reviews:**
- If you would like a code review, request one in the #mentee-chat channel or tag programme leadership on your PR
+- If you would like a code review, request one in the #⚗️│alchemy-lab channel or tag programme leadership on your PR
 - Reviews are provided when available, not guaranteed immediately
 - You can proceed with development while waiting for reviews

@@ -169,9 +177,11 @@ This Documentation establishes code development procedures and requirements. How
 - Programme leadership is not responsible for participants' ability to complete development work
 - Individual results may vary based on participant skill, effort, and other factors

-### 7.3. Intellectual Property Considerations
+### 7.3. Intellectual Property Ownership

-All code developed as part of the Mentorship Programme is subject to our Mentorship Programme Terms and Conditions regarding intellectual property rights. Participants should familiarise themselves with these terms before beginning development work.
+**Your flagship project belongs to you.** NHCarrigan makes no claim to intellectual property rights over projects developed during the Mentorship Programme. You own your project outright and are free to licence it however you choose.
+
+**Regarding style standards:** Our Style Guide applies only to contributions to NHCarrigan-maintained repositories — it does not apply to your flagship project. You are entirely free to choose your own coding style, linting tools, licence, and copyright attribution for your own project.

 ## 8. CONCLUSION

@@ -2,19 +2,27 @@
 title: 08. Final Polish
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING FINAL POLISH AND DEPLOYMENT PROCEDURES FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Final Polish Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for final project polish, documentation, and deployment within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Final Polish Documentation (hereinafter referred to as "the Documentation") establishes mandatory procedures and requirements for final project polish, documentation, and deployment within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme whose flagship projects have reached a state suitable for resume presentation. All participants should complete the final polish procedures set forth in this Documentation before project completion.

-**IMPORTANT: This is a self-guided process. You will use provided checklists and templates to polish your project independently. Reviews and approvals are optional and available upon request.**
+**IMPORTANT: This is a self-guided process. You will use provided checklists and templates to polish your project independently. Reviews and approvals are optional and available upon request. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. FINAL POLISH INITIATION

@@ -28,7 +36,7 @@ When you believe your flagship project has reached a state where it can be proud
 - Begin addressing items on the checklist independently

 **Optional Support:**
- If you would like feedback on project readiness, ask in the #mentee-chat channel
+- If you would like feedback on project readiness, ask in the #⚗️│alchemy-lab channel
 - Programme leadership or community members can provide guidance if requested
 - You can proceed independently using the provided resources

@@ -46,10 +54,10 @@ When you believe your flagship project has reached a state where it can be proud
 - Code quality and maintainability
 - Best practices and industry standards
 - Security considerations
- Performance optimization
+- Performance optimisation
 - Error handling
 - Test coverage
- Code organization and structure
+- Code organisation and structure

 ### 3.2. Issue Resolution

@@ -81,7 +89,7 @@ Use the provided documentation templates and examples in the resource library to
 - End user documentation examples

 **Optional Support:**
- If you need help with documentation, ask in the #mentee-chat channel
+- If you need help with documentation, ask in the #⚗️│alchemy-lab channel
 - Programme leadership or community members can provide guidance if requested
 - You can proceed independently using the provided templates

@@ -163,7 +171,7 @@ You should deploy a live version of your application for professional presentati
 - Free options may not always be viable depending on project requirements

 **Optional Support:**
- If you encounter issues during deployment, ask for help in the #mentee-chat channel
+- If you encounter issues during deployment, ask for help in the #⚗️│alchemy-lab channel
 - Programme leadership or community members can provide guidance if requested
 - Most deployment can be completed independently using the provided guides

@@ -2,19 +2,27 @@
 title: 09. Career Prep
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING CAREER PREPARATION PROCEDURES AND REQUIREMENTS FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Career Preparation Documentation (hereinafter referred to as "the Documentation") establishes procedures and requirements for career preparation activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Career Preparation Documentation (hereinafter referred to as "the Documentation") establishes procedures and requirements for career preparation activities within our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

 This Documentation applies to all participants in our Mentorship Programme who are ready to begin their job search. Career preparation resources and support are available as set forth in this Documentation.

-**IMPORTANT: This is a self-guided process. You will use provided resources, templates, and guides to prepare for your job search independently. Support is available upon request, but most activities can be completed using the resource library.**
+**IMPORTANT: This is a self-guided process. You will use provided resources, templates, and guides to prepare for your job search independently. Support is available upon request, but most activities can be completed using the resource library. For comprehensive information about the self-guided programme structure and how to get the most value from your mentorship experience, please refer to our [Mentorship Programme Terms and Conditions](/about/mentorship).**

 ## 2. CAREER PREPARATION RESOURCES

@@ -63,7 +71,7 @@ Upon reaching the career preparation stage, you have access to comprehensive res
 - Present your project effectively on your resume

 **Optional Review:**
- If you would like feedback on your resume, request a review in the #mentee-chat channel
+- If you would like feedback on your resume, request a review in the #⚗️│alchemy-lab channel
 - Programme leadership or community members can provide feedback if requested
 - Reviews are optional and available upon request

@@ -92,7 +100,7 @@ LinkedIn profile preparation should focus on:
 - Optimizing profile for recruiter visibility

 **Optional Review:**
- If you would like feedback on your LinkedIn profile, request a review in the #mentee-chat channel
+- If you would like feedback on your LinkedIn profile, request a review in the #⚗️│alchemy-lab channel
 - Programme leadership or community members can provide feedback if requested
 - Reviews are optional and available upon request

@@ -126,7 +134,7 @@ LinkedIn profile preparation should focus on:
 - Review application content using provided checklists

 **Optional Support:**
- If you would like feedback on your applications, request a review in the #mentee-chat channel
+- If you would like feedback on your applications, request a review in the #⚗️│alchemy-lab channel
 - Programme leadership or community members can provide feedback if requested
 - Support is limited to guidance and feedback on application content
 - You are responsible for submitting your own applications
@@ -153,7 +161,7 @@ LinkedIn profile preparation should focus on:

 **Mock Interview Availability:**
 - Mock interviews are available upon request when programme leadership or community members are available
- Request mock interviews in the #mentee-chat channel
+- Request mock interviews in the #⚗️│alchemy-lab channel
 - Mock interviews prepare you for real interview situations
 - Feedback and coaching on interview performance may be provided

@@ -2,13 +2,21 @@
 title: 10. Graduation
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ESTABLISHING GRADUATION CRITERIA AND ALUMNI PROGRAMME PROCEDURES FOR MENTORSHIP PROGRAMME PARTICIPANTS**

 ## 1. INTRODUCTION AND LEGAL FRAMEWORK

 ### 1.1. Policy Overview

-This Graduation Documentation (hereinafter referred to as "the Documentation") establishes graduation criteria, procedures, and alumni programme information for our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.
+This Graduation Documentation (hereinafter referred to as "the Documentation") establishes graduation criteria, procedures, and alumni programme information for our Mentorship Programme. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, Community Code of Conduct, Mentorship Programme Terms and Conditions, and all applicable legal protections by reference.

 ### 1.2. Scope and Applicability

@@ -2,6 +2,14 @@
 title: Career Preparation Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **RESUME TEMPLATES, LINKEDIN GUIDES, APPLICATION GUIDES, INTERVIEW RESOURCES, AND JOB SEARCH STRATEGIES**

 ## Resume Templates
@@ -2,6 +2,14 @@
 title: Code Development Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **CODE REVIEW CHECKLIST, SELF-REVIEW GUIDELINES, AND BEST PRACTICES**

 ## Code Review Checklist
@@ -24,7 +32,7 @@ See [Code Review Checklist](/mentorship/resources/code-review-checklist) for the
 ### Self-Review Questions

 **Code Quality:**
- Is my code readable and well-organized?
+- Is my code readable and well-organised?
 - Are variable and function names clear?
 - Is the code properly commented?
 - Does the code follow project conventions?
@@ -38,7 +46,7 @@ See [Code Review Checklist](/mentorship/resources/code-review-checklist) for the
 **Testing:**
 - Are tests written and passing?
 - Is test coverage adequate?
- Do tests actually test behavior?
+- Do tests actually test behaviour?

 **Security:**
 - Is sensitive data protected?
@@ -55,7 +63,7 @@ See [Code Review Checklist](/mentorship/resources/code-review-checklist) for the
 - Write self-documenting code
 - Add comments for complex logic

-**Organization:**
+**Organisation:**
 - Follow project structure conventions
 - Group related code together
 - Separate concerns appropriately
@@ -112,12 +120,12 @@ See [Code Review Checklist](/mentorship/resources/code-review-checklist) for the

 ### Performance

-**Optimization:**
- Profile before optimizing
- Optimize database queries
+**Optimisation:**
+- Profile before optimising
+- Optimise database queries
 - Minimize API calls
 - Use caching where appropriate
- Optimize assets (images, CSS, JS)
+- Optimise assets (images, CSS, JS)

 ### Documentation

@@ -153,9 +161,9 @@ See [Code Review Checklist](/mentorship/resources/code-review-checklist) for the
 ### Testing Issues

 ❌ **No tests:** Always write tests
-❌ **Weak tests:** Test actual behavior
+❌ **Weak tests:** Test actual behaviour
 ❌ **Ignoring failing tests:** Fix them
-❌ **Testing implementation:** Test behavior
+❌ **Testing implementation:** Test behaviour

 ### Security Issues

@@ -2,6 +2,14 @@
 title: Code Review Checklist
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **SELF-REVIEW CHECKLIST FOR CODE QUALITY**

 Use this checklist to review your own code before merging pull requests or when preparing for optional code reviews.
@@ -9,7 +17,7 @@ Use this checklist to review your own code before merging pull requests or when
 ## Code Quality

 - [ ] Code follows project style guide and conventions
- [ ] Code is readable and well-organized
+- [ ] Code is readable and well-organised
 - [ ] Variable and function names are clear and descriptive
 - [ ] Code is properly commented where necessary
 - [ ] No commented-out code or debugging statements left in
@@ -2,6 +2,14 @@
 title: Final Polish Checklist
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **COMPREHENSIVE CHECKLIST FOR PROJECT FINAL POLISH**

 Use this checklist to ensure your flagship project is ready for professional presentation.
@@ -9,7 +17,7 @@ Use this checklist to ensure your flagship project is ready for professional pre
 ## Code Quality

 - [ ] All code follows project style guide
- [ ] Code is clean, readable, and well-organized
+- [ ] Code is clean, readable, and well-organised
 - [ ] No commented-out code or debugging statements
 - [ ] Error handling is comprehensive
 - [ ] Code is properly commented where necessary
@@ -77,10 +85,10 @@ Use this checklist to ensure your flagship project is ready for professional pre
 ## Project Organization

 - [ ] Repository structure is clean and logical
- [ ] Files are properly organized
+- [ ] Files are properly organised
 - [ ] Git history is clean and meaningful
- [ ] Issues are properly labeled and organized
- [ ] Project board is organized (if used)
+- [ ] Issues are properly labelled and organised
+- [ ] Project board is organised (if used)

 ## Professional Presentation

@@ -2,6 +2,14 @@
 title: Final Polish Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **FINAL POLISH CHECKLIST, CODE CLEANUP GUIDELINES, DOCUMENTATION TEMPLATES, AND DEPLOYMENT GUIDES**

 ## Final Polish Checklist
@@ -21,18 +29,18 @@ See [Final Polish Checklist](/mentorship/resources/final-polish-checklist) for t
 - Add missing comments
 - Fix code style inconsistencies

-### Code Organization
+### Code Organisation

 **Structure:**
- Organize files logically
+- Organise files logically
 - Group related functionality
 - Separate concerns appropriately
 - Follow project conventions
 - Remove duplicate code

-### Performance Optimization
+### Performance Optimisation

-**Optimize:**
+**Optimise:**
 - Database queries
 - API calls
 - Asset loading
@@ -2,6 +2,14 @@
 title: Goal Setting Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **ROADMAP TEMPLATES AND GOAL-SETTING RESOURCES**

 ## Roadmap Templates
@@ -2,6 +2,14 @@
 title: Priority and Effort Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **PRIORITY ASSIGNMENT AND EFFORT ESTIMATION GUIDES**

 ## Priority Assignment Guide
@@ -2,6 +2,14 @@
 title: Project Planning Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **PROJECT PLAN EXAMPLES AND BRAINSTORMING GUIDES**

 ## Project Plan Example
@@ -9,14 +17,14 @@ title: Project Planning Resources
 ### Example: Task Management Application

 **Project Overview:**
-A full-stack task management application that allows users to create, organize, and track tasks with features like kanban boards, task dependencies, and project rewards.
+A full-stack task management application that allows users to create, organise, and track tasks with features like kanban boards, task dependencies, and project rewards.

 **Core Features:**
 1. User authentication and authorization
 2. Task creation and management
 3. Kanban board view
 4. Task dependencies
-5. Project organization
+5. Project organisation
 6. Reward system for completed projects
 7. Gamification elements (optional)

@@ -56,7 +64,7 @@ A full-stack task management application that allows users to create, organize,

 **Examples:**
 - Daily life: Meal planning, expense tracking, habit tracking
- Tools: Code snippet manager, design asset organizer
+- Tools: Code snippet manager, design asset organiser
 - Hobbies: Music playlist creator, workout tracker, recipe manager
 - Industries: Healthcare apps, education tools, productivity software

@@ -66,7 +74,7 @@ A full-stack task management application that allows users to create, organize,
 "As a [user type], I need [what they need] because [why they need it]."

 **Example:**
-"As a developer, I need a way to organize and quickly access my code snippets because I waste time searching through notes and documentation."
+"As a developer, I need a way to organise and quickly access my code snippets because I waste time searching through notes and documentation."

 ### Step 3: Identify Core Features

@@ -2,6 +2,14 @@
 title: Technical Breakdown Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **TECHNICAL BREAKDOWN TEMPLATE AND EXAMPLES**

 ## Technical Breakdown Template
@@ -2,6 +2,14 @@
 title: User Story Resources
 ---

+:::caution[Programme Sunset]
+The open Mentorship Programme has been sunset and is no longer accepting new participants. These pages remain available as reference material.
+
+I'm now running a private, personalised professional development programme on an invite-only basis - hand-selecting a small number of participants so the shape of each journey can be built around them. There is no application process; participation is by direct invitation only.
+
+Being active in my [Discord community](https://chat.nhcarrigan.com/) increases your chances of being invited.
+:::
+
 **USER STORY TEMPLATES, EXAMPLES, AND WRITING GUIDES**

 ## User Story Format
@@ -76,7 +84,7 @@ As an authenticated user, I can create a new task so that I can track work that
 As an authenticated user, I can mark a task as complete so that I can track my progress.

 **Example 3:**
-As an authenticated user, I can organize tasks into projects so that I can group related work.
+As an authenticated user, I can organise tasks into projects so that I can group related work.

 **Example 4:**
 As an authenticated user, I can set task dependencies so that I can ensure tasks are completed in the correct order.
@@ -175,7 +183,7 @@ As an authenticated user, I can delete [resource] so that [value].
 - Edit content
 - Delete content
 - Search/filter content
- Organize content
+- Organise content

 ### Social Features

@@ -205,5 +213,5 @@ As an authenticated user, I can delete [resource] so that [value].

 ---

-*User stories should be clear, focused, and user-centered. They guide development by keeping the focus on user value.*
+*User stories should be clear, focused, and user-centred. They guide development by keeping the focus on user value.*

@@ -1,94 +0,0 @@
---
-title: Managing Local Music
---
-
-**DOCUMENTING LOCAL MUSIC LIBRARY MANAGEMENT PROCEDURES**
-
-## 1. INTRODUCTION AND LEGAL FRAMEWORK
-
-### 1.1. Policy Overview
-
-This Music Management Documentation (hereinafter referred to as "the Documentation") provides technical procedures and instructions for managing local music libraries on Linux systems. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
-
-### 1.2. Purpose and Scope
-
-This Documentation describes technical procedures for managing local music libraries. This information is provided for informational purposes and personal use only.
-
-**IMPORTANT: Users are solely responsible for ensuring that all music acquisition, storage, and management activities comply with applicable copyright laws, licensing agreements, and legal requirements. Our organisation does not condone or support any illegal activities, including copyright infringement or piracy.**
-
-### 1.3. Legal Compliance Disclaimer
-
-All users must ensure that their music acquisition and management activities comply with:
-
- Applicable copyright laws and regulations
- Terms of service of music platforms and services
- Licensing agreements for music content
- All relevant intellectual property laws
-
-Our organisation assumes no responsibility for any illegal activities conducted using information from this Documentation.
-
-## 2. ACQUIRING MUSIC
-
-You are welcome to use any method you wish to *LEGALLY* acquire music. We would never encourage the criminal act of piracy. But maybe you're an artist and you want to archive or back up your own music - in that case, here you go:
-
-```bash
-yt-dlp -x --audio-format mp3 <url> --cookies-from-browser firefox
-```
-
-Omit the `--cookies-from-browser firefox` if you do not need authentication (auth is required for age-restricted content, for example).
-
-## 3. EDITING METADATA
-
-The specific meta tags you may need to set will vary depending on the music software you use. We have confirmed that `TIT2` is read as the title and `TPE1` is read as the artist when using Amberol on Linux and Musicolet on Android. Using `-t` and `-a` might work.
-
-```bash
-id3v2 "/path/to/song" --TIT2 "Song Title" --TPE1 "Song Artist" 
-```
-
-## 4. ADDING COVER IMAGES
-
-Download the image (we have confirmed JPEGs work) that you want to apply to the song, then run:
-
-```bash
-eyeD3 --add-image="/path/to/img":FRONT_COVER "/path/to/mp3"
-```
-
-## 5. COPYING TO ANDROID DEVICES
-
-You'll need to replace your paths and your device ID to match your local setup, but:
-
-```bash
-adb -s 192.168.12.105:5555 push music/* /storage/self/primary/Music
-```
-
-## 6. LIMITATION OF LIABILITY AND DISCLAIMERS
-
-### 6.1. Reference to Comprehensive Liability Framework
-
-**IMPORTANT: Comprehensive liability limitations, damage exclusions, and maximum liability caps are set forth in our Limitation of Liability and Indemnification Policy, which is incorporated herein by reference.**
-
-### 6.2. Legal Compliance Disclaimer
-
-This Documentation provides technical procedures only. Our organisation:
-
- Does not provide legal advice regarding music acquisition or copyright compliance
- Does not endorse or support any illegal activities, including copyright infringement
- Assumes no responsibility for users' compliance with copyright laws or licensing agreements
- Recommends that users consult qualified legal counsel for questions about copyright compliance
-
-### 6.3. Technical Accuracy Disclaimer
-
-While we strive to maintain accurate and current information in this Documentation, software tools, commands, and procedures may change over time. Users are responsible for:
-
- Verifying current software versions and compatibility
- Adapting procedures to their specific system configurations
- Ensuring their technical setup meets the requirements for these procedures
- Consulting additional resources for the most current technical information
-
-## 7. CONCLUSION
-
-This Music Management Documentation provides technical procedures for managing local music libraries on Linux systems. All users must ensure that their use of these procedures complies with applicable copyright laws, licensing agreements, and legal requirements.
-
---
-
-*For questions about music management procedures or legal compliance, please consult qualified legal counsel.*
@@ -1,151 +0,0 @@
---
-title: AI Prompts
---
-
-**DOCUMENTING STANDARD AI PROMPTS AND WORKFLOW TEMPLATES**
-
-## 1. INTRODUCTION AND LEGAL FRAMEWORK
-
-### 1.1. Policy Overview
-
-This AI Prompts Documentation (hereinafter referred to as "the Documentation") provides standard prompts, templates, and workflow instructions for using artificial intelligence tools in our organisational workflows. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
-
-### 1.2. Purpose and Scope
-
-This Documentation serves as a reference for standardised AI prompts used in various organisational contexts. These prompts are provided for convenience and consistency but may require customisation for specific use cases.
-
-**IMPORTANT: These prompts are provided as starting points and may require modification to meet specific requirements. Users are responsible for ensuring that any use of AI tools complies with applicable laws, regulations, and organisational policies.**
-
-### 1.3. AI Tool Usage Disclaimer
-
-Our organisation does not guarantee the accuracy, reliability, or appropriateness of outputs generated using these prompts. Users are responsible for:
-
- Reviewing and validating all AI-generated content
- Ensuring compliance with applicable laws and regulations
- Maintaining appropriate oversight of AI tool usage
- Protecting sensitive or confidential information when using AI tools
-
-## 2. AI PROMPTS
-
-### 2.1. Documentation Generation Prompt
-
-Open Claude Code in your project directory, then provide this prompt:
-
-```md
-Please go through the entire `src` directory and use the codebase to generate documentation for me, given the following template:
-
---
-title: <app name>
---
-
-<app name> (hereinafter the "Application") is <description>
-
-## 1. User Documentation
-
-This section is for those interacting with a live instance of the Application.
-
-## 2. Technical Documentation
-
-This section is for those interested in running their own instance of the Application.
-
-## 3. Legal Documentation
-
-This section is for expansions to our legal policies specific to the Application.
-
-## 4. Contributing Documentation
-
-This section is for documentation related to contributing to the Application's codebase.
-```
-
-### 2.2. Comprehension Question Generation Prompt
-
-We use this for some of our client work, but this is great for creating questions to quiz yourself on any document you've read.
-
-````md
-You must create three comprehension check questions for the lecture script the user provides. Do not include any other information. Format the response as a code block so the user can easily copy the syntax.
-
-Here is the format:
-
-```
-### Question 1:
-
-Which of the following is a key characteristic of relational databases?
-
-**A.** Flexible schema
-
-**B.** Document-based structure
-
-**C.** Key-value pairs
-
-**D.** Structured data in tables
-
-Hint: Think about how data is organised in relational databases.
-
-Answer: **D.** Structured data in tables
-
-### Question 2:
-
-Which of the following is a key characteristic of relational databases?
-
-**A.** Flexible schema
-
-**B.** Document-based structure
-
-**C.** Key-value pairs
-
-**D.** Structured data in tables
-
-Hint: Think about how data is organised in relational databases.
-
-Answer: **D.** Structured data in tables
-
-### Question 3:
-
-Which of the following is a key characteristic of relational databases?
-
-**A.** Flexible schema
-
-**B.** Document-based structure
-
-**C.** Key-value pairs
-
-**D.** Structured data in tables
-
-Hint: Think about how data is organised in relational databases.
-
-Answer: **D.** Structured data in tables
-```
-````
-
-## 3. LIMITATION OF LIABILITY AND DISCLAIMERS
-
-### 3.1. Reference to Comprehensive Liability Framework
-
-**IMPORTANT: Comprehensive liability limitations, damage exclusions, and maximum liability caps are set forth in our Limitation of Liability and Indemnification Policy, which is incorporated herein by reference.**
-
-### 3.2. AI Tool Usage Disclaimer
-
-These prompts are provided for informational purposes only. Our organisation:
-
- Does not guarantee the accuracy, reliability, or appropriateness of outputs generated using these prompts
- Does not warrant that these prompts will produce desired results in all contexts
- Assumes no responsibility for outcomes resulting from the use of these prompts with AI tools
- Recommends that users review and validate all AI-generated content
-
-### 3.3. User Responsibilities
-
-Users are responsible for:
-
- Reviewing and validating all AI-generated content before use
- Ensuring compliance with applicable laws, regulations, and organisational policies
- Protecting sensitive or confidential information when using AI tools
- Maintaining appropriate oversight and quality control of AI tool usage
- Adapting prompts to meet specific requirements and contexts
-
-## 4. CONCLUSION
-
-This AI Prompts Documentation provides standardised prompts and workflow templates for using artificial intelligence tools in our organisational workflows. All users are responsible for ensuring that their use of these prompts complies with applicable laws, regulations, and organisational policies, and for maintaining appropriate oversight of AI tool usage.
-
---
-
-*For questions about AI prompt usage or to suggest improvements, please contact appropriate organisational leadership through designated communication channels.*
@@ -1,318 +0,0 @@
---
-title: Templates
---
-
-**PROVIDING STANDARD TEMPLATES AND DOCUMENTATION FORMS**
-
-## 1. INTRODUCTION AND LEGAL FRAMEWORK
-
-### 1.1. Policy Overview
-
-This Templates Documentation (hereinafter referred to as "the Documentation") provides standard templates, forms, and documentation formats used throughout our organisation. This Documentation operates within our comprehensive legal and policy framework, incorporating our Terms of Service, Privacy Policy, and all applicable legal protections by reference.
-
-### 1.2. Purpose and Scope
-
-This Documentation serves as a reference for standardised templates used in various organisational contexts. These templates are provided for convenience and consistency but may require customisation for specific use cases.
-
-**IMPORTANT: These templates are provided as starting points and may require modification to meet specific legal, regulatory, or contextual requirements. Users are responsible for ensuring that any use of these templates complies with applicable laws and regulations.**
-
-### 1.3. Disclaimer
-
-Our organisation does not provide legal advice. These templates are provided for informational purposes only. Users should consult with qualified legal counsel when using these templates for legal matters or when compliance with specific regulations is required.
-
-## 2. TEMPLATES
-
-### 2.1. DMCA Takedown Template
-
-```md
-To whom it may concern:
-
-We are writing to notify you of the copyright infringement and unlawful use of our copyrighted material that appear on the service for which you are the designated agent.
-
-The infringing material, which we contend belong to us, includes our original visual assets.
-
-The infringing material appears at the following location(s):
-
-<url>
-
-The original material is available at the following location(s):
-
-<url>
-
-This letter is the official notification under Section 512(c) of the Digital Millennium Copyright Act of 1998 ("DMCA") and we request the immediate removal of the aforementioned infringing materials from your servers.
-
-We also request that you immediately notify the infringer of this notice and inform them to cease any further posting of the infringing material to your server in the future.
-
-We are providing this notice in good faith and with the reasonable belief that we are the copyright holder of the material, and that the use of the described material in the manner complained is not authorised by us, our agents, or the law.
-
-We swear, under penalty of perjury, that the information in this notification is accurate and that we are the owner of the copyrighted material involved.
-
-If you have any questions, please feel free to reach out to us.
-```
-
-### 2.2. LinkedIn Cold Outreach Response Template
-
-```md
-I would be more than happy to chat! You can schedule time directly on my calendar:
-
-https://zcal.co/nhcarrigan/meet
-```
-
-### 2.3. LinkedIn Post-Event Recommendation Template
-
-```md
-I had the absolute pleasure of working with [Participant's Name] during our [event name], where [they] consistently impressed me with [their] dedication, technical growth, and collaborative spirit.
-
-From the start, [Participant's Name] dove into the challenge with enthusiasm, applying [their] skills in [tech stack] to build real, impactful solutions. Whether working independently or as part of a team, [they] brought thoughtful ideas, clear communication, and a passion for learning that elevated everyone around [them].
-
-The value of [Participant's Name]'s contributions are immeasurable. Throughout the event, they [explain loads of goals here].
-
-By the end of the [event name], [Participant's Name] had delivered an outstanding project: [project name or brief description]. More than the final product, what stood out was [their] journey—embracing feedback, overcoming obstacles, and supporting others along the way.
-
-I wholeheartedly recommend [Participant's Name] for any opportunity in tech. [They] bring not just technical ability, but the kind of energy and curiosity that makes any team stronger.
-```
-
-### 2.4. LinkedIn Mentorship Recommendation Template
-
-```md
-I had the privilege of mentoring [Mentee's Name] through my 1:1 mentorship programme, and from our very first session, it was clear that [they] approached learning with curiosity, determination, and an eagerness to grow.
-
-Over the course of the programme, [Mentee's Name] set clear goals and worked diligently toward them—building both technical skills in [specific tech stack, tools, or concepts] and the professional confidence to apply those skills in real-world scenarios. [They] embraced feedback, sought out challenges, and consistently demonstrated the resilience needed to push past obstacles.
-
-What impressed me most was [their] commitment to personal and professional growth—not just in terms of technical ability, but also in communication, collaboration, and problem-solving. By the end of the mentorship, [Mentee's Name] had successfully delivered [describe final project or achievement], showing not only technical proficiency but also the ability to think critically and adapt to new situations.
-
-I am confident that [Mentee's Name] will continue to excel in their career. They bring the kind of focus, curiosity, and dedication that make them a valuable asset to any team, and I am proud to have played a part in their journey.
-```
-
-### 2.5. Form Submission Declined Email Template
-
-```md
-Hello,
-
-Thank you for your submission to our <form> form.
-
-We appreciate your interest in working with us. However, at this time we are not able to accept your submission.
-
-Please note that due to the large volume of form submissions we process, we are unable to provide personalised feedback. Here are some common submission issues we see:
-
-1. Low-effort Submission: Please ensure you are taking the time to provide detailed, well-thought responses. The more effort you put in, the more likely we will be able to accept it.
-2. Invalid Discord ID: Many of our submissions require you to provide your unique Discord ID - this is a 16 to 19 digit number that uniquely identifies your Discord account. If this is incorrect, we are unable to accept a submission. If you need help finding yours, please refer to https://dis.gd/findid
-3. Concerning Responses: If your responses to any of the form questions raise red flags, we decline your submission. Remember that you want to paint yourself in the best light here.
-
-We encourage you to take the time to consider these common points of failure, and would welcome a resubmission from you at any time.
-
-If you have any questions, please reach out in our Discord community: https://chat.nhcarrigan.com
-```
-
-### 2.6. Volunteer Application Rejection Template
-
-```md
-Dear [Applicant’s Name],
-
-Thank you so much for taking the time to apply for a volunteer role with NHCarrigan. We truly appreciate your interest in contributing your time and energy to our community.
-
-After carefully reviewing your application, we’ve decided not to move forward with your candidacy for this volunteer position. Please don’t take this as a reflection of your value or potential—our selection process is highly competitive, and we often have to make very difficult decisions.
-
-We still encourage you to stay engaged with our community spaces, events, and projects. There are always opportunities to connect, learn, and grow together, and we would love to see you continue to participate.
-
-Thank you again for your interest and enthusiasm. We wish you the very best in all your endeavors and hope our paths cross again in the future.
-
-Warm regards,
-Naomi Carrigan
-CEO, NHCarrigan
-```
-
-### 2.7. Meeting Request Confirmation Template
-
-```md
-Hey <name>,
-
-Thank you for reaching out to schedule a meeting! I am excited to connect with you and get to know who you are.
-
-You may use this link to schedule a slot on my calendar: https://zcal.co/nhcarrigan/meet
-
-It looks like we share the <CYC|fCC|both|neither> communities, so you may choose that as your meeting location if you wish.
-OR
-It does not look like we share any Discord communities, so you will need to select NHCarrigan Discord as your meeting location.
-
-Please note that if you choose to meet in the NHCarrigan Discord, you will need to join our Discord community at https://chat.nhcarrigan.com in order to meet with us. When it is time for your scheduled meeting, you will need to join the "waiting-room" voice channel. We will drag you into our private voice chat when we are ready to chat with you.
-
-If you have any questions, please do not hesitate to reach out to us.
-```
-
-### 2.8. Mentorship Programme Welcome Template
-
-```md
-Hey <name>,
-
-Welcome to our mentorship programme! We are excited to support you and watch you learn and grow!
-
-In order to participate, you will need to join our Discord community at https://chat.nhcarrigan.com - then, select the mentorship role from our self-selectable roles to gain access to the programme channels.
-
-You will receive further instructions once you have selected the role.
-
-Keep an eye on the Discord community for announcements and opportunities to collaborate!
-
-Congratulations again!
-```
-
-### 2.9. Discord Bot Donation Copy Template
-
-These go in the bot SKUs:
-
-### Subscription Name
-
-```
-Sponsor Naomi
-```
-
-### Subscription Description
-
-```
-**How Your Support Makes a Difference**
-
-1. Creating Free Software
-  - Develop open-source tools accessible to everyone
-  - Design Discord bots for community management and safe spaces
-  - Create learning resources and accessibility-focused web applications
-
-2. Building Inclusive Communities
-  - Manage welcoming online spaces where diverse voices are celebrated
-  - Organise virtual events, workshops, and mentorship programmes
-  - Implement inclusive community guidelines
-
-3. Guiding Others in Tech
-  - Provide mentorship to aspiring technologists from underrepresented groups
-  - Create educational content (tutorials, blog posts, videos)
-  - Offer career advice and emotional support
-
-4. Your Contribution's Ripple Effect:
-  - Challenges the status quo of the tech industry
-  - Creates opportunities for underrepresented individuals in STEM
-  - Fosters innovation through diverse perspectives
-  - Builds a tech community that reflects and serves all of society
-
-Every donation, regardless of size, contributes to this mission. Together, we're creating a more inclusive, accessible, and diverse future for technology.
-Thank you for considering a donation and being part of this important journey.
-```
-
-### Benefit Name
-
-```
-Your donation:
-```
-
-### Benefit Description
-
-```
-Helps a transfemme technology witch create free software, build inclusive communities, and guide others on their journey in tech.
-```
-
-### Notes
-
- Use my avatar for subscription
- Use pentatrans for benefit
-
-### 2.10. Discord Server Introduction Template
-
-```md
-Hello~! I'm Naomi, a 34 year old transfem software engineer and community manager based in Washington. All of my work (and therefore most of my life) is spent online, so I'm always looking for new spaces and people to vibe with. Remote work can feel dreadfully isolating, and this is my attempt to combat that feeling.
-
-<insert bit about community here>
-``` 
-
-### 2.11. Guild Wars 2 Recruitment Advertisement Template
-
-This has to be sent in two chat messages because of the length.
-
-```
-Hiya friends~! Naomi's Newbies is a new guild that is really focused on helping newer players come to love the game, and supporting casual players who have busy schedules.
-```
-
-```
-We have no activity requirement, no rep requirement, a Discord community, and more! If you are interested, please whisper me and I will gladly invite you!
-```
-
-### 2.12. Form Consent for Email Communications
-
-Description:
-
-```
-At NHCarrigan, we are fully committed to respecting and protecting your privacy. We strictly adhere to a policy of non-disclosure regarding your personal data; we do not sell, trade, or transfer your information to outside parties. The contact details you provide will be used exclusively for the purpose of responding to your inquiry or addressing the subject of this form. For a complete overview of our data practices, please review our [Privacy Policy](https://docs.nhcarrigan.com/legal/privacy/).
-```
-
-Question: 
-
-```
-I agree to be contacted via email, solely for the purpose of addressing this submission.
-```
-
-### 2.13. Form Image Header
-
-```html
-<div style="width: 100%; text-align: center"><img src="https://cdn.nhcarrigan.com/logo.png" style="width: 250px; height: 250px"></div>
-```
-
-### 2.14. Form Confirmation
-
-Add this at the end of any form specific text.
-
-```
-If you'd like to stay up to date on everything we do, come hang out in our server! https://chat.nhcarrigan.com
-```
-
-### 2.15. Sanction Appeal Denial Email Template
-
-Subject Line: `Appeal Decision - [Sanction Type] Appeal Dismissed`
-
-```md
-Dear [Appellant's Name],
-
-Thank you for submitting your appeal regarding the disciplinary sanction imposed on [date of original sanction]. We acknowledge receipt of your appeal and have conducted a thorough review in accordance with our Community Disciplinary Appeals Policy.
-
-After careful consideration by the Appeals Panel, which included examination of all evidence and documentation, review of the original decision and its rationale, and assessment of your submissions and arguments, we have determined that your appeal does not meet the grounds for appeal as established in our policy.
-
-**Decision**: Your appeal has been dismissed. The original disciplinary sanction remains in full effect.
-
-**Reasoning**: [Insert detailed reasoning here, addressing the specific grounds raised in the appeal and explaining why the original decision was appropriate. This should reference procedural compliance, proportionality of the sanction, factual accuracy, evidence considered, and correct application of community policies.]
-
-As outlined in Section 8.1 of our Community Disciplinary Appeals Policy, decisions of the Appeals Panel are final and binding. No further appeals or reviews are available through our internal processes.
-
-We understand that this decision may be disappointing. Our appeals process is designed to ensure fairness and transparency, and we have given your submission careful consideration. The original sanction was imposed in accordance with our community standards and policies, which are designed to maintain a safe and welcoming environment for all members.
-
-If you have any questions about this decision, please note that our Appeals Panel's determination is final. We appreciate your understanding and respect for our community standards and processes.
-
-Regards,
-The Appeals Panel
-NHCarrigan Community Leadership
-```
-
-### 3.1. Reference to Comprehensive Liability Framework
-
-**IMPORTANT: Comprehensive liability limitations, damage exclusions, and maximum liability caps are set forth in our Limitation of Liability and Indemnification Policy, which is incorporated herein by reference.**
-
-### 3.2. Template Usage Disclaimer
-
-These templates are provided for informational purposes only. Our organisation:
-
- Does not provide legal advice or guarantee the legal effectiveness of these templates
- Does not warrant that these templates will meet specific legal, regulatory, or contextual requirements
- Recommends that users consult with qualified legal counsel when using these templates for legal matters
- Assumes no responsibility for outcomes resulting from the use of these templates
-
-### 3.3. Customisation Requirements
-
-Users are responsible for:
-
- Customising templates to meet their specific needs and requirements
- Ensuring compliance with applicable laws, regulations, and organisational policies
- Verifying the accuracy and appropriateness of template content for their specific use case
- Obtaining appropriate legal review when necessary
-
-## 4. CONCLUSION
-
-This Templates Documentation provides standardised templates and forms for use throughout our organisation. All users are responsible for ensuring that their use of these templates complies with applicable laws, regulations, and organisational requirements.
-
---
-
-*For questions about template usage or to suggest improvements, please contact appropriate organisational leadership through designated communication channels.*
@@ -165,7 +165,7 @@ Your Discord bot requires the following Gateway Intents:

 Create a `.env` file in the project root with the following variables:

-```env
+```sh
 # Discord Bot Configuration
 TOKEN=your_discord_bot_token

@@ -64,7 +64,7 @@ This section is for those interested in running their own instance of the Applic
   ```

 4. Edit `.env` with your configuration:
-   ```env
+   ```sh
   DISCORD_TOKEN="your-discord-bot-token"
   SENTRY_DSN="your-sentry-dsn"
   DEBUG_HOOK="your-discord-webhook-url"
@@ -10,7 +10,7 @@ This section is for those interacting with a live instance of the Application.

 ### What is Caelia?

-Caelia is a Discord bot designed to help create more inclusive communities by gently notifying users when they may have used language that could be considered non-inclusive. The bot uses the Alex.js library to analyze messages and provide helpful suggestions for more inclusive alternatives.
+Caelia is a Discord bot designed to help create more inclusive communities by gently notifying users when they may have used language that could be considered non-inclusive. The bot uses the Alex.js library to analyse messages and provide helpful suggestions for more inclusive alternatives.

 ### How to Add Caelia to Your Server

@@ -199,7 +199,7 @@ src/

 - **Language Rules**: Enhancing Alex.js configuration for better accuracy
 - **Error Handling**: Improving error recovery and user experience
- **Performance**: Optimizing message processing speed
+- **Performance**: Optimising message processing speed
 - **Features**: Adding new functionality while maintaining simplicity
 - **Documentation**: Improving user and developer documentation

@@ -363,7 +363,7 @@ For questions or support:

 ### 4.10. Issue Reporting

-Please report bugs in the #bug-reports forum channel and feature requests in the #feature-requests forum channel on our Discord community.
+Please report bugs in the [Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) category and feature requests in the [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7) category on our support forum.

 Include:
 - Clear description of the issue or feature
@@ -2,7 +2,7 @@
 title: Cordelia Taryne
 ---

-Cordelia Taryne (hereinafter the "Application") is an AI-powered multi-purpose assistant Discord bot that leverages Anthropic's Claude AI to provide various text processing, analysis, and assistance features. The bot features a distinctive vampire personality named Cordelia with haughty and self-inflated characteristics, providing users with intelligent assistance while maintaining a unique character persona.
+Cordelia Taryne (hereinafter the "Application") is an AI-powered multi-purpose assistant Discord bot that leverages Anthropic's Claude AI to provide various text processing, analysis, and assistance features. The bot features a distinctive vampire personality named Cordelia with haughty and self-inflated characteristics, providing users with intelligent assistance whilst maintaining a unique character persona.

 ## 1. User Documentation

@@ -42,8 +42,8 @@ Cordelia Taryne offers the following slash commands:
 - **Access**: Requires active subscription

 #### `/mood`
- **Description**: Analyze the sentiment and mood of text passages
- **Parameters**: `text` (required, max 2000 characters) - The text to analyze
+- **Description**: Analyse the sentiment and mood of text passages
+- **Parameters**: `text` (required, max 2000 characters) - The text to analyse
 - **Usage**: `/mood text: I had an amazing day at the beach!`
 - **Access**: Requires active subscription

@@ -71,13 +71,13 @@ Most features require an active subscription. The bot uses Discord's premium sub
 Cordelia has a distinctive personality:
 - **Character**: A vampire assistant with a haughty and self-inflated demeanour
 - **Appearance**: Blonde hair in twin buns, pink-red cat-like eyes, pale skin, gold dress
- **Behavior**: Subtly condescending but never directly rude or insulting
+- **Behaviour**: Subtly condescending but never directly rude or insulting
 - **Communication**: Professional assistance without role-playing text

 ### Support and Feedback

- **Bug Reports**: Post in the #bug-reports forum channel on our Discord community
- **Feature Requests**: Post in the #feature-requests forum channel on our Discord community
+- **Bug Reports**: Post in the [Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) category on our support forum
+- **Feature Requests**: Post in the [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7) category on our support forum
 - **General Support**: Visit the [chat server](https://chat.nhcarrigan.com)
 - **Contact**: Email `contact@nhcarrigan.com`

@@ -264,7 +264,7 @@ src/

 ### Contribution Process

-1. **Issue Creation**: Post detailed bug reports or feature requests in the appropriate Discord forum channel (#bug-reports or #feature-requests)
+1. **Issue Creation**: Post detailed bug reports or feature requests in the appropriate support forum category ([Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) or [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7))
 2. **Discussion**: Discuss approach before starting work
 3. **Implementation**: Follow coding standards and patterns
 4. **Testing**: Test thoroughly in development environment
@@ -288,7 +288,7 @@ src/
 4. Test subscription gating and error handling
 5. Update documentation

-#### Modifying AI Behavior
+#### Modifying AI Behaviour
 1. Update personality configuration if needed
 2. Modify system prompts in relevant modules
 3. Test with various inputs and edge cases
@@ -647,7 +647,7 @@ When contributing, keep security in mind:

 If you need help contributing:

- Post in the #bug-reports or #feature-requests forum channels on our Discord community
+- Post in the [Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) or [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7) categories on our support forum
 - Join the [Chat Server](https://chat.nhcarrigan.com)
 - Email: `contact@nhcarrigan.com`

@@ -114,7 +114,7 @@ npm install

 Create a `prod.env` file in the root directory with the following variables:

-```env
+```sh
 DISCORD_TOKEN=your_discord_bot_token
 AI_TOKEN=your_anthropic_api_key
 LOG_TOKEN=your_logging_token (optional)
@@ -199,7 +199,7 @@ pnpm install

 Create a `prod.env` file with the following variables:

-```env
+```sh
 DISCORD_TOKEN=your_discord_bot_token
 MONGO_URI=your_mongodb_connection_string
 LOG_TOKEN=your_logging_service_token
@@ -225,7 +225,7 @@ If you encounter bugs or have feature requests:
 - Chat Server: [https://chat.nhcarrigan.com](https://chat.nhcarrigan.com)
 - Email: contact@nhcarrigan.com
 - Repository: [https://git.nhcarrigan.com/nhcarrigan/logger](https://git.nhcarrigan.com/NHCarrigan/logger)
- Issues: Post in the #bug-reports or #feature-requests forum channels on our Discord community
+- Issues: Post in the [Bug Reports](https://support.nhcarrigan.com/c/bug-reports/6) or [Feature Requests](https://support.nhcarrigan.com/c/feature-requests/7) categories on our support forum

 ### Package Information

@@ -136,7 +136,7 @@ The Application is built with the following technologies:

 Create a `prod.env` file in the project root with the following variables:

-```env
+```sh
 # Required: Anthropic API key for Claude AI
 ANTHROPIC_API_KEY=your_anthropic_api_key_here

@@ -50,7 +50,7 @@ Rosalia Nightsong is built using:

 The application requires the following environment variables:

-```env
+```sh
 MATRIX_ACCESS_TOKEN="matrix_access_token"
 MATRIX_ROOM_ID="matrix_room_id"
 API_AUTH="api_authentication_token"
@@ -218,7 +218,7 @@ This section is for those interested in running their own instance of the Applic
 4. **Set up environment variables:**

   Create a `.env` file with required credentials:
-   ```env
+   ```sh
   # Crowdin (for translation scripts)
   CROWDIN_PROJECT_ID=your_project_id
   CROWDIN_API_URL=https://api.crowdin.com/api/v2
@@ -10,7 +10,7 @@ Unless explicitly stated otherwise in a separate written agreement, all position

 ### 1.2. Service Philosophy

-Our volunteer programme operates on servant leadership principles, emphasising service to the community, professional development opportunities, and meaningful contribution to creating inclusive online environments. All volunteer service operates within our comprehensive legal and policy framework.
+Our volunteer programme operates on **servant leadership principles**, emphasising service to the community, professional development opportunities, and meaningful contribution to creating inclusive online environments. For a comprehensive explanation of servant leadership, see [Staff Role Definition and Principles](/staff/handbook#22-staff-role-definition-and-principles) in the Staff Handbook. All volunteer service operates within our comprehensive legal and policy framework.

 ## 2. Available Volunteer Opportunities

@@ -4,7 +4,7 @@ title: Staff Handbook

 ## Introduction and Framework

-Welcome to our organisation. This Staff Handbook serves as a comprehensive guide to our policies, procedures, and expectations for all volunteer staff members. This handbook operates within our comprehensive legal and policy framework, which includes:
+Welcome to our organisation. This Staff Handbook serves as a comprehensive guide to our policies, procedures, and expectations for all Team members (volunteers). This handbook operates within our comprehensive legal and policy framework, which includes:

 **(a)** **Community Code of Conduct**: Fundamental behavioural standards and community values;

@@ -18,11 +18,11 @@ Welcome to our organisation. This Staff Handbook serves as a comprehensive guide

 **(f)** **Content and Moderation Policy**: Comprehensive moderation standards and enforcement procedures.

-**IMPORTANT: This handbook supplements but does not replace our comprehensive policy framework. All staff members are required to familiarise themselves with and adhere to all applicable policies, which are incorporated herein by reference.**
+**IMPORTANT: This handbook supplements but does not replace our comprehensive policy framework. All Team members are required to familiarise themselves with and adhere to all applicable policies, which are incorporated herein by reference.**

 ### Our Mission and Values

-We rely on every staff member, regardless of position, to help foster a safe, welcoming, and inclusive environment that serves our community's diverse needs. Your dedication, skills, and adherence to our standards are crucial in achieving our organisational mission of creating exceptional online communities.
+We rely on every Team member, regardless of position, to help foster a safe, welcoming, and inclusive environment that serves our community's diverse needs. Your dedication, skills, and adherence to our standards are crucial in achieving our organisational mission of creating exceptional online communities.

 By familiarising yourself with this handbook and our broader policy framework, you play a vital role in maintaining the integrity, inclusivity, and effectiveness of our organisation.

@@ -30,13 +30,13 @@ By familiarising yourself with this handbook and our broader policy framework, y

 ### 1.1. Flexible Engagement

-We recognise and deeply appreciate that our staff members are volunteers dedicating their time and effort to support our community. As such, we do not impose rigid activity quotas or specific engagement levels.
+We recognise and deeply appreciate that our Team members are volunteers dedicating their time and effort to support our community. As such, we do not impose rigid activity quotas or specific engagement levels.

 ### 1.2. Communication of Extended Absences

 While we maintain a flexible approach to activity, we kindly request that you inform us of any anticipated absences:

- For absences exceeding one week, please notify the team via the `#staff-chat` channel on Discord.
+- For absences exceeding one week, please notify the team via the `#sentinel-watch` channel on Discord.
 - This communication helps us manage workload distribution and ensures continued smooth operation of our community.

 ### 1.3. Extended Inactivity
@@ -47,21 +47,33 @@ In cases of prolonged inactivity:
 - This policy helps maintain an engaged and responsive staff roster.
 - Please note that removal due to inactivity is not punitive and does not reflect negatively on your contributions.

-### 1.4. Returning to the Team
+### 1.4. Training Compliance and Dismissal
+
+**Mandatory Training Compliance:**
+
+All Team members must comply with mandatory training requirements:
+
+**(a)** **Initial Training:** Complete all required training and submit confirmation form during onboarding before beginning staff duties
+
+**(b)** **Annual Training:** Complete annual training review at the start of each calendar year and submit confirmation form by the specified deadline
+
+**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form by the deadline will result in immediate dismissal from Team positions. This policy ensures all Team members maintain current knowledge of policies and procedures essential for community safety and effective service.
+
+### 1.5. Returning to the Team

 We value your contributions and understand that life circumstances can change:

 - If you've been removed due to inactivity, you are always welcome to rejoin the staff team when your schedule permits.
 - To rejoin, please contact an admin.

-### 1.5. Balancing Commitments
+### 1.6. Balancing Commitments

 We encourage you to balance your volunteer work with your personal life and other commitments:

 - Your well-being is important to us. Never feel pressured to overextend yourself.
 - If you find your role becoming stressful or overly time-consuming, please discuss this with an admin.

-### 1.6. Recognition and Appreciation
+### 1.7. Recognition and Appreciation

 **Reference to Comprehensive Recognition Framework**: Detailed volunteer recognition, appreciation programmes, and wellness support systems are set forth in our Community Recognition and Appreciation Policy, which is incorporated herein by reference.

@@ -82,18 +94,38 @@ Our community leadership operates through a structured hierarchy, outlined in [a

 ### 2.2. Staff Role Definition and Principles

-As a staff member, you occupy a position of trust within our community operating under the servant leadership principle. All staff roles come with responsibilities and tools to ensure the safety and well-being of our community members. Key principles:
+#### 2.2.1. Servant Leadership Principle

- Being a staff member does not elevate you above other community members
+As a Team member, you occupy a position of trust within our community operating under the **servant leadership principle**. This foundational principle guides all Team roles and responsibilities.
+
+**What is Servant Leadership?**
+
+Servant leadership is a philosophy and set of practices that enriches the lives of individuals, builds better organisations, and ultimately creates a more just and caring world. In our community context:
+
+**(a)** **Service-Oriented Leadership**: Team members serve the community rather than wielding authority for personal benefit. Your role exists to support and empower community members, not to exercise power over them.
+
+**(b)** **Community-Centred Focus**: All decisions and actions prioritise the well-being and growth of the community and its members. Personal interests or preferences are secondary to community needs.
+
+**(c)** **Empowerment and Support**: Team members work to enable community members to succeed, grow, and participate meaningfully. Rather than controlling or directing, Team members facilitate and support.
+
+**(d)** **Humility and Accountability**: Team members recognise that leadership is a responsibility, not a privilege. You are accountable to the community you serve through established accountability mechanisms.
+
+**(e)** **Inclusive Participation**: Servant leadership means ensuring all voices are heard, especially those of marginalised community members. Staff actively work to remove barriers to participation.
+
+**Key Principles for Team Members:**
+
+- Being a Team member does not elevate you above other community members
 - Your role is one of service and support, not authority or superiority
 - You serve the community rather than wielding authority for personal benefit
 - You are accountable to the community you serve through established accountability mechanisms
+- Leadership is demonstrated through service, not through exercising power
+- Success is measured by community member growth and well-being, not personal recognition

 ### 2.3. General Staff Expectations

 #### 2.3.1. Leading by Example

-As staff members, you are expected to exemplify the ideal community member:
+As Team members, you are expected to exemplify the ideal community member:

 - Be active and engaged within the community within your capacity and role
 - Strictly adhere to all community rules and guidelines
@@ -102,12 +134,12 @@ As staff members, you are expected to exemplify the ideal community member:

 #### 2.3.2. Balancing Roles and Responsibilities

-Remember that you are both a staff member and a community member:
+Remember that you are both a Team member and a community member:

- Not every interaction requires official staff intervention
+- Not every interaction requires official Team intervention
 - Engage in regular social interactions with fellow community members
- Maintain a balance between your staff duties and personal enjoyment within the community
- Recognise when situations require your staff expertise versus when you can participate as a regular member
+- Maintain a balance between your Team duties and personal enjoyment within the community
+- Recognise when situations require your Team expertise versus when you can participate as a regular member

 #### 2.3.3. Platform Familiarity and Cross-Platform Coordination

@@ -115,7 +147,7 @@ Our community spans multiple platforms with coordinated governance:

 - You are entrusted with maintaining community standards across platforms, following consistent policies
 - Focus on supporting platforms you're comfortable with whilst maintaining policy consistency
- Seek assistance or guidance from fellow staff members and leadership when dealing with unfamiliar situations
+- Seek assistance or guidance from fellow Team members and Leadership when dealing with unfamiliar situations
 - Coordinate with other platform teams to ensure cohesive community experience

 ### 2.4. Staff Standards and Accountability
@@ -128,7 +160,7 @@ Maintain exemplary conduct aligned with our community values:

 - Demonstrate respect, inclusivity, safety, and collaborative problem-solving in all interactions
 - Remain calm and objective, especially in challenging situations involving community safety
- Model the behaviour expected of all community members whilst serving in your staff capacity
+- Model the behaviour expected of all community members whilst serving in your Team capacity
 - Use appropriate, inclusive language and maintain trauma-informed practices

 #### 2.4.2. Fairness, Consistency, and Evidence-Based Decision-Making
@@ -138,7 +170,7 @@ Apply policies and take actions consistently following established frameworks:
 - Treat all community members equally with dignity and respect regardless of background or circumstances
 - Make decisions based on community policies and evidence-based practices, not personal preferences
 - Follow progressive disciplinary frameworks and restorative justice principles when appropriate
- Consider cultural sensitivity and accessibility needs in all staff decisions and actions
+- Consider cultural sensitivity and accessibility needs in all Team decisions and actions

 #### 2.4.3. Transparency and Community Accountability

@@ -153,9 +185,9 @@ Maintain transparency and accountability to the community:

 #### 2.5.1. Team Communication

-Maintain open lines of communication with your fellow staff members:
+Maintain open lines of communication with your fellow Team members:

- Use designated channels (e.g., `#staff-chat`) to discuss community issues and seek guidance
+- Use designated channels (e.g., `#sentinel-watch`) to discuss community issues and seek guidance
 - Share experiences and seek advice when facing challenging situations
 - Communicate openly about workload, availability, and support needs

@@ -169,16 +201,68 @@ Stay informed and improve your skills:

 #### 2.5.3. Escalation Protocol

-Know when and how to escalate issues:
+**Universal Escalation Principles:**

- Identify situations that require input from senior staff or administrators
- Follow established procedures for escalating complex, sensitive, or high-impact matters
- Understand the scope of your role and when issues exceed your authority or expertise
+All Team members must know when and how to escalate issues appropriately. Escalation ensures that complex, sensitive, or high-impact matters receive the appropriate level of attention and expertise.
+
+**When to Escalate:**
+
+**(a)** **Complexity Beyond Your Expertise**: Situations that exceed your knowledge, training, or authority level require escalation to Team members with appropriate expertise.
+
+**(b)** **Safety Concerns**: Any situation involving immediate or potential safety risks to community members requires immediate escalation to senior staff and appropriate coordinators (Crisis Response Coordinator, Child Safety Coordinator, etc.).
+
+**(c)** **Policy Ambiguity**: When policies are unclear or seem to conflict, escalate to leadership for clarification rather than making assumptions.
+
+**(d)** **High-Impact Decisions**: Decisions that significantly affect community members, community culture, or organisational operations should involve senior staff input.
+
+**(e)** **Legal or Compliance Concerns**: Any situation with potential legal implications or compliance requirements should be escalated to Legal and Policy Advisor or senior leadership.
+
+**(f)** **Team-Related Issues**: Conflicts or concerns involving other Team members should be escalated through appropriate channels to maintain professional boundaries.
+
+**(g)** **Repeated or Persistent Issues**: Patterns of problematic behaviour or recurring issues that haven't been resolved through standard interventions require escalation.
+
+**How to Escalate:**
+
+**(a)** **Use Appropriate Channels**: Escalate through designated staff channels (e.g., `#sentinel-watch` on Discord) or direct contact with relevant coordinators or senior staff.
+
+**(b)** **Provide Complete Context**: When escalating, include:
+- Clear description of the situation
+- Relevant background and history
+- Actions already taken
+- Evidence or documentation
+- Your assessment of urgency and risk level
+- Specific questions or support needed
+
+**(c)** **Maintain Communication**: Continue supporting the situation whilst escalation is in process. Don't abandon community members whilst waiting for escalation response.
+
+**(d)** **Follow Instructions**: Once escalation occurs, follow any specific directions from senior staff or coordinators whilst maintaining your role responsibilities.
+
+**(e)** **Document Appropriately**: Document escalation decisions and outcomes for accountability and learning purposes.
+
+**Escalation Timeframes:**
+
+- **Immediate (Within 15 minutes)**: Safety threats, crisis situations, child safety concerns
+- **Urgent (Within 1 hour)**: Harassment, significant policy violations, legal concerns
+- **Standard (Within 24 hours)**: Complex situations, policy questions, persistent issues
+- **Routine (Within 3-5 days)**: General questions, process improvements, non-urgent concerns
+
+**Context-Specific Escalation:**
+
+Different types of situations may require escalation to specific coordinators or teams:
+- **Crisis Response**: Escalate mental health crises to Crisis Response Coordinator
+- **Child Safety**: Escalate child safety concerns to Child Safety Coordinator
+- **Harassment**: Escalate harassment reports to Harassment Response Coordinator
+- **Technical Issues**: Escalate technical problems to Technical Administrators
+- **Policy Questions**: Escalate policy questions to Legal and Policy Advisor
+
+For detailed escalation procedures specific to different situations, refer to the relevant training documents (Crisis Response Training, Child Safety Training, Harassment Response Training, etc.).

 ### 2.6. Documentation and Transparency

 **Reference to Comprehensive Frameworks**: Detailed procedures, documentation requirements, and transparency systems are set forth in our Content and Moderation Policy and Community Leadership and Governance Policy, which are incorporated herein by reference.

+**Comprehensive Training Available**: For complete documentation procedures, requirements, and best practices, all Team members must complete the [Documentation and Transparency Training](/staff/training/documentation-transparency). This section provides a brief overview; refer to the training document for detailed guidance.
+
 #### 2.6.1. Action Documentation Requirements
 - All significant staff actions must be documented appropriately for transparency and consistency
 - Staff in moderation roles must log actions via our API system
@@ -191,17 +275,17 @@ Know when and how to escalate issues:
 - Training provided on relevant documentation systems and transparency requirements
 - Ongoing support available for technical and procedural questions related to your specific role

-## 3. Working With Fellow Staff Members
+## 3. Working With Fellow Team Members

 ### 3.1. Communication Channels

 #### 3.1.1. Primary Communication Platforms
 - Our Discord community serves as a primary communication hub for the staff team
- A private `staff` category is available for internal discussions
- Discord `#staff-chat` channel for real-time communication and coordination
+- A private `The Inner Circle` category is available for internal discussions
+- Discord `#sentinel-watch` channel for real-time communication and coordination

 #### 3.1.2. Use of Staff Communication Channels
- Utilize staff channels for:
+- Utilise staff channels for:
  - Discussing concerns and seeking guidance on community issues
  - Seeking advice on handling situations within your role
  - Requesting assistance with ongoing issues or projects
@@ -210,7 +294,7 @@ Know when and how to escalate issues:

 ### 3.2. Collaborative Problem-Solving

- Approach fellow staff members for help and insights when needed
+- Approach fellow Team members for help and insights when needed
 - Be open to offering assistance when others request it within your expertise
 - Engage in constructive discussions to find optimal solutions
 - Collaborate effectively across different roles and specialties
@@ -218,7 +302,7 @@ Know when and how to escalate issues:
 ### 3.3. Team Unity and Public Image

 - Maintain a united front in public spaces
- Avoid disagreeing with or criticizing fellow staff members in public forums
+- Avoid disagreeing with or criticising fellow Team members in public forums
 - If you have concerns about a staff action or a colleague's behaviour:
  - Address the issue privately in staff channels or through direct messages
  - Seek resolution through open and respectful dialogue
@@ -243,7 +327,7 @@ Know when and how to escalate issues:
 ### 3.5. Supporting Each Other

 - Recognise that staff work can be challenging and sometimes emotionally demanding
- Offer emotional support and encouragement to fellow staff members
+- Offer emotional support and encouragement to fellow Team members
 - Share experiences and coping strategies for dealing with difficult situations
 - Promote a supportive team environment that prioritises member wellness

@@ -273,7 +357,7 @@ Know when and how to escalate issues:

 ### 3.10. Continuous Improvement

- Be open to feedback from fellow staff members and leadership
+- Be open to feedback from fellow Team members and Leadership
 - Suggest improvements to processes, procedures, or team communication
 - Participate in team training, development activities, and skill-building opportunities

@@ -287,7 +371,7 @@ As a member of our team, you play a crucial role in ensuring a positive and smoo

 - Familiarize yourself with most of our projects to answer a wide range of questions.
 - Stay updated on recent changes or updates to our projects.
- Utilize available resources (documentation, FAQs, wikis) to assist users effectively.
+- Utilise available resources (documentation, FAQs, wikis) to assist users effectively.

 ### 4.3. Handling User Inquiries

@@ -301,8 +385,8 @@ As a member of our team, you play a crucial role in ensuring a positive and smoo

 ### 4.4. Collaborative Problem-Solving

- Utilize the staff chat in Discord for discussing complex user questions.
- Engage with fellow staff members to collaboratively find solutions.
+- Utilise the staff chat in Discord for discussing complex user questions.
+- Engage with fellow Team members to collaboratively find solutions.
 - Share knowledge and insights to improve the team's overall support capabilities.

 ### 4.5. Follow-up
@@ -376,7 +460,7 @@ As a member of our team, you play a crucial role in ensuring a positive and smoo
 ### 6.1. Eligibility for Cross-Platform Roles

 - Once you have been selected for a staff position on any of our platforms, you become eligible to request staff access on additional platforms.
- This opportunity is open to all current staff members in good standing.
+- This opportunity is open to all current Team members in good standing.

 ### 6.2. Requesting Additional Platform Access

@@ -427,7 +511,7 @@ As a member of our team, you play a crucial role in ensuring a positive and smoo

 #### 6.8.2. Community Accountability
 - Community feedback integration through surveys and input mechanisms
- Transparent performance reporting while respecting individual privacy
+- Transparent performance reporting whilst respecting individual privacy
 - Responsive improvement planning based on community needs and feedback
 - Leadership development support and succession planning participation

@@ -435,7 +519,7 @@ As a member of our team, you play a crucial role in ensuring a positive and smoo

 ### 7.1. Comprehensive Policy Integration

-All staff members must comply with our complete legal and policy framework:
+All Team members must comply with our complete legal and policy framework:

 **(a)** **Terms of Service**: Fundamental legal obligations and user agreements;

@@ -465,17 +549,148 @@ All staff members must comply with our complete legal and policy framework:

 ## 8. Professional Development and Support

-### 8.1. Training and Education Programs
+### 8.1. Mandatory Training Requirements

-**Reference to Comprehensive Development Framework**: Detailed training programmes, professional development opportunities, and leadership skill enhancement are set forth in our Community Leadership and Governance Policy, which is incorporated herein by reference.
+**IMPORTANT: All Team members are required to complete comprehensive training review and submit confirmation forms. Failure to complete annual training requirements will result in dismissal from Team positions.**

-#### 8.1.1. Mandatory Training Components
- Foundation training in community values, mission, and policy frameworks
- Conflict resolution and mediation skills development
- Accessibility and inclusive practices certification
- Cultural competency and trauma-informed practices education
+This section establishes the mandatory training requirements for all Team members. All training documents reference these requirements; this handbook section is the authoritative source.

-#### 8.1.2. Ongoing Development Opportunities
+#### 8.1.1. Initial Onboarding Training
+
+Upon joining the Team, all new Team members must complete comprehensive initial onboarding training before beginning independent Team duties.
+
+**(a)** **Review All Required Documents:**
+
+**Staff Documents:**
+- Staff Handbook (this document)
+- Professional Conduct Standards for Volunteers
+
+**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
+- All other applicable legal policies
+
+**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
+
+**(b)** **Submit Training Confirmation:**
+- Complete and submit the training confirmation form at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Confirmation must be submitted before beginning independent staff duties
+- Training completion is documented in staff records
+- Team members may not begin independent Team duties until training confirmation is submitted
+
+#### 8.1.2. Annual Training Requirements
+
+All Team members must complete annual training review at the start of each calendar year.
+
+**(a)** **Annual Review Timeline:**
+- Annual training review occurs at the start of each calendar year
+- All Team members must review all training documents, handbook, and legal policies
+- Review must be completed within the timeframe specified by leadership
+- Leadership will communicate specific deadlines each year
+
+**(b)** **Annual Confirmation Submission:**
+- Submit training confirmation form at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) after completing review
+- Confirmation must be submitted by the deadline specified by leadership
+- **Failure to complete annual training review and submit confirmation form by the deadline will result in dismissal from staff positions**
+- This policy ensures all staff maintain current knowledge of policies and procedures essential for community safety and effective service
+
+**(c)** **Training Documentation:**
+- All training completions are documented in staff records
+- Training records are maintained for accountability and compliance purposes
+- Leadership monitors training completion status
+- Training documentation supports legal compliance and quality assurance
+
+#### 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 organisational 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 organisational 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:
+
+- Community values, code of conduct, and foundational principles
+- Staff handbook and professional conduct standards
+- Crisis and mental health management
+- Community support and growth principles
+- Moderation and enforcement procedures
+- Appeals and review processes
+- Privacy and data protection requirements
+- Content moderation and safety protocols
+- Accessibility and inclusion practices
+- Role-specific training materials
+- Legal and policy framework compliance
+
+**Reference to Comprehensive Development Framework**: Additional professional development opportunities, leadership skill enhancement, and ongoing learning resources are set forth in our Community Leadership and Governance Policy, which is incorporated herein by reference.
+
+#### 8.1.4. Ongoing Development Opportunities
 - Leadership coaching and mentorship programmes
 - External training and conference attendance support
 - Cross-functional experience and role advancement opportunities
@@ -483,6 +698,8 @@ All staff members must comply with our complete legal and policy framework:

 ### 8.2. Wellness and Support Systems

+**Comprehensive Self-Care Resources**: For detailed self-care strategies, emotional support resources, and wellness practices, see [Self-Care Resources for Staff](/staff/self-care-resources). This section provides a brief overview; refer to the self-care resources document for comprehensive guidance.
+
 #### 8.2.1. Volunteer Wellness Priority
 - Recognition that volunteer well-being is essential for sustainable community service
 - Regular wellness check-ins and proactive intervention when support is needed
@@ -501,7 +718,7 @@ All staff members must comply with our complete legal and policy framework:

 This Staff Handbook represents our commitment to maintaining exceptional standards of volunteer leadership that serve our community's mission of fostering safe, welcoming, and inclusive environments. By joining our staff team, you become part of a comprehensive framework designed to support both your personal development and our collective success in community building.

-Your service as a volunteer staff member contributes to creating spaces where all community members can thrive, participate meaningfully, and experience genuine belonging. We are grateful for your dedication to this important work.
+Your service as a Team member contributes to creating spaces where all community members can thrive, participate meaningfully, and experience genuine belonging. We are grateful for your dedication to this important work.

 ---

@@ -38,6 +38,12 @@ stateDiagram
  stl --> mr
  stl --> ds
  out --> cg
+  mgr --> ac
+  legal --> cs2
+  hr --> crc
+  exec --> sc
+  legal --> hrc
+  exec --> hr
  exec:Executives (CEO, etc.)
  dir:Community Director
  legal:Legal and Policy Advisor
@@ -65,4 +71,10 @@ stateDiagram
  mr:Member Relation Specialist
  ds:Documentation Support Team
  cg:Community Growth Specialist
+  sc: Security Coordinator
+  hrc:Harassment Response Coordinator
+  cs2:Child Safety Coordinator
+  crc:Conflict Resolution Coordinator
+  ac:Appeals Coordinator
+  hr:Human Resources Advisor
 ```
@@ -1,861 +0,0 @@
---
-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
-
-**Assessment Areas Covered:**
-1. Community Values and Code of Conduct
-2. Staff Handbook and Professional Conduct
-3. Crisis and Mental Health Management
-4. Community Support and Growth
-5. Moderation and Enforcement
-6. Appeals and Review Processes
-7. Privacy and Data Protection
-8. Content Moderation and Safety
-9. Accessibility and Inclusion
-10. Training-Specific Knowledge
-11. Legal and Policy Framework
-
---
-
-## Section 1: Community Values and Code of Conduct
-
-### 1.1. Foundational Principles
-
-**Question 1:** Our community explicitly rejects neutrality in the face of oppression. Explain what this means and how it should guide your actions as a staff member.
-
-*Your Answer:*
-
---
-
-**Question 2:** List and explain the five core values that guide our community:
-
-*Your Answer:*
-
---
-
-**Question 3:** A community member posts about experiencing discrimination but doesn't provide "proof." How should you respond and why?
-
-*Your Answer:*
-
---
-
-### 1.2. Prohibited Conduct
-
-**Question 4:** What is the difference between impact and intent when assessing harmful behaviour? Provide an example.
-
-*Your Answer:*
-
---
-
-**Question 5:** A user claims they're just "playing devil's advocate" when making arguments that harm marginalised community members. How do you respond?
-
-*Your Answer:*
-
---
-
-**Question 6:** Define microaggressions and provide three examples that might occur in online technical communities.
-
-*Your Answer:*
-
---
-
-### 1.3. Reporting and Enforcement
-
-**Question 7:** List the different ways community members can report Code of Conduct violations:
-
-*Your Answer:*
-
---
-
-**Question 8:** Explain the progressive disciplinary system and when each level is typically applied:
-
-*Your Answer:*
-
---
-
-**Question 9:** Where is our public transparency system located, and what information is documented there?
-
-*Your Answer:*
-
---
-
-## Section 2: Staff Handbook and Professional Conduct
-
-### 2.1. Role Definition and Expectations
-
-**Question 10:** Explain the "servant leadership" principle and how it applies to all staff roles:
-
-*Your Answer:*
-
---
-
-**Question 11:** What should you do if you anticipate being absent from staff duties for more than one week?
-
-*Your Answer:*
-
---
-
-**Question 12:** How do you balance being a staff member while also participating as a regular community member?
-
-*Your Answer:*
-
---
-
-### 2.2. Professional Standards
-
-**Question 13:** List five mandatory behaviours expected of all staff members:
-
-*Your Answer:*
-
---
-
-**Question 14:** What are the key principles for working collaboratively with fellow staff members?
-
-*Your Answer:*
-
---
-
-**Question 15:** If you disagree with a fellow staff member's decision, what should you do?
-
-*Your Answer:*
-
---
-
-### 2.3. Documentation and Accountability
-
-**Question 16:** What types of actions must be documented, and why is this important?
-
-*Your Answer:*
-
---
-
-**Question 17:** Explain how our performance review and accountability systems work:
-
-*Your Answer:*
-
---
-
-## Section 3: Crisis and Mental Health Management
-
-### 3.1. Crisis Recognition
-
-**Question 18:** List at least 5 warning signs that might indicate someone is experiencing a mental health crisis:
-
-*Your Answer:*
-
---
-
-**Question 19:** Explain the three risk assessment levels (High, Medium, Low) and appropriate response timeframes:
-
-*Your Answer:*
-
---
-
-**Question 20:** What should you NEVER do when someone is expressing mental health concerns?
-
-*Your Answer:*
-
---
-
-### 3.2. Response Protocols
-
-**Question 21:** When are we legally obligated to report mental health concerns to authorities?
-
-*Your Answer:*
-
---
-
-**Question 22:** Provide examples of appropriate and inappropriate responses to someone expressing suicidal thoughts:
-
-*Your Answer:*
-
---
-
-**Question 23:** List at least 5 crisis resources that should be readily available:
-
-*Your Answer:*
-
---
-
-### 3.3. Professional Boundaries
-
-**Question 24:** What are the limitations of peer support vs. professional mental health services?
-
-*Your Answer:*
-
---
-
-**Question 25:** How do you maintain appropriate boundaries while still being supportive?
-
-*Your Answer:*
-
---
-
-## Section 4: Community Support and Growth
-
-### 4.1. Community Support Framework
-
-**Question 26:** What are the four main categories of support available in our community?
-
-*Your Answer:*
-
---
-
-**Question 27:** When providing technical support, what information should you include in your response?
-
-*Your Answer:*
-
---
-
-**Question 28:** How do you handle a support request that exceeds your knowledge or capacity?
-
-*Your Answer:*
-
---
-
-### 4.2. Community Growth Principles
-
-**Question 29:** Explain our "quality over quantity" approach to community growth:
-
-*Your Answer:*
-
---
-
-**Question 30:** What does "values-driven growth" mean, and how does it guide outreach efforts?
-
-*Your Answer:*
-
---
-
-**Question 31:** List practices we should avoid when promoting community growth:
-
-*Your Answer:*
-
---
-
-### 4.3. New Member Integration
-
-**Question 32:** Describe the key elements of effective new member onboarding:
-
-*Your Answer:*
-
---
-
-**Question 33:** How do you ensure new members feel welcome while maintaining community standards?
-
-*Your Answer:*
-
---
-
-## Section 5: Moderation and Enforcement
-
-### 5.1. Inclusive Moderation Principles
-
-**Question 34:** What does "inclusive moderation" mean beyond just enforcing written rules?
-
-*Your Answer:*
-
---
-
-**Question 35:** How should you prioritise safety for marginalised community members in your moderation decisions?
-
-*Your Answer:*
-
---
-
-**Question 36:** A user says something that technically doesn't violate written rules but creates an unwelcoming environment. How do you respond?
-
-*Your Answer:*
-
---
-
-### 5.2. Conflict Resolution
-
-**Question 37:** List the four stages of conflict escalation and appropriate interventions for each:
-
-*Your Answer:*
-
---
-
-**Question 38:** When should you use restorative justice approaches vs. enforcement measures?
-
-*Your Answer:*
-
---
-
-**Question 39:** Describe the process for facilitating a discussion between conflicting parties:
-
-*Your Answer:*
-
---
-
-### 5.3. Cultural Competency
-
-**Question 40:** How do cultural differences in communication styles affect moderation decisions?
-
-*Your Answer:*
-
---
-
-**Question 41:** What is "tone policing" and why is it problematic?
-
-*Your Answer:*
-
---
-
-**Question 42:** How do you accommodate different cultural approaches to conflict while maintaining consistent community standards?
-
-*Your Answer:*
-
---
-
-## Section 6: Appeals and Review Processes
-
-### 6.1. Appeals Framework
-
-**Question 43:** What are the acceptable grounds for appealing a disciplinary decision?
-
-*Your Answer:*
-
---
-
-**Question 44:** What must an appellant complete before submitting an appeal?
-
-*Your Answer:*
-
---
-
-**Question 45:** Within what timeframe must appeals be submitted, and where do they go?
-
-*Your Answer:*
-
---
-
-### 6.2. Appeals Process
-
-**Question 46:** Describe the review process and typical timeline for appeals:
-
-*Your Answer:*
-
---
-
-**Question 47:** What are the possible outcomes when an appeal is reviewed?
-
-*Your Answer:*
-
---
-
-**Question 48:** Can someone appeal the same decision multiple times? What are the consequences of abuse of process?
-
-*Your Answer:*
-
---
-
-### 6.3. Review and Accountability
-
-**Question 49:** How do you handle a situation where a community member wants to appeal a decision you made?
-
-*Your Answer:*
-
---
-
-**Question 50:** What documentation should be maintained to support potential appeals processes?
-
-*Your Answer:*
-
---
-
-## Section 7: Privacy and Data Protection
-
-### 7.1. Data Collection and Use
-
-**Question 51:** What types of personal information do we collect from community members?
-
-*Your Answer:*
-
---
-
-**Question 52:** Under what circumstances can staff members access or share community member personal information?
-
-*Your Answer:*
-
---
-
-**Question 53:** How do privacy protections interact with transparency requirements for sanctions and documentation?
-
-*Your Answer:*
-
---
-
-### 7.2. Data Protection Principles
-
-**Question 54:** If a community member requests their personal data be deleted, what should you do?
-
-*Your Answer:*
-
---
-
-**Question 55:** When handling crisis situations, how do you balance privacy with safety obligations?
-
-*Your Answer:*
-
---
-
-**Question 56:** What are the key principles for protecting community member privacy in staff communications?
-
-*Your Answer:*
-
---
-
-## Section 8: Content Moderation and Safety
-
-### 8.1. Content Standards
-
-**Question 57:** Beyond explicit rule violations, what other factors should guide content moderation decisions?
-
-*Your Answer:*
-
---
-
-**Question 58:** How do you handle content that might be harmful to marginalised community members but doesn't explicitly violate written rules?
-
-*Your Answer:*
-
---
-
-**Question 59:** What is your approach to moderating content that involves complex cultural or contextual issues?
-
-*Your Answer:*
-
---
-
-### 8.2. Safety and Protection
-
-**Question 60:** Describe the process for handling reports of harassment that span multiple platforms:
-
-*Your Answer:*
-
---
-
-**Question 61:** How do you protect vulnerable community members while maintaining fair processes for all parties?
-
-*Your Answer:*
-
---
-
-**Question 62:** What steps should you take when content moderation decisions might impact community member safety?
-
-*Your Answer:*
-
---
-
-## Section 9: Accessibility and Inclusion
-
-### 9.1. Accessibility Principles
-
-**Question 63:** What are the key accessibility considerations for community platforms and activities?
-
-*Your Answer:*
-
---
-
-**Question 64:** How do you accommodate different communication styles and needs in your staff interactions?
-
-*Your Answer:*
-
---
-
-**Question 65:** If someone requests accommodations for participation, what is the process for evaluation and implementation?
-
-*Your Answer:*
-
---
-
-### 9.2. Inclusive Practices
-
-**Question 66:** Describe how you ensure that community events and discussions are inclusive of different time zones, languages, and cultural backgrounds:
-
-*Your Answer:*
-
---
-
-**Question 67:** What proactive steps can staff take to create more accessible and inclusive community environments?
-
-*Your Answer:*
-
---
-
-**Question 68:** How do you address barriers that might prevent marginalised community members from fully participating?
-
-*Your Answer:*
-
---
-
-## Section 10: Training-Specific Knowledge
-
-### 10.1. Role-Specific Competencies
-
-**Question 69:** If you're in a moderation role, list the core competencies required for effective conflict resolution:
-
-*Your Answer:*
-
---
-
-**Question 70:** For technical roles, what are the key areas of expertise needed to support community projects?
-
-*Your Answer:*
-
---
-
-**Question 71:** What ongoing training requirements apply to all staff positions?
-
-*Your Answer:*
-
---
-
-### 10.2. Specialized Knowledge Areas
-
-**Question 72:** If working with accessibility coordination, what are the key principles you need to understand?
-
-*Your Answer:*
-
---
-
-**Question 73:** For community growth roles, what are the ethical guidelines for outreach and recruitment?
-
-*Your Answer:*
-
---
-
-**Question 74:** In crisis response situations, what specialised training is required?
-
-*Your Answer:*
-
---
-
-## Section 11: Legal and Policy Framework
-
-### 11.1. Policy Integration
-
-**Question 75:** List the major policy documents that all staff members must understand and comply with:
-
-*Your Answer:*
-
---
-
-**Question 76:** When policies overlap or conflict, how should you determine which takes precedence?
-
-*Your Answer:*
-
---
-
-**Question 77:** How often are policies reviewed and updated, and how are changes communicated?
-
-*Your Answer:*
-
---
-
-### 11.2. Legal Obligations
-
-**Question 78:** What are our mandatory reporting obligations, and when do they apply?
-
-*Your Answer:*
-
---
-
-**Question 79:** How do privacy protections balance with transparency requirements?
-
-*Your Answer:*
-
---
-
-**Question 80:** What should you do if you're unsure about legal obligations in a specific situation?
-
-*Your Answer:*
-
---
-
-## Section 12: Practical Application Scenarios
-
-### 12.1. Complex Situations
-
-**Question 81:** A long-time community member makes transphobic comments. They claim they're "just asking questions" and "trying to understand." How do you handle this situation from first contact through resolution?
-
-*Your Answer:*
-
---
-
-**Question 82:** Two community members from different cultural backgrounds are having a conflict that seems to stem from communication style differences. Both feel misunderstood. Walk through your approach to resolving this.
-
-*Your Answer:*
-
---
-
-**Question 83:** A community member reports that they're feeling suicidal and asks you not to tell anyone. How do you balance their request for confidentiality with safety concerns?
-
-*Your Answer:*
-
---
-
-### 12.2. Edge Cases
-
-**Question 84:** A staff member is involved in a conflict with a community member. You need to address the situation but the usual procedures involve that staff member. What do you do?
-
-*Your Answer:*
-
---
-
-**Question 85:** Someone is promoting their commercial product in community spaces. They argue it's relevant to ongoing discussions and they're contributing value. How do you evaluate and respond?
-
-*Your Answer:*
-
---
-
-**Question 86:** A community member claims that our anti-oppression stance is "political" and they just want a "neutral" technical community. How do you respond?
-
-*Your Answer:*
-
---
-
-**Question 87:** A community member requests deletion of their personal data, but some of that data is part of documented policy violations that affect ongoing community safety. How do you handle this?
-
-*Your Answer:*
-
---
-
-**Question 88:** You notice that accessibility accommodations for an event are inadequate, but implementing proper accommodations would require significant resource changes. How do you approach this?
-
-*Your Answer:*
-
---
-
-## Section 13: Self-Reflection and Continuous Improvement
-
-### 13.1. Personal Assessment
-
-**Question 89:** Reflect on your own potential biases. What areas do you need to be most mindful about in your staff role?
-
-*Your Answer:*
-
---
-
-**Question 90:** What aspects of our policies do you find most challenging to implement, and why?
-
-*Your Answer:*
-
---
-
-**Question 91:** How do you plan to continue learning and improving in your staff role?
-
-*Your Answer:*
-
---
-
-### 13.2. Community Impact
-
-**Question 92:** How would you evaluate whether your actions as a staff member are effectively supporting our community values?
-
-*Your Answer:*
-
---
-
-**Question 93:** What feedback mechanisms are available for community members to assess staff performance?
-
-*Your Answer:*
-
---
-
-**Question 94:** If you received feedback that your approach was causing harm, how would you respond?
-
-*Your Answer:*
-
---
-
-## Section 14: Resource Knowledge
-
-### 14.1. Support Resources
-
-**Question 95:** List key mental health crisis resources for different regions:
-
-*Your Answer:*
-
---
-
-**Question 96:** Where can community members find technical documentation and support for our projects?
-
-*Your Answer:*
-
---
-
-**Question 97:** What resources are available for staff members who need support or consultation?
-
-*Your Answer:*
-
---
-
-### 14.2. External Resources
-
-**Question 98:** If someone needs legal advice, professional counselling, or other services outside our scope, how do you connect them with appropriate resources?
-
-*Your Answer:*
-
---
-
-## Section 15: Advanced Integration and Leadership
-
-### 15.1. Cross-Platform Coordination
-
-**Question 99:** How do you ensure consistent policy application across Discord, forums, Reddit, GitHub, and other community platforms?
-
-*Your Answer:*
-
---
-
-**Question 100:** When a conflict or issue spans multiple platforms, how do you coordinate response and documentation?
-
-*Your Answer:*
-
---
-
-### 15.2. Community Leadership and Governance
-
-**Question 101:** Describe how community feedback is integrated into policy development and modification:
-
-*Your Answer:*
-
---
-
-**Question 102:** What role do staff members play in our democratic governance and community decision-making processes?
-
-*Your Answer:*
-
---
-
-**Question 103:** How do you balance individual staff judgement with consistent policy application across the team?
-
-*Your Answer:*
-
---
-
-### 15.3. Training and Development
-
-**Question 104:** If you were to mentor a new staff member, what would be your approach to helping them understand our policies?
-
-*Your Answer:*
-
---
-
-**Question 105:** How do you stay current with policy updates and integrate new knowledge into your practice?
-
-*Your Answer:*
-
---
-
-**Question 106:** What would you do if you identified a gap in our current policies or training materials?
-
-*Your Answer:*
-
---
-
-### 15.4. Crisis and Emergency Situations
-
-**Question 107:** Describe your approach to handling a community-wide crisis that requires immediate response across multiple platforms:
-
-*Your Answer:*
-
---
-
-**Question 108:** How do you prioritise competing demands during high-stress situations while maintaining policy compliance?
-
-*Your Answer:*
-
---
-
-**Question 109:** What steps would you take if you suspected that another staff member was not following policies appropriately?
-
-*Your Answer:*
-
---
-
-**Question 110:** If you received conflicting guidance from different levels of leadership, how would you handle the situation?
-
-*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 and ability to apply knowledge
-
-**Good Understanding (3 points):** Mostly correct answer with minor gaps or areas for improvement
-
-**Basic Understanding (2 points):** Partially correct answer showing some knowledge but requiring further study
-
-**Needs Development (1 point):** Incomplete or incorrect answer indicating need for significant additional learning
-
-**No Understanding (0 points):** No answer provided or completely incorrect response
-
-### Next Steps Based on Your Results
-
-**440-385 points (Excellent Overall):** You demonstrate strong policy knowledge. Focus on continuous learning and practical application.
-
-**384-330 points (Good Overall):** You have solid understanding with some areas for improvement. Review specific sections where you scored lower.
-
-**329-275 points (Basic Overall):** You understand fundamentals but need additional study. Schedule focused review sessions with your supervisor.
-
-**274-220 points (Developing):** Significant gaps in knowledge require structured learning plan and additional training.
-
-**Below 220 points:** Comprehensive policy review needed before independent staff duties.
-
-### 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:** _______ / 440 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.*
@@ -70,11 +70,11 @@ All volunteers representing our organisation are required to maintain the highes

 **(b)** **Conflict Management**: Address conflicts calmly, professionally, and in accordance with established procedures;

-**(c)** **Escalation Protocol**: Escalate issues appropriately through established channels when unable to resolve them directly;
+**(c)** **Escalation Protocol**: Escalate issues appropriately through established channels when unable to resolve them directly. For comprehensive escalation procedures, see [Escalation Protocol](/staff/handbook#253-escalation-protocol) in the Staff Handbook;

 **(d)** **Impartiality Maintenance**: Maintain strict impartiality when mediating disputes or addressing community issues.

-### 3.2. Organizational Representation Standards
+### 3.2. Organisational Representation Standards

 **(a)** **Continuous Representation**: Recognise that you represent the organisation at all times during volunteer activities;

@@ -184,13 +184,9 @@ All volunteers representing our organisation are required to maintain the highes

 ### 6.1. Mandatory Training Requirements

-**(a)** **Initial Training**: All volunteers must complete professional conduct training before beginning volunteer activities;
+**IMPORTANT: All staff members are required to complete comprehensive training review and submit confirmation forms. Failure to complete annual training requirements will result in dismissal from staff positions.**

-**(b)** **Ongoing Education**: Regular professional development workshops and updates are required;
-
-**(c)** **Specialized Training**: Conflict resolution, cultural competency, and crisis response training is mandatory for relevant positions;
-
-**(d)** **Refresher Courses**: Periodic refresher training on professional conduct standards is required.
+For complete information about mandatory training requirements, including initial onboarding, annual review, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook. This section provides a brief overview; refer to the handbook for comprehensive details.

 ### 6.2. Training Content and Curriculum

@@ -254,7 +250,7 @@ All volunteers representing our organisation are required to maintain the highes

 **(d)** **Leadership Development**: Recognition programmes that support leadership development and career advancement.

-### 7.4. Organizational Learning and Adaptation
+### 7.4. Organisational Learning and Adaptation

 **(a)** **Lessons Learned**: Integration of lessons learned from conduct issues and their resolution;

@@ -10,7 +10,9 @@ This document provides comprehensive information about volunteer opportunities w

 ### 1.2. Volunteer Philosophy and Principles

-Our volunteer programme is built on servant leadership principles:
+Our volunteer programme is built on **servant leadership principles**. For a comprehensive explanation of servant leadership and how it applies to all staff roles, see [Staff Role Definition and Principles](/staff/handbook#22-staff-role-definition-and-principles) in the Staff Handbook.
+
+Key principles include:

 **(a)** **Service-Oriented Leadership**: Volunteers serve the community rather than wielding authority for personal benefit;

@@ -371,6 +373,213 @@ The Community Growth Specialist develops and implements comprehensive growth str
 - Understanding of community dynamics and member lifecycle management
 - Project management capabilities for executing complex growth initiatives

+### 4.9. Security Coordinator (Specialist Leadership)
+
+#### 4.9.1. Role Overview
+The Security Coordinator oversees community security operations, coordinates responses to criminal activity and security threats, and ensures compliance with legal reporting obligations whilst protecting community members and platform integrity.
+
+**Key Responsibilities:**
+- Coordinate responses to criminal activity and security threats within the community
+- Oversee evidence preservation and documentation for security incidents
+- Ensure compliance with legal reporting obligations and mandatory reporting requirements
+- Coordinate with law enforcement and external authorities when necessary
+- Develop and maintain security protocols and emergency response procedures
+- Provide security training and guidance to staff members
+- Monitor for patterns of criminal activity and security threats
+- Coordinate with Technical Administrators on cybersecurity and platform security matters
+- Maintain relationships with external security professionals and legal counsel
+- Document security incidents and maintain security records for legal compliance
+
+#### 4.9.2. Security and Legal Expertise
+**Essential Qualifications:**
+- Understanding of criminal activity recognition and appropriate response procedures
+- Knowledge of legal reporting obligations and mandatory reporting requirements
+- Experience with evidence preservation and documentation procedures
+- Strong understanding of cybersecurity threats and platform security
+- Ability to coordinate with law enforcement and external authorities appropriately
+
+**Preferred Experience:**
+- Professional security or law enforcement background
+- Legal education or paralegal certification
+- Experience with online community security and threat assessment
+- Knowledge of data protection and privacy laws affecting security operations
+- Crisis management and emergency response experience
+
+### 4.10. Harassment Response Coordinator (Specialist Leadership)
+
+#### 4.10.1. Role Overview
+The Harassment Response Coordinator oversees community harassment response operations, coordinates support for harassment victims, and ensures effective enforcement of anti-harassment policies whilst maintaining safe community environments.
+
+**Key Responsibilities:**
+- Coordinate responses to harassment and bullying reports within the community
+- Provide support and resources to harassment victims
+- Ensure consistent enforcement of anti-harassment policies and procedures
+- Coordinate with Crisis Response Coordinator for severe harassment situations
+- Develop and maintain harassment response protocols and victim support procedures
+- Provide harassment response training and guidance to staff members
+- Monitor for patterns of harassment and coordinate preventive measures
+- Coordinate with Legal and Policy Advisor on harassment policy development
+- Maintain relationships with external support resources and advocacy organisations
+- Document harassment incidents and maintain records for accountability and legal compliance
+
+#### 4.10.2. Harassment Response and Victim Support Expertise
+**Essential Qualifications:**
+- Understanding of harassment recognition and appropriate response procedures
+- Experience with victim support and trauma-informed care practices
+- Strong understanding of anti-harassment policies and enforcement procedures
+- Ability to coordinate comprehensive support for harassment victims
+- Knowledge of legal considerations related to harassment and bullying
+
+**Preferred Experience:**
+- Professional background in victim advocacy or support services
+- Training in trauma-informed practices and crisis intervention
+- Experience with online harassment and cyberbullying response
+- Knowledge of harassment laws and legal protections
+- Conflict resolution and mediation experience
+
+### 4.11. Child Safety Coordinator (Specialist Leadership)
+
+#### 4.11.1. Role Overview
+The Child Safety Coordinator oversees community child safety operations, coordinates responses to child safety concerns, and ensures compliance with legal reporting obligations whilst protecting minors and maintaining safe community environments.
+
+**Key Responsibilities:**
+- Coordinate responses to child safety concerns and reports within the community
+- Ensure compliance with legal reporting obligations and mandatory reporting requirements
+- Coordinate with law enforcement and child protection agencies when necessary
+- Develop and maintain child safety protocols and protection procedures
+- Provide child safety training and guidance to staff members
+- Monitor for grooming behaviours and other child safety threats
+- Coordinate age verification and access control measures
+- Coordinate with Security Coordinator on criminal activity involving minors
+- Maintain relationships with external child protection resources and agencies
+- Document child safety incidents and maintain records for legal compliance and accountability
+- Provide support and resources for minors and their families when appropriate
+- Oversee community environments to ensure they are safe for minors
+
+#### 4.11.2. Child Safety and Protection Expertise
+**Essential Qualifications:**
+- Understanding of child safety recognition and appropriate response procedures
+- Knowledge of legal reporting obligations and mandatory reporting requirements
+- Experience with child protection practices and trauma-informed care for minors
+- Strong understanding of grooming behaviours and online safety threats
+- Ability to coordinate comprehensive child safety responses
+- Knowledge of child protection laws and legal requirements
+
+**Preferred Experience:**
+- Professional background in child protection, social work, or related fields
+- Training in child safety, child protection, or youth services
+- Experience with online child safety and cyberbullying response
+- Knowledge of child protection laws and reporting requirements
+- Crisis intervention and trauma-informed care experience with minors
+
+### 4.12. Conflict Resolution Coordinator (Specialist Leadership)
+
+#### 4.12.1. Role Overview
+The Conflict Resolution Coordinator oversees community conflict resolution operations, facilitates mediation and restorative justice processes, and ensures effective resolution of disputes whilst maintaining community relationships and preventing escalation.
+
+**Key Responsibilities:**
+- Coordinate conflict resolution processes for interpersonal, group-level, and authority-based conflicts
+- Facilitate mediation and restorative justice processes for community disputes
+- Develop and maintain conflict resolution protocols and mediation procedures
+- Provide conflict resolution training and guidance to staff members
+- Monitor for early warning signs of conflict escalation and coordinate preventive interventions
+- Coordinate with Head Moderator on conflicts involving moderation decisions
+- Coordinate with Harassment Response Coordinator on conflicts involving harassment
+- Coordinate with Crisis Response Coordinator for conflicts involving mental health or safety concerns
+- Maintain relationships with external mediation resources and conflict resolution professionals
+- Document conflict resolution processes and outcomes for accountability and learning
+- Evaluate conflict resolution effectiveness and implement continuous improvements
+- Support community members in developing conflict resolution skills
+
+#### 4.12.2. Conflict Resolution and Mediation Expertise
+**Essential Qualifications:**
+- Understanding of conflict resolution principles and restorative justice approaches
+- Experience with mediation facilitation and dispute resolution processes
+- Strong communication and active listening skills for conflict facilitation
+- Ability to remain neutral and facilitate constructive dialogue
+- Understanding of trauma-informed conflict resolution practices
+- Knowledge of de-escalation techniques and conflict prevention strategies
+
+**Preferred Experience:**
+- Professional background in mediation, conflict resolution, or dispute resolution
+- Training in restorative justice, mediation, or conflict transformation
+- Experience with online community conflict resolution
+- Knowledge of conflict resolution theory and best practices
+- Experience facilitating difficult conversations and complex disputes
+- Understanding of cultural competency in conflict resolution
+
+### 4.13. Appeals Coordinator (Specialist Leadership)
+
+#### 4.13.1. Role Overview
+The Appeals Coordinator oversees community appeals processes, ensures independent and impartial review of appeals, and maintains accountability and transparency in appeals procedures whilst protecting community member rights.
+
+**Key Responsibilities:**
+- Coordinate appeals processes for moderation actions, disciplinary decisions, and policy applications
+- Ensure independent and impartial review of appeals by appropriate reviewers
+- Develop and maintain appeals procedures and review standards
+- Provide appeals process training and guidance to staff members
+- Coordinate appeals review panels and independent assessment processes
+- Ensure appeals processes are accessible and transparent to community members
+- Coordinate with Legal and Policy Advisor on appeals involving legal or policy questions
+- Coordinate with Head Moderator on appeals of moderation decisions
+- Maintain relationships with external appeals resources and independent reviewers
+- Document appeals processes and outcomes for accountability and transparency
+- Evaluate appeals process effectiveness and implement continuous improvements
+- Ensure appeals processes comply with community policies and legal requirements
+
+#### 4.13.2. Appeals and Review Expertise
+**Essential Qualifications:**
+- Understanding of appeals processes and independent review principles
+- Experience with impartial assessment and review procedures
+- Strong analytical skills for evaluating appeals and evidence
+- Ability to ensure procedural fairness and due process
+- Understanding of community policies and enforcement procedures
+- Knowledge of transparency and accountability requirements
+
+**Preferred Experience:**
+- Professional background in legal review, administrative appeals, or dispute resolution
+- Training in appeals processes, administrative law, or procedural fairness
+- Experience with community governance and accountability systems
+- Knowledge of appeals best practices and procedural standards
+- Experience conducting independent reviews and assessments
+- Understanding of community member rights and protections
+
+### 4.14. Human Resources Advisor (Specialist Leadership)
+
+#### 4.14.1. Role Overview
+The Human Resources Advisor oversees staff recruitment, performance management, staff relations, and staff wellness programmes, ensuring effective staff management practices and supporting volunteer staff development and retention.
+
+**Key Responsibilities:**
+- Coordinate staff recruitment and selection processes, including application review and selection committee coordination
+- Coordinate performance management processes including annual reviews, quarterly check-ins, and performance evaluations
+- Develop and maintain staff relations procedures and internal conflict resolution processes
+- Coordinate staff wellness programmes and burnout prevention initiatives
+- Coordinate staff recognition and appreciation programmes
+- Track staff policy compliance and training completion
+- Coordinate staff onboarding processes in collaboration with Training and Development Coordinator
+- Provide guidance on staff management best practices and volunteer service standards
+- Maintain staff records and documentation for accountability and compliance
+- Coordinate staff exit processes and transition support
+- Evaluate staff management effectiveness and implement continuous improvements
+- Support staff professional development and career advancement pathways
+
+#### 4.14.2. Human Resources and Staff Management Expertise
+**Essential Qualifications:**
+- Understanding of volunteer management and staff relations principles
+- Experience with recruitment, selection, and performance management processes
+- Strong interpersonal and communication skills for staff support
+- Ability to maintain confidentiality and handle sensitive staff matters
+- Understanding of staff wellness and burnout prevention strategies
+- Knowledge of volunteer service standards and best practices
+
+**Preferred Experience:**
+- Professional background in human resources, volunteer management, or staff relations
+- Training in performance management, recruitment, or organisational development
+- Experience with online community staff management
+- Knowledge of volunteer service legal considerations and best practices
+- Experience with staff recognition and appreciation programmes
+- Understanding of staff development and retention strategies
+
 ## 5. Volunteer Leadership Opportunities

 ### 5.1. Community Moderators
@@ -472,7 +681,7 @@ Technical Contributors provide development support, code contributions, and tech

 **Community Platform Expertise:**
 - Discord bot development and community tool creation
- Forum and community platform customisation and enhancement
+- Community platform customisation and enhancement
 - Documentation system development and maintenance
 - Accessibility implementation and testing
 - Security assessment and improvement recommendations
@@ -515,10 +724,10 @@ Quality Assurance Coordinators ensure the quality and consistency of community p
 ### 5.6. Data and Analytics Coordinator

 #### 5.6.1. Role Overview
-Data and Analytics Coordinators collect and analyze community engagement data to provide insights that support leadership decision-making and community improvement initiatives.
+Data and Analytics Coordinators collect and analyse community engagement data to provide insights that support leadership decision-making and community improvement initiatives.

 **Key Responsibilities:**
- Collect and analyze community engagement metrics and participation data
+- Collect and analyse community engagement metrics and participation data
 - Prepare regular reports on community health, growth trends, and member satisfaction
 - Manage community surveys and feedback analysis for leadership decision-making
 - Support leadership team with data insights and trend identification
@@ -610,7 +819,7 @@ Member Relations Specialists focus on fostering positive relationships within th
 - Monitor member satisfaction and engagement levels across the community
 - Mediate minor conflicts and facilitate communication between members
 - Collect member feedback and suggestions for community improvements
- Maintain positive relationships and foster sense of belonging among community members
+- Maintain positive relationships and foster sense of belonging amongst community members

 #### 6.4.2. Relationship Building Skills
 **Required Experience:**
@@ -0,0 +1,453 @@
+---
+title: Self-Care Resources for Staff
+---
+
+**ESSENTIAL RESOURCE FOR ALL STAFF MEMBERS**
+
+## 1. INTRODUCTION AND PURPOSE
+
+### 1.1. Why Self-Care Matters
+
+Staff work in online communities can be emotionally demanding, involving exposure to conflict, crisis situations, harassment, trauma, and community distress. Effective self-care is essential for:
+
+- **Sustainable Service**: Maintaining long-term ability to serve the community effectively
+- **Personal Well-Being**: Protecting your own mental health and emotional wellness
+- **Quality Service**: Ensuring you can provide high-quality support when community members need it
+- **Preventing Burnout**: Avoiding compassion fatigue and emotional exhaustion
+- **Professional Boundaries**: Maintaining appropriate boundaries between work and personal life
+
+### 1.2. Self-Care Is Not Selfish
+
+Self-care is not selfish or indulgent—it is a professional responsibility. Taking care of yourself enables you to take better care of others. When you prioritise your well-being, you can:
+
+- Respond more effectively to community needs
+- Make better decisions under pressure
+- Maintain empathy and compassion
+- Avoid making mistakes due to exhaustion or stress
+- Model healthy boundaries for community members
+
+## 2. UNDERSTANDING THE EMOTIONAL IMPACT OF STAFF WORK
+
+### 2.1. Common Emotional Challenges
+
+**Secondary Trauma (Vicarious Trauma):**
+- Emotional and psychological impact of exposure to others' trauma
+- Can occur from supporting community members experiencing crisis, harassment, or abuse
+- Symptoms may include anxiety, sadness, emotional numbness, intrusive thoughts
+
+**Compassion Fatigue:**
+- Emotional exhaustion from caring for others
+- Reduced ability to feel empathy or compassion
+- Feeling overwhelmed by others' suffering
+- Difficulty separating work from personal life
+
+**Burnout:**
+- Physical, emotional, and mental exhaustion
+- Feelings of cynicism or detachment
+- Reduced sense of accomplishment
+- Loss of motivation or interest in work
+
+**Emotional Labour:**
+- Managing your own emotions whilst supporting others
+- Maintaining professional composure in difficult situations
+- Balancing empathy with boundaries
+
+### 2.2. Warning Signs
+
+**Physical Symptoms:**
+- Fatigue, exhaustion, or difficulty sleeping
+- Headaches, tension, or physical pain
+- Changes in appetite or eating patterns
+- Difficulty concentrating or making decisions
+
+**Emotional Symptoms:**
+- Anxiety, irritability, or mood swings
+- Feelings of sadness, hopelessness, or numbness
+- Difficulty experiencing joy or pleasure
+- Increased sensitivity or emotional reactivity
+
+**Professional Symptoms:**
+- Decreased effectiveness or quality of work
+- Avoidance of difficult situations or responsibilities
+- Cynicism or negative attitude towards community members
+- Difficulty maintaining professional boundaries
+
+**Personal Symptoms:**
+- Relationship strain or social withdrawal
+- Loss of interest in activities you used to enjoy
+- Difficulty separating work from personal life
+- Feeling overwhelmed or unable to cope
+
+## 3. SELF-CARE STRATEGIES
+
+### 3.1. Physical Self-Care
+
+**Rest and Sleep:**
+- Prioritise adequate sleep (7-9 hours per night)
+- Establish consistent sleep schedule
+- Create relaxing bedtime routine
+- Avoid screens before bed
+- Take breaks during work sessions
+
+**Exercise and Movement:**
+- Regular physical activity (even short walks help)
+- Stretching or yoga for stress relief
+- Outdoor activities when possible
+- Movement breaks during long work sessions
+
+**Nutrition and Hydration:**
+- Regular, balanced meals
+- Stay hydrated throughout the day
+- Limit caffeine and alcohol
+- Avoid skipping meals due to work
+
+**Medical Care:**
+- Regular medical check-ups
+- Address physical health concerns promptly
+- Take prescribed medications as directed
+- Don't ignore physical symptoms
+
+### 3.2. Emotional Self-Care
+
+**Emotional Awareness:**
+- Regular check-ins with your emotional state
+- Identify and name your feelings
+- Recognise emotional triggers
+- Notice patterns in your emotional responses
+
+**Emotional Processing:**
+- Journaling about difficult experiences
+- Talking with trusted friends or colleagues
+- Professional counselling or therapy when needed
+- Creative expression (art, music, writing)
+
+**Stress Management:**
+- Deep breathing exercises
+- Meditation or mindfulness practices
+- Progressive muscle relaxation
+- Grounding techniques for anxiety
+
+**Emotional Boundaries:**
+- Set clear limits on work time and availability
+- Learn to say "no" when overwhelmed
+- Don't take responsibility for others' emotions
+- Separate your identity from your staff role
+
+### 3.3. Professional Self-Care
+
+**Work-Life Balance:**
+- Set clear boundaries between work and personal time
+- Designate specific times for staff work
+- Take regular breaks and days off
+- Don't check staff channels during personal time
+
+**Workload Management:**
+- Recognise when you're taking on too much
+- Communicate workload concerns to supervisors
+- Delegate or share responsibilities when appropriate
+- Say no to additional commitments when overwhelmed
+
+**Professional Development:**
+- Continue learning and skill development
+- Attend training and professional development opportunities
+- Seek feedback and support from colleagues
+- Celebrate successes and accomplishments
+
+**Professional Boundaries:**
+- Maintain appropriate boundaries with community members
+- Don't provide professional services beyond your role
+- Recognise limitations and refer when appropriate
+- Avoid over-investing emotionally in individual situations
+
+### 3.4. Social Self-Care
+
+**Supportive Relationships:**
+- Maintain connections with friends and family
+- Build relationships outside of staff work
+- Spend time with people who support and energize you
+- Avoid relationships that drain or stress you
+
+**Peer Support:**
+- Connect with other staff members for mutual support
+- Participate in staff debriefing sessions
+- Share experiences and learn from colleagues
+- Build supportive relationships within the staff team
+
+**Community Engagement:**
+- Participate in community activities as a regular member
+- Engage in hobbies and interests outside of staff work
+- Build relationships with community members as peers
+- Maintain social connections beyond staff responsibilities
+
+**Social Boundaries:**
+- Don't feel obligated to be available 24/7
+- Take time away from community spaces when needed
+- Maintain personal relationships separate from staff work
+- Protect your personal time and space
+
+### 3.5. Mental and Cognitive Self-Care
+
+**Mental Stimulation:**
+- Engage in activities that challenge and interest you
+- Continue learning and intellectual growth
+- Pursue hobbies and interests
+- Read, study, or engage in creative activities
+
+**Mental Rest:**
+- Take breaks from mentally demanding work
+- Practice mindfulness or meditation
+- Engage in activities that don't require intense focus
+- Allow your mind to rest and recharge
+
+**Perspective Maintenance:**
+- Remember the positive impact of your work
+- Focus on what you can control
+- Accept limitations and imperfections
+- Maintain realistic expectations
+
+**Cognitive Boundaries:**
+- Don't ruminate on difficult situations
+- Set limits on how much you think about work
+- Practice letting go of things outside your control
+- Focus on present moment rather than worrying about future
+
+## 4. CONTEXT-SPECIFIC SELF-CARE CONSIDERATIONS
+
+### 4.1. Crisis Response Work
+
+**Additional Considerations:**
+- Increased risk of secondary trauma from exposure to crisis situations
+- Need for immediate debriefing after difficult crisis responses
+- Regular check-ins with Crisis Response Coordinator
+- Access to professional mental health support
+- Clear boundaries about when to step back from crisis work
+
+**Self-Care Practices:**
+- Debrief immediately after crisis situations
+- Limit exposure to crisis content when possible
+- Take breaks between crisis responses
+- Use grounding techniques when feeling overwhelmed
+- Access professional support when needed
+
+### 4.2. Harassment Response Work
+
+**Additional Considerations:**
+- Exposure to harmful content and behaviour
+- Risk of secondary trauma from supporting victims
+- Need for emotional support and validation
+- Importance of maintaining boundaries with perpetrators
+- Regular supervision and support
+
+**Self-Care Practices:**
+- Limit exposure to harmful content when possible
+- Take breaks after reviewing harassment reports
+- Connect with supportive colleagues
+- Practice self-compassion and validation
+- Access trauma-informed support resources
+
+### 4.3. Child Safety Work
+
+**Additional Considerations:**
+- High emotional impact of child safety concerns
+- Risk of secondary trauma from exposure to grooming or abuse
+- Need for professional support and supervision
+- Importance of maintaining professional boundaries
+- Regular debriefing and support
+
+**Self-Care Practices:**
+- Mandatory debriefing after child safety incidents
+- Access to professional counselling or support
+- Clear boundaries between work and personal life
+- Regular supervision and support from Child Safety Coordinator
+- Practice self-compassion and recognise emotional impact
+
+### 4.4. Moderation and Conflict Resolution Work
+
+**Additional Considerations:**
+- Exposure to conflict and difficult interactions
+- Emotional labour of managing others' emotions
+- Need for patience and emotional regulation
+- Importance of maintaining neutrality and boundaries
+- Regular support and skill development
+
+**Self-Care Practices:**
+- Take breaks between difficult moderation actions
+- Practice de-escalation techniques for yourself
+- Connect with colleagues for support and debriefing
+- Maintain perspective on your role and limitations
+- Celebrate successful resolutions and positive outcomes
+
+## 5. SUPPORT SYSTEMS AND RESOURCES
+
+### 5.1. Internal Support Systems
+
+**Peer Support:**
+- Regular check-ins with other staff members
+- Staff debriefing sessions after difficult situations
+- Peer mentoring and support relationships
+- Team meetings focused on support and wellness
+- Mutual aid and assistance amongst staff
+
+**Supervisory Support:**
+- Regular meetings with supervisors to discuss challenges
+- Access to additional resources and support
+- Workload management and distribution
+- Recognition of difficult work and contributions
+- Professional development opportunities
+
+**Leadership Support:**
+- Access to leadership team for guidance and support
+- Clear communication channels for concerns
+- Supportive response to requests for help
+- Recognition and appreciation for contributions
+- Flexible arrangements for personal circumstances
+
+### 5.2. Professional Resources
+
+**Mental Health Support:**
+- Access to counselling and mental health resources
+- Employee assistance programs (if available)
+- Support groups for professionals in similar roles
+- Trauma-informed therapy resources
+- Crisis support when needed
+
+**Professional Development:**
+- Training on self-care and wellness
+- Education on secondary trauma and burnout prevention
+- Skills development for managing difficult situations
+- Access to professional resources and networks
+- Career development support
+
+### 5.3. External Resources
+
+**Crisis Support:**
+- National Suicide Prevention Lifeline: 988 (US)
+- Crisis Text Line: Text HOME to 741741 (US)
+- Samaritans: 116 123 (UK)
+- Local crisis support services
+
+**Mental Health Resources:**
+- Psychology Today therapist directory
+- BetterHelp online therapy
+- Local community mental health centres
+- Support groups and peer support networks
+
+**Professional Support:**
+- Professional associations and networks
+- Online communities for community managers
+- Training and conference opportunities
+- Mentorship and coaching resources
+
+## 6. RECOGNISING WHEN YOU NEED HELP
+
+### 6.1. Signs You May Need Additional Support
+
+**Seek Professional Help If You Experience:**
+- Persistent feelings of depression, anxiety, or hopelessness
+- Difficulty functioning in daily life
+- Thoughts of self-harm or suicide
+- Substance use to cope with stress
+- Significant changes in sleep, appetite, or energy
+- Inability to separate work from personal life
+- Persistent physical symptoms without medical cause
+- Relationship problems related to work stress
+
+### 6.2. How to Get Help
+
+**Internal Resources:**
+- Contact your supervisor or leadership team
+- Reach out to Crisis Response Coordinator
+- Access staff support channels
+- Request workload adjustments or time off
+
+**External Resources:**
+- Contact mental health professionals
+- Access crisis support services
+- Join support groups
+- Seek professional counselling or therapy
+
+**Emergency Situations:**
+- If you are in immediate danger, contact emergency services (911, 999, 112, 000)
+- If you are having thoughts of self-harm, contact crisis support immediately
+- Don't hesitate to seek help—your well-being is important
+
+## 7. PREVENTING BURNOUT
+
+### 7.1. Early Warning Signs
+
+**Recognise Early Signs:**
+- Feeling tired or exhausted more often
+- Difficulty concentrating or making decisions
+- Increased irritability or emotional reactivity
+- Loss of interest in work or activities
+- Physical symptoms (headaches, tension, sleep problems)
+- Feeling overwhelmed or unable to cope
+- Withdrawing from social activities or relationships
+
+### 7.2. Prevention Strategies
+
+**Proactive Measures:**
+- Regular self-assessment of stress levels and well-being
+- Consistent self-care practices
+- Clear boundaries between work and personal life
+- Regular breaks and time off
+- Workload management and balance
+- Supportive relationships and connections
+- Professional development and growth
+
+**Early Intervention:**
+- Address warning signs promptly
+- Communicate concerns to supervisors
+- Adjust workload or responsibilities when needed
+- Take time off when necessary
+- Access support resources early
+- Don't wait until burnout is severe
+
+## 8. MAINTAINING LONG-TERM WELLNESS
+
+### 8.1. Sustainable Practices
+
+**Build Sustainable Habits:**
+- Integrate self-care into daily routines
+- Make self-care a priority, not an afterthought
+- Regular check-ins with yourself about well-being
+- Adjust practices as needs change
+- Celebrate progress and positive changes
+
+**Long-Term Strategies:**
+- Develop diverse self-care practices
+- Build strong support networks
+- Maintain work-life balance
+- Continue learning and growth
+- Regular professional development
+- Periodic assessment of work satisfaction and well-being
+
+### 8.2. Community and Organisational Support
+
+**How the Organisation Supports You:**
+- Flexible volunteer arrangements
+- Recognition and appreciation systems
+- Professional development opportunities
+- Access to support resources
+- Clear boundaries and expectations
+- Supportive leadership and supervision
+
+**Your Role in Supporting Others:**
+- Model healthy self-care practices
+- Support colleagues who may be struggling
+- Participate in team support activities
+- Share resources and strategies
+- Create supportive team culture
+
+---
+
+## COMMITMENT TO STAFF WELL-BEING
+
+Your well-being is essential to your ability to serve the community effectively. Self-care is not optional—it is a professional responsibility and organisational priority. We are committed to supporting your wellness and providing resources to help you maintain sustainable, effective service.
+
+If you are struggling, please reach out. Support is available, and seeking help is a sign of strength, not weakness.
+
+---
+
+*This Self-Care Resources document is part of our comprehensive staff support system. For questions about self-care resources or to access support, please contact leadership through designated staff channels or reach out to your supervisor.*
+
@@ -2,13 +2,13 @@
 title: Accessibility Coordination Training for Staff
 ---

-**SPECIALIZED TRAINING FOR ACCESSIBILITY COORDINATORS**
+**SPECIALISED TRAINING FOR ACCESSIBILITY COORDINATORS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose and Mission

-This training provides comprehensive guidance for staff members serving as Accessibility Coordinators within our community ecosystem. Accessibility coordination is fundamental to our organisational commitment to creating inclusive spaces that welcome and empower individuals with disabilities and diverse accessibility needs.
+This training provides comprehensive guidance for Team members serving as Accessibility Coordinators within our community ecosystem. Accessibility coordination is fundamental to our organisational commitment to creating inclusive spaces that welcome and empower individuals with disabilities and diverse accessibility needs.

 ### 1.2. Role Definition and Importance

@@ -20,7 +20,7 @@ This training provides comprehensive guidance for staff members serving as Acces
 - **Policy Development**: Developing and maintaining accessibility policies and procedures
 - **Technology Assessment**: Evaluating and improving the accessibility of community technology platforms

-### 1.3. Integration with Organizational Values
+### 1.3. Integration with Organisational Values

 **Accessibility as Social Justice:**
 - **Disability Rights**: Understanding disability as a social justice issue and advocating for disability rights
@@ -128,7 +128,7 @@ This training provides comprehensive guidance for staff members serving as Acces

 ### 3.2. Assistive Technology Compatibility

-#### 3.2.1. Screen Reader Optimization
+#### 3.2.1. Screen Reader Optimisation

 **Screen Reader Testing:**
 - **NVDA**: Free, open-source screen reader testing
@@ -303,7 +303,7 @@ This training provides comprehensive guidance for staff members serving as Acces

 #### 6.1.2. Advanced Accessibility Training

-**Specialized Skills Development:**
+**Specialised Skills Development:**
 - **Accessibility Testing**: Training on accessibility testing methods and tools
 - **Accommodation Coordination**: Skills in coordinating and implementing accommodations
 - **Policy Development**: Training on developing and implementing accessibility policies
@@ -417,7 +417,7 @@ This training provides comprehensive guidance for staff members serving as Acces

 **Community Impact Assessment:**
 - **Culture Change**: Assessment of changes in community culture regarding disability and accessibility
- **Awareness Growth**: Evaluation of increased disability awareness among community members
+- **Awareness Growth**: Evaluation of increased disability awareness amongst community members
 - **Leadership Development**: Development of disabled community members as leaders
 - **Systemic Change**: Assessment of systemic changes that improve accessibility

@@ -445,73 +445,59 @@ This training provides comprehensive guidance for staff members serving as Acces
 - **Best Practice Sharing**: Sharing accessibility best practices with broader community
 - **Industry Leadership**: Leadership in accessibility within our industry and community sector

-## 9. CERTIFICATION AND COMPETENCY REQUIREMENTS
+## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 9.1. Accessibility Coordinator Competencies
+### 9.1. Scenario 1: Accommodation Request

-#### 9.1.1. Essential Knowledge and Skills
+**Situation**: A community member with a visual disability requests accommodations to participate in community activities. They need content in alternative formats, screen reader compatibility, and modifications to how information is presented. You're not sure what's possible or how to implement accommodations.

-**Accessibility Expertise:**
- **Legal Knowledge**: Thorough understanding of accessibility laws, regulations, and standards
- **Technical Skills**: Ability to assess and improve digital accessibility across platforms
- **Accommodation Coordination**: Skills in coordinating and implementing individual accommodations
- **Policy Development**: Experience developing and implementing accessibility policies
+**Your Response:**
+1. How do you approach this accommodation request?
+2. How do you determine what accommodations are reasonable and possible?
+3. How do you work collaboratively with the community member?
+4. How do you coordinate with technical teams?
+5. How do you implement accommodations?
+6. How do you ensure accommodations are effective?

-**Advocacy and Leadership:**
- **Disability Rights Understanding**: Deep understanding of disability rights and social justice
- **Community Engagement**: Skills in meaningfully engaging disabled community members
- **Training and Education**: Ability to provide effective accessibility training and education
- **Systemic Change**: Understanding of how to create systemic change for accessibility
+**Correct Answer**: Approach with respect and collaboration, work with community member to understand specific needs, consult with technical and accessibility teams, explore multiple accommodation options, implement accommodations promptly, test with community member using their assistive technology, provide ongoing support and adjustments.

-#### 9.1.2. Professional Development
+### 9.2. Scenario 2: Accessibility Barrier Report

-**Certification and Credentials:**
- **Accessibility Certifications**: Relevant professional certifications in accessibility (CPACC, WAS, etc.)
- **Continuing Education**: Ongoing education in accessibility best practices and emerging standards
- **Professional Networks**: Active participation in accessibility professional communities
- **Conference Participation**: Regular participation in accessibility conferences and training
+**Situation**: Multiple community members report accessibility barriers on the platform. Some barriers affect screen reader users, others affect keyboard navigation, and some affect users with cognitive disabilities. The barriers are preventing full participation.

-**Skill Development:**
- **Technical Training**: Regular training on accessibility testing tools and methods
- **Legal Updates**: Staying current with changes in accessibility laws and regulations
- **Community Engagement**: Developing skills in community engagement and participatory design
- **Leadership Development**: Building leadership skills for accessibility advocacy and change
+**Your Response:**
+1. How do you prioritise addressing these barriers?
+2. How do you assess the impact of each barrier?
+3. How do you coordinate fixes across different teams?
+4. How do you communicate progress to affected community members?
+5. How do you prevent future barriers?
+6. How do you ensure comprehensive accessibility?

-### 9.2. Training and Assessment
+**Correct Answer**: Prioritise based on impact and number of users affected, assess each barrier's impact on participation, coordinate with technical teams for fixes, communicate progress transparently, implement accessibility testing processes, involve disabled community members in testing, ensure comprehensive accessibility improvements.

-#### 9.2.1. Progressive Competency Development
+### 9.3. Scenario 3: Universal Design Implementation

-**Foundation Level:**
- **Disability Awareness**: Basic understanding of disability culture and rights
- **Accessibility Principles**: Understanding of universal design and accessibility principles
- **Legal Basics**: Basic knowledge of accessibility laws and requirements
- **Community Values**: Integration of accessibility with organisational mission and values
+**Situation**: The community is planning a new feature that will be used by all members. You want to ensure it's accessible from the start rather than retrofitting accessibility later.

-**Intermediate Level:**
- **Technical Assessment**: Ability to conduct basic accessibility assessments
- **Accommodation Coordination**: Skills in coordinating individual accommodations
- **Training Delivery**: Ability to provide basic accessibility training to staff and community
- **Policy Implementation**: Experience implementing accessibility policies and procedures
+**Your Response:**
+1. How do you integrate accessibility from the beginning?
+2. How do you involve disabled community members in design?
+3. How do you ensure universal design principles are followed?
+4. How do you test for accessibility during development?
+5. How do you coordinate with design and development teams?
+6. How do you ensure the feature is accessible to all?

-**Advanced Level:**
- **Strategic Leadership**: Leadership in accessibility strategy and long-term planning
- **Complex Problem Solving**: Ability to solve complex accessibility challenges
- **Community Advocacy**: Leadership in disability rights advocacy and systemic change
- **Innovation Development**: Development of innovative accessibility solutions and approaches
+**Correct Answer**: Integrate accessibility from design phase, involve disabled community members as co-designers, apply universal design principles, conduct accessibility testing throughout development, coordinate closely with all teams, ensure feature works for all users including those using assistive technologies, test comprehensively before launch.

-#### 9.2.2. Performance Standards
+## 10. TRAINING REQUIREMENTS

-**Effectiveness Measures:**
- **Accessibility Improvement**: Measurable improvement in community accessibility over time
- **Community Satisfaction**: High satisfaction among disabled community members
- **Staff Development**: Successful development of accessibility knowledge and skills among staff
- **Legal Compliance**: Consistent compliance with accessibility laws and standards
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.

-**Professional Standards:**
- **Ethical Practice**: Adherence to ethical standards in accessibility work
- **Community Accountability**: Accountability to disabled community members and their needs
- **Continuous Learning**: Commitment to ongoing learning and professional development
- **Innovation and Excellence**: Striving for excellence and innovation in accessibility practice
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance

 ---

@@ -0,0 +1,659 @@
+---
+title: Bias Recognition and Mitigation Training for Staff
+---
+
+**ESSENTIAL TRAINING FOR ALL MODERATION STAFF**
+
+## 1. INTRODUCTION AND SCOPE
+
+### 1.1. Purpose of This Training
+
+This training document provides essential guidance for Team members on recognising, understanding, and mitigating personal biases in moderation decisions. Everyone has biases—conscious and unconscious—that can affect how we interpret situations and make decisions. This training helps Team members develop self-awareness and implement practices to ensure fair, consistent moderation that serves all community members equitably.
+
+### 1.2. Integration with Existing Policies
+
+This training operates within our comprehensive moderation and inclusion framework:
+
+**(a)** **Inclusive Moderation Policy**: Principles for moderation that considers impact on marginalised community members;
+
+**(b)** **Community Code of Conduct**: Behavioural expectations and social justice principles;
+
+**(c)** **Content and Moderation Policy**: Enforcement procedures and content standards;
+
+**(d)** **Conflict Resolution Policy**: Procedures for resolving disputes fairly;
+
+**(e)** **Staff Handbook**: General staff responsibilities and expectations.
+
+### 1.3. Critical Understanding
+
+**Everyone Has Biases:**
+- Having biases doesn't make you a bad person
+- Biases are natural cognitive shortcuts
+- Recognising biases is the first step to mitigating them
+- The goal is awareness and mitigation, not perfection
+- Ongoing self-reflection and growth are essential
+
+**Our Commitment:**
+- We commit to recognising and addressing our biases
+- We prioritise fairness and equity in moderation
+- We support each other in bias recognition and mitigation
+- We create systems to reduce bias impact
+- We continuously learn and improve
+
+## 2. UNDERSTANDING BIAS
+
+### 2.1. What Is Bias?
+
+#### 2.1.1. Definition and Types
+
+**Bias** is a tendency, inclination, or prejudice towards or against something or someone. Biases can be:
+- **Conscious**: Aware of the bias and its influence
+- **Unconscious**: Not aware of the bias but still influenced by it
+- **Implicit**: Automatic associations that affect judgements
+- **Explicit**: Conscious beliefs and attitudes
+
+**Types of Bias:**
+- **Confirmation Bias**: Tendency to seek information that confirms existing beliefs
+- **Affinity Bias**: Preference for people similar to ourselves
+- **Halo Effect**: Positive impression in one area influences overall impression
+- **Horns Effect**: Negative impression in one area influences overall impression
+- **Anchoring Bias**: Relying too heavily on first piece of information
+- **Availability Bias**: Overestimating probability of events we can easily recall
+- **Attribution Bias**: Explaining others' behaviour differently than our own
+
+#### 2.1.2. How Bias Affects Moderation
+
+**Decision-Making Impact:**
+- Biases can influence how we interpret situations
+- Biases affect who we believe and how seriously we take reports
+- Biases influence what we consider "normal" or "acceptable"
+- Biases affect how we assess severity and impact
+- Biases influence consequences we assign
+
+**Community Impact:**
+- Biased moderation creates unfair experiences
+- Marginalised community members often face more bias
+- Bias can reinforce systemic oppression
+- Bias undermines community trust and safety
+- Bias creates barriers to participation
+
+### 2.2. Sources of Bias
+
+#### 2.2.1. Personal Experiences and Background
+
+**Life Experiences:**
+- Our personal experiences shape our perspectives
+- Cultural background influences what we consider normal
+- Education and exposure affect our understanding
+- Personal relationships influence our judgements
+- Past experiences create expectations and assumptions
+
+**Identity Factors:**
+- Our own identities affect how we perceive others
+- Privilege can create blind spots
+- Marginalization can create different perspectives
+- Intersectional identities create complex perspectives
+- Personal experiences with discrimination vary
+
+#### 2.2.2. Cognitive Processes
+
+**Mental Shortcuts:**
+- Our brains use shortcuts to process information quickly
+- These shortcuts can lead to biased conclusions
+- We often don't recognise when shortcuts are inaccurate
+- Stress and fatigue increase reliance on shortcuts
+- Familiar patterns feel safer than unfamiliar ones
+
+**Social Influences:**
+- We're influenced by social groups and communities
+- Media and cultural messages shape our perceptions
+- Social norms affect what we consider acceptable
+- Peer pressure can influence our judgements
+- Authority figures can shape our perspectives
+
+## 3. RECOGNISING PERSONAL BIASES
+
+### 3.1. Self-Reflection and Awareness
+
+#### 3.1.1. Self-Assessment Techniques
+
+**Regular Self-Reflection:**
+- **Journaling**: Regular reflection on moderation decisions
+- **Pattern Analysis**: Looking for patterns in your decisions
+- **Feedback Seeking**: Actively seeking feedback from others
+- **Case Review**: Reviewing past cases for bias indicators
+- **Questioning Assumptions**: Regularly questioning your assumptions
+
+**Bias Indicators:**
+- Consistently interpreting situations in similar ways
+- Having strong emotional reactions to certain topics or people
+- Making quick judgements without full information
+- Defensiveness when bias is pointed out
+- Difficulty understanding others' perspectives
+
+#### 3.1.2. Common Bias Patterns in Moderation
+
+**Identity-Based Biases:**
+- Treating reports from certain groups less seriously
+- Interpreting behaviour differently based on identity
+- Assuming intent based on identity
+- Applying different standards to different groups
+- Failing to recognise privilege and power dynamics
+
+**Communication Style Biases:**
+- Preferring certain communication styles
+- Interpreting tone differently based on identity
+- Assuming meaning based on style rather than content
+- Dismissing concerns expressed in certain ways
+- Valuing certain forms of expression over others
+
+**Relationship Biases:**
+- Treating friends or familiar members differently
+- Being harder on people you don't like
+- Giving benefit of doubt to certain people
+- Assuming good intent from certain people
+- Assuming bad intent from certain people
+
+### 3.2. Recognising Bias in Decisions
+
+#### 3.2.1. Decision-Making Patterns
+
+**Warning Signs of Bias:**
+- Making decisions very quickly without reflection
+- Strong emotional reactions influencing decisions
+- Inconsistent application of policies
+- Different standards for similar situations
+- Difficulty explaining reasoning for decisions
+
+**Pattern Recognition:**
+- Review decisions for patterns over time
+- Look for differences in how you treat different groups
+- Identify situations where you make assumptions
+- Notice when you feel defensive about decisions
+- Recognise when you're making exceptions
+
+#### 3.2.2. Feedback and External Perspective
+
+**Seeking Feedback:**
+- Ask colleagues to review your decisions
+- Request feedback from diverse perspectives
+- Participate in peer review processes
+- Welcome constructive criticism
+- Learn from others' perspectives
+
+**Using External Perspective:**
+- Consult with colleagues on difficult cases
+- Get second opinions on decisions
+- Use team discussions to challenge assumptions
+- Learn from case studies and examples
+- Participate in bias training and discussions
+
+## 4. COMMON BIASES IN MODERATION
+
+### 4.1. Identity-Based Biases
+
+#### 4.1.1. Racial and Ethnic Bias
+
+**Common Patterns:**
+- Interpreting behaviour differently based on race or ethnicity
+- Assuming intent based on racial or ethnic identity
+- Applying different standards to different racial groups
+- Failing to recognise racial microaggressions
+- Dismissing concerns about racism
+
+**Mitigation Strategies:**
+- Educate yourself about racial bias and microaggressions
+- Question assumptions about behaviour based on race
+- Listen to and believe experiences of people of colour
+- Recognise your own racial privilege and blind spots
+- Consult with diverse perspectives on racial issues
+
+#### 4.1.2. Gender and Sexuality Bias
+
+**Common Patterns:**
+- Interpreting behaviour differently based on gender
+- Assuming intent based on gender identity or expression
+- Applying different standards based on gender
+- Failing to recognise gender-based harassment
+- Dismissing concerns about sexism or transphobia
+
+**Mitigation Strategies:**
+- Educate yourself about gender bias and discrimination
+- Question assumptions about behaviour based on gender
+- Listen to and believe experiences of marginalised genders
+- Recognise your own gender privilege and blind spots
+- Use inclusive language and respect identities
+
+#### 4.1.3. Disability and Neurodivergence Bias
+
+**Common Patterns:**
+- Interpreting behaviour through ableist lens
+- Assuming intent based on disability or neurodivergence
+- Applying neurotypical standards to all behaviour
+- Failing to recognise ableist discrimination
+- Dismissing accessibility concerns
+
+**Mitigation Strategies:**
+- Educate yourself about disability and neurodivergence
+- Question assumptions about "normal" behaviour
+- Listen to and believe experiences of disabled people
+- Recognise your own ableist assumptions
+- Consider accessibility and accommodation needs
+
+### 4.2. Cognitive Biases
+
+#### 4.2.1. Confirmation Bias
+
+**How It Manifests:**
+- Seeking information that confirms initial impression
+- Interpreting ambiguous information to support conclusion
+- Dismissing information that contradicts initial assessment
+- Remembering cases that support your perspective
+- Overvaluing evidence that confirms beliefs
+
+**Mitigation Strategies:**
+- Actively seek disconfirming evidence
+- Consider alternative interpretations
+- Question initial impressions
+- Review all evidence before deciding
+- Consult with others who may see things differently
+
+#### 4.2.2. Affinity Bias
+
+**How It Manifests:**
+- Preferring people similar to yourself
+- Giving benefit of doubt to similar people
+- Being harder on people different from you
+- Assuming good intent from similar people
+- Assuming bad intent from different people
+
+**Mitigation Strategies:**
+- Recognise when you feel affinity with someone
+- Question whether affinity is influencing decisions
+- Apply consistent standards regardless of similarity
+- Seek diverse perspectives on decisions
+- Build relationships with diverse community members
+
+#### 4.2.3. Anchoring Bias
+
+**How It Manifests:**
+- Relying too heavily on first information received
+- Difficulty adjusting assessment with new information
+- First impression strongly influences final decision
+- Giving disproportionate weight to initial report
+- Struggling to change mind even with new evidence
+
+**Mitigation Strategies:**
+- Gather comprehensive information before deciding
+- Reassess decisions as new information emerges
+- Question initial impressions
+- Consider multiple perspectives
+- Be willing to change assessment with new evidence
+
+## 5. MITIGATION STRATEGIES
+
+### 5.1. Individual Mitigation Practices
+
+#### 5.1.1. Self-Awareness Practices
+
+**Regular Reflection:**
+- **Daily Reflection**: Brief reflection on decisions made
+- **Weekly Review**: Review of decisions for patterns
+- **Monthly Analysis**: Deeper analysis of bias patterns
+- **Annual Assessment**: Comprehensive bias self-assessment
+- **Ongoing Learning**: Continuous education about bias
+
+**Questioning Practices:**
+- **Why Questions**: Why do I think this? Why do I feel this way?
+- **What If Questions**: What if I'm wrong? What if I'm missing something?
+- **How Questions**: How might someone else see this? How might my bias affect this?
+- **Who Questions**: Who benefits from this decision? Who might be harmed?
+
+#### 5.1.2. Decision-Making Practices
+
+**Structured Decision-Making:**
+- **Gather Information**: Collect comprehensive information before deciding
+- **Consider Alternatives**: Actively consider alternative interpretations
+- **Check Assumptions**: Identify and question your assumptions
+- **Seek Perspective**: Consult with others for different perspectives
+- **Document Reasoning**: Write down your reasoning to identify bias
+
+**Bias-Checking Questions:**
+- Would I interpret this differently if the person had different identity?
+- Am I making assumptions based on identity or background?
+- Am I applying consistent standards?
+- What would someone with different perspective think?
+- Am I being influenced by personal feelings or relationships?
+
+### 5.2. Team and System Mitigation
+
+#### 5.2.1. Peer Review and Consultation
+
+**Peer Review Processes:**
+- Regular peer review of moderation decisions
+- Structured review processes for difficult cases
+- Diverse perspectives in review teams
+- Constructive feedback and discussion
+- Learning from review processes
+
+**Consultation Practices:**
+- Consult with colleagues on difficult cases
+- Seek diverse perspectives before deciding
+- Use team discussions to challenge assumptions
+- Learn from others' approaches and perspectives
+- Build collective understanding
+
+#### 5.2.2. Systematic Approaches
+
+**Structured Processes:**
+- Standardized decision-making frameworks
+- Checklists to ensure comprehensive consideration
+- Documentation requirements that reveal reasoning
+- Review processes that catch bias
+- Appeals processes that provide checks
+
+**Diversity and Inclusion:**
+- Diverse moderation teams
+- Regular bias training and discussions
+- Inclusive decision-making processes
+- Community input and feedback
+- Continuous improvement based on outcomes
+
+## 6. CULTURAL COMPETENCY AND BIAS
+
+### 6.1. Understanding Cultural Differences
+
+#### 6.1.1. Cultural Bias Patterns
+
+**Common Cultural Biases:**
+- Assuming your cultural norms are universal
+- Interpreting behaviour through your cultural lens
+- Dismissing cultural differences as "wrong"
+- Failing to recognise cultural context
+- Applying monocultural standards
+
+**Impact on Moderation:**
+- Misinterpreting cultural communication styles
+- Applying inappropriate cultural standards
+- Failing to recognise cultural discrimination
+- Creating exclusionary environments
+- Harming cultural community members
+
+#### 6.1.2. Developing Cultural Competency
+
+**Learning Practices:**
+- Educate yourself about different cultures
+- Learn about cultural communication styles
+- Understand cultural context and history
+- Recognise your own cultural assumptions
+- Build relationships with diverse cultural communities
+
+**Application in Moderation:**
+- Consider cultural context in decisions
+- Recognise cultural communication differences
+- Apply culturally appropriate standards
+- Support cultural community members
+- Create inclusive cultural environments
+
+### 6.2. Language and Communication Bias
+
+#### 6.2.1. Language-Based Biases
+
+**Common Patterns:**
+- Preferring native English speakers
+- Interpreting tone differently based on language proficiency
+- Dismissing concerns expressed in non-native English
+- Assuming meaning based on language proficiency
+- Applying different standards to language use
+
+**Mitigation Strategies:**
+- Recognise language proficiency differences
+- Consider language barriers in communication
+- Provide language support when needed
+- Don't assume intent based on language proficiency
+- Support non-native English speakers
+
+#### 6.2.2. Communication Style Biases
+
+**Style Differences:**
+- Direct vs. indirect communication styles
+- High-context vs. low-context communication
+- Emotional expression differences
+- Formality level differences
+- Nonverbal communication differences
+
+**Mitigation Strategies:**
+- Recognise different communication styles
+- Don't assume meaning based on style
+- Consider cultural communication differences
+- Adapt your communication style when needed
+- Support diverse communication styles
+
+## 7. INTERSECTIONALITY AND BIAS
+
+### 7.1. Understanding Intersectionality
+
+#### 7.1.1. Intersectional Bias
+
+**Multiple Identities:**
+- People have multiple intersecting identities
+- Bias can affect people differently based on intersections
+- Some intersections face compounded bias
+- Intersectional experiences are unique
+- Need to consider intersections in moderation
+
+**Common Intersectional Biases:**
+- Failing to recognise intersectional experiences
+- Applying single-identity lens to intersectional people
+- Dismissing intersectional discrimination
+- Assuming experiences based on single identity
+- Missing intersectional power dynamics
+
+#### 7.1.2. Intersectional Moderation
+
+**Consideration Practices:**
+- Consider multiple identities in decisions
+- Recognise intersectional power dynamics
+- Support intersectional community members
+- Address intersectional discrimination
+- Create inclusive intersectional environments
+
+### 7.2. Power Dynamics and Bias
+
+#### 7.2.1. Recognising Power Imbalances
+
+**Power Factors:**
+- Staff vs. community member status
+- Established vs. new member status
+- Popular vs. less popular members
+- Privileged vs. marginalised identities
+- Technical expertise and knowledge
+
+**Bias in Power Dynamics:**
+- Favouring powerful over less powerful
+- Believing powerful over less powerful
+- Applying different standards based on power
+- Failing to recognise power abuse
+- Reinforcing power imbalances
+
+#### 7.2.2. Addressing Power Bias
+
+**Mitigation Strategies:**
+- Recognise power dynamics in situations
+- Question whether power is influencing decisions
+- Support less powerful community members
+- Hold powerful members accountable
+- Create systems that reduce power bias
+
+## 8. PRACTICAL APPLICATION
+
+### 8.1. Bias-Checking in Moderation Decisions
+
+#### 8.1.1. Decision-Making Framework
+
+**Before Making Decision:**
+1. **Gather Information**: Collect comprehensive information
+2. **Identify Assumptions**: List your assumptions
+3. **Question Assumptions**: Challenge your assumptions
+4. **Consider Alternatives**: Think of alternative interpretations
+5. **Check for Bias**: Use bias-checking questions
+6. **Consult Others**: Get diverse perspectives
+7. **Make Decision**: Make informed, bias-checked decision
+8. **Document Reasoning**: Write down your reasoning
+9. **Review Later**: Review decision for bias patterns
+
+#### 8.1.2. Case Study Analysis
+
+**Reviewing Cases for Bias:**
+- **Pattern Analysis**: Look for patterns in your decisions
+- **Identity Analysis**: Consider how identity affected decisions
+- **Consistency Check**: Ensure consistent standards
+- **Impact Assessment**: Assess impact on different groups
+- **Learning Integration**: Learn from analysis for future
+
+### 8.2. Ongoing Improvement
+
+#### 8.2.1. Continuous Learning
+
+**Learning Practices:**
+- Regular bias training and education
+- Reading about bias and discrimination
+- Participating in discussions about bias
+- Learning from case studies and examples
+- Seeking feedback and learning from mistakes
+
+**Skill Development:**
+- Developing self-awareness skills
+- Building cultural competency
+- Improving decision-making processes
+- Enhancing consultation and collaboration
+- Strengthening bias mitigation practices
+
+#### 8.2.2. Community Feedback Integration
+
+**Feedback Collection:**
+- Regular community feedback on moderation
+- Surveys and assessments
+- Direct feedback from community members
+- Analysis of moderation outcomes
+- Identification of bias patterns
+
+**Improvement Integration:**
+- Use feedback to identify bias issues
+- Adjust practices based on feedback
+- Communicate improvements to community
+- Continue monitoring and improvement
+- Build trust through demonstrated improvement
+
+## 9. SELF-CARE AND GROWTH
+
+### 9.1. Managing the Emotional Aspects
+
+#### 9.1.1. Emotional Challenges
+
+**Common Emotions:**
+- **Defensiveness**: Feeling defensive when bias is pointed out
+- **Guilt**: Feeling guilty about having biases
+- **Shame**: Feeling ashamed of biased decisions
+- **Frustration**: Frustration with ongoing bias work
+- **Overwhelm**: Feeling overwhelmed by bias recognition
+
+**Normalizing Emotions:**
+- These emotions are normal and expected
+- Having biases doesn't make you a bad person
+- Recognising bias is growth, not failure
+- Ongoing work is part of the process
+- Support is available for this work
+
+#### 9.1.2. Growth Mindset
+
+**Embracing Growth:**
+- View bias recognition as learning opportunity
+- See mistakes as chances to grow
+- Welcome feedback as gift
+- Commit to continuous improvement
+- Celebrate progress and growth
+
+### 9.2. Support Systems
+
+#### 9.2.1. Team Support
+
+**Peer Support:**
+- Regular discussions about bias with colleagues
+- Sharing experiences and learning together
+- Supporting each other in bias recognition
+- Creating safe space for growth
+- Celebrating progress together
+
+**Supervisory Support:**
+- Regular check-ins with supervisors
+- Access to resources and training
+- Support for bias recognition work
+- Recognition of growth and improvement
+- Professional development opportunities
+
+#### 9.2.2. Professional Resources
+
+**External Support:**
+- Bias training and workshops
+- Books and resources on bias
+- Professional development opportunities
+- Communities of practice
+- Counselling and support when needed
+
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES
+
+### 10.1. Scenario 1: Cultural Communication Difference
+
+**Situation**: You're reviewing a moderation case. The person involved is from a cultural background different from yours, and their communication style seems "rude" or "aggressive" to you based on your cultural norms. However, you're not sure if this is a cultural communication difference or an actual policy violation.
+
+**Your Response:**
+1. How do you assess whether this is a cultural difference or a violation?
+2. What bias-checking questions should you ask yourself?
+3. Who should you consult before making a decision?
+4. How do you ensure you're not applying your cultural standards unfairly?
+5. What factors do you consider in your decision?
+
+**Correct Answer**: Consider cultural context, recognise your own cultural assumptions, consult with colleagues familiar with the culture, assess actual policy violation rather than communication style, apply consistent standards regardless of cultural background, document reasoning clearly.
+
+### 10.2. Scenario 2: Pattern Recognition
+
+**Situation**: During a quarterly review of your moderation decisions, you notice a pattern: you consistently give warnings to people you know well or who are similar to you, but issue suspensions to people you don't know for similar violations.
+
+**Your Response:**
+1. What type of bias might this indicate?
+2. How do you investigate this pattern?
+3. What steps do you take to address this bias?
+4. How do you ensure consistency going forward?
+5. How do you document this self-reflection?
+
+**Correct Answer**: This indicates possible affinity bias. Review decisions objectively, identify patterns, seek peer review, apply consistent standards regardless of familiarity, use bias-checking questions before decisions, document self-reflection and improvement efforts.
+
+### 10.3. Scenario 3: Receiving Bias Feedback
+
+**Situation**: A community member points out that your moderation decision seems biased. They explain why they believe your decision was influenced by bias. You initially feel defensive and think they're wrong.
+
+**Your Response:**
+1. How do you manage your defensive reaction?
+2. What steps do you take to review the decision?
+3. How do you use bias-checking questions?
+4. Who do you consult for peer review?
+5. How do you respond to the community member?
+6. What do you do if you discover bias in your decision?
+
+**Correct Answer**: Acknowledge defensive reaction, thank them for feedback, review decision objectively using bias-checking questions, seek peer review from diverse perspectives, correct decision if bias found, communicate transparently, learn and improve practices.
+
+## 11. TRAINING REQUIREMENTS
+
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.
+
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance
+
+---
+
+*This Bias Recognition and Mitigation Training document is part of our comprehensive staff development programme designed to ensure fair, equitable moderation that serves all community members. Bias recognition and mitigation is ongoing work that requires commitment, self-reflection, and continuous improvement. For questions about bias recognition or to report training completion, please contact designated leadership through staff channels.*
+
@@ -0,0 +1,534 @@
+---
+title: Child Safety Training for Staff
+---
+
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**
+
+## 1. INTRODUCTION AND SCOPE
+
+### 1.1. Purpose of This Training
+
+This training document provides essential guidance for all Team members on recognising, responding to, and managing child safety concerns within our community. Child safety is our highest priority, and all Team members must be prepared to respond appropriately to any situation involving minors or potential child safety risks.
+
+### 1.2. Integration with Existing Policies
+
+This training operates within our comprehensive safety and protection framework:
+
+**(a)** **Community Code of Conduct**: Behavioural expectations and community safety standards;
+
+**(b)** **Content and Moderation Policy**: Enforcement procedures and content restrictions;
+
+**(c)** **Crisis Response Policy**: Emergency response procedures for safety concerns;
+
+**(d)** **Staff Handbook**: General staff responsibilities and expectations;
+
+**(e)** **Legal Compliance Requirements**: Mandatory reporting obligations and legal responsibilities.
+
+### 1.3. Critical Disclaimer
+
+**REMEMBER: WE ARE NOT CHILD PROTECTION PROFESSIONALS**
+
+- We cannot conduct investigations or make determinations about child safety
+- Our role is limited to recognition, immediate response, and appropriate escalation
+- We must maintain clear professional boundaries at all times
+- When in doubt, escalate immediately to senior staff and appropriate authorities
+- Legal reporting obligations may require immediate action regardless of uncertainty
+
+## 2. UNDERSTANDING CHILD SAFETY IN ONLINE COMMUNITIES
+
+### 2.1. Types of Child Safety Concerns
+
+#### 2.1.1. Direct Safety Threats (IMMEDIATE ACTION REQUIRED)
+
+**Physical Safety Threats:**
+- Direct threats of harm to minors
+- Grooming behaviours targeting minors
+- Attempts to arrange in-person meetings with minors
+- Requests for personal information from minors (addresses, school names, etc.)
+- Sharing of inappropriate content with minors
+
+**Online Safety Threats:**
+- Attempts to move conversations to private platforms
+- Requests for photos or videos from minors
+- Pressure to keep conversations secret
+- Requests for personal identifying information
+- Attempts to isolate minors from support systems
+
+#### 2.1.2. Content Safety Concerns (ESCALATE WITHIN 15 MINUTES)
+
+**Inappropriate Content:**
+- Sexual content shared with or by minors
+- Age-inappropriate discussions initiated by adults
+- Requests for inappropriate content from minors
+- Sharing of adult content in spaces accessible to minors
+- Inappropriate language or topics directed at minors
+
+**Boundary Violations:**
+- Adults forming inappropriate relationships with minors
+- Excessive private messaging between adults and minors
+- Adults attempting to become "friends" with minors inappropriately
+- Sharing personal adult problems or issues with minors
+- Attempts to gain inappropriate influence over minors
+
+#### 2.1.3. Environmental Safety Concerns (RESPOND WITHIN 1 HOUR)
+
+**Unsafe Community Environments:**
+- Spaces where minors are exposed to harmful content
+- Lack of appropriate moderation in minor-accessible areas
+- Inadequate age verification or protection measures
+- Environments where grooming behaviours could occur unnoticed
+- Insufficient reporting mechanisms for minors
+
+**Policy and Process Gaps:**
+- Missing or inadequate child safety policies
+- Insufficient staff training on child safety
+- Lack of clear reporting procedures
+- Inadequate response to previous child safety concerns
+- Gaps in age verification or access controls
+
+### 2.2. Recognising Grooming Behaviours
+
+#### 2.2.1. Grooming Indicators
+
+**Early Stage Grooming:**
+- Adults seeking out and initiating contact with minors
+- Compliments and flattery designed to build trust
+- Finding common interests to create connection
+- Offering special attention or privileges
+- Attempts to become a "trusted friend" or "mentor"
+
+**Escalation Patterns:**
+- Moving conversations to private channels
+- Requesting personal information gradually
+- Testing boundaries with increasingly inappropriate content
+- Creating secrets and asking minors to keep things private
+- Isolating minors from their support systems
+
+**Advanced Grooming:**
+- Explicit requests for photos, videos, or personal information
+- Attempts to arrange in-person meetings
+- Threats or manipulation if the minor doesn't comply
+- Requests for sexual content or conversations
+- Attempts to normalize inappropriate behaviour
+
+#### 2.2.2. Red Flags and Warning Signs
+
+**Communication Patterns:**
+- Adults who primarily interact with minors rather than peers
+- Excessive private messaging between adults and specific minors
+- Adults who seem to have many "young friends"
+- Conversations that seem inappropriate for the relationship
+- Adults who become defensive when questioned about interactions with minors
+
+**Behavioural Indicators:**
+- Attempts to bypass community safety measures
+- Requests to use platforms with less oversight
+- Attempts to discourage minors from reporting concerns
+- Adults who seem overly interested in minors' personal lives
+- Patterns of boundary-testing behaviour
+
+## 3. IMMEDIATE RESPONSE PROCEDURES
+
+### 3.1. Direct Safety Threat Response Protocol
+
+**IMMEDIATE ACTIONS (Within 5 minutes):**
+
+1. **DO NOT DELAY** - Child safety concerns require immediate action
+2. **PRESERVE EVIDENCE** - Screenshot all relevant communications immediately
+3. **ESCALATE IMMEDIATELY** - Notify senior staff and child safety coordinator in staff chat
+4. **DO NOT CONFRONT** - Do not directly confront suspected perpetrators
+5. **PROTECT THE MINOR** - Ensure the minor is safe and supported
+6. **DOCUMENT EVERYTHING** - Record all relevant information whilst it's fresh
+
+**Example Response Template:**
+```
+URGENT CHILD SAFETY CONCERN
+
+[Brief description of concern]
+[User IDs involved]
+[Platform/channel where incident occurred]
+[Time and date]
+[Screenshots attached]
+
+Escalating immediately to child safety coordinator and senior staff.
+```
+
+### 3.2. Content Safety Concern Response Protocol
+
+**ACTIONS (Within 15 minutes):**
+
+1. **REMOVE CONTENT** - Immediately remove inappropriate content from public view
+2. **PRESERVE EVIDENCE** - Document and preserve all relevant content
+3. **PROTECT MINORS** - Ensure affected minors are safe and supported
+4. **ESCALATE** - Notify child safety coordinator and senior staff
+5. **DOCUMENT** - Create comprehensive documentation of the incident
+6. **FOLLOW UP** - Ensure appropriate follow-up actions are taken
+
+**Example Response Template:**
+```
+"I've identified inappropriate content involving minors. I've removed the content from public view and preserved evidence. I'm escalating this to our child safety coordinator immediately. The affected minors are being contacted to ensure their safety and provide support."
+```
+
+### 3.3. Environmental Safety Concern Response Protocol
+
+**ACTIONS (Within 1 hour):**
+
+1. **ASSESS RISK** - Evaluate the level of risk to minors
+2. **IMPLEMENT PROTECTIONS** - Take immediate steps to protect minors
+3. **DOCUMENT CONCERNS** - Record all identified safety gaps
+4. **ESCALATE** - Report concerns to senior staff and child safety coordinator
+5. **DEVELOP SOLUTIONS** - Work with team to address identified gaps
+6. **MONITOR** - Ensure improvements are effective
+
+## 4. LEGAL OBLIGATIONS AND REPORTING REQUIREMENTS
+
+### 4.1. Mandatory Reporting Obligations
+
+#### 4.1.1. When Reporting Is Required
+
+**Legal Requirements:**
+- **Suspected Abuse or Neglect**: Any reasonable suspicion of child abuse or neglect
+- **Grooming Behaviours**: Any suspected grooming or predatory behaviour targeting minors
+- **Inappropriate Content**: Distribution of inappropriate content involving minors
+- **Exploitation**: Any suspected exploitation of minors
+- **Immediate Danger**: Any situation where a minor appears to be in immediate danger
+
+**Jurisdictional Considerations:**
+- Reporting requirements vary by jurisdiction
+- Some jurisdictions require reporting by all adults
+- Some jurisdictions have specific requirements for organisations
+- When in doubt, consult with legal counsel and report
+- Multiple jurisdictions may require reporting to multiple agencies
+
+#### 4.1.2. How to Report
+
+**Internal Reporting:**
+1. **Immediate Escalation**: Notify child safety coordinator and senior staff immediately
+2. **Documentation**: Provide comprehensive documentation of concerns
+3. **Follow Procedures**: Follow established internal reporting procedures
+4. **Coordination**: Coordinate with other Team members as appropriate
+
+**External Reporting:**
+- **Child Protection Services**: Report to appropriate child protection agency
+- **Law Enforcement**: Report to law enforcement when criminal activity is suspected
+- **National Center for Missing & Exploited Children (NCMEC)**: Report online exploitation through CyberTipline
+- **Platform Reporting**: Report to platform administrators when appropriate
+- **Legal Counsel**: Consult with legal counsel for guidance on reporting obligations
+
+### 4.2. Documentation Requirements
+
+#### 4.2.1. Essential Information to Document
+
+**Incident Details:**
+- **Date and Time**: Exact date and time of incident or discovery
+- **Platform and Location**: Where the incident occurred
+- **Parties Involved**: All user IDs and any known identifying information
+- **Content**: Screenshots, logs, and descriptions of all relevant content
+- **Actions Taken**: All actions taken in response to the incident
+
+**Context Information:**
+- **Historical Context**: Any previous interactions or concerns involving the parties
+- **Witnesses**: Any other staff or community members who witnessed the incident
+- **Minor Information**: Age of minor(s) involved (if known) and any safety concerns
+- **Risk Assessment**: Assessment of immediate and ongoing risk to minors
+- **Follow-up Plans**: Planned follow-up actions and monitoring
+
+#### 4.2.2. Privacy and Confidentiality
+
+**Protecting Minors:**
+- **Minimize Disclosure**: Share information only on a need-to-know basis
+- **Secure Storage**: Store all documentation securely and access-controlled
+- **Anonymization**: Use anonymization when sharing for training or improvement purposes
+- **Consent Considerations**: Consider minor and guardian consent when appropriate
+
+**Legal Requirements:**
+- **Retention Policies**: Follow legal requirements for document retention
+- **Access Controls**: Limit access to authorized personnel only
+- **Legal Holds**: Preserve documentation when legal action is possible
+- **Confidentiality**: Maintain confidentiality whilst fulfilling reporting obligations
+
+## 5. ESCALATION PROCEDURES
+
+**Reference to Comprehensive Escalation Procedures**: For universal escalation principles and general escalation procedures, see [Escalation Protocol](/staff/handbook#253-escalation-protocol) in the Staff Handbook. This section provides child-safety-specific escalation steps.
+
+### 5.1. When to Escalate
+
+**ALWAYS ESCALATE IMMEDIATELY:**
+- Any direct safety threat to a minor
+- Any suspected grooming behaviour
+- Any inappropriate content involving minors
+- Any situation where a minor appears to be in immediate danger
+- Any request for personal information from a minor by an adult
+- Any attempt to arrange in-person meetings with minors
+- Any situation where you feel uncertain about appropriate response
+
+### 5.2. How to Escalate
+
+**Internal Escalation:**
+1. **Staff Chat Alert**: Post urgent alert in staff chat with @child-safety-coordinator
+2. **Direct Contact**: Contact child safety coordinator directly if available
+3. **Senior Staff Notification**: Notify senior staff and leadership immediately
+4. **Documentation**: Provide all documentation and context immediately
+5. **Follow Instructions**: Follow any specific directions from senior staff
+
+**Emergency Escalation:**
+- **Immediate Danger**: Contact emergency services if minor is in immediate physical danger
+- **@Naomi Alert**: Alert @Naomi immediately for critical situations
+- **Legal Counsel**: Consult legal counsel for guidance on reporting obligations
+- **External Authorities**: Report to appropriate child protection or law enforcement agencies
+
+### 5.3. Escalation Chain
+
+**Standard Escalation:**
+1. Child Safety Coordinator
+2. Senior Staff / Leadership
+3. Legal Counsel (if needed)
+4. External Authorities (as required by law)
+
+**Emergency Escalation:**
+1. Emergency Services (if immediate physical danger)
+2. Child Safety Coordinator
+3. Senior Staff / Leadership
+4. Legal Counsel
+5. External Authorities
+
+## 6. COMMUNICATION WITH MINORS AND FAMILIES
+
+### 6.1. Communicating with Minors
+
+#### 6.1.1. Supportive Communication
+
+**Do's:**
+- **Believe and Validate**: Believe minors who report concerns and validate their experiences
+- **Reassure Safety**: Reassure minors that their safety is the priority
+- **Explain Process**: Explain what will happen next in age-appropriate language
+- **Provide Support**: Connect minors with appropriate support resources
+- **Maintain Boundaries**: Maintain appropriate professional boundaries
+
+**Don'ts:**
+- **Don't Investigate**: Do not attempt to conduct your own investigation
+- **Don't Promise Outcomes**: Do not promise specific outcomes or consequences
+- **Don't Minimise**: Do not minimise concerns or suggest they're overreacting
+- **Don't Blame**: Do not suggest the minor did anything wrong
+- **Don't Share Details**: Do not share details about actions taken against others
+
+#### 6.1.2. Age-Appropriate Communication
+
+**Younger Minors (Under 13):**
+- Use simple, clear language
+- Focus on safety and support
+- Avoid graphic details
+- Emphasise that they did the right thing by reporting
+- Involve guardians/parents as appropriate
+
+**Teenagers (13-17):**
+- Respect their autonomy whilst ensuring safety
+- Provide clear information about what will happen
+- Offer choices when appropriate
+- Connect with appropriate support resources
+- Respect privacy whilst maintaining safety
+
+### 6.2. Communicating with Families
+
+#### 6.2.1. When and How to Contact Families
+
+**When to Contact:**
+- When a minor reports a safety concern
+- When inappropriate content involving a minor is discovered
+- When grooming behaviour targeting a minor is suspected
+- When legal reporting requirements mandate family notification
+- When a minor requests family involvement
+
+**How to Contact:**
+- **Respect Privacy**: Respect minor and family privacy preferences when possible
+- **Clear Communication**: Provide clear, factual information about concerns
+- **Support Resources**: Connect families with appropriate support resources
+- **Follow Legal Requirements**: Follow legal requirements for family notification
+- **Professional Boundaries**: Maintain professional boundaries in all communications
+
+#### 6.2.2. Supporting Families
+
+**Information Provision:**
+- Provide clear information about what happened
+- Explain what actions are being taken
+- Share available support resources
+- Answer questions within appropriate boundaries
+- Provide ongoing updates as appropriate
+
+**Resource Connection:**
+- Connect families with child protection resources
+- Provide information about reporting to authorities
+- Share resources for supporting minors who have experienced harm
+- Connect with mental health resources if needed
+- Provide information about online safety resources
+
+## 7. PREVENTION STRATEGIES
+
+### 7.1. Community Safety Measures
+
+#### 7.1.1. Age Verification and Access Controls
+
+**Age Verification:**
+- Implement appropriate age verification measures
+- Clearly mark spaces intended for adults only
+- Restrict adult-only content to verified adult spaces
+- Provide clear age-appropriate spaces for minors
+- Regularly review and update age verification processes
+
+**Access Controls:**
+- Limit private messaging between adults and minors
+- Monitor interactions in minor-accessible spaces
+- Implement reporting mechanisms easily accessible to minors
+- Provide clear safety information for minors
+- Regularly audit access controls and safety measures
+
+#### 7.1.2. Moderation and Monitoring
+
+**Proactive Moderation:**
+- Active moderation in all minor-accessible spaces
+- Regular monitoring of interactions involving minors
+- Pattern recognition for grooming behaviours
+- Quick response to inappropriate content
+- Regular safety audits of community spaces
+
+**Community Education:**
+- Provide age-appropriate online safety education for minors
+- Educate community members about appropriate interactions with minors
+- Share information about recognising and reporting grooming behaviours
+- Provide resources for parents and guardians
+- Regular community reminders about safety policies
+
+### 7.2. Staff Training and Preparedness
+
+#### 7.2.1. Ongoing Training
+
+**Regular Updates:**
+- Quarterly child safety training updates
+- Regular review of grooming behaviour indicators
+- Updates on legal reporting requirements
+- Training on new platforms and safety features
+- Case study reviews and learning sessions
+
+**Skill Development:**
+- Recognition of grooming behaviours
+- Appropriate response procedures
+- Documentation best practices
+- Communication with minors and families
+- Legal compliance and reporting
+
+#### 7.2.2. Policy and Process Improvement
+
+**Continuous Improvement:**
+- Regular review of child safety policies
+- Updates based on new threats and patterns
+- Improvement of reporting and response procedures
+- Enhancement of prevention measures
+- Integration of community feedback
+
+## 8. SELF-CARE AND EMOTIONAL SUPPORT
+
+**Comprehensive Self-Care Resources**: For detailed self-care strategies, emotional support resources, and wellness practices, see [Self-Care Resources for Staff](/staff/self-care-resources). This section provides child-safety-specific considerations; refer to the self-care resources document for comprehensive guidance.
+
+### 8.1. Child Safety-Specific Self-Care Considerations
+
+#### 8.1.1. Understanding the Impact
+
+**Additional Considerations for Child Safety Work:**
+- High emotional impact of child safety concerns
+- Risk of secondary trauma from exposure to grooming or abuse
+- Need for professional support and supervision
+- Importance of maintaining professional boundaries
+- Regular debriefing and support
+
+**Self-Care Practices:**
+- Mandatory debriefing after child safety incidents
+- Access to professional counselling or support
+- Clear boundaries between work and personal life
+- Regular supervision and support from Child Safety Coordinator
+- Practice self-compassion and recognise emotional impact
+
+### 8.2. Support Systems
+
+#### 8.2.1. Team Support
+
+**Peer Support:**
+- Regular check-ins with colleagues working on child safety
+- Debriefing sessions after difficult incidents
+- Sharing successful strategies and lessons learned
+- Mutual support and understanding
+- Celebration of positive outcomes
+
+**Supervisory Support:**
+- Regular meetings with supervisors to discuss challenges
+- Access to additional resources and support
+- Workload management and distribution
+- Recognition of difficult work
+- Professional development opportunities
+
+#### 8.2.2. Professional Resources
+
+**Mental Health Support:**
+- Access to counselling and mental health resources
+- Support groups for professionals working in child safety
+- Trauma-informed therapy resources
+- Crisis support when needed
+- Ongoing mental health maintenance
+
+**Professional Development:**
+- Training on trauma-informed practices
+- Education on secondary trauma and burnout prevention
+- Skills development for managing difficult situations
+- Access to professional resources and networks
+- Career development support
+
+## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES
+
+### 9.1. Scenario 1: Suspected Grooming Behaviour
+
+**Situation**: You notice an adult community member frequently private messaging a 15-year-old member. The adult has been asking personal questions about the minor's school, friends, and family. The adult recently asked the minor to keep their conversations "just between us."
+
+**Your Response:**
+1. What risk level is this?
+2. What immediate actions should you take?
+3. What evidence should you preserve?
+4. Who should you escalate to?
+5. How would you communicate with the minor?
+
+**Correct Answer**: High-risk situation requiring immediate escalation. Preserve all evidence, notify child safety coordinator immediately, and ensure the minor is supported whilst maintaining appropriate boundaries.
+
+### 9.2. Scenario 2: Inappropriate Content Discovery
+
+**Situation**: A community member reports finding inappropriate sexual content in a channel accessible to minors. The content appears to have been shared by an adult member who may not have realised minors could access the channel.
+
+**Your Response:**
+1. What immediate actions are required?
+2. How do you protect minors who may have seen the content?
+3. What documentation is needed?
+4. What follow-up actions are necessary?
+5. How do you prevent similar incidents?
+
+### 9.3. Scenario 3: Minor Reporting Concern
+
+**Situation**: A 14-year-old community member contacts you privately to report that an adult member has been asking them for photos and trying to get them to move their conversation to a different platform. The minor is scared but doesn't want to "get anyone in trouble."
+
+**Your Response:**
+1. How do you support and reassure the minor?
+2. What immediate safety actions are needed?
+3. How do you handle the minor's concerns about reporting?
+4. What evidence needs to be preserved?
+5. What reporting obligations exist?
+
+## 10. TRAINING REQUIREMENTS
+
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.
+
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance
+
+---
+
+*This Child Safety Training document is part of our comprehensive Team development programme designed to ensure the highest level of protection for minors in our community. Child safety is our highest priority, and all Team members must complete this training before assuming moderation responsibilities. For questions about child safety procedures or to report training completion, please contact the Child Safety Coordinator through designated Team channels.*
+
@@ -2,13 +2,13 @@
 title: Community Growth Specialist Training for Staff
 ---

-**SPECIALIZED TRAINING FOR COMMUNITY GROWTH AND OUTREACH SPECIALISTS**
+**SPECIALISED TRAINING FOR COMMUNITY GROWTH AND OUTREACH SPECIALISTS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose and Strategic Mission

-This training provides comprehensive guidance for staff members serving as Community Growth Specialists within our community ecosystem. Community growth is not just about increasing numbers—it's about strategically building a diverse, inclusive, and sustainable community that advances our social justice mission while maintaining the quality and values that make our community special.
+This training provides comprehensive guidance for Team members serving as Community Growth Specialists within our community ecosystem. Community growth is not just about increasing numbers—it's about strategically building a diverse, inclusive, and sustainable community that advances our social justice mission whilst maintaining the quality and values that make our community special.

 ### 1.2. Community Growth Specialist Responsibilities

@@ -88,7 +88,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 **Impact Monitoring:**
 - **Community Health Metrics**: Regular monitoring of community health during growth periods
- **Member Satisfaction**: Tracking member satisfaction among both new and existing members
+- **Member Satisfaction**: Tracking member satisfaction amongst both new and existing members
 - **Engagement Quality**: Monitoring quality of community engagement and interaction
 - **Conflict Indicators**: Watching for increased conflict or tension during growth periods

@@ -128,8 +128,8 @@ This training provides comprehensive guidance for staff members serving as Commu

 #### 3.2.1. Community-Based Outreach

-**Partner Organization Collaboration:**
- **Diversity Organizations**: Partnerships with organisations serving underrepresented groups in tech
+**Partner Organisation Collaboration:**
+- **Diversity Organisations**: Partnerships with organisations serving underrepresented groups in tech
 - **Educational Institutions**: Partnerships with schools, bootcamps, and training programmes
 - **Professional Associations**: Collaboration with professional associations focused on diversity
 - **Community Centres**: Partnerships with community centres and local organisations
@@ -158,8 +158,8 @@ This training provides comprehensive guidance for staff members serving as Commu

 #### 3.3.1. Strategic Partnership Identification

-**Mission-Aligned Organizations:**
- **Social Justice Organizations**: Partnerships with organisations working on social justice issues
+**Mission-Aligned Organisations:**
+- **Social Justice Organisations**: Partnerships with organisations working on social justice issues
 - **Education and Training**: Partnerships with educational institutions and training programmes
 - **Professional Development**: Partnerships with organisations focused on professional development
 - **Technology Access**: Partnerships with organisations working to improve technology access
@@ -235,8 +235,8 @@ This training provides comprehensive guidance for staff members serving as Commu
 #### 4.2.2. Distribution Strategy

 **Multi-Platform Approach:**
- **Platform Optimization**: Optimizing content for each specific platform and audience
- **Cross-Platform Consistency**: Maintaining consistent message while adapting format
+- **Platform Optimisation**: Optimising content for each specific platform and audience
+- **Cross-Platform Consistency**: Maintaining consistent message whilst adapting format
 - **Algorithm Understanding**: Understanding platform algorithms and optimising for visibility
 - **Engagement Strategy**: Strategies for meaningful engagement rather than just broadcasting

@@ -267,7 +267,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 #### 5.1.2. Quality and Health Metrics

 **Community Health Indicators:**
- **Member Satisfaction**: Satisfaction levels among both new and existing members
+- **Member Satisfaction**: Satisfaction levels amongst both new and existing members
 - **Community Engagement**: Quality and depth of community engagement and participation
 - **Conflict Rates**: Rates of conflict and their resolution during growth periods
 - **Support Usage**: Usage of community support services and resources
@@ -336,7 +336,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 **Resource Protection:**
 - **Sustainable Resource Use**: Using community resources sustainably without depleting them
- **Fair Distribution**: Ensuring resources are distributed fairly among all community members
+- **Fair Distribution**: Ensuring resources are distributed fairly amongst all community members
 - **Growth Investment**: Investing growth-related resources back into community improvement
 - **Capacity Management**: Managing capacity to ensure quality support for all members

@@ -353,8 +353,8 @@ This training provides comprehensive guidance for staff members serving as Commu
 **Cultural Preservation:**
 - **Value Protection**: Protecting core community values during growth and change
 - **Culture Maintenance**: Maintaining positive community culture and atmosphere
- **Identity Preservation**: Preserving community identity while welcoming new perspectives
- **Evolution Management**: Managing natural community evolution while maintaining core mission
+- **Identity Preservation**: Preserving community identity whilst welcoming new perspectives
+- **Evolution Management**: Managing natural community evolution whilst maintaining core mission

 #### 6.2.2. Avoiding Tokenism and Superficial Diversity

@@ -383,7 +383,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 - **Mutual Benefit**: Ensuring partnerships provide mutual benefit rather than one-sided extraction

 **Due Diligence Process:**
- **Organizational Research**: Thorough research on potential partner organisations
+- **Organisational Research**: Thorough research on potential partner organisations
 - **Reputation Assessment**: Assessing reputation and track record of potential partners
 - **Conflict Assessment**: Identifying potential conflicts of interest or value misalignment
 - **Community Input**: Including community input in partnership evaluation and decision-making
@@ -429,76 +429,62 @@ This training provides comprehensive guidance for staff members serving as Commu
 **Social Movement Connection:**
 - **Justice Movement Alignment**: Aligning community growth with broader social justice movements
 - **Intersectional Advocacy**: Advocating for intersectional approaches to technology inclusion
- **Systemic Change**: Working toward systemic changes that improve technology accessibility
- **Community Organizing**: Supporting community organising efforts related to technology justice
+- **Systemic Change**: Working towards systemic changes that improve technology accessibility
+- **Community Organising**: Supporting community organising efforts related to technology justice

-## 8. CERTIFICATION AND COMPETENCY REQUIREMENTS
+## 8. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 8.1. Community Growth Specialist Competencies
+### 8.1. Scenario 1: Ethical Growth Opportunity

-#### 8.1.1. Essential Skills Assessment
+**Situation**: A large technology company approaches you about a partnership that could significantly increase community membership. However, the company has a history of discriminatory practices and doesn't align with your community's social justice values. The partnership would bring resources and visibility.

-**Strategic Thinking:**
- **Growth Strategy Development**: Ability to develop comprehensive, ethical growth strategies
- **Market Analysis**: Skills in analysing target markets and identifying growth opportunities
- **Impact Assessment**: Ability to assess and predict impact of growth strategies
- **Sustainability Planning**: Skills in planning for sustainable, long-term community growth
+**Your Response:**
+1. How do you evaluate this partnership opportunity?
+2. How do you balance growth goals with community values?
+3. What questions do you ask about the potential partner?
+4. How do you involve community members in the decision?
+5. How do you decline if the partnership doesn't align?
+6. How do you find alternative growth opportunities?

-**Relationship Building:**
- **Partnership Development**: Skills in identifying, developing, and managing strategic partnerships
- **Community Engagement**: Ability to engage authentically with diverse communities and individuals
- **Trust Building**: Skills in building trust and credibility with potential community members
- **Conflict Resolution**: Ability to resolve conflicts and challenges in partnership and outreach work
+**Correct Answer**: Evaluate partnership against community values and social justice mission, prioritise values over growth, ask about partner's commitment to diversity and inclusion, involve community members in evaluation, decline partnerships that don't align with values, seek alternative growth opportunities that advance mission.

-#### 8.1.2. Specialized Competencies
+### 8.2. Scenario 2: Rapid Growth Challenge

-**Diversity and Inclusion:**
- **Cultural Competency**: Understanding of diverse cultural backgrounds and their impact on community participation
- **Anti-Oppression Analysis**: Ability to analyze and address systemic barriers to community participation
- **Inclusive Outreach**: Skills in conducting outreach that genuinely welcomes marginalised communities
- **Intersectional Understanding**: Understanding of how multiple identities affect community access and participation
+**Situation**: A viral post brings thousands of new members to the community in a short period. The rapid growth is overwhelming existing moderation and support systems, and some new members don't align with community values. Existing members are feeling displaced and concerned about community culture.

-**Brand and Communication:**
- **Brand Management**: Skills in managing community brand and reputation
- **Message Development**: Ability to develop compelling, authentic messages for diverse audiences
- **Content Creation**: Skills in creating engaging, educational content that attracts aligned individuals
- **Multi-Platform Communication**: Ability to communicate effectively across diverse platforms and channels
+**Your Response:**
+1. How do you manage rapid growth whilst maintaining community quality?
+2. How do you onboard new members effectively?
+3. How do you protect existing community culture?
+4. How do you scale moderation and support?
+5. How do you address concerns from existing members?
+6. How do you ensure sustainable growth?

-### 8.2. Training and Development Program
+**Correct Answer**: Implement onboarding processes, scale moderation and support quickly, protect community culture through clear communication of values, address existing member concerns, ensure new members understand community values, balance growth with quality, implement sustainable growth practices.

-#### 8.2.1. Foundation Training
+### 8.3. Scenario 3: Diversity Growth Initiative

-**Core Competency Training:**
- **Community Values**: Comprehensive training on community values and social justice mission
- **Ethical Growth**: Training on ethical community growth principles and practices
- **Diversity and Inclusion**: Training on diversity, equity, inclusion, and anti-oppression principles
- **Partnership Development**: Training on strategic partnership identification and management
+**Situation**: Community leadership want to increase diversity, particularly amongst underrepresented groups in technology. You need to develop strategies to attract and retain diverse members whilst ensuring authentic inclusion.

-**Skill Development:**
- **Communication Skills**: Advanced communication skills for diverse audiences and contexts
- **Research and Analysis**: Skills in market research, data analysis, and impact assessment
- **Project Management**: Project management skills for complex growth initiatives
- **Relationship Management**: Skills in building and maintaining professional relationships
+**Your Response:**
+1. How do you develop strategies to attract diverse members?
+2. How do you ensure authentic inclusion, not just numbers?
+3. How do you involve diverse community members in growth planning?
+4. How do you address barriers to participation?
+5. How do you measure success beyond numbers?
+6. How do you ensure retention of diverse members?

-#### 8.2.2. Advanced Development and Performance Standards
+**Correct Answer**: Develop strategies that address barriers to participation, involve diverse community members in planning, focus on authentic inclusion and belonging, address systemic barriers, measure success through participation and belonging metrics, ensure retention through ongoing support and inclusion, advance equity goals.

-**Ongoing Development:**
- **Industry Knowledge**: Continuous learning about technology industry trends and opportunities
- **Social Justice Education**: Ongoing education about social justice issues and movements
- **Growth Innovation**: Development of innovative approaches to ethical community growth
- **Leadership Development**: Development of leadership skills for community growth and influence
+## 9. TRAINING REQUIREMENTS

-**Performance Standards:**
- **Growth Achievement**: Achievement of ethical growth goals while maintaining community quality
- **Diversity Progress**: Measurable progress on community diversity and inclusion goals
- **Partnership Success**: Successful development and management of strategic partnerships
- **Community Impact**: Demonstrable positive impact on community mission and social justice goals
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.

-**Professional Excellence:**
- **Ethical Practice**: Consistent adherence to ethical growth practices and community values
- **Innovation**: Development of innovative approaches to community growth challenges
- **Collaboration**: Excellent collaboration with community members and partner organisations
- **Mission Advancement**: Significant contribution to advancement of community mission and social justice goals
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance

 ---

@@ -8,7 +8,7 @@ title: Community Support Specialist Training for Staff

 ### 1.1. Purpose and Mission

-This training provides comprehensive guidance for staff members serving as Community Support Specialists within our community ecosystem. Community support is foundational to creating welcoming, inclusive environments where all community members can thrive, with particular attention to supporting marginalised individuals and removing barriers to participation.
+This training provides comprehensive guidance for Team members serving as Community Support Specialists within our community ecosystem. Community support is foundational to creating welcoming, inclusive environments where all community members can thrive, with particular attention to supporting marginalised individuals and removing barriers to participation.

 ### 1.2. Community Support Team Structure

@@ -98,7 +98,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 **Empathetic Response:**
 - **Perspective Taking**: Genuinely trying to understand situations from the community member's perspective
- **Emotional Resonance**: Connecting with the emotional experience while maintaining professional boundaries
+- **Emotional Resonance**: Connecting with the emotional experience whilst maintaining professional boundaries
 - **Cultural Empathy**: Understanding how cultural background affects experiences and perspectives
 - **Intersectional Awareness**: Recognising how multiple identities affect individual experiences

@@ -137,7 +137,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 **Resource Knowledge:**
 - **Internal Resources**: Comprehensive knowledge of all community resources and services
 - **External Resources**: Understanding of external resources relevant to community member needs
- **Specialized Services**: Knowledge of specialised services for specific populations or needs
+- **Specialised Services**: Knowledge of specialised services for specific populations or needs
 - **Emergency Resources**: Quick access to crisis and emergency resources

 **Navigation Support:**
@@ -168,7 +168,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 **Problem Resolution:**
 - **Direct Resolution**: Directly resolving issues within scope of authority
- **Coordination**: Coordinating with other staff members for complex issues
+- **Coordination**: Coordinating with other Team members for complex issues
 - **Timeline Management**: Managing timelines and expectations for issue resolution
 - **Communication**: Keeping community members informed throughout resolution process

@@ -209,7 +209,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 **Creative Support:**
 - **Idea Development**: Helping community members develop and refine content ideas
 - **Structure Guidance**: Providing guidance on content structure and organisation
- **Quality Improvement**: Helping improve content quality while respecting creator vision
+- **Quality Improvement**: Helping improve content quality whilst respecting creator vision
 - **Accessibility Integration**: Ensuring content meets accessibility standards

 **Resource Provision:**
@@ -263,13 +263,13 @@ This training provides comprehensive guidance for staff members serving as Commu
 **User Experience:**
 - **Usability Testing**: Testing documentation usability with diverse community members
 - **Navigation Improvement**: Improving documentation organisation and navigation
- **Search Optimization**: Optimizing documentation for searchability and findability
+- **Search Optimisation**: Optimising documentation for searchability and findability
 - **Feedback Integration**: Integrating user feedback to improve documentation quality

 #### 4.5.2. Knowledge Management

 **Information Architecture:**
- **Organization Systems**: Developing clear, logical organisation systems for information
+- **Organisation Systems**: Developing clear, logical organisation systems for information
 - **Version Control**: Maintaining version control and historical records of documentation changes
 - **Cross-Reference Systems**: Creating cross-reference systems for related information
 - **Archive Management**: Managing archived information and historical documentation
@@ -311,7 +311,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 #### 5.2.1. Sustained Support

 **Support Coordination:**
- **Team Coordination**: Coordinating with other staff members and specialists for comprehensive support
+- **Team Coordination**: Coordinating with other Team members and specialists for comprehensive support
 - **Resource Mobilization**: Mobilizing long-term support resources and services
 - **Progress Monitoring**: Monitoring progress and adjusting support as needs change
 - **Boundary Maintenance**: Maintaining appropriate professional boundaries during crisis support
@@ -327,7 +327,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 **Community Communication:**
 - **Appropriate Disclosure**: Determining appropriate level of community communication about crises
 - **Rumour Management**: Managing rumours and misinformation during crisis situations
- **Community Support**: Mobilizing community support while respecting privacy
+- **Community Support**: Mobilising community support whilst respecting privacy
 - **Healing Facilitation**: Facilitating community healing after traumatic incidents

 ## 6. TECHNOLOGY AND ACCESSIBILITY
@@ -352,7 +352,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 **Built-in Accessibility:**
 - **Platform Features**: Understanding built-in accessibility features across community platforms
- **Settings Optimization**: Helping community members optimise accessibility settings
+- **Settings Optimisation**: Helping community members optimise accessibility settings
 - **Keyboard Navigation**: Supporting effective keyboard navigation of platforms
 - **Mobile Accessibility**: Supporting mobile accessibility features and apps

@@ -374,7 +374,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 **Platform-Specific Skills:**
 - **Community Platform Training**: Comprehensive training on community platform usage
- **Feature Utilization**: Teaching effective use of platform features and tools
+- **Feature Utilisation**: Teaching effective use of platform features and tools
 - **Communication Tools**: Supporting effective use of communication and collaboration tools
 - **Privacy and Security**: Teaching privacy and security best practices

@@ -405,7 +405,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 - **Outcome Measurement**: Tracking outcomes and success of support interventions

 **Privacy Protection:**
- **Confidentiality Maintenance**: Maintaining confidentiality while documenting necessary information
+- **Confidentiality Maintenance**: Maintaining confidentiality whilst documenting necessary information
 - **Consent for Documentation**: Obtaining appropriate consent for documentation and information sharing
 - **Secure Storage**: Ensuring secure storage of all support documentation
 - **Access Controls**: Limiting access to support documentation to appropriate personnel
@@ -464,7 +464,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 - **Empathy Fatigue**: Recognising signs of empathy fatigue and compassion exhaustion
 - **Secondary Trauma**: Understanding secondary trauma from supporting community members experiencing crisis
 - **Emotional Regulation**: Developing skills in emotional regulation during challenging support situations
- **Boundary Management**: Maintaining appropriate emotional boundaries while providing effective support
+- **Boundary Management**: Maintaining appropriate emotional boundaries whilst providing effective support

 **Impact Management:**
 - **Stress Recognition**: Recognising early signs of stress and burnout
@@ -502,7 +502,7 @@ This training provides comprehensive guidance for staff members serving as Commu
 - **Communication**: Maintaining open, honest communication with team members about challenges and needs
 - **Leadership Support**: Seeking appropriate support from leadership when needed

-#### 8.2.2. Organizational Support
+#### 8.2.2. Organisational Support

 **Resource Access:**
 - **Training and Development**: Access to ongoing training and professional development opportunities
@@ -516,67 +516,59 @@ This training provides comprehensive guidance for staff members serving as Commu
 - **Feedback and Evaluation**: Regular feedback and performance evaluation to support professional growth
 - **Community Impact**: Recognition of positive impact on community member lives and well-being

-## 9. CERTIFICATION AND COMPETENCY REQUIREMENTS
+## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 9.1. Core Competency Assessment
+### 9.1. Scenario 1: Complex Support Request

-#### 9.1.1. Essential Skills
+**Situation**: A community member contacts you with multiple overlapping needs: they're experiencing technical difficulties, feeling overwhelmed by community participation, dealing with accessibility barriers, and struggling with mental health. They're not sure where to start or what help is available.

-**Communication and Interpersonal:**
- **Active Listening**: Demonstrated proficiency in active listening and empathetic response
- **Inclusive Communication**: Consistent use of inclusive, accessible communication practices
- **Conflict De-escalation**: Skills in de-escalating conflicts and managing difficult conversations
- **Cultural Competency**: Understanding and respect for diverse cultural backgrounds and perspectives
+**Your Response:**
+1. How do you assess and prioritise their needs?
+2. How do you provide person-centred support?
+3. How do you connect them with appropriate resources?
+4. How do you manage multiple support needs simultaneously?
+5. How do you follow up to ensure needs are met?
+6. How do you maintain boundaries whilst being supportive?

-**Support and Problem-Solving:**
- **Assessment Skills**: Ability to accurately assess community member needs and appropriate support
- **Resource Navigation**: Comprehensive knowledge of available resources and effective connection skills
- **Crisis Response**: Basic crisis response skills and knowledge of escalation procedures
- **Follow-up**: Consistent follow-up and monitoring of support outcomes
+**Correct Answer**: Conduct comprehensive assessment, prioritise based on urgency and impact, provide person-centred support that respects their agency, connect with multiple resources (technical, accessibility, mental health), coordinate support across areas, follow up regularly, maintain professional boundaries, support their self-determination.

-#### 9.1.2. Role-Specific Competencies
+### 9.2. Scenario 2: Crisis Support Situation

-**Technical Support:**
- **Technical Troubleshooting**: Ability to diagnose and resolve common technical issues
- **Accessibility Knowledge**: Understanding of assistive technologies and accessibility accommodations
- **Documentation Skills**: Skills in creating clear, accessible technical documentation
- **User Education**: Ability to teach technical skills effectively to diverse learners
+**Situation**: While providing technical support, a community member shares that they're experiencing a mental health crisis. They mention feeling hopeless and having thoughts of self-harm, but say they don't want to burden anyone.

-**Content and Documentation:**
- **Writing and Editing**: Strong writing and editing skills for various types of content
- **Information Organisation**: Skills in organising and structuring information for accessibility
- **Quality Assurance**: Ability to maintain high quality standards while respecting diverse perspectives
- **Collaboration**: Effective collaboration with content creators and community members
+**Your Response:**
+1. How do you recognise this as a crisis situation?
+2. How do you respond immediately whilst maintaining boundaries?
+3. What resources do you provide?
+4. How do you escalate appropriately?
+5. How do you balance support with your limitations?
+6. How do you follow up?

-### 9.2. Training and Development Program
+**Correct Answer**: Recognise crisis indicators, respond with empathy and care, provide immediate crisis resources (hotlines, emergency services), escalate to crisis response team immediately, maintain boundaries (don't provide therapy), encourage professional help, follow up as directed, document appropriately.

-#### 9.2.1. Foundation Training
+### 9.3. Scenario 3: Accessibility Accommodation Request

-**Initial Training Requirements:**
- **Community Values**: Comprehensive training on community values and mission
- **Support Philosophy**: Training on person-centred, trauma-informed support approaches
- **Communication Skills**: Intensive training in inclusive communication and active listening
- **Crisis Response**: Basic crisis response training and escalation procedures
+**Situation**: A community member with a disability requests accommodations to participate fully in the community. They need specific modifications to how content is presented and how they can interact with the platform. You're not sure what accommodations are possible or reasonable.

-**Ongoing Development:**
- **Monthly Skills Training**: Regular skills development training on relevant support topics
- **Quarterly Review**: Regular review and assessment of support effectiveness and areas for growth
- **Annual Competency Assessment**: Comprehensive annual assessment of support competencies
- **Professional Development**: Access to external professional development opportunities
+**Your Response:**
+1. How do you approach this accommodation request?
+2. How do you determine what accommodations are possible?
+3. How do you work collaboratively with the community member?
+4. How do you coordinate with technical and accessibility teams?
+5. How do you ensure accommodations are implemented?
+6. How do you follow up to ensure effectiveness?

-#### 9.2.2. Performance Standards
+**Correct Answer**: Approach with respect and collaboration, work with community member to understand needs, consult with accessibility and technical teams, explore multiple accommodation options, implement accommodations promptly, test effectiveness with community member, provide ongoing support and adjustments as needed.

-**Quality Indicators:**
- **Community Satisfaction**: High satisfaction ratings from community members receiving support
- **Issue Resolution**: Effective resolution of support issues within appropriate timeframes
- **Resource Connection**: Successful connection of community members with appropriate resources
- **Team Collaboration**: Effective collaboration and coordination with other support team members
+## 10. TRAINING REQUIREMENTS

-**Professional Growth:**
- **Skill Development**: Continuous development of relevant support skills and knowledge
- **Innovation**: Contribution of innovative approaches to support challenges
- **Leadership**: Development of leadership skills within support team context
- **Community Impact**: Demonstrable positive impact on community member experience and outcomes
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.
+
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance

 ---

@@ -2,13 +2,13 @@
 title: Conflict Resolution Training for Staff
 ---

-**ESSENTIAL TRAINING FOR ALL COMMUNITY STAFF MEMBERS**
+**ESSENTIAL TRAINING FOR ALL COMMUNITY TEAM MEMBERS**

 ## 1. INTRODUCTION AND FRAMEWORK

 ### 1.1. Purpose and Importance

-This training provides comprehensive guidance for staff members on preventing, managing, and resolving conflicts within our community. Effective conflict resolution is essential for maintaining a healthy community environment and ensuring that disputes don't escalate into harmful situations that drive away community members.
+This training provides comprehensive guidance for Team members on preventing, managing, and resolving conflicts within our community. Effective conflict resolution is essential for maintaining a healthy community environment and ensuring that disputes don't escalate into harmful situations that drive away community members.

 ### 1.2. Our Approach to Conflict Resolution

@@ -68,7 +68,7 @@ This training operates within our comprehensive policy framework:
 #### 2.1.3. Authority-Based Conflicts

 **Characteristics:**
- Disputes involving community leadership or staff members
+- Disputes involving community leadership or Team members
 - Challenges to moderation decisions or community policies
 - Conflicts arising from enforcement actions or consequences
 - Disagreements about community governance or decision-making
@@ -76,7 +76,7 @@ This training operates within our comprehensive policy framework:
 **Examples:**
 - Appeals of moderation actions or disciplinary decisions
 - Challenges to community policies or their implementation
- Disputes about staff member conduct or decision-making
+- Disputes about Team member conduct or decision-making
 - Conflicts about transparency or accountability in leadership

 #### 2.1.4. Values-Based Conflicts
@@ -185,6 +185,8 @@ This training operates within our comprehensive policy framework:

 #### 3.2.2. De-escalation Techniques

+**Reference to Comprehensive De-escalation Training**: For detailed de-escalation techniques, communication strategies, and practical application guidance, see [De-escalation Techniques Training](/staff/training/de-escalation-techniques). This section provides a brief overview; refer to the de-escalation training document for comprehensive guidance.
+
 **Immediate Response Strategies:**
 - **Pause and Cool Down**: Suggest breaks in heated discussions
 - **Refocus on Issues**: Redirect from personal attacks to substantive concerns
@@ -215,7 +217,7 @@ This training operates within our comprehensive policy framework:
 - **Primary Parties**: Directly involved individuals
 - **Secondary Parties**: Community members affected by or involved in the conflict
 - **Community Impact**: Broader effects on community culture and participation
- **Staff Involvement**: Whether staff members are parties to the conflict
+- **Team Involvement**: Whether Team members are parties to the conflict

 **Context Considerations:**
 - **Historical Context**: Previous interactions between parties
@@ -230,7 +232,7 @@ This training operates within our comprehensive policy framework:
 2. **Document Situation**: Record key details while information is fresh
 3. **Separate if Needed**: Prevent further escalation through temporary separation
 4. **Assess Resources**: Determine what support and intervention resources are needed
-5. **Coordinate with Team**: Involve other staff members as appropriate
+5. **Coordinate with Team**: Involve other Team members as appropriate

 **Communication Approach:**
 - Contact all primary parties to understand their perspectives
@@ -548,7 +550,7 @@ This training operates within our comprehensive policy framework:
 #### 7.2.1. Quality Assurance

 **Regular Review Processes:**
- **Peer Review**: Regular review of conflict resolution decisions by other staff members
+- **Peer Review**: Regular review of conflict resolution decisions by other Team members
 - **Outcome Assessment**: Follow-up evaluation of resolution effectiveness and lasting impact
 - **Process Improvement**: Regular refinement of conflict resolution procedures based on experience
 - **Training Updates**: Incorporation of lessons learned into ongoing staff training
@@ -564,12 +566,12 @@ This training operates within our comprehensive policy framework:
 **Ongoing Skill Development:**
 - Regular training updates on conflict resolution techniques and best practices
 - Cross-cultural competency development and cultural humility training
- Trauma-informed practices training for working with community members experiencing distress
+- Trauma-informed practices training for working with community members experiencing distress (see [Trauma-Informed Moderation Training](/staff/training/trauma-informed-moderation) for comprehensive guidance)
 - Advanced mediation and restorative justice training for complex situations

 **Support Systems:**
- **Peer Consultation**: Regular opportunities to discuss challenging cases with other staff members
- **Supervision and Mentoring**: Support from experienced staff members and leadership
+- **Peer Consultation**: Regular opportunities to discuss challenging cases with other Team members
+- **Supervision and Mentoring**: Support from experienced Team members and Leadership
 - **Professional Resources**: Access to external training, resources, and professional development
 - **Wellness Support**: Resources and support for managing the emotional impact of conflict resolution work

@@ -582,7 +584,7 @@ This training operates within our comprehensive policy framework:
 **Managing Large-Scale Conflicts:**
 - **Stakeholder Mapping**: Identify all parties and their interests in complex conflicts
 - **Phased Resolution**: Break complex conflicts into manageable phases and components
- **Multiple Facilitators**: Assign different staff members to work with different parties or aspects
+- **Multiple Facilitators**: Assign different Team members to work with different parties or aspects
 - **Community Healing**: Plan for broader community healing and relationship repair

 **Example Scenario**: Community divided over policy changes affecting multiple groups
@@ -594,11 +596,11 @@ This training operates within our comprehensive policy framework:

 #### 8.1.2. Staff-Community Member Conflicts

-**When Staff Are Parties to Conflicts:**
- **Recusal Procedures**: Ensure conflicted staff members don't participate in resolution decisions
- **Independent Review**: Utilize staff members or leadership without conflicts of interest
- **External Mediation**: Consider bringing in external mediators for serious staff-community conflicts
- **Accountability Measures**: Apply same community standards to staff members involved in conflicts
+**When Team Members Are Parties to Conflicts:**
+- **Recusal Procedures**: Ensure conflicted Team members don't participate in resolution decisions
+- **Independent Review**: Utilise Team members or Leadership without conflicts of interest
+- **External Mediation**: Consider bringing in external mediators for serious Team-community conflicts
+- **Accountability Measures**: Apply same community standards to Team members involved in conflicts

 **Maintaining Community Trust:**
 - **Transparency**: Provide clear communication about how staff conflicts are handled
@@ -632,35 +634,25 @@ This training operates within our comprehensive policy framework:

 ## 9. SELF-CARE AND EMOTIONAL MANAGEMENT

-### 9.1. Managing the Emotional Impact
+**Comprehensive Self-Care Resources**: For detailed self-care strategies, emotional support resources, and wellness practices, see [Self-Care Resources for Staff](/staff/self-care-resources). This section provides conflict-resolution-specific considerations; refer to the self-care resources document for comprehensive guidance.
+
+### 9.1. Conflict Resolution-Specific Self-Care Considerations

 #### 9.1.1. Understanding Emotional Labour

-**Recognising Emotional Demands:**
- Conflict resolution work involves significant emotional labour and stress
- Exposure to community distress and interpersonal harm can affect staff wellbeing
- Maintaining neutrality and empathy simultaneously can be emotionally challenging
- Repeated exposure to conflict can lead to compassion fatigue and burnout
+**Additional Considerations for Conflict Resolution Work:**
+- Exposure to conflict and difficult interactions
+- Emotional labour of managing others' emotions
+- Need for patience and emotional regulation
+- Importance of maintaining neutrality and boundaries
+- Regular support and skill development

-**Signs of Emotional Strain:**
- **Physical Symptoms**: Fatigue, headaches, tension, sleep disturbances
- **Emotional Symptoms**: Irritability, anxiety, detachment, overwhelming sadness
- **Professional Symptoms**: Decreased empathy, cynicism, reduced effectiveness, avoidance of conflict situations
- **Personal Symptoms**: Relationship strain, social withdrawal, loss of personal interests
-
-#### 9.1.2. Emotional Regulation Strategies
-
-**During Conflict Resolution:**
- **Breathing Techniques**: Use deep breathing to maintain calm during difficult conversations
- **Grounding Exercises**: Techniques to stay present and focused during emotional situations
- **Emotional Awareness**: Regular check-ins with own emotional state during conflict work
- **Professional Boundaries**: Maintain appropriate emotional distance while remaining empathetic
-
-**Between Conflict Situations:**
- **Debriefing**: Process difficult situations with colleagues or supervisors
- **Reflection**: Regular self-reflection on emotional responses and triggers
- **Restoration**: Engage in activities that restore emotional equilibrium and energy
- **Professional Support**: Access counselling or professional support when needed
+**Self-Care Practices:**
+- Take breaks between difficult moderation actions
+- Practice de-escalation techniques for yourself
+- Connect with colleagues for support and debriefing
+- Maintain perspective on your role and limitations
+- Celebrate successful resolutions and positive outcomes

 ### 9.2. Support Systems and Resources

@@ -668,7 +660,7 @@ This training operates within our comprehensive policy framework:

 **Peer Support Networks:**
 - **Regular Check-ins**: Scheduled team meetings focused on emotional wellbeing and support
- **Buddy Systems**: Pairing staff members for mutual support and consultation
+- **Buddy Systems**: Pairing Team members for mutual support and consultation
 - **Debriefing Sessions**: Structured debriefing after difficult conflict resolution situations
 - **Shared Learning**: Regular sharing of successful strategies and lessons learned

@@ -692,67 +684,59 @@ This training operates within our comprehensive policy framework:
 - **Personal Time**: Adequate time off and vacation policies
 - **Wellness Programs**: Access to wellness resources and programmes

-## 10. CERTIFICATION AND COMPETENCY DEVELOPMENT
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 10.1. Core Competency Requirements
+### 10.1. Scenario 1: Interpersonal Conflict Escalation

-#### 10.1.1. Essential Skills Assessment
+**Situation**: Two community members who were previously friends are now in an escalating conflict. What started as a disagreement about a technical approach has become personal attacks, name-calling, and threats. Other community members are taking sides, and the conflict is disrupting multiple channels.

-**Communication Skills:**
- **Active Listening**: Demonstrated ability to listen empathetically and understand multiple perspectives
- **De-escalation**: Skills in reducing tension and preventing conflict escalation
- **Cultural Competency**: Understanding of cultural differences in communication and conflict resolution
- **Trauma-Informed Communication**: Ability to communicate sensitively with community members who have experienced harm
+**Your Response:**
+1. How do you assess the severity and stage of this conflict?
+2. What immediate actions do you take to prevent further escalation?
+3. How do you separate the parties if needed?
+4. How do you approach each party individually?
+5. What de-escalation techniques do you use?
+6. How do you facilitate resolution or determine if resolution isn't possible?

-**Conflict Analysis:**
- **Situation Assessment**: Ability to accurately assess conflict severity, context, and appropriate interventions
- **Stakeholder Analysis**: Understanding of how to identify and work with all parties affected by conflicts
- **Power Dynamics**: Recognition of power imbalances and marginalization factors in conflicts
- **Systems Thinking**: Understanding of how individual conflicts connect to broader community dynamics
+**Correct Answer**: Assess as high-severity conflict in entrenchment stage. Immediately separate parties, stop personal attacks, meet individually with each party to understand perspectives, use de-escalation techniques, assess if resolution is possible, facilitate discussion if both parties willing, or take protective action if not.

-**Resolution Processes:**
- **Facilitation Skills**: Ability to facilitate productive discussions between conflicting parties
- **Mediation Techniques**: Understanding of formal and informal mediation processes
- **Restorative Justice**: Knowledge of restorative approaches and when they're appropriate
- **Enforcement Decisions**: Ability to make fair, consistent enforcement decisions when resolution isn't possible
+### 10.2. Scenario 2: Conflict Involving Marginalised Community Member

-#### 10.1.2. Advanced Competencies
+**Situation**: A marginalised community member reports experiencing discrimination from another member. The other member claims they were "just joking" and that the marginalised member is "overreacting." Other community members are dismissing the concern as "not a big deal."

-**Specialized Skills:**
- **Multi-Party Conflict Management**: Ability to manage complex conflicts involving multiple parties or community-wide disputes
- **Crisis Conflict Resolution**: Skills in managing conflicts that escalate to crisis levels
- **Cross-Cultural Mediation**: Advanced skills in resolving conflicts across cultural differences
- **Trauma-Informed Practices**: Advanced understanding of trauma responses and trauma-informed conflict resolution
+**Your Response:**
+1. How do you prioritise supporting the marginalised community member?
+2. How do you address the discriminatory behaviour?
+3. How do you handle the "just joking" defence?
+4. How do you address community members dismissing the concern?
+5. What educational intervention is appropriate?
+6. How do you ensure community safety going forward?

-### 10.2. Training and Certification Process
+**Correct Answer**: Prioritise support for marginalised member, validate their experience, address discriminatory behaviour with education about impact, explain that intent doesn't negate impact, address dismissive community responses, provide education about discrimination and community values, take protective measures, ensure ongoing safety.

-#### 10.2.1. Foundation Training Requirements
+### 10.3. Scenario 3: Staff-Community Member Conflict

-**Initial Training:**
-1. **Complete All Required Reading**: This training document and related policy documents
-2. **Shadow Experienced Staff**: Observe experienced staff managing conflicts and resolution processes
-3. **Practice Scenarios**: Complete practice scenarios with feedback from experienced staff
-4. **Skills Assessment**: Demonstrate core competencies in controlled practice situations
+**Situation**: A community member reports that a Team member was dismissive and rude to them during a moderation interaction. The Team member says the community member was being difficult and they were just doing their job. The community member feels their concerns weren't taken seriously.

-**Ongoing Development:**
- **Monthly Training Sessions**: Regular skill development and case study analysis
- **Quarterly Reviews**: Assessment of conflict resolution effectiveness and areas for growth
- **Annual Training Updates**: Comprehensive training updates and competency reassessment
- **Professional Development**: Opportunities for advanced training and specialisation
+**Your Response:**
+1. How do you handle a conflict where staff are involved?
+2. What recusal procedures do you follow?
+3. How do you ensure fair and independent review?
+4. How do you address power dynamics?
+5. How do you maintain community trust?
+6. What accountability measures apply?

-#### 10.2.2. Performance Standards
+**Correct Answer**: Ensure conflicted Team member doesn't participate in resolution, use independent Team members for review, address power dynamics explicitly, apply same community standards to Team members, provide transparent communication about process, take appropriate accountability measures, maintain community trust through fair process.

-**Quality Indicators:**
- **Resolution Effectiveness**: Success rate in achieving lasting conflict resolution
- **Community Satisfaction**: Feedback from community members involved in conflict resolution
- **Consistency**: Consistent application of conflict resolution principles and processes
- **Professional Growth**: Demonstrated continued learning and skill development
+## 11. TRAINING REQUIREMENTS

-**Accountability Measures:**
- **Peer Review**: Regular review of conflict resolution decisions by other qualified staff
- **Community Feedback**: Regular collection and integration of community feedback on conflict resolution
- **Documentation Quality**: Thorough, accurate documentation of conflict resolution processes and outcomes
- **Ethical Standards**: Adherence to ethical standards for conflict resolution and community service
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.
+
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance

 ---

@@ -0,0 +1,737 @@
+---
+title: Content Moderation Fundamentals Training for Staff
+---
+
+**ESSENTIAL TRAINING FOR ALL MODERATION STAFF**
+
+## 1. INTRODUCTION AND SCOPE
+
+### 1.1. Purpose of This Training
+
+This training document provides fundamental guidance for Team members on content moderation principles, practices, and decision-making. Content moderation is the process of reviewing, evaluating, and taking action on user-generated content to ensure it complies with community guidelines and maintains safe, welcoming environments.
+
+### 1.2. Integration with Existing Policies
+
+This training operates within our comprehensive moderation framework:
+
+**(a)** **Content and Moderation Policy**: Primary policy governing content standards and enforcement;
+
+**(b)** **Community Code of Conduct**: Behavioural expectations and community standards;
+
+**(c)** **Inclusive Moderation Policy**: Principles for moderation that considers impact on marginalised members;
+
+**(d)** **Conflict Resolution Policy**: Procedures for resolving disputes related to content;
+
+**(e)** **Harassment Response Policy**: Procedures for responding to harassing content;
+
+**(f)** **Staff Handbook**: General staff responsibilities and expectations.
+
+### 1.3. Core Moderation Principles
+
+**Consistency:**
+- Apply policies consistently across all content
+- Similar violations receive similar responses
+- Fair and predictable moderation practices
+- Community members can anticipate outcomes
+
+**Fairness:**
+- Consider context and circumstances
+- Apply policies equitably to all members
+- Avoid bias and favouritism
+- Provide opportunities for appeal
+
+**Transparency:**
+- Clear communication about moderation actions
+- Explain reasoning for decisions
+- Provide information about policies
+- Maintain transparency logs and documentation
+
+**Safety:**
+- Prioritise community member safety
+- Remove harmful content promptly
+- Protect vulnerable community members
+- Maintain safe, welcoming environments
+
+## 2. CONTENT MODERATION BASICS
+
+### 2.1. What Is Content Moderation?
+
+#### 2.1.1. Definition and Purpose
+
+**Content Moderation** is the practice of monitoring and managing user-generated content to ensure it complies with community guidelines, legal requirements, and platform policies.
+
+**Purposes of Moderation:**
+- **Safety**: Protect community members from harm
+- **Compliance**: Ensure content complies with laws and policies
+- **Quality**: Maintain content quality and relevance
+- **Community Health**: Foster positive community culture
+- **Trust**: Build and maintain community trust
+
+#### 2.1.2. Types of Content Moderation
+
+**Proactive Moderation:**
+- Reviewing content before it's published
+- Automated filtering and detection
+- Pre-approval processes
+- Queue-based moderation systems
+
+**Reactive Moderation:**
+- Responding to user reports
+- Reviewing flagged content
+- Investigating complaints
+- Addressing violations after publication
+
+**Hybrid Approaches:**
+- Combination of proactive and reactive
+- Automated detection with human review
+- Risk-based moderation approaches
+- Scalable moderation systems
+
+### 2.2. Moderation Decision-Making
+
+#### 2.2.1. Decision-Making Framework
+
+**Assessment Process:**
+1. **Review Content**: Examine content thoroughly
+2. **Check Policies**: Determine applicable policies
+3. **Assess Context**: Consider context and circumstances
+4. **Evaluate Impact**: Assess impact on community and individuals
+5. **Make Decision**: Determine appropriate action
+6. **Document**: Record decision and reasoning
+7. **Communicate**: Inform relevant parties
+8. **Follow Up**: Monitor and follow up as needed
+
+**Key Considerations:**
+- **Policy Violation**: Does content violate policies?
+- **Severity**: How severe is the violation?
+- **Context**: What is the context of the content?
+- **Impact**: What is the impact on community and individuals?
+- **History**: What is the user's history?
+- **Intent**: What was the intent (when relevant)?
+
+#### 2.2.2. Context Analysis
+
+**Contextual Factors:**
+- **Platform and Location**: Where did content appear?
+- **Audience**: Who was the intended audience?
+- **Timing**: When was content posted?
+- **Relationship**: What is the relationship between parties?
+- **History**: What is the history of interactions?
+- **Culture**: What are the cultural considerations?
+
+**Context Importance:**
+- Same content may have different meaning in different contexts
+- Context affects severity and impact assessment
+- Context informs appropriate response
+- Context helps avoid over-moderation or under-moderation
+- Context supports fair and appropriate decisions
+
+## 3. POLICY VIOLATION ASSESSMENT
+
+### 3.1. Identifying Violations
+
+#### 3.1.1. Policy Categories
+
+**Safety Violations:**
+- Threats of violence or harm
+- Doxxing or privacy violations
+- Harassment or bullying
+- Hate speech or discrimination
+- Content that creates safety risks
+
+**Content Quality Violations:**
+- Spam or unwanted content
+- Off-topic or irrelevant content
+- Low-quality or disruptive content
+- Repetitive or excessive content
+- Content that degrades discussion quality
+
+**Legal Violations:**
+- Copyright infringement
+- Illegal content or activities
+- Defamation or libel
+- Content violating laws or regulations
+- Content requiring legal compliance
+
+**Community Standards Violations:**
+- Violations of community guidelines
+- Inappropriate behaviour or language
+- Disruptive or toxic behaviour
+- Content that harms community culture
+- Behavior inconsistent with community values
+
+#### 3.1.2. Severity Assessment
+
+**Severity Levels:**
+
+**Critical (IMMEDIATE ACTION):**
+- Immediate safety threats
+- Criminal activity
+- Severe harassment or abuse
+- Content requiring immediate removal
+- Situations requiring immediate protective action
+
+**High (RESPOND WITHIN 1 HOUR):**
+- Serious policy violations
+- Significant harm to individuals or community
+- Content requiring prompt removal
+- Situations requiring significant intervention
+- Repeated or egregious violations
+
+**Moderate (RESPOND WITHIN 24 HOURS):**
+- Clear policy violations
+- Moderate impact on community
+- Content requiring removal or modification
+- Situations requiring intervention
+- First-time or minor violations
+
+**Low (RESPOND WITHIN 48 HOURS):**
+- Minor policy violations
+- Limited impact on community
+- Content requiring warning or education
+- Situations requiring minimal intervention
+- Edge cases or ambiguous situations
+
+### 3.2. Edge Cases and Ambiguity
+
+#### 3.2.1. Handling Ambiguity
+
+**When Content Is Ambiguous:**
+- Content that could be interpreted multiple ways
+- Situations where policy application is unclear
+- Edge cases not clearly covered by policies
+- Context-dependent situations
+- Cultural or linguistic differences
+
+**Approach to Ambiguity:**
+- Gather more information
+- Consult with colleagues
+- Consider context carefully
+- Apply principles and values
+- Err on side of safety when uncertain
+- Document reasoning for decisions
+
+#### 3.2.2. Grey Areas
+
+**Common Grey Areas:**
+- Satire, humour, or parody
+- Educational or academic content
+- Historical or news content
+- Creative expression or art
+- Cultural or linguistic differences
+- Context-dependent situations
+
+**Handling Grey Areas:**
+- Consider intent and context
+- Assess impact on community
+- Apply community values and principles
+- Consult with team when needed
+- Document reasoning carefully
+- Provide clear explanation to users
+
+## 4. MODERATION ACTIONS
+
+### 4.1. Types of Moderation Actions
+
+#### 4.1.1. Content Actions
+
+**Content Removal:**
+- Delete violating content
+- Remove from public view
+- Preserve evidence when needed
+- Notify user of removal
+- Explain reason for removal
+
+**Content Modification:**
+- Edit or redact portions
+- Add warnings or labels
+- Move to different location
+- Limit visibility or access
+- Require changes before approval
+
+**Content Warnings:**
+- Add content warnings
+- Label sensitive content
+- Provide context or explanation
+- Allow user choice to view
+- Protect vulnerable community members
+
+#### 4.1.2. User Actions
+
+**Warnings:**
+- Formal warnings about violations
+- Explanation of policy violation
+- Guidance on expected behaviour
+- Information about consequences
+- Opportunity to correct behaviour
+
+**Restrictions:**
+- Temporary restrictions on posting
+- Limited access to certain features
+- Restricted participation in discussions
+- Supervised or moderated interactions
+- Time-limited restrictions
+
+**Suspensions:**
+- Temporary suspension from community
+- Time-limited removal of access
+- Clear explanation of suspension
+- Information about reinstatement
+- Opportunity for appeal
+
+**Bans:**
+- Permanent removal from community
+- Reserved for severe or repeated violations
+- Clear explanation of ban
+- Information about appeal process
+- Protection of community safety
+
+### 4.2. Progressive Enforcement
+
+#### 4.2.1. Escalation Framework
+
+**Progressive Approach:**
+- Start with education and warnings
+- Escalate based on severity and history
+- Provide opportunities for correction
+- Apply consequences proportionally
+- Maintain consistency and fairness
+
+**Escalation Factors:**
+- **Severity**: More severe violations escalate faster
+- **History**: Repeat violations escalate faster
+- **Response**: User response affects escalation
+- **Impact**: Greater impact escalates faster
+- **Intent**: Malicious intent escalates faster
+
+#### 4.2.2. Consistency in Enforcement
+
+**Maintaining Consistency:**
+- Apply policies consistently
+- Similar violations receive similar responses
+- Consider history and context
+- Document reasoning for decisions
+- Review for consistency regularly
+
+**Challenges to Consistency:**
+- Different moderators may interpret differently
+- Context affects appropriate response
+- Policies may need interpretation
+- Situations may be unique
+- Balancing consistency with context
+
+## 5. DOCUMENTATION AND TRANSPARENCY
+
+### 5.1. Documentation Requirements
+
+#### 5.1.1. Essential Documentation
+
+**Incident Documentation:**
+- Date, time, and platform
+- User(s) involved
+- Content or behaviour in question
+- Policy violation identified
+- Evidence (screenshots, logs, etc.)
+- Action taken and reasoning
+- Follow-up plans
+
+**Decision Documentation:**
+- Policy applied
+- Context considered
+- Reasoning for decision
+- Severity assessment
+- Action taken
+- Communication sent
+- Follow-up required
+
+#### 5.1.2. Documentation Standards
+
+**Quality Standards:**
+- Accurate and complete information
+- Clear and objective language
+- Sufficient detail for understanding
+- Consistent format and structure
+- Accessible to authorized personnel
+- Preserved for appropriate duration
+
+**Privacy Considerations:**
+- Protect user privacy
+- Limit access to authorized personnel
+- Anonymize when sharing for training
+- Secure storage of sensitive information
+- Balance transparency with privacy
+
+### 5.2. Transparency Practices
+
+#### 5.2.1. User Communication
+
+**Clear Communication:**
+- Explain moderation actions clearly
+- Provide reason for action
+- Reference specific policy violations
+- Offer opportunity for clarification
+- Provide information about appeals
+
+**Communication Best Practices:**
+- Use clear, respectful language
+- Avoid jargon or technical terms
+- Provide context and explanation
+- Offer support and resources
+- Maintain professional tone
+
+#### 5.2.2. Community Transparency
+
+**Transparency Logs:**
+- Public transparency about moderation
+- General information about actions taken
+- Statistics and trends
+- Policy updates and changes
+- Community education and information
+
+**Balancing Transparency:**
+- Protect user privacy
+- Maintain community safety
+- Provide useful information
+- Build trust and accountability
+- Support community understanding
+
+## 6. APPEALS AND REVIEW
+
+### 6.1. Appeal Process
+
+#### 6.1.1. User Appeals
+
+**Appeal Rights:**
+- Users can appeal moderation actions
+- Clear process for submitting appeals
+- Fair review of appeals
+- Timely response to appeals
+- Opportunity to provide additional information
+
+**Appeal Process:**
+1. User submits appeal
+2. Appeal reviewed by different moderator
+3. Additional information gathered if needed
+4. Decision made on appeal
+5. User notified of decision
+6. Action taken if appeal granted
+
+#### 6.1.2. Appeal Considerations
+
+**Review Factors:**
+- Original violation and evidence
+- User's explanation and additional information
+- Context and circumstances
+- Policy application and interpretation
+- Consistency with other decisions
+- Community impact and safety
+
+**Appeal Outcomes:**
+- **Upheld**: Original action confirmed
+- **Modified**: Action adjusted
+- **Reversed**: Action removed
+- **New Action**: Different action taken
+- **Clarification**: Additional explanation provided
+
+### 6.2. Quality Assurance
+
+#### 6.2.1. Peer Review
+
+**Review Processes:**
+- Regular peer review of moderation decisions
+- Review of difficult or controversial cases
+- Consistency checks across moderators
+- Learning and improvement opportunities
+- Quality assurance and accountability
+
+**Review Benefits:**
+- Catch errors or inconsistencies
+- Learn from different perspectives
+- Improve moderation practices
+- Ensure quality and fairness
+- Build team knowledge and skills
+
+#### 6.2.2. Continuous Improvement
+
+**Improvement Practices:**
+- Regular review of moderation practices
+- Analysis of trends and patterns
+- Community feedback integration
+- Policy updates and refinements
+- Training and skill development
+
+**Learning from Experience:**
+- Review successful moderation
+- Learn from mistakes
+- Identify improvement opportunities
+- Update practices and procedures
+- Share knowledge and best practices
+
+## 7. SPECIAL CONSIDERATIONS
+
+### 7.1. Context-Dependent Moderation
+
+#### 7.1.1. Cultural Considerations
+
+**Cultural Sensitivity:**
+- Recognise cultural differences
+- Understand cultural context
+- Avoid cultural bias
+- Respect cultural expressions
+- Support cultural diversity
+
+**Cultural Moderation:**
+- Consider cultural context in decisions
+- Avoid imposing single cultural standard
+- Support cultural community members
+- Educate about cultural differences
+- Create inclusive cultural environments
+
+#### 7.1.2. Language Considerations
+
+**Language Differences:**
+- Recognise language proficiency differences
+- Consider language barriers
+- Understand translation limitations
+- Support non-native speakers
+- Avoid language-based bias
+
+**Language Moderation:**
+- Consider language context in decisions
+- Provide language support when needed
+- Don't assume intent based on language
+- Support multilingual community members
+- Create inclusive language environments
+
+### 7.2. Platform-Specific Considerations
+
+#### 7.2.1. Different Platforms
+
+**Platform Differences:**
+- Different platforms have different norms
+- Content format affects interpretation
+- Audience and context vary by platform
+- Platform features affect moderation
+- Platform limitations affect options
+
+**Platform-Specific Moderation:**
+- Understand platform-specific norms
+- Adapt moderation to platform context
+- Use platform-appropriate actions
+- Consider platform limitations
+- Support platform-specific needs
+
+#### 7.2.2. Cross-Platform Coordination
+
+**Coordination Needs:**
+- Consistent standards across platforms
+- Shared user history and context
+- Coordinated responses when needed
+- Cross-platform pattern recognition
+- Unified community experience
+
+**Coordination Practices:**
+- Share information appropriately
+- Coordinate responses when needed
+- Maintain consistency across platforms
+- Recognise cross-platform patterns
+- Support unified community experience
+
+## 8. MODERATION TOOLS AND SYSTEMS
+
+### 8.1. Moderation Tools
+
+#### 8.1.1. Content Review Tools
+
+**Review Interfaces:**
+- Queues for reviewing reported content
+- Filters and search capabilities
+- Bulk actions and workflows
+- Tagging and categorisation
+- History and context views
+
+**Efficiency Tools:**
+- Keyboard shortcuts and hotkeys
+- Templates for common responses
+- Quick actions for common violations
+- Automation for routine tasks
+- Integration with other systems
+
+#### 8.1.2. Communication Tools
+
+**User Communication:**
+- Direct messaging capabilities
+- Notification systems
+- Email or platform messaging
+- Public or private communication
+- Template and automation options
+
+**Team Communication:**
+- Internal communication channels
+- Case discussion and collaboration
+- Escalation and coordination
+- Knowledge sharing
+- Team support and resources
+
+### 8.2. Automation and AI
+
+#### 8.2.1. Automated Moderation
+
+**Automation Uses:**
+- Spam detection and filtering
+- Obvious violation detection
+- Content categorisation
+- Queue prioritisation
+- Routine task automation
+
+**Automation Limitations:**
+- Cannot replace human judgement
+- May have false positives or negatives
+- Requires human review for complex cases
+- Needs regular monitoring and adjustment
+- Should support, not replace, human moderators
+
+#### 8.2.2. Human-AI Collaboration
+
+**Effective Collaboration:**
+- AI handles routine tasks
+- Humans handle complex decisions
+- AI supports human decision-making
+- Humans review and correct AI decisions
+- Continuous improvement of both
+
+**Best Practices:**
+- Use automation appropriately
+- Maintain human oversight
+- Review automated decisions
+- Improve automation based on feedback
+- Support human moderators effectively
+
+## 9. SELF-CARE AND PROFESSIONAL DEVELOPMENT
+
+### 9.1. Managing Moderation Workload
+
+#### 9.1.1. Workload Challenges
+
+**Common Challenges:**
+- High volume of content to review
+- Emotional impact of harmful content
+- Decision fatigue from constant decisions
+- Pressure to respond quickly
+- Balancing quality with efficiency
+
+**Impact Management:**
+- Recognise signs of stress or burnout
+- Take breaks and rest regularly
+- Manage workload effectively
+- Seek support when needed
+- Practice self-care
+
+#### 9.1.2. Self-Care Practices
+
+**Individual Self-Care:**
+- Regular breaks and rest
+- Physical exercise and movement
+- Healthy eating and sleep habits
+- Engaging in enjoyable activities
+- Accessing support and counselling
+
+**Professional Self-Care:**
+- Setting boundaries
+- Managing workload
+- Seeking peer support
+- Continuing education
+- Celebrating successes
+
+### 9.2. Professional Development
+
+#### 9.2.1. Skill Development
+
+**Core Skills:**
+- Policy interpretation and application
+- Context analysis and assessment
+- Communication and explanation
+- Documentation and transparency
+- Decision-making and judgement
+
+**Advanced Skills:**
+- Complex case handling
+- Cross-cultural competency
+- Trauma-informed practices
+- De-escalation techniques
+- Leadership and mentoring
+
+#### 9.2.2. Ongoing Learning
+
+**Learning Practices:**
+- Regular training and education
+- Reading about moderation best practices
+- Learning from case studies
+- Participating in discussions
+- Seeking feedback and improvement
+
+**Continuous Improvement:**
+- Review and reflect on decisions
+- Learn from mistakes
+- Update practices based on experience
+- Share knowledge with team
+- Contribute to improvement efforts
+
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES
+
+### 10.1. Scenario 1: Ambiguous Content Report
+
+**Situation**: You receive a report about content that could be interpreted multiple ways. The content might violate a policy, but the context is unclear. The content could be satire, educational, or an actual violation depending on interpretation.
+
+**Your Response:**
+1. How do you assess this ambiguous situation?
+2. What information do you gather?
+3. How do you consider context?
+4. Who do you consult?
+5. How do you make a decision?
+6. How do you document your reasoning?
+
+**Correct Answer**: Gather comprehensive information, consider full context, assess actual policy violation rather than potential interpretation, consult with colleagues for different perspectives, apply moderation principles consistently, document reasoning clearly including context considerations, err on side of caution when uncertain.
+
+### 10.2. Scenario 2: Progressive Enforcement
+
+**Situation**: A user received their first warning for a minor policy violation (low severity). They continue the same behaviour after the warning, posting similar content that violates the same policy.
+
+**Your Response:**
+1. What is the appropriate response to continued violations?
+2. How do you assess severity?
+3. How do you consider the user's history?
+4. What action do you take?
+5. How do you communicate the escalation?
+6. How do you document the progressive enforcement?
+
+**Correct Answer**: Assess continued behaviour as escalation factor. Consider severity (still minor), history (repeat violation after warning), and impact. Escalate to restriction or suspension based on progressive enforcement framework. Communicate clearly why action escalated, reference previous warning, explain consequences of continued violations, provide appeal information, document progressive enforcement clearly.
+
+### 10.3. Scenario 3: User Appeal
+
+**Situation**: A user appeals a moderation action, saying they didn't understand the policy, the action was unfair, and they want it reversed. They provide additional context they say wasn't considered.
+
+**Your Response:**
+1. How do you review this appeal?
+2. What factors do you consider?
+3. How do you assess the original decision?
+4. How do you evaluate new information?
+5. What decision do you make?
+6. How do you communicate your decision?
+
+**Correct Answer**: Review appeal fairly and objectively. Review original decision and evidence, consider user's explanation and new information, assess whether original decision was correct, evaluate if new information changes assessment, make decision based on policy and evidence, communicate decision clearly with reasoning, provide information about further appeal options if applicable.
+
+## 11. TRAINING REQUIREMENTS
+
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.
+
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance
+
+---
+
+*This Content Moderation Fundamentals Training document is part of our comprehensive staff development programme designed to ensure effective, fair, and consistent content moderation that maintains safe, welcoming community environments. Content moderation is an ongoing practice that requires skill, judgement, and continuous learning. For questions about content moderation or to report training completion, please contact designated leadership through staff channels.*
+
@@ -0,0 +1,620 @@
+---
+title: Criminal Activity Training for Staff
+---
+
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**
+
+## 1. INTRODUCTION AND SCOPE
+
+### 1.1. Purpose of This Training
+
+This training document provides essential guidance for all Team members on recognising, responding to, and managing criminal activity within our community. Team members must be prepared to identify potential criminal activity, respond appropriately, and ensure compliance with legal obligations whilst protecting community members and maintaining platform integrity.
+
+### 1.2. Integration with Existing Policies
+
+This training operates within our comprehensive safety and legal compliance framework:
+
+**(a)** **Community Code of Conduct**: Behavioural expectations and community safety standards;
+
+**(b)** **Content and Moderation Policy**: Enforcement procedures and content restrictions;
+
+**(c)** **Crisis Response Policy**: Emergency response procedures for safety concerns;
+
+**(d)** **Child Safety Policy**: Procedures for protecting minors and reporting child exploitation;
+
+**(e)** **Legal Compliance Requirements**: Mandatory reporting obligations and legal responsibilities;
+
+**(f)** **Staff Handbook**: General staff responsibilities and expectations.
+
+### 1.3. Critical Disclaimer
+
+**REMEMBER: WE ARE NOT LAW ENFORCEMENT PROFESSIONALS**
+
+- We cannot conduct criminal investigations or make legal determinations
+- Our role is limited to recognition, immediate response, evidence preservation, and appropriate escalation
+- We must maintain clear professional boundaries and avoid interfering with law enforcement investigations
+- When in doubt, escalate immediately to senior staff and appropriate authorities
+- Legal reporting obligations may require immediate action regardless of uncertainty
+- Do not attempt to investigate or confront suspected criminals
+
+## 2. UNDERSTANDING CRIMINAL ACTIVITY IN ONLINE COMMUNITIES
+
+### 2.1. Types of Criminal Activity
+
+#### 2.1.1. Violent Crimes and Threats (IMMEDIATE ACTION REQUIRED)
+
+**Threats of Violence:**
+- Direct threats of physical harm to individuals or groups
+- Threats of mass violence or terrorism
+- Threats involving weapons or explosives
+- Threats targeting specific individuals or locations
+- Threats made in response to conflicts or disputes
+
+**Stalking and Harassment:**
+- Persistent unwanted contact that causes fear
+- Tracking or monitoring of individuals without consent
+- Threats combined with unwanted contact
+- Pattern of harassment that escalates to threats
+- Cyberstalking behaviours targeting community members
+
+**Doxxing and Privacy Violations:**
+- Unauthorized release of personal identifying information
+- Publishing addresses, phone numbers, or other private information
+- Attempts to locate or identify individuals without consent
+- Sharing information intended to enable harassment or harm
+- Coercion through threat of information release
+
+#### 2.1.2. Financial Crimes (ESCALATE WITHIN 15 MINUTES)
+
+**Fraud and Scams:**
+- Phishing attempts targeting community members
+- Advance fee fraud schemes
+- Investment scams and Ponzi schemes
+- Romance scams and catfishing
+- Impersonation for financial gain
+
+**Money Laundering:**
+- Suspicious financial transactions or requests
+- Attempts to move funds through community platforms
+- Requests for payment in unusual forms (gift cards, cryptocurrency)
+- Patterns suggesting money laundering operations
+- Connections between accounts suggesting criminal networks
+
+**Theft and Identity Theft:**
+- Unauthorized access to accounts or information
+- Identity theft attempts
+- Credit card fraud or unauthorized charges
+- Account takeover attempts
+- Social engineering for financial gain
+
+#### 2.1.3. Cybercrime (ESCALATE WITHIN 15 MINUTES)
+
+**Hacking and Unauthorized Access:**
+- Attempts to gain unauthorized access to systems
+- Distribution of hacking tools or instructions
+- Account compromise attempts
+- Malware distribution
+- Denial of service attack planning or execution
+
+**Data Breaches:**
+- Unauthorized access to user data
+- Attempts to extract or sell user information
+- Breaches of platform security
+- Distribution of stolen credentials
+- Sale of compromised accounts
+
+**Online Exploitation:**
+- Sextortion schemes
+- Revenge porn distribution
+- Non-consensual image sharing
+- Coercion through digital means
+- Exploitation of vulnerable individuals
+
+#### 2.1.4. Illegal Content Distribution (ESCALATE WITHIN 15 MINUTES)
+
+**Copyright Infringement:**
+- Distribution of pirated software, media, or content
+- Large-scale copyright violation operations
+- Commercial piracy activities
+- Distribution of cracked software or media
+- Organised piracy networks
+
+**Illegal Material:**
+- Distribution of illegal drugs or substances
+- Sale of illegal goods or services
+- Distribution of weapons or weapon components
+- Human trafficking indicators or advertisements
+- Other illegal goods or services
+
+#### 2.1.5. Extremism and Terrorism (IMMEDIATE ACTION REQUIRED)
+
+**Terrorist Content:**
+- Content promoting or glorifying terrorism
+- Recruitment materials for terrorist organisations
+- Instructions for carrying out attacks
+- Threats of terrorist activity
+- Material supporting designated terrorist organisations
+
+**Extremist Activity:**
+- Content promoting violent extremism
+- Recruitment for extremist groups
+- Planning or coordination of extremist activities
+- Distribution of extremist propaganda
+- Radicalization attempts targeting community members
+
+### 2.2. Recognising Criminal Activity Patterns
+
+#### 2.2.1. Behavioural Indicators
+
+**Suspicious Communication Patterns:**
+- Rapid account creation and deletion
+- Use of multiple accounts for similar purposes
+- Evasive responses to questions about identity or purpose
+- Inconsistent information across interactions
+- Attempts to avoid verification or identification
+
+**Coordination Indicators:**
+- Multiple accounts coordinating activities
+- Organised campaigns or operations
+- Network of accounts working together
+- Rapid spread of criminal content or schemes
+- Patterns suggesting organised criminal activity
+
+#### 2.2.2. Content Indicators
+
+**Red Flag Language:**
+- Requests for personal or financial information
+- Pressure to act quickly or keep things secret
+- Requests to move conversations to private platforms
+- Offers that seem too good to be true
+- Threats or coercion attempts
+
+**Suspicious Requests:**
+- Requests for money or financial assistance
+- Requests for personal identifying information
+- Requests to share accounts or credentials
+- Requests to participate in suspicious activities
+- Requests to keep activities secret from others
+
+## 3. IMMEDIATE RESPONSE PROCEDURES
+
+### 3.1. Violent Crimes and Threats Response Protocol
+
+**IMMEDIATE ACTIONS (Within 5 minutes):**
+
+1. **DO NOT DELAY** - Threats of violence require immediate action
+2. **PRESERVE EVIDENCE** - Screenshot all relevant communications immediately
+3. **ESCALATE IMMEDIATELY** - Notify senior staff and security coordinator in staff chat
+4. **DO NOT CONFRONT** - Do not directly confront suspected perpetrators
+5. **PROTECT TARGETS** - Ensure potential targets are notified and protected
+6. **DOCUMENT EVERYTHING** - Record all relevant information whilst it's fresh
+7. **CONTACT AUTHORITIES** - Report to law enforcement if threat appears credible
+
+**Example Response Template:**
+```
+URGENT CRIMINAL ACTIVITY CONCERN - THREAT OF VIOLENCE
+
+[Brief description of threat]
+[User IDs involved]
+[Platform/channel where threat occurred]
+[Time and date]
+[Target information if known]
+[Screenshots attached]
+
+Escalating immediately to security coordinator and senior staff.
+Law enforcement notification recommended.
+```
+
+### 3.2. Financial Crimes Response Protocol
+
+**ACTIONS (Within 15 minutes):**
+
+1. **PRESERVE EVIDENCE** - Document and preserve all relevant communications and transactions
+2. **PROTECT VICTIMS** - Notify potential victims and provide support resources
+3. **REMOVE CONTENT** - Remove fraudulent content from public view immediately
+4. **ESCALATE** - Notify security coordinator and senior staff
+5. **DOCUMENT** - Create comprehensive documentation of the incident
+6. **REPORT** - Report to appropriate authorities (FBI Internet Crime Complaint Center, local law enforcement)
+7. **FOLLOW UP** - Ensure appropriate follow-up actions are taken
+
+**Example Response Template:**
+```
+CRIMINAL ACTIVITY CONCERN - FINANCIAL FRAUD
+
+[Description of fraudulent activity]
+[User IDs involved]
+[Platform/channel where activity occurred]
+[Time and date]
+[Victim information if known]
+[Screenshots and evidence attached]
+
+Escalating to security coordinator. Reporting to appropriate authorities.
+```
+
+### 3.3. Cybercrime Response Protocol
+
+**ACTIONS (Within 15 minutes):**
+
+1. **SECURE SYSTEMS** - Take immediate steps to secure affected systems
+2. **PRESERVE EVIDENCE** - Document all evidence of cybercrime activity
+3. **PROTECT USERS** - Notify affected users and provide security guidance
+4. **ESCALATE** - Notify security coordinator and technical team immediately
+5. **DOCUMENT** - Create comprehensive documentation of the incident
+6. **REPORT** - Report to appropriate cybercrime authorities
+7. **MITIGATE** - Take steps to prevent further damage or spread
+
+### 3.4. Illegal Content Distribution Response Protocol
+
+**ACTIONS (Within 15 minutes):**
+
+1. **REMOVE CONTENT** - Immediately remove illegal content from public view
+2. **PRESERVE EVIDENCE** - Document and preserve evidence for authorities
+3. **ESCALATE** - Notify security coordinator and senior staff
+4. **DOCUMENT** - Create comprehensive documentation of the incident
+5. **REPORT** - Report to appropriate authorities (copyright holders, law enforcement)
+6. **FOLLOW UP** - Ensure appropriate follow-up actions are taken
+
+### 3.5. Extremism and Terrorism Response Protocol
+
+**IMMEDIATE ACTIONS (Within 5 minutes):**
+
+1. **DO NOT DELAY** - Extremist content requires immediate action
+2. **REMOVE CONTENT** - Immediately remove extremist content
+3. **PRESERVE EVIDENCE** - Document and preserve all evidence
+4. **ESCALATE** - Notify security coordinator and senior staff immediately
+5. **REPORT** - Report to appropriate counter-terrorism authorities
+6. **PROTECT COMMUNITY** - Take steps to protect community members from radicalization
+7. **DOCUMENT** - Create comprehensive documentation
+
+## 4. LEGAL OBLIGATIONS AND REPORTING REQUIREMENTS
+
+### 4.1. Mandatory Reporting Obligations
+
+#### 4.1.1. When Reporting Is Required
+
+**Legal Requirements:**
+- **Threats of Violence**: Credible threats of violence must be reported to law enforcement
+- **Child Exploitation**: Any suspected child exploitation must be reported (see Child Safety Policy)
+- **Terrorism**: Content promoting terrorism or terrorist activities must be reported
+- **Financial Crimes**: Significant financial crimes may require reporting to financial authorities
+- **Cybercrime**: Serious cybercrime may require reporting to cybercrime units
+- **Data Breaches**: Data breaches may require reporting to data protection authorities
+
+**Jurisdictional Considerations:**
+- Reporting requirements vary by jurisdiction
+- Some crimes require reporting in multiple jurisdictions
+- International crimes may require reporting to multiple agencies
+- When in doubt, consult with legal counsel and report
+- Different types of crimes require reporting to different agencies
+
+#### 4.1.2. How to Report
+
+**Internal Reporting:**
+1. **Immediate Escalation**: Notify security coordinator and senior staff immediately
+2. **Documentation**: Provide comprehensive documentation of concerns
+3. **Follow Procedures**: Follow established internal reporting procedures
+4. **Coordination**: Coordinate with other Team members as appropriate
+
+**External Reporting:**
+- **Law Enforcement**: Report to local law enforcement for violent crimes and threats
+- **FBI Internet Crime Complaint Center (IC3)**: Report cybercrime and online fraud
+- **National Center for Missing & Exploited Children (NCMEC)**: Report child exploitation
+- **Counter-Terrorism Authorities**: Report terrorism-related content
+- **Financial Authorities**: Report significant financial crimes
+- **Legal Counsel**: Consult with legal counsel for guidance on reporting obligations
+
+### 4.2. Documentation Requirements
+
+#### 4.2.1. Essential Information to Document
+
+**Incident Details:**
+- **Date and Time**: Exact date and time of incident or discovery
+- **Platform and Location**: Where the incident occurred
+- **Parties Involved**: All user IDs and any known identifying information
+- **Content**: Screenshots, logs, and descriptions of all relevant content
+- **Actions Taken**: All actions taken in response to the incident
+- **Evidence**: All preserved evidence and documentation
+
+**Context Information:**
+- **Historical Context**: Any previous interactions or concerns involving the parties
+- **Witnesses**: Any other staff or community members who witnessed the incident
+- **Victim Information**: Information about any victims (whilst respecting privacy)
+- **Risk Assessment**: Assessment of immediate and ongoing risk
+- **Follow-up Plans**: Planned follow-up actions and monitoring
+
+#### 4.2.2. Evidence Preservation
+
+**Preservation Requirements:**
+- **Screenshots**: Take screenshots of all relevant content immediately
+- **Logs**: Preserve all relevant logs and system records
+- **Communications**: Preserve all relevant communications and messages
+- **Metadata**: Preserve metadata when possible (timestamps, IP addresses, etc.)
+- **Chain of Custody**: Maintain clear chain of custody for all evidence
+
+**Legal Considerations:**
+- **Admissibility**: Ensure evidence is preserved in a way that maintains admissibility
+- **Privacy**: Balance evidence preservation with privacy requirements
+- **Retention**: Follow legal requirements for evidence retention
+- **Access Controls**: Limit access to evidence to authorized personnel only
+- **Legal Holds**: Preserve evidence when legal action is possible
+
+## 5. ESCALATION PROCEDURES
+
+### 5.1. When to Escalate
+
+**ALWAYS ESCALATE IMMEDIATELY:**
+- Any threat of violence
+- Any suspected child exploitation
+- Any terrorism-related content
+- Any credible threat to community safety
+- Any significant financial crime
+- Any serious cybercrime
+- Any situation where you feel uncertain about appropriate response
+
+### 5.2. How to Escalate
+
+**Internal Escalation:**
+1. **Staff Chat Alert**: Post urgent alert in staff chat with @security-coordinator
+2. **Direct Contact**: Contact security coordinator directly if available
+3. **Senior Staff Notification**: Notify senior staff and leadership immediately
+4. **Documentation**: Provide all documentation and context immediately
+5. **Follow Instructions**: Follow any specific directions from senior staff
+
+**Emergency Escalation:**
+- **Immediate Danger**: Contact emergency services if there is immediate physical danger
+- **@Naomi Alert**: Alert @Naomi immediately for critical situations
+- **Legal Counsel**: Consult legal counsel for guidance on reporting obligations
+- **External Authorities**: Report to appropriate law enforcement or regulatory agencies
+
+### 5.3. Escalation Chain
+
+**Standard Escalation:**
+1. Security Coordinator
+2. Senior Staff / Leadership
+3. Legal Counsel (if needed)
+4. External Authorities (as required by law)
+
+**Emergency Escalation:**
+1. Emergency Services (if immediate physical danger)
+2. Security Coordinator
+3. Senior Staff / Leadership
+4. Legal Counsel
+5. External Authorities
+
+## 6. COMMUNICATION AND COORDINATION
+
+### 6.1. Communicating with Victims
+
+#### 6.1.1. Victim Support
+
+**Do's:**
+- **Believe and Validate**: Believe victims and validate their experiences
+- **Provide Support**: Connect victims with appropriate support resources
+- **Explain Process**: Explain what will happen next in clear language
+- **Maintain Privacy**: Respect victim privacy and confidentiality
+- **Provide Resources**: Share resources for reporting to authorities and getting help
+
+**Don'ts:**
+- **Don't Investigate**: Do not attempt to conduct your own investigation
+- **Don't Promise Outcomes**: Do not promise specific outcomes or consequences
+- **Don't Minimise**: Do not minimise the seriousness of the crime
+- **Don't Blame**: Do not suggest the victim did anything wrong
+- **Don't Share Details**: Do not share details about actions taken against perpetrators
+
+#### 6.1.2. Resource Connection
+
+**Support Resources:**
+- **Law Enforcement**: Information about reporting to law enforcement
+- **Victim Support Services**: Connect with victim support organisations
+- **Legal Resources**: Information about legal options and resources
+- **Counselling Services**: Connect with counselling and mental health resources
+- **Financial Recovery**: Resources for financial crime victims
+
+### 6.2. Coordinating with Authorities
+
+#### 6.2.1. Law Enforcement Cooperation
+
+**When Working with Law Enforcement:**
+- **Follow Legal Requirements**: Comply with all legal requirements and orders
+- **Preserve Evidence**: Ensure all evidence is properly preserved
+- **Provide Information**: Provide requested information within legal boundaries
+- **Maintain Boundaries**: Maintain appropriate boundaries and avoid interfering with investigations
+- **Document Interactions**: Document all interactions with law enforcement
+
+**Legal Considerations:**
+- **Warrants and Subpoenas**: Comply with legal warrants and subpoenas
+- **Privacy Rights**: Balance compliance with user privacy rights
+- **Legal Counsel**: Consult legal counsel when dealing with law enforcement requests
+- **Documentation**: Maintain documentation of all law enforcement interactions
+- **User Notification**: Notify users of law enforcement requests when legally required
+
+#### 6.2.2. Platform Security Coordination
+
+**Internal Coordination:**
+- **Security Team**: Coordinate with security team for technical responses
+- **Legal Team**: Coordinate with legal team for compliance and reporting
+- **Senior Leadership**: Keep senior leadership informed of significant incidents
+- **Cross-Platform**: Coordinate with other platforms when appropriate
+- **Documentation**: Ensure all teams have necessary information
+
+## 7. PREVENTION STRATEGIES
+
+### 7.1. Community Safety Measures
+
+#### 7.1.1. Detection and Monitoring
+
+**Proactive Monitoring:**
+- Monitor for patterns of criminal activity
+- Use automated tools to detect suspicious behavior
+- Regular review of high-risk areas and interactions
+- Pattern recognition for common criminal schemes
+- Regular security audits and assessments
+
+**Community Education:**
+- Provide education about common scams and frauds
+- Share information about recognising criminal activity
+- Educate community members about online safety
+- Provide resources for reporting suspicious activity
+- Regular reminders about security best practices
+
+#### 7.1.2. Access Controls and Verification
+
+**Account Security:**
+- Implement appropriate account verification measures
+- Monitor for suspicious account creation patterns
+- Implement rate limiting and access controls
+- Regular review of account security measures
+- Quick response to account compromise reports
+
+**Content Controls:**
+- Automated detection of suspicious content
+- Manual review of flagged content
+- Quick removal of criminal content
+- Prevention of content re-upload
+- Regular review of content moderation effectiveness
+
+### 7.2. Staff Training and Preparedness
+
+#### 7.2.1. Ongoing Training
+
+**Regular Updates:**
+- Quarterly criminal activity training updates
+- Regular review of new criminal schemes and patterns
+- Updates on legal reporting requirements
+- Training on new platforms and security features
+- Case study reviews and learning sessions
+
+**Skill Development:**
+- Recognition of criminal activity patterns
+- Appropriate response procedures
+- Evidence preservation best practices
+- Documentation requirements
+- Legal compliance and reporting
+
+#### 7.2.2. Policy and Process Improvement
+
+**Continuous Improvement:**
+- Regular review of criminal activity policies
+- Updates based on new threats and patterns
+- Improvement of detection and response procedures
+- Enhancement of prevention measures
+- Integration of community feedback
+
+## 8. SELF-CARE AND EMOTIONAL SUPPORT
+
+### 8.1. Managing the Emotional Impact
+
+#### 8.1.1. Understanding the Impact
+
+**Emotional Demands:**
+- Exposure to criminal activity can be distressing and traumatic
+- Supporting victims of crime requires emotional resilience
+- Dealing with threats and violence can be frightening
+- Maintaining professional boundaries whilst providing support can be difficult
+- Repeated exposure can lead to secondary trauma and burnout
+
+**Signs of Emotional Strain:**
+- **Physical Symptoms**: Fatigue, headaches, sleep disturbances, tension
+- **Emotional Symptoms**: Anxiety, fear, anger, emotional numbness
+- **Professional Symptoms**: Decreased effectiveness, avoidance, difficulty making decisions
+- **Personal Symptoms**: Relationship strain, social withdrawal, loss of interest in activities
+
+#### 8.1.2. Self-Care Strategies
+
+**During Incidents:**
+- **Take Breaks**: Take breaks when needed during difficult situations
+- **Seek Support**: Reach out to colleagues or supervisors for support
+- **Maintain Boundaries**: Remember your role and maintain professional boundaries
+- **Focus on Impact**: Remember the positive impact of protecting community members
+
+**Between Incidents:**
+- **Debriefing**: Participate in debriefing sessions after difficult incidents
+- **Professional Support**: Access counselling or professional support when needed
+- **Restoration**: Engage in activities that restore emotional equilibrium
+- **Reflection**: Regular self-reflection on emotional responses and needs
+
+### 8.2. Support Systems
+
+#### 8.2.1. Team Support
+
+**Peer Support:**
+- Regular check-ins with colleagues working on criminal activity response
+- Debriefing sessions after difficult incidents
+- Sharing successful strategies and lessons learned
+- Mutual support and understanding
+- Celebration of positive outcomes
+
+**Supervisory Support:**
+- Regular meetings with supervisors to discuss challenges
+- Access to additional resources and support
+- Workload management and distribution
+- Recognition of difficult work
+- Professional development opportunities
+
+#### 8.2.2. Professional Resources
+
+**Mental Health Support:**
+- Access to counselling and mental health resources
+- Support groups for professionals working in security and safety
+- Trauma-informed therapy resources
+- Crisis support when needed
+- Ongoing mental health maintenance
+
+**Professional Development:**
+- Training on trauma-informed practices
+- Education on secondary trauma and burnout prevention
+- Skills development for managing difficult situations
+- Access to professional resources and networks
+- Career development support
+
+## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES
+
+### 9.1. Scenario 1: Threat of Violence
+
+**Situation**: A community member posts a detailed threat of violence targeting a specific individual, including specific location and time information. The threat appears to be in response to a personal dispute.
+
+**Your Response:**
+1. What risk level is this?
+2. What immediate actions should you take?
+3. What evidence should you preserve?
+4. Who should you escalate to?
+5. Should law enforcement be contacted?
+
+**Correct Answer**: High-risk situation requiring immediate escalation. Preserve all evidence, notify security coordinator immediately, contact law enforcement, and ensure the potential target is notified and protected.
+
+### 9.2. Scenario 2: Financial Fraud Scheme
+
+**Situation**: Multiple community members report receiving messages from an account claiming to be a Team member, requesting gift cards or cryptocurrency payments to resolve account issues. The messages include urgent language and threats of account suspension.
+
+**Your Response:**
+1. What type of criminal activity is this?
+2. What immediate actions are required?
+3. How do you protect potential victims?
+4. What documentation is needed?
+5. What reporting obligations exist?
+
+### 9.3. Scenario 3: Suspicious Account Activity
+
+**Situation**: You notice a pattern of accounts being created, used to send suspicious messages requesting personal information, and then deleted. The accounts appear to be part of a coordinated operation targeting community members.
+
+**Your Response:**
+1. What criminal activity indicators are present?
+2. How do you investigate without interfering with potential law enforcement investigation?
+3. What evidence should be preserved?
+4. What prevention measures should be implemented?
+5. When should authorities be notified?
+
+## 10. TRAINING REQUIREMENTS
+
+This training document is part of the comprehensive mandatory training curriculum. For complete information about initial onboarding requirements, annual review requirements, training confirmation submission, and compliance policies, see [Mandatory Training Requirements](/staff/handbook#81-mandatory-training-requirements) in the Staff Handbook.
+
+**Key Points:**
+- This document must be reviewed during initial onboarding and annually thereafter
+- Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com)
+- Failure to complete annual training review will result in dismissal from staff positions
+- All training completions are documented in staff records for accountability, legal compliance, and quality assurance
+
+---
+
+*This Criminal Activity Training document is part of our comprehensive Team development programme designed to ensure appropriate recognition and response to criminal activity whilst protecting community members and maintaining legal compliance. Criminal activity response is critical to community safety, and all Team members must complete this training before assuming moderation responsibilities. For questions about criminal activity procedures or to report training completion, please contact the Security Coordinator through designated Team channels.*
+
--- a/Show More
+++ b/Show More
Author	SHA1	Message	Date
minori	d27d7f16a9	deps: update typescript to 6.0.3 Node.js CI / CI (pull_request) Failing after 1m4s Details Security Scan and Upload / Security & DefectDojo Upload (pull_request) Successful in 1m15s Details	2026-07-01 07:00:24 -07:00
ilenia	ba03dfda6c	chore: upgrade astro stack and lock dependency policy (#37 ) Node.js CI / CI (push) Failing after 57s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m7s Details ### Explanation Updating astro so to surpass vite versions that file trust policy check ### Issue _No response_ ### Attestations - [x] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [x] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [x] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [x] I have pinned the dependencies to a specific patch version. ### Style - [x] I have run the linter and resolved any errors. - [x] My pull request uses an appropriate title, matching the conventional commit standards. - [x] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [ ] My contribution adds new code, and I have added tests to cover it. - [ ] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [x] All new and existing tests pass locally with my changes. * - [ ] Code coverage remains at or above the configured threshold. * a test fail for missing docs for a new app, unrelated to the changes ### Documentation _No response_ ### Versioning Patch - My pull request introduces bug fixes ONLY. Reviewed-on: #37 Reviewed-by: Naomi Carrigan <accounts@nhcarrigan.com> Co-authored-by: Ilenia <ilenia@nhcarrigan.com> Co-committed-by: Ilenia <ilenia@nhcarrigan.com>	2026-06-30 13:11:54 -07:00
ilenia	a05b67e78c	fix: update oudated discord channel name (#33 ) Node.js CI / CI (push) Failing after 59s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m23s Details ### Explanation going through training, found that the channel name is outdated from the current setup of the discord server ### Issue _No response_ ### Attestations - [x] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [x] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [x] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [ ] I have pinned the dependencies to a specific patch version. ### Style - [ ] I have run the linter and resolved any errors. - [x] My pull request uses an appropriate title, matching the conventional commit standards. - [x] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [ ] My contribution adds new code, and I have added tests to cover it. - [ ] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [ ] All new and existing tests pass locally with my changes. - [ ] Code coverage remains at or above the configured threshold. ### Documentation _No response_ ### Versioning Patch - My pull request introduces bug fixes ONLY. Reviewed-on: #33 Reviewed-by: Naomi Carrigan <accounts@nhcarrigan.com> Co-authored-by: Ilenia <ilenia@nhcarrigan.com> Co-committed-by: Ilenia <ilenia@nhcarrigan.com>	2026-06-30 11:31:26 -07:00
hikari	c8f7f701b4	docs(mentorship): add programme sunset callout to all pages (#32 ) Node.js CI / CI (push) Successful in 59s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m29s Details ## Summary The open Mentorship Programme is being closed. This PR adds a `:::caution[Programme Sunset]` aside to the top of every page under `src/content/docs/mentorship/` (and the nested `resources/` subdirectory) so anyone landing on these pages immediately understands the current state of the programme. The callout: - States that the open programme has been sunset and is no longer accepting new participants - Notes that the pages remain available as reference material - Describes the new private, invite-only personalised development programme - Clarifies that there is no application process - Directs interested readers to the Discord community as the route to being noticed for an invite ## Files changed - 11 main mentorship pages (`00-faq` through `10-graduation`) - 10 resource pages under `mentorship/resources/` - 21 files total, 168 insertions, 0 deletions ## Test plan - [x] `pnpm lint` passes (0 cspell issues across 176 files) - [x] `pnpm build` succeeds (177 pages built, no Starlight aside errors) - [x] Spot-checked rendered placement on `00-faq.md` and `resources/career-prep.md` - [ ] Visual confirmation in deployed preview ## Notes While working on this, I noticed one pre-existing em-dash in `mentorship/07-writing-code.md` (line 184, in the body content, not the callout). Out of scope for this PR but worth a future cleanup pass to bring those legacy docs in line with your tone guide. Reviewed-on: #32 Co-authored-by: Hikari <hikari@nhcarrigan.com> Co-committed-by: Hikari <hikari@nhcarrigan.com>	2026-05-26 11:20:55 -07:00
hikari	3789116d1f	style: apply style guide fonts, colours, and readability fixes (#31 ) Node.js CI / CI (push) Successful in 1m52s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 3m13s Details ## Summary - Replaces custom "Vampyr" font with style guide fonts (Griffy, Kalam, Creepster, Henny Penny) - Fixes illegible tagline, search placeholder, search results, shortcut badge, theme dropdown, and active sidebar item across light and dark modes - Applies witchy code themes for light and dark mode - Fixes invalid `env` language in code blocks (replaced with `sh`) - Fixes invalid `message` aside icon in contact page (replaced with `star`) ✨ This PR was created with help from Hikari~ 🌸 Co-authored-by: Naomi Carrigan <commits@nhcarrigan.com> Reviewed-on: #31 Co-authored-by: Hikari <hikari@nhcarrigan.com> Co-committed-by: Hikari <hikari@nhcarrigan.com>	2026-03-03 17:54:53 -08:00
hikari	6bfcd6b98b	chore: replace .npmrc with pnpm-workspace.yaml Node.js CI / CI (push) Successful in 1m5s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m28s Details	2026-03-02 16:26:38 -08:00
hikari	7ecdac40db	docs(mentorship): update Discord channel names Node.js CI / CI (push) Successful in 59s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m5s Details Renames mentorship programme channels to reflect current server structure: - #mentee-chat → #⚗️│alchemy-lab - #goal-setting → #🎯│oaths - #project-plan → #🗺️│quest-board	2026-03-02 15:44:17 -08:00
hikari	7f311fd7b5	chore: migrate personal reference pages to private notes Node.js CI / CI (push) Successful in 59s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m4s Details Removes templates, music, AI prompts, server setup, and VTubing setup from the public docs site. These pages have been migrated to Naomi's private SilverBullet notes instance where they belong. The server setup doc has been rewritten as a personal runbook rather than staff-facing documentation.	2026-03-02 13:18:01 -08:00
hikari	b6b3ef01ad	docs(mentorship): clarify style guide and IP ownership for flagship projects (#30 ) Node.js CI / CI (push) Successful in 56s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m55s Details ## Summary Mentorship programme participants were confused about whether NHCarrigan's style guide (including copyright headers and Naomi's Public Licence) applied to their own flagship projects. This PR adds clear clarifications in the relevant docs: - `dev/style.md`: Tightened scope language to "NHCarrigan-maintained repositories" and added an explicit note for mentorship participants that the style guide (including Section 2.1 copyright/licensing) does not apply to their flagship projects - `mentorship/07-writing-code.md`: Updated the scope note to remove Style Guide and Contributor Covenant requirements; replaced with a clear statement that participants must follow the [Community Code of Conduct](/community/coc) and [Community Guidelines](/community/guide), and must not use their repository for illegal, harmful, discriminatory, or bigoted content; added Section 7.3 explicitly stating that NHCarrigan makes no IP claim over flagship projects and participants are free to choose their own licence and style standards ✨ This PR was created with help from Hikari~ 🌸 Reviewed-on: #30 Co-authored-by: Hikari <hikari@nhcarrigan.com> Co-committed-by: Hikari <hikari@nhcarrigan.com>	2026-02-27 14:24:16 -08:00
rain	8a811b87c3	fix(readable-background): add a translucent background to main content (#23 ) Node.js CI / CI (push) Successful in 58s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 2m5s Details ### Explanation This makes the main content area readable. ![Screenshot 2026-02-03 at 12.10.01 PM.png](/attachments/5103926c-17a1-49b5-8594-2f985b6bb23d) ### Issue 22 ### Attestations - [x] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [x] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [x] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [x] I have pinned the dependencies to a specific patch version. ### Style - [x] I have run the linter and resolved any errors. - [x] My pull request uses an appropriate title, matching the conventional commit standards. - [x] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [x] My contribution adds new code, and I have added tests to cover it. - [x] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [x] All new and existing tests pass locally with my changes. - [x] Code coverage remains at or above the configured threshold. ### Documentation I have made the following PR to update the documentation site by adding a translucent background to main content sections to improve text readability against the background artwork. ### Versioning Minor - My pull request introduces a new non-breaking feature. Co-authored-by: Rain <rainkalugdan@gmail.com> Reviewed-on: #23 Co-authored-by: rain <rain@nhcarrigan.com> Co-committed-by: rain <rain@nhcarrigan.com>	2026-02-06 16:46:52 -08:00
naomi	ddaeb72638	feat: new theme Node.js CI / CI (push) Successful in 1m40s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m46s Details	2026-01-29 17:35:10 -08:00
naomi	0ece797eee	feat: add documentation for our support forum (#21 ) Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m45s Details Node.js CI / CI (push) Successful in 1m50s Details ### Explanation _No response_ ### Issue _No response_ ### Attestations - [ ] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [ ] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [ ] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [ ] I have pinned the dependencies to a specific patch version. ### Style - [ ] I have run the linter and resolved any errors. - [ ] My pull request uses an appropriate title, matching the conventional commit standards. - [ ] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [ ] My contribution adds new code, and I have added tests to cover it. - [ ] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [ ] All new and existing tests pass locally with my changes. - [ ] Code coverage remains at or above the configured threshold. ### Documentation _No response_ ### Versioning _No response_ Reviewed-on: #21 Co-authored-by: Naomi Carrigan <commits@nhcarrigan.com> Co-committed-by: Naomi Carrigan <commits@nhcarrigan.com>	2026-01-26 13:50:28 -08:00
hikari	caffb14deb	docs: update README to standard template Node.js CI / CI (push) Failing after 23s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m3s Details	2026-01-26 12:42:36 -08:00
naomi	9bdd7b8fa9	feat: add fan art policy Node.js CI / CI (push) Failing after 20s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m36s Details	2025-12-30 16:51:06 -08:00
naomi	5116bca086	feat: automated upload of .gitea/workflows/ci.yml Node.js CI / CI (push) Successful in 1m0s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m1s Details	2025-12-22 19:41:36 +01:00
naomi	cc28f94a7a	feat: automated upload of .gitea/workflows/ci.yml Node.js CI / CI (push) Failing after 9s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m10s Details	2025-12-22 19:35:05 +01:00
naomi	9013d181b4	feat: automated upload of .gitea/workflows/ci.yml Node.js CI / Lint and Test (push) Failing after 2s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m0s Details	2025-12-22 19:24:57 +01:00
naomi	c2e25035e2	feat: automated upload of .npmrc Node.js CI / Lint and Test (push) Successful in 58s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m6s Details	2025-12-22 19:15:54 +01:00
naomi	c5a329d104	feat: we do even more things (#20 ) Node.js CI / Lint and Test (push) Successful in 57s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m23s Details ### Explanation _No response_ ### Issue Closes #18 ### Attestations - [ ] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [ ] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [ ] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [ ] I have pinned the dependencies to a specific patch version. ### Style - [ ] I have run the linter and resolved any errors. - [ ] My pull request uses an appropriate title, matching the conventional commit standards. - [ ] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [ ] My contribution adds new code, and I have added tests to cover it. - [ ] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [ ] All new and existing tests pass locally with my changes. - [ ] Code coverage remains at or above the configured threshold. ### Documentation _No response_ ### Versioning _No response_ Reviewed-on: #20 Co-authored-by: Naomi Carrigan <commits@nhcarrigan.com> Co-committed-by: Naomi Carrigan <commits@nhcarrigan.com>	2025-12-18 05:21:22 +01:00
naomi	d0401ad611	feat: automated upload of .gitea/workflows/security.yml Node.js CI / Lint and Test (push) Successful in 1m0s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m23s Details	2025-12-18 03:07:49 +01:00
naomi	6b55719c04	feat: automated upload of .gitea/workflows/security.yml Node.js CI / Lint and Test (push) Successful in 1m12s Details Security Scan and Upload / Security & DefectDojo Upload (push) Successful in 1m17s Details	2025-12-17 23:25:47 +01:00
naomi	b718aa650b	feat: overhaul many things (#17 ) Node.js CI / Lint and Test (push) Successful in 58s Details Security Scan / Security Audit (push) Failing after 5m2s Details ### Explanation _No response_ ### Issue _No response_ ### Attestations - [ ] I have read and agree to the [Code of Conduct](https://docs.nhcarrigan.com/community/coc/) - [ ] I have read and agree to the [Community Guidelines](https://docs.nhcarrigan.com/community/guide/). - [ ] My contribution complies with the [Contributor Covenant](https://docs.nhcarrigan.com/dev/covenant/). ### Dependencies - [ ] I have pinned the dependencies to a specific patch version. ### Style - [ ] I have run the linter and resolved any errors. - [ ] My pull request uses an appropriate title, matching the conventional commit standards. - [ ] My scope of feat/fix/chore/etc. correctly matches the nature of changes in my pull request. ### Tests - [ ] My contribution adds new code, and I have added tests to cover it. - [ ] My contribution modifies existing code, and I have updated the tests to reflect these changes. - [ ] All new and existing tests pass locally with my changes. - [ ] Code coverage remains at or above the configured threshold. ### Documentation _No response_ ### Versioning _No response_ Reviewed-on: #17 Co-authored-by: Naomi Carrigan <commits@nhcarrigan.com> Co-committed-by: Naomi Carrigan <commits@nhcarrigan.com>	2025-12-16 06:15:26 +01:00