chore: unify numbering

chore: resolve lint issues
chore: one more sweep for polish
2025-12-15 20:32:32 -08:00 · 2025-12-15 20:26:54 -08:00 · 2025-12-15 20:24:14 -08:00 · 2025-12-15 20:17:04 -08:00 · 2025-12-15 20:01:45 -08:00 · 2025-12-15 19:33:23 -08:00
78 changed files with 1870 additions and 1705 deletions
@@ -97,6 +97,7 @@
    "minimis",
    "Mommy",
    "NAMI",
+    "NCMEC",
    "Nederlands",
    "Neurodivergence",
    "Nomena",
@@ -43,6 +43,10 @@ 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)),
  },
  {
@@ -735,6 +739,10 @@ 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 +755,14 @@ 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 +775,14 @@ 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 +795,22 @@ 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: "Harassment and Bullying Response Training for Staff",
+            link: "/staff/training/harassment-bullying-response",
+          },
          {
            label: "Inclusive Moderation Training for Staff",
            link: "/staff/training/inclusive-moderation",
@@ -791,12 +827,12 @@ 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)),
  },
  {
@@ -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).*
+
@@ -128,7 +128,7 @@ 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:
@@ -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

@@ -335,8 +335,8 @@ 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 +413,34 @@ 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 +464,7 @@ 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

@@ -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.

@@ -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
@@ -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

@@ -208,7 +208,7 @@ 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 +222,7 @@ 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
@@ -236,7 +236,7 @@ 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
@@ -267,7 +267,7 @@ 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
@@ -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:**

@@ -540,7 +540,7 @@ 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 +566,7 @@ 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!

@@ -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;

@@ -524,7 +512,7 @@ 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;

@@ -670,7 +658,7 @@ 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

@@ -680,7 +668,7 @@ To report policy violations:

 **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 +688,7 @@ 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

@@ -66,7 +66,7 @@ This policy applies to all forms of support exchange within our community platfo
 - Accessibility assistance and accommodation support
 - 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
@@ -103,7 +103,7 @@ This policy applies to all forms of support exchange within our community platfo
 **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

@@ -158,7 +158,7 @@ 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:**
@@ -307,7 +307,7 @@ 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
@@ -319,7 +319,7 @@ This policy applies to all forms of support exchange within our community platfo
 - **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 +335,7 @@ 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 +462,7 @@ 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 +499,7 @@ 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 +545,7 @@ 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;

@@ -928,7 +912,7 @@ 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 +924,7 @@ 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 +936,7 @@ 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 +946,7 @@ 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;

@@ -818,7 +818,7 @@ 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 +830,7 @@ 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 +856,7 @@ 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

 ---

@@ -326,7 +326,7 @@ 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 +336,7 @@ 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

 ---

@@ -202,13 +202,7 @@ To exercise any of these rights:

 ### 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

@@ -466,7 +466,7 @@ For all security-related matters, including vulnerability reports, questions abo

 **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 +484,11 @@ 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

@@ -460,7 +452,7 @@ 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 +462,7 @@ 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 +472,7 @@ 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 +482,7 @@ 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

 ---

@@ -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).

 ---

@@ -8,7 +8,7 @@ title: 00. Frequently Asked Questions

 ### 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 +32,7 @@ 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 +51,7 @@ 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
@@ -67,8 +68,8 @@ 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 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
@@ -8,13 +8,13 @@ title: 01. Onboarding

 ### 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

@@ -8,13 +8,13 @@ title: 02. Goal Setting

 ### 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

@@ -8,13 +8,13 @@ title: 03. Project Planning

 ### 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

@@ -8,13 +8,13 @@ title: 04. User Stories

 ### 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

@@ -8,13 +8,13 @@ title: 05. Technical Breakdown

 ### 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

@@ -8,13 +8,13 @@ title: 06. Priority and Effort

 ### 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

@@ -8,7 +8,7 @@ title: 07. Writing Code

 ### 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

@@ -8,13 +8,13 @@ title: 08. Final Polish

 ### 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

@@ -46,10 +46,10 @@ 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

@@ -8,13 +8,13 @@ title: 09. Career Prep

 ### 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

@@ -8,7 +8,7 @@ title: 10. Graduation

 ### 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

@@ -24,7 +24,7 @@ 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 +38,7 @@ 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 +55,7 @@ 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 +112,12 @@ 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 +153,9 @@ 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

@@ -9,7 +9,7 @@ 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
@@ -9,7 +9,7 @@ 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 +77,10 @@ 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

@@ -21,18 +21,18 @@ 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
@@ -9,14 +9,14 @@ 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 +56,7 @@ 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 +66,7 @@ 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

@@ -76,7 +76,7 @@ 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 +175,7 @@ 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 +205,5 @@ 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.*

@@ -81,7 +81,7 @@ I wholeheartedly recommend [Participant's Name] for any opportunity in tech. [Th
 ```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.
+Over the course of the programme, [Mentee's Name] set clear goals and worked diligently towards 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.

@@ -208,7 +208,7 @@ After careful review, we have decided not to proceed with this nomination at thi

 Please note that due to the volume of nominations we receive, we are unable to provide detailed feedback on every declined nomination.

-We encourage you to continue recognizing positive contributions in our community. There are many ways to show appreciation, including direct recognition, peer appreciation, and future nominations.
+We encourage you to continue recognising positive contributions in our community. There are many ways to show appreciation, including direct recognition, peer appreciation, and future nominations.

 If you have any questions about our recognition programmes, please reach out in our Discord community: https://chat.nhcarrigan.com

@@ -306,7 +306,7 @@ Best regards,
 #### 2.3.11. Events Form - Approval Email Template

 ```md
-Hello [Event Organizer's Name],
+Hello [Event Organiser's Name],

 Thank you for your event request! We are excited about your proposed event: [Event Name].

@@ -319,7 +319,7 @@ We have reviewed your submission and are pleased to approve your event request.

 **Next Steps:**
 - [Insert specific next steps, such as scheduling, promotion, or coordination details]
- We will work with you to finalize event details
+- We will work with you to finalise event details
 - Event promotion will begin [timeline]

 If you have any questions or need to make changes to your event details, please don't hesitate to reach out to us.
@@ -332,9 +332,9 @@ Best regards,
 #### 2.3.12. Events Form - Rejection Email Template

 ```md
-Hello [Event Organizer's Name],
+Hello [Event Organiser's Name],

-Thank you for your interest in organizing an event with our community. We appreciate you taking the time to submit your event request: [Event Name].
+Thank you for your interest in organising an event with our community. We appreciate you taking the time to submit your event request: [Event Name].

 After careful review, we have decided not to proceed with your event request at this time. This decision may be based on factors such as:
 - Current event calendar and capacity
@@ -507,18 +507,53 @@ Thank you so much for taking the time to apply for a volunteer role with NHCarri
 After carefully reviewing your application, we are excited to inform you that we would like to move forward with your candidacy! We were impressed by [specific aspects of their application] and believe you would be a valuable addition to our team.

 **Next Steps:**
- Our team will be in touch shortly to discuss next steps in the onboarding process
- You will receive information about orientation, training, and role-specific details
- We will coordinate scheduling for your initial meetings and introductions
+- You will receive a separate email with your contract and onboarding materials
+- Please review the contract carefully and reach out with any questions or concerns
+- You can reach out to us on Discord (https://chat.nhcarrigan.com) or reply to this email if you have any questions or concerns

 We are thrilled about the possibility of working with you and look forward to welcoming you to our team. Thank you again for your interest and enthusiasm!

-If you have any questions, please don't hesitate to reach out to us.
-
 Warm regards,
 ```

-#### 2.3.20. Staff Applications Form - Rejection Email Template
+#### 2.3.20. Staff Applications Form - Onboarding Email Template
+
+```md
+Dear [New Staff Member's Name],
+
+Welcome to the NHCarrigan team! We are thrilled to have you join us and are excited to begin working together.
+
+**Getting Started:**
+
+1. **Join Our Discord Server:**
+   - Please join our Discord community at: https://chat.nhcarrigan.com
+   - This is where most of our team communication and collaboration happens
+
+2. **Access Credentials:**
+   - **Email:**
+     - Address: 
+     - Password:
+     - Can access email via web at https://mail.nhcarrigan.com/mail or through any email client/app. A reminder that this is only for work-related use. Please do not spam people and get our mail server blocked (I do have logs).
+   - **Gitea:** https://git.nhcarrigan.com
+     - Username:
+     - Password: 
+
+3. **Complete Your Training:**
+   - Please complete the policy assessment form for training: https://forms.nhcarrigan.com/o/docs/forms/nxaJyKBuKH9nrt3m5VC98w/4
+   - This is an important step to ensure you are familiar with our policies and procedures
+
+**Next Steps:**
+- Our team will be in touch shortly to discuss your role-specific responsibilities
+- Feel free to explore our documentation at https://docs.nhcarrigan.com
+
+If you have any questions or need assistance getting set up, please don't hesitate to reach out to us on Discord or reply to this email.
+
+We are excited to have you on board and look forward to working with you!
+
+Warm regards,
+```
+
+#### 2.3.21. Staff Applications Form - Rejection Email Template

 ```md
 Dear [Applicant's Name],
@@ -542,7 +577,7 @@ Thank you again for your interest and enthusiasm. We wish you the very best in a
 Warm regards,
 ```

-#### 2.3.21. Testimonials Form - Approval Email Template
+#### 2.3.22. Testimonials Form - Approval Email Template

 ```md
 Hello [Contributor's Name],
@@ -551,7 +586,7 @@ Thank you for sharing your testimonial with us! We have reviewed your submission

 **Testimonial Details:**
 - Your testimonial will be reviewed and may be featured on our website, social media, or other promotional materials
- We may edit your testimonial for length, clarity, or formatting while preserving your message and intent
+- We may edit your testimonial for length, clarity, or formatting whilst preserving your message and intent
 - You will be credited as [name/handle as provided]

 **Next Steps:**
@@ -566,7 +601,7 @@ If you have any questions or would like to make changes to your testimonial, ple
 Best regards,
 ```

-#### 2.3.22. Testimonials Form - Rejection Email Template
+#### 2.3.23. Testimonials Form - Rejection Email Template

 ```md
 Hello [Contributor's Name],
@@ -755,6 +790,8 @@ Ping Naomi in the sprint channel on Discord
 <summarise what contributor said>
 ```

+## 3. DISCLAIMERS AND USAGE REQUIREMENTS
+
 ### 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.**
@@ -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

@@ -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

@@ -71,7 +71,7 @@ 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
@@ -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
@@ -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.

@@ -30,7 +30,7 @@ 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

@@ -51,13 +51,13 @@ In cases of prolonged inactivity:

 **Mandatory Training Compliance:**

-All staff members must comply with mandatory training requirements:
+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 staff positions. This policy ensures all staff maintain current knowledge of policies and procedures essential for community safety and effective service.
+**(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

@@ -94,18 +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
@@ -114,12 +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

@@ -127,7 +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
@@ -140,7 +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
@@ -150,7 +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

@@ -165,7 +185,7 @@ 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
 - Share experiences and seek advice when facing challenging situations
@@ -181,16 +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., `#staff-chat` 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
@@ -203,7 +275,7 @@ 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

@@ -213,7 +285,7 @@ Know when and how to escalate issues:
 - Discord `#staff-chat` 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
@@ -222,7 +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
@@ -230,7 +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
@@ -255,7 +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

@@ -285,7 +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

@@ -299,7 +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

@@ -313,8 +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
@@ -388,7 +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

@@ -439,7 +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

@@ -447,7 +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;

@@ -479,44 +551,128 @@ All staff members must comply with our complete legal and policy framework:

 ### 8.1. Mandatory Training Requirements

-**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.**
+**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.**
+
+This section establishes the mandatory training requirements for all Team members. All training documents reference these requirements; this handbook section is the authoritative source.

 #### 8.1.1. Initial Onboarding Training

-Upon joining the staff team, all new staff members must:
+Upon joining the Team, all new Team members must complete comprehensive initial onboarding training before beginning independent Team duties.

 **(a)** **Review All Required Documents:**
- All training documents in the staff training section
+
+**Staff Documents:**
 - Staff Handbook (this document)
 - Professional Conduct Standards for Volunteers
- All community policies (Code of Conduct, Leadership and Governance, Recognition and Appreciation, Feedback and Participation, Appeals)
- All legal and policy documents (Terms of Service, Privacy Policy, Acceptable Use Policy, Content and Moderation Policy, Limitation of Liability, Crisis and Mental Health Management, Community Support Policy, Community Growth Policy, and all other legal policies)
+
+**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 staff members must complete annual training review:
+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 staff members must review all training documents, handbook, and legal policies
+- 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. Training Content Areas
+#### 8.1.3. Annual Review Requirements
+
+All Team members must complete annual review processes at the start of each calendar year. These reviews are mandatory and support professional development, accountability, and continuous improvement.
+
+**(a)** **Annual Self-Review and Upward-Review:**
+- All Team members must complete the annual self-review and upward-review at the start of each calendar year
+- Reviews must be completed using the annual review form at [forms.nhcarrigan.com](https://forms.nhcarrigan.com/o/docs/forms/vWj3UYw6ezLDtkxRN3Nt1K/4)
+- Self-review facilitates honest self-reflection on performance and growth, covering role performance, community impact, collaboration, values alignment, self-care, growth, and feedback
+- Upward-review gathers feedback on leadership effectiveness and support for each supervisor or leader you report to
+- Reviews must be completed at the start of each calendar year within the timeframe specified by leadership
+- **Failure to complete annual self-review and upward-review by the deadline will result in dismissal from staff positions**
+
+**(b)** **Annual Policy Assessment:**
+- All Team members must complete the annual policy assessment at the start of each calendar year
+- The policy assessment evaluates understanding and comprehension of 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:

@@ -542,6 +698,8 @@ Required training covers all major policy and operational areas:

 ### 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
@@ -560,7 +718,7 @@ Required training covers all major policy and operational areas:

 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
 ```
@@ -1,489 +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
-
-**Required Reading Before Assessment:**
-All staff members must review the following documents before completing this assessment:
-
-**Staff Documents:**
- Staff Handbook
- Professional Conduct Standards for Volunteers
- Staff Policy Self-Assessment (this document)
-
-**Community Policies:**
- Community Code of Conduct
- Community Leadership and Governance Policy
- Community Recognition and Appreciation Policy
- Community Feedback and Participation Policy
- Appeals Policy
-
-**Legal and Policy Documents:**
- Terms of Service
- Privacy Policy
- Acceptable Use Policy
- Content and Moderation Policy
- Limitation of Liability and Indemnification Policy
- Crisis and Mental Health Management Policy
- Community Support Policy
- Community Growth Policy
- Data Subprocessors Policy
- Security Policy
- DMCA Policy
- Export Control Policy
- Government Policy
- SLA Policy
-
-**Training Documents (All):**
- Documentation and Transparency Training
- Data Privacy and GDPR Compliance Training
- Crisis Response Training
- Criminal Activity Training
- Child Safety Training
- Trauma-Informed Moderation Training
- Bias Recognition and Mitigation Training
- Harassment and Bullying Response Training
- Content Moderation Fundamentals Training
- De-escalation Techniques Training
- Inclusive Moderation Training
- Conflict Resolution Training
- Community Support Specialist Training
- Community Growth Specialist Training
- Accessibility Coordination Training
- Cross-Platform Coordination Training
- Technical Contributor Training
- Social Media Management Training
- Mentorship Training Coordination Training
- Data Analytics and Reporting Training
-
-**Assessment Structure:**
-This assessment consists of 25 comprehensive questions designed to evaluate your understanding across all policy areas. Each question requires a thoughtful, detailed response that demonstrates your comprehension of our policies, procedures, and values. Questions integrate knowledge from multiple documents to assess your ability to apply policies in practice.
-
---
-
-## Comprehensive Policy Assessment Questions
-
-### Question 1: Foundational Values and Anti-Oppression Framework
-
-Our community explicitly rejects neutrality in the face of oppression and operates from an anti-oppression framework. Drawing from the Community Code of Conduct, Staff Handbook, and Professional Conduct Standards, explain:
-
-1. What it means to reject neutrality in the face of oppression
-2. How this principle guides staff decision-making in moderation and community management
-3. How you would respond to a community member who claims our anti-oppression stance is "too political" and requests a "neutral" technical community
-4. The relationship between impact and intent when assessing harmful behaviour, with a concrete example
-
-*Your Answer:*
-
---
-
-### Question 2: Staff Role and Servant Leadership
-
-Drawing from the Staff Handbook and Professional Conduct Standards, comprehensively explain:
-
-1. The "servant leadership" principle and how it applies to all staff roles
-2. How to balance being a staff member while also participating as a regular community member
-3. What you should do if you anticipate being absent from staff duties for more than one week
-4. The mandatory training requirements (initial and annual) and consequences for non-compliance
-
-*Your Answer:*
-
---
-
-### Question 3: Crisis Response and Mental Health Management
-
-Drawing from the Crisis and Mental Health Management Policy and Crisis Response Training, comprehensively address:
-
-1. The three risk assessment levels (High, Medium, Low) and appropriate response timeframes for each
-2. When we are legally obligated to report mental health concerns to authorities
-3. What you should NEVER do when someone is expressing mental health concerns
-4. How to balance a community member's request for confidentiality with safety obligations when they express suicidal thoughts
-5. The limitations of peer support vs. professional mental health services
-
-*Your Answer:*
-
---
-
-### Question 4: Moderation and Enforcement Framework
-
-Drawing from the Content and Moderation Policy, Inclusive Moderation Training, and Conflict Resolution Training, explain:
-
-1. What "inclusive moderation" means beyond just enforcing written rules
-2. How to prioritise safety for marginalised community members in moderation decisions
-3. How to handle content that might be harmful to marginalised members but doesn't explicitly violate written rules
-4. When to use restorative justice approaches vs. enforcement measures
-5. The four stages of conflict escalation and appropriate interventions for each
-
-*Your Answer:*
-
---
-
-### Question 5: Privacy, Data Protection, and Transparency
-
-Drawing from the Privacy Policy, Data Privacy and GDPR Compliance Training, and Documentation and Transparency Training, comprehensively address:
-
-1. What types of personal information we collect from community members
-2. Under what circumstances staff members can access or share community member personal information
-3. How privacy protections interact with transparency requirements for sanctions and documentation
-4. What to do if a community member requests their personal data be deleted, especially when that data is part of documented policy violations affecting ongoing community safety
-5. How to balance privacy with safety obligations when handling crisis situations
-
-*Your Answer:*
-
---
-
-### Question 6: Appeals and Review Processes
-
-Drawing from the Appeals Policy and Documentation and Transparency Training, explain:
-
-1. The acceptable grounds for appealing a disciplinary decision
-2. What an appellant must complete before submitting an appeal
-3. The timeframe for submitting appeals and where they should be sent
-4. The review process and typical timeline for appeals
-5. How to handle a situation where a community member wants to appeal a decision you made
-
-*Your Answer:*
-
---
-
-### Question 7: Community Support and Growth
-
-Drawing from the Community Support Policy, Community Growth Policy, and related training documents, comprehensively address:
-
-1. The main categories of support available in our community
-2. Our "quality over quantity" and "values-driven growth" approaches to community growth
-3. Practices we should avoid when promoting community growth
-4. How to handle a support request that exceeds your knowledge or capacity
-5. Key elements of effective new member onboarding
-
-*Your Answer:*
-
---
-
-### Question 8: Cultural Competency and Accessibility
-
-Drawing from Inclusive Moderation Training, Accessibility Coordination Training, and Conflict Resolution Training, explain:
-
-1. How cultural differences in communication styles affect moderation decisions
-2. What "tone policing" is and why it is problematic
-3. How to accommodate different cultural approaches to conflict while maintaining consistent community standards
-4. Key accessibility considerations for community platforms and activities
-5. The process for evaluating and implementing accommodation requests for participation
-
-*Your Answer:*
-
---
-
-### Question 9: Documentation and Accountability
-
-Drawing from the Documentation and Transparency Training, Staff Handbook, and Content and Moderation Policy, comprehensively address:
-
-1. What types of actions must be documented and why this is important
-2. Where our public transparency system is located and what information is documented there
-3. How our performance review and accountability systems work
-4. What documentation should be maintained to support potential appeals processes
-5. The key principles for protecting community member privacy in staff communications
-
-*Your Answer:*
-
---
-
-### Question 10: Cross-Platform Coordination and Consistency
-
-Drawing from Cross-Platform Coordination Training and relevant policies, explain:
-
-1. How to ensure consistent policy application across Discord, forums, Reddit, GitHub, and other community platforms
-2. How to coordinate response and documentation when a conflict or issue spans multiple platforms
-3. How to handle reports of harassment that span multiple platforms
-4. Your approach to handling a community-wide crisis requiring immediate response across multiple platforms
-
-*Your Answer:*
-
---
-
-### Question 11: Trauma-Informed and Bias-Aware Practices
-
-Drawing from Trauma-Informed Moderation Training and Bias Recognition and Mitigation Training, comprehensively address:
-
-1. Key principles of trauma-informed moderation and how they differ from standard moderation approaches
-2. How to recognize and mitigate your own biases in staff decision-making
-3. How to take moderation action in a trauma-informed way when you know someone has experienced trauma
-4. What to avoid when moderating content involving individuals with known trauma history
-5. How bias recognition applies to content moderation decisions
-
-*Your Answer:*
-
---
-
-### Question 12: Harassment and Safety Response
-
-Drawing from Harassment and Bullying Response Training, Child Safety Training, and Criminal Activity Training, explain:
-
-1. How to recognize different types of harassment and bullying behaviours
-2. The process for handling harassment reports, including victim support and communication procedures
-3. Warning signs of grooming behaviours and child safety concerns
-4. When and how to escalate criminal activity concerns to appropriate authorities
-5. How to protect vulnerable community members while maintaining fair processes for all parties
-
-*Your Answer:*
-
---
-
-### Question 13: De-escalation and Conflict Resolution
-
-Drawing from De-escalation Techniques Training and Conflict Resolution Training, comprehensively address:
-
-1. Key de-escalation communication techniques and when they are appropriate
-2. When de-escalation is NOT appropriate and enforcement is necessary instead
-3. How to facilitate productive discussions between conflicting parties
-4. How to resolve conflicts between community members from different cultural backgrounds where communication style differences are causing misunderstandings
-5. How to handle a situation where a staff member is involved in a conflict with a community member
-
-*Your Answer:*
-
---
-
-### Question 14: Legal Framework and Compliance
-
-Drawing from Terms of Service, Acceptable Use Policy, Limitation of Liability and Indemnification Policy, and related legal documents, explain:
-
-1. Our mandatory reporting obligations and when they apply
-2. What to do if you're unsure about legal obligations in a specific situation
-3. How privacy protections balance with transparency requirements
-4. When policies overlap or conflict, how to determine which takes precedence
-5. Key limitations on our liability and how they affect staff decision-making
-
-*Your Answer:*
-
---
-
-### Question 15: Content Moderation Fundamentals
-
-Drawing from Content Moderation Fundamentals Training and the Content and Moderation Policy, comprehensively address:
-
-1. Beyond explicit rule violations, what other factors should guide content moderation decisions
-2. Your approach to moderating content involving complex cultural or contextual issues
-3. How to handle content that technically doesn't violate written rules but creates an unwelcoming environment
-4. Steps to take when content moderation decisions might impact community member safety
-5. How to document moderation decisions appropriately
-
-*Your Answer:*
-
---
-
-### Question 16: Community Leadership and Governance
-
-Drawing from the Community Leadership and Governance Policy, Community Feedback and Participation Policy, and Community Recognition and Appreciation Policy, explain:
-
-1. How community feedback is integrated into policy development and modification
-2. The role staff members play in democratic governance and community decision-making processes
-3. How to balance individual staff judgement with consistent policy application across the team
-4. Key principles of the recognition and appreciation systems for volunteers
-5. How the leadership structure and accountability mechanisms work
-
-*Your Answer:*
-
---
-
-### Question 17: Data Security and Subprocessors
-
-Drawing from the Security Policy, Data Subprocessors Policy, and Data Privacy and GDPR Compliance Training, comprehensively address:
-
-1. Key security principles for protecting community member data
-2. What information is available about third-party data processing (subprocessors)
-3. How to respond to a data breach or security incident
-4. Privacy by design principles and how they apply to staff work
-5. How to handle data subject rights requests (access, deletion, portability, etc.)
-
-*Your Answer:*
-
---
-
-### Question 18: Specialized Legal Policies
-
-Drawing from DMCA Policy, Export Control Policy, Government Policy, and SLA Policy, explain:
-
-1. The DMCA takedown process and how to handle copyright infringement reports
-2. Export control considerations that might affect our community or services
-3. How government requests for information should be handled
-4. Service level agreement commitments and how they affect staff responsibilities
-5. When to escalate legal matters to appropriate authorities or legal counsel
-
-*Your Answer:*
-
---
-
-### Question 19: Technical and Specialized Roles
-
-Drawing from Technical Contributor Training, Social Media Management Training, Data Analytics and Reporting Training, and Community Support Specialist Training, comprehensively address:
-
-1. For technical roles: Key accessibility, privacy, and security considerations in development work
-2. For social media roles: How to maintain brand voice consistency while respecting diverse perspectives
-3. For data analytics roles: How to conduct privacy-compliant analysis while advancing equity goals
-4. For support roles: How to provide person-centred, trauma-informed support while maintaining boundaries
-5. How specialized role training integrates with general staff responsibilities
-
-*Your Answer:*
-
---
-
-### Question 20: Training and Professional Development
-
-Drawing from Mentorship Training Coordination Training, Accessibility Coordination Training, and Community Growth Specialist Training, explain:
-
-1. The mandatory training requirements for all staff (initial onboarding and annual review)
-2. How to mentor a new staff member in understanding our policies
-3. How to stay current with policy updates and integrate new knowledge into practice
-4. What to do if you identify a gap in current policies or training materials
-5. How ongoing professional development supports effective staff service
-
-*Your Answer:*
-
---
-
-### Question 21: Complex Scenario - Transphobic Comments
-
-A long-time community member makes transphobic comments, claiming they're "just asking questions" and "trying to understand." Walk through your complete approach from first contact through resolution, drawing on relevant policies and training:
-
-1. Initial assessment and recognition of the harm
-2. Communication approach and de-escalation considerations
-3. Moderation action and documentation requirements
-4. Follow-up and support for affected community members
-5. How you would handle an appeal if the member disputes your decision
-
-*Your Answer:*
-
---
-
-### Question 22: Complex Scenario - Cross-Platform Harassment
-
-A community member reports harassment that spans Discord, GitHub, and our forums. The harasser is using different usernames but the pattern is clear. Walk through your complete response:
-
-1. How you coordinate investigation across platforms
-2. Evidence collection and documentation requirements
-3. Privacy considerations when sharing information between platforms
-4. Moderation actions and consistency across platforms
-5. Support for the victim and prevention measures
-
-*Your Answer:*
-
---
-
-### Question 23: Complex Scenario - Commercial Promotion
-
-Someone is promoting their commercial product in community spaces, arguing it's relevant to ongoing discussions and they're contributing value. Walk through your evaluation and response:
-
-1. How you evaluate whether the promotion violates our Acceptable Use Policy
-2. Factors you consider in determining if it's appropriate community participation
-3. Communication approach if you determine it violates policies
-4. How you balance community value with commercial interests
-5. Documentation and transparency requirements
-
-*Your Answer:*
-
---
-
-### Question 24: Complex Scenario - Accessibility and Resources
-
-You notice that accessibility accommodations for a community event are inadequate, but implementing proper accommodations would require significant resource changes. Walk through your approach:
-
-1. How you assess the accessibility barriers and their impact
-2. How you balance accessibility requirements with resource constraints
-3. Communication with event organizers and affected community members
-4. Alternative solutions and accommodation options
-5. Long-term planning to prevent similar situations
-
-*Your Answer:*
-
---
-
-### Question 25: Self-Reflection and Continuous Improvement
-
-Drawing from all policies and training materials, provide a comprehensive reflection:
-
-1. Your own potential biases and areas you need to be most mindful about in your staff role
-2. Aspects of our policies you find most challenging to implement and why
-3. How you plan to continue learning and improving in your staff role
-4. How you would evaluate whether your actions effectively support our community values
-5. How you would respond if you received feedback that your approach was causing harm
-
-*Your Answer:*
-
---
-
-## Assessment Completion
-
-### Scoring Guide
-
-This is a learning tool rather than a pass/fail test. Use the following guide to evaluate your responses:
-
-**Excellent Understanding (4 points):** Complete, accurate answer that demonstrates deep comprehension, integration of multiple policy areas, and ability to apply knowledge in complex situations
-
-**Good Understanding (3 points):** Mostly correct answer with minor gaps or areas for improvement, demonstrates solid understanding of most policy areas covered
-
-**Basic Understanding (2 points):** Partially correct answer showing some knowledge but requiring further study, demonstrates understanding of some policy areas but gaps in others
-
-**Needs Development (1 point):** Incomplete or incorrect answer indicating need for significant additional learning, demonstrates limited understanding of policy requirements
-
-**No Understanding (0 points):** No answer provided or completely incorrect response
-
-**Total Possible Points: 100 points (25 questions × 4 points each)**
-
-### Next Steps Based on Your Results
-
-**100-90 points (Excellent Overall):** You demonstrate strong, comprehensive policy knowledge across all areas. Focus on continuous learning and practical application.
-
-**89-75 points (Good Overall):** You have solid understanding with some areas for improvement. Review specific questions where you scored lower and the related policy documents.
-
-**74-60 points (Basic Overall):** You understand fundamentals but need additional study. Schedule focused review sessions with your supervisor and review all policy documents thoroughly.
-
-**59-50 points (Developing):** Significant gaps in knowledge require structured learning plan and additional training. Complete comprehensive review of all policy documents before independent staff duties.
-
-**Below 50 points:** Comprehensive policy review and training completion required before assuming staff responsibilities. Work closely with supervisor to address knowledge gaps.
-
-### Action Planning
-
-Based on your assessment results:
-
-1. **Identify Weak Areas:** Which sections had the lowest scores?
-2. **Create Study Plan:** Schedule time to review relevant policy documents
-3. **Seek Support:** Discuss challenging areas with colleagues or supervisors
-4. **Practice Application:** Look for opportunities to apply knowledge in safe contexts
-5. **Schedule Reassessment:** Plan to retake weak sections after additional study
-
-### Documentation
-
-**Assessment Completion Date:** _______________
-
-**Overall Score:** _______ / 100 points
-
-**Areas for Improvement:**
-
-**Learning Plan:**
-
---
-
-**Supervisor Review**
-
-**Reviewed by:** _______________
-
-**Review Date:** _______________
-
-**Comments:**
-
-**Recommended Actions:**
-
---
-
-*This Policy Self-Assessment is designed to support continuous learning and professional development. It should be completed regularly and used as part of ongoing training and performance development discussions. For questions about specific policy areas or assessment results, contact leadership through designated staff channels.*
@@ -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;

@@ -186,13 +186,7 @@ All volunteers representing our organisation are required to maintain the highes

 **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.**

-**(a)** **Initial Onboarding Training**: All volunteers must complete comprehensive review of all training documents, staff handbook, and legal policies before beginning volunteer activities. Training confirmation form must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) before beginning independent staff duties;
-
-**(b)** **Annual Training Review**: All staff members must complete annual review of all training documents, handbook, and legal policies at the start of each calendar year. Annual training confirmation form must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline. **Failure to complete annual training review and submit confirmation form by the deadline will result in dismissal from staff positions**;
-
-**(c)** **Comprehensive Training Coverage**: Required training includes all training documents, staff handbook, professional conduct standards, community policies, and all legal and policy documents;
-
-**(d)** **Training Documentation**: All training completions are documented in staff records for accountability and compliance purposes.
+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

@@ -256,7 +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
@@ -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

@@ -466,14 +466,14 @@ This training provides comprehensive guidance for staff members serving as Acces
 **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.

 **Your Response:**
-1. How do you prioritize addressing these barriers?
+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?

-**Correct Answer**: Prioritize 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.
+**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.

 ### 9.3. Scenario 3: Universal Design Implementation

@@ -491,19 +491,13 @@ This training provides comprehensive guidance for staff members serving as Acces

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Bias Recognition and Mitigation Training for Staff

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for staff 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 staff members develop self-awareness and implement practices to ensure fair, consistent moderation that serves all community members equitably.
+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

@@ -29,13 +29,13 @@ This training operates within our comprehensive moderation and inclusion framewo
 **Everyone Has Biases:**
 - Having biases doesn't make you a bad person
 - Biases are natural cognitive shortcuts
- Recognizing biases is the first step to mitigating them
+- 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 recognizing and addressing our biases
- We prioritize fairness and equity in moderation
+- 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
@@ -46,7 +46,7 @@ This training operates within our comprehensive moderation and inclusion framewo

 #### 2.1.1. Definition and Types

-**Bias** is a tendency, inclination, or prejudice toward or against something or someone. Biases can be:
+**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
@@ -59,7 +59,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - **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' behavior differently than our own
+- **Attribution Bias**: Explaining others' behaviour differently than our own

 #### 2.1.2. How Bias Affects Moderation

@@ -100,7 +100,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 **Mental Shortcuts:**
 - Our brains use shortcuts to process information quickly
 - These shortcuts can lead to biased conclusions
- We often don't recognize when shortcuts are inaccurate
+- We often don't recognise when shortcuts are inaccurate
 - Stress and fatigue increase reliance on shortcuts
 - Familiar patterns feel safer than unfamiliar ones

@@ -135,10 +135,10 @@ This training operates within our comprehensive moderation and inclusion framewo

 **Identity-Based Biases:**
 - Treating reports from certain groups less seriously
- Interpreting behavior differently based on identity
+- Interpreting behaviour differently based on identity
 - Assuming intent based on identity
 - Applying different standards to different groups
- Failing to recognize privilege and power dynamics
+- Failing to recognise privilege and power dynamics

 **Communication Style Biases:**
 - Preferring certain communication styles
@@ -154,7 +154,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Assuming good intent from certain people
 - Assuming bad intent from certain people

-### 3.2. Recognizing Bias in Decisions
+### 3.2. Recognising Bias in Decisions

 #### 3.2.1. Decision-Making Patterns

@@ -170,7 +170,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Look for differences in how you treat different groups
 - Identify situations where you make assumptions
 - Notice when you feel defensive about decisions
- Recognize when you're making exceptions
+- Recognise when you're making exceptions

 #### 3.2.2. Feedback and External Perspective

@@ -195,49 +195,49 @@ This training operates within our comprehensive moderation and inclusion framewo
 #### 4.1.1. Racial and Ethnic Bias

 **Common Patterns:**
- Interpreting behavior differently based on race or ethnicity
+- 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 recognize racial microaggressions
+- Failing to recognise racial microaggressions
 - Dismissing concerns about racism

 **Mitigation Strategies:**
 - Educate yourself about racial bias and microaggressions
- Question assumptions about behavior based on race
- Listen to and believe experiences of people of color
- Recognize your own racial privilege and blind spots
+- 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 behavior differently based on gender
+- Interpreting behaviour differently based on gender
 - Assuming intent based on gender identity or expression
 - Applying different standards based on gender
- Failing to recognize gender-based harassment
+- Failing to recognise gender-based harassment
 - Dismissing concerns about sexism or transphobia

 **Mitigation Strategies:**
 - Educate yourself about gender bias and discrimination
- Question assumptions about behavior based on gender
+- Question assumptions about behaviour based on gender
 - Listen to and believe experiences of marginalised genders
- Recognize your own gender privilege and blind spots
+- Recognise your own gender privilege and blind spots
 - Use inclusive language and respect identities

 #### 4.1.3. Disability and Neurodivergence Bias

 **Common Patterns:**
- Interpreting behavior through ableist lens
+- Interpreting behaviour through ableist lens
 - Assuming intent based on disability or neurodivergence
- Applying neurotypical standards to all behavior
- Failing to recognize ableist discrimination
+- 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" behavior
+- Question assumptions about "normal" behaviour
 - Listen to and believe experiences of disabled people
- Recognize your own ableist assumptions
+- Recognise your own ableist assumptions
 - Consider accessibility and accommodation needs

 ### 4.2. Cognitive Biases
@@ -268,7 +268,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Assuming bad intent from different people

 **Mitigation Strategies:**
- Recognize when you feel affinity with someone
+- Recognise when you feel affinity with someone
 - Question whether affinity is influencing decisions
 - Apply consistent standards regardless of similarity
 - Seek diverse perspectives on decisions
@@ -367,15 +367,15 @@ This training operates within our comprehensive moderation and inclusion framewo

 **Common Cultural Biases:**
 - Assuming your cultural norms are universal
- Interpreting behavior through your cultural lens
+- Interpreting behaviour through your cultural lens
 - Dismissing cultural differences as "wrong"
- Failing to recognize cultural context
+- Failing to recognise cultural context
 - Applying monocultural standards

 **Impact on Moderation:**
 - Misinterpreting cultural communication styles
 - Applying inappropriate cultural standards
- Failing to recognize cultural discrimination
+- Failing to recognise cultural discrimination
 - Creating exclusionary environments
 - Harming cultural community members

@@ -385,12 +385,12 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Educate yourself about different cultures
 - Learn about cultural communication styles
 - Understand cultural context and history
- Recognize your own cultural assumptions
+- Recognise your own cultural assumptions
 - Build relationships with diverse cultural communities

 **Application in Moderation:**
 - Consider cultural context in decisions
- Recognize cultural communication differences
+- Recognise cultural communication differences
 - Apply culturally appropriate standards
 - Support cultural community members
 - Create inclusive cultural environments
@@ -407,7 +407,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Applying different standards to language use

 **Mitigation Strategies:**
- Recognize language proficiency differences
+- Recognise language proficiency differences
 - Consider language barriers in communication
 - Provide language support when needed
 - Don't assume intent based on language proficiency
@@ -423,7 +423,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Nonverbal communication differences

 **Mitigation Strategies:**
- Recognize different communication styles
+- Recognise different communication styles
 - Don't assume meaning based on style
 - Consider cultural communication differences
 - Adapt your communication style when needed
@@ -443,7 +443,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Need to consider intersections in moderation

 **Common Intersectional Biases:**
- Failing to recognize intersectional experiences
+- Failing to recognise intersectional experiences
 - Applying single-identity lens to intersectional people
 - Dismissing intersectional discrimination
 - Assuming experiences based on single identity
@@ -453,14 +453,14 @@ This training operates within our comprehensive moderation and inclusion framewo

 **Consideration Practices:**
 - Consider multiple identities in decisions
- Recognize intersectional power dynamics
+- Recognise intersectional power dynamics
 - Support intersectional community members
 - Address intersectional discrimination
 - Create inclusive intersectional environments

 ### 7.2. Power Dynamics and Bias

-#### 7.2.1. Recognizing Power Imbalances
+#### 7.2.1. Recognising Power Imbalances

 **Power Factors:**
 - Staff vs. community member status
@@ -473,13 +473,13 @@ This training operates within our comprehensive moderation and inclusion framewo
 - Favouring powerful over less powerful
 - Believing powerful over less powerful
 - Applying different standards based on power
- Failing to recognize power abuse
+- Failing to recognise power abuse
 - Reinforcing power imbalances

 #### 7.2.2. Addressing Power Bias

 **Mitigation Strategies:**
- Recognize power dynamics in situations
+- Recognise power dynamics in situations
 - Question whether power is influencing decisions
 - Support less powerful community members
 - Hold powerful members accountable
@@ -561,7 +561,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 **Normalizing Emotions:**
 - These emotions are normal and expected
 - Having biases doesn't make you a bad person
- Recognizing bias is growth, not failure
+- Recognising bias is growth, not failure
 - Ongoing work is part of the process
 - Support is available for this work

@@ -614,7 +614,7 @@ This training operates within our comprehensive moderation and inclusion framewo
 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, recognize 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.
+**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

@@ -645,28 +645,13 @@ This training operates within our comprehensive moderation and inclusion framewo

 ## 11. TRAINING REQUIREMENTS

-### 11.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 11.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
-
-### 11.3. Documentation
-
-All bias recognition training completion and ongoing work must be documented for:
- Accountability and growth tracking
- Performance evaluation purposes
- Continuous improvement tracking
- Team learning and development
- Community trust and transparency
+**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: Child Safety Training for Staff
 ---

-**MANDATORY TRAINING FOR ALL STAFF MEMBERS**
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for all staff members on recognising, responding to, and managing child safety concerns within our community. Child safety is our highest priority, and all staff members must be prepared to respond appropriately to any situation involving minors or potential child safety risks.
+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

@@ -86,7 +86,7 @@ This training operates within our comprehensive safety and protection framework:
 - Inadequate response to previous child safety concerns
 - Gaps in age verification or access controls

-### 2.2. Recognizing Grooming Behaviors
+### 2.2. Recognising Grooming Behaviours

 #### 2.2.1. Grooming Indicators

@@ -138,7 +138,7 @@ This training operates within our comprehensive safety and protection framework:
 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 while it's fresh
+6. **DOCUMENT EVERYTHING** - Record all relevant information whilst it's fresh

 **Example Response Template:**
 ```
@@ -188,7 +188,7 @@ Escalating immediately to child safety coordinator and senior staff.

 **Legal Requirements:**
 - **Suspected Abuse or Neglect**: Any reasonable suspicion of child abuse or neglect
- **Grooming Behaviors**: Any suspected grooming or predatory behavior targeting minors
+- **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
@@ -196,7 +196,7 @@ Escalating immediately to child safety coordinator and senior staff.
 **Jurisdictional Considerations:**
 - Reporting requirements vary by jurisdiction
 - Some jurisdictions require reporting by all adults
- Some jurisdictions have specific requirements for organizations
+- Some jurisdictions have specific requirements for organisations
 - When in doubt, consult with legal counsel and report
 - Multiple jurisdictions may require reporting to multiple agencies

@@ -206,7 +206,7 @@ Escalating immediately to child safety coordinator and senior staff.
 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 staff members as appropriate
+4. **Coordination**: Coordinate with other Team members as appropriate

 **External Reporting:**
 - **Child Protection Services**: Report to appropriate child protection agency
@@ -245,15 +245,17 @@ Escalating immediately to child safety coordinator and senior staff.
 - **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 while fulfilling reporting obligations
+- **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 behavior
+- 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
@@ -306,7 +308,7 @@ Escalating immediately to child safety coordinator and senior staff.
 **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 Minimize**: Do not minimize concerns or suggest they're overreacting
+- **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

@@ -316,15 +318,15 @@ Escalating immediately to child safety coordinator and senior staff.
 - Use simple, clear language
 - Focus on safety and support
 - Avoid graphic details
- Emphasize that they did the right thing by reporting
+- Emphasise that they did the right thing by reporting
 - Involve guardians/parents as appropriate

 **Teenagers (13-17):**
- Respect their autonomy while ensuring safety
+- Respect their autonomy whilst ensuring safety
 - Provide clear information about what will happen
 - Offer choices when appropriate
 - Connect with appropriate support resources
- Respect privacy while maintaining safety
+- Respect privacy whilst maintaining safety

 ### 6.2. Communicating with Families

@@ -333,7 +335,7 @@ Escalating immediately to child safety coordinator and senior staff.
 **When to Contact:**
 - When a minor reports a safety concern
 - When inappropriate content involving a minor is discovered
- When grooming behavior targeting a minor is suspected
+- When grooming behaviour targeting a minor is suspected
 - When legal reporting requirements mandate family notification
 - When a minor requests family involvement

@@ -385,14 +387,14 @@ Escalating immediately to child safety coordinator and senior staff.
 **Proactive Moderation:**
 - Active moderation in all minor-accessible spaces
 - Regular monitoring of interactions involving minors
- Pattern recognition for grooming behaviors
+- 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 recognizing and reporting grooming behaviors
+- Share information about recognising and reporting grooming behaviours
 - Provide resources for parents and guardians
 - Regular community reminders about safety policies

@@ -402,13 +404,13 @@ Escalating immediately to child safety coordinator and senior staff.

 **Regular Updates:**
 - Quarterly child safety training updates
- Regular review of grooming behavior indicators
+- 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 behaviors
+- Recognition of grooming behaviours
 - Appropriate response procedures
 - Documentation best practices
 - Communication with minors and families
@@ -425,36 +427,25 @@ Escalating immediately to child safety coordinator and senior staff.

 ## 8. SELF-CARE AND EMOTIONAL SUPPORT

-### 8.1. 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 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

-**Emotional Demands:**
- Child safety work can be emotionally challenging and distressing
- Exposure to grooming behaviors and exploitation can be traumatic
- Supporting minors who have experienced harm requires emotional resilience
- Maintaining professional boundaries while providing support can be difficult
- Repeated exposure can lead to secondary trauma and burnout
+**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

-**Signs of Emotional Strain:**
- **Physical Symptoms**: Fatigue, headaches, sleep disturbances, tension
- **Emotional Symptoms**: Anxiety, sadness, 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 minors
-
-**Between Incidents:**
- **Debriefing**: Participate in debriefing sessions after difficult incidents
- **Professional Support**: Access counseling or professional support when needed
- **Restoration**: Engage in activities that restore emotional equilibrium
- **Reflection**: Regular self-reflection on emotional responses and needs
+**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

@@ -492,7 +483,7 @@ Escalating immediately to child safety coordinator and senior staff.

 ## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 9.1. Scenario 1: Suspected Grooming Behavior
+### 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."

@@ -503,11 +494,11 @@ Escalating immediately to child safety coordinator and senior staff.
 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 while maintaining appropriate boundaries.
+**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 realized minors could access the channel.
+**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?
@@ -529,26 +520,15 @@ Escalating immediately to child safety coordinator and senior staff.

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All child safety training completion and updates must be documented in staff records for:
- Accountability and quality assurance
- Legal compliance requirements
- Performance evaluation purposes
- Continuous improvement tracking
- Demonstration of due diligence
+**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 staff development programme designed to ensure the highest level of protection for minors in our community. Child safety is our highest priority, and all staff 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 staff channels.*
+*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
@@ -429,8 +429,8 @@ 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. PRACTICE SCENARIOS AND TRAINING EXERCISES

@@ -446,14 +446,14 @@ This training provides comprehensive guidance for staff members serving as Commu
 5. How do you decline if the partnership doesn't align?
 6. How do you find alternative growth opportunities?

-**Correct Answer**: Evaluate partnership against community values and social justice mission, prioritize 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.
+**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.

 ### 8.2. Scenario 2: Rapid Growth Challenge

 **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.

 **Your Response:**
-1. How do you manage rapid growth while maintaining community quality?
+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?
@@ -464,7 +464,7 @@ This training provides comprehensive guidance for staff members serving as Commu

 ### 8.3. Scenario 3: Diversity Growth Initiative

-**Situation**: Community leadership wants to increase diversity, particularly among underrepresented groups in technology. You need to develop strategies to attract and retain diverse members while ensuring authentic inclusion.
+**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.

 **Your Response:**
 1. How do you develop strategies to attract diverse members?
@@ -478,19 +478,13 @@ This training provides comprehensive guidance for staff members serving as Commu

 ## 9. TRAINING REQUIREMENTS

-### 9.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 9.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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
@@ -523,28 +523,28 @@ This training provides comprehensive guidance for staff members serving as Commu
 **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.

 **Your Response:**
-1. How do you assess and prioritize their needs?
+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 while being supportive?
+6. How do you maintain boundaries whilst being supportive?

-**Correct Answer**: Conduct comprehensive assessment, prioritize 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.
+**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.

 ### 9.2. Scenario 2: Crisis Support Situation

 **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.

 **Your Response:**
-1. How do you recognize this as a crisis situation?
-2. How do you respond immediately while maintaining boundaries?
+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?

-**Correct Answer**: Recognize 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.
+**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.

 ### 9.3. Scenario 3: Accessibility Accommodation Request

@@ -562,19 +562,13 @@ This training provides comprehensive guidance for staff members serving as Commu

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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

@@ -692,9 +684,9 @@ This training operates within our comprehensive policy framework:
 - **Personal Time**: Adequate time off and vacation policies
 - **Wellness Programs**: Access to wellness resources and programmes

-## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 9.1. Scenario 1: Interpersonal Conflict Escalation
+### 10.1. Scenario 1: Interpersonal Conflict Escalation

 **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.

@@ -708,49 +700,43 @@ This training operates within our comprehensive policy framework:

 **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.

-### 9.2. Scenario 2: Conflict Involving Marginalised Community Member
+### 10.2. Scenario 2: Conflict Involving Marginalised Community Member

 **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."

 **Your Response:**
-1. How do you prioritize supporting the marginalised community member?
+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?

-**Correct Answer**: Prioritize 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.
+**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.

-### 9.3. Scenario 3: Staff-Community Member Conflict
+### 10.3. Scenario 3: Staff-Community Member Conflict

-**Situation**: A community member reports that a staff member was dismissive and rude to them during a moderation interaction. The staff 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.
+**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.

 **Your Response:**
-1. How do you handle a conflict where staff is involved?
+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?

-**Correct Answer**: Ensure conflicted staff member doesn't participate in resolution, use independent staff members for review, address power dynamics explicitly, apply same community standards to staff, provide transparent communication about process, take appropriate accountability measures, maintain community trust through fair process.
+**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.

-## 10. TRAINING REQUIREMENTS
+## 11. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Content Moderation Fundamentals Training for Staff

 ### 1.1. Purpose of This Training

-This training document provides fundamental guidance for staff 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.
+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

@@ -47,7 +47,7 @@ This training operates within our comprehensive moderation framework:
 - Maintain transparency logs and documentation

 **Safety:**
- Prioritize community member safety
+- Prioritise community member safety
 - Remove harmful content promptly
 - Protect vulnerable community members
 - Maintain safe, welcoming environments
@@ -155,8 +155,8 @@ This training operates within our comprehensive moderation framework:

 **Community Standards Violations:**
 - Violations of community guidelines
- Inappropriate behavior or language
- Disruptive or toxic behavior
+- Inappropriate behaviour or language
+- Disruptive or toxic behaviour
 - Content that harms community culture
 - Behavior inconsistent with community values

@@ -211,9 +211,9 @@ This training operates within our comprehensive moderation framework:
 - Err on side of safety when uncertain
 - Document reasoning for decisions

-#### 3.2.2. Gray Areas
+#### 3.2.2. Grey Areas

-**Common Gray Areas:**
+**Common Grey Areas:**
 - Satire, humour, or parody
 - Educational or academic content
 - Historical or news content
@@ -221,7 +221,7 @@ This training operates within our comprehensive moderation framework:
 - Cultural or linguistic differences
 - Context-dependent situations

-**Handling Gray Areas:**
+**Handling Grey Areas:**
 - Consider intent and context
 - Assess impact on community
 - Apply community values and principles
@@ -261,9 +261,9 @@ This training operates within our comprehensive moderation framework:
 **Warnings:**
 - Formal warnings about violations
 - Explanation of policy violation
- Guidance on expected behavior
+- Guidance on expected behaviour
 - Information about consequences
- Opportunity to correct behavior
+- Opportunity to correct behaviour

 **Restrictions:**
 - Temporary restrictions on posting
@@ -329,7 +329,7 @@ This training operates within our comprehensive moderation framework:
 **Incident Documentation:**
 - Date, time, and platform
 - User(s) involved
- Content or behavior in question
+- Content or behaviour in question
 - Policy violation identified
 - Evidence (screenshots, logs, etc.)
 - Action taken and reasoning
@@ -474,7 +474,7 @@ This training operates within our comprehensive moderation framework:
 #### 7.1.1. Cultural Considerations

 **Cultural Sensitivity:**
- Recognize cultural differences
+- Recognise cultural differences
 - Understand cultural context
 - Avoid cultural bias
 - Respect cultural expressions
@@ -490,7 +490,7 @@ This training operates within our comprehensive moderation framework:
 #### 7.1.2. Language Considerations

 **Language Differences:**
- Recognize language proficiency differences
+- Recognise language proficiency differences
 - Consider language barriers
 - Understand translation limitations
 - Support non-native speakers
@@ -534,7 +534,7 @@ This training operates within our comprehensive moderation framework:
 - Share information appropriately
 - Coordinate responses when needed
 - Maintain consistency across platforms
- Recognize cross-platform patterns
+- Recognise cross-platform patterns
 - Support unified community experience

 ## 8. MODERATION TOOLS AND SYSTEMS
@@ -547,7 +547,7 @@ This training operates within our comprehensive moderation framework:
 - Queues for reviewing reported content
 - Filters and search capabilities
 - Bulk actions and workflows
- Tagging and categorization
+- Tagging and categorisation
 - History and context views

 **Efficiency Tools:**
@@ -580,8 +580,8 @@ This training operates within our comprehensive moderation framework:
 **Automation Uses:**
 - Spam detection and filtering
 - Obvious violation detection
- Content categorization
- Queue prioritization
+- Content categorisation
+- Queue prioritisation
 - Routine task automation

 **Automation Limitations:**
@@ -621,7 +621,7 @@ This training operates within our comprehensive moderation framework:
 - Balancing quality with efficiency

 **Impact Management:**
- Recognize signs of stress or burnout
+- Recognise signs of stress or burnout
 - Take breaks and rest regularly
 - Manage workload effectively
 - Seek support when needed
@@ -695,7 +695,7 @@ This training operates within our comprehensive moderation framework:

 ### 10.2. Scenario 2: Progressive Enforcement

-**Situation**: A user received their first warning for a minor policy violation (low severity). They continue the same behavior after the warning, posting similar content that violates the same policy.
+**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?
@@ -705,7 +705,7 @@ This training operates within our comprehensive moderation framework:
 5. How do you communicate the escalation?
 6. How do you document the progressive enforcement?

-**Correct Answer**: Assess continued behavior 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.
+**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

@@ -723,28 +723,13 @@ This training operates within our comprehensive moderation framework:

 ## 11. TRAINING REQUIREMENTS

-### 11.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 11.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
-
-### 11.3. Documentation
-
-All content moderation fundamentals training completion and ongoing work must be documented for:
- Accountability and quality assurance
- Performance evaluation purposes
- Continuous improvement tracking
- Team learning and development
- Community trust and transparency
+**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: Criminal Activity Training for Staff
 ---

-**MANDATORY TRAINING FOR ALL STAFF MEMBERS**
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for all staff members on recognising, responding to, and managing criminal activity within our community. Staff members must be prepared to identify potential criminal activity, respond appropriately, and ensure compliance with legal obligations while protecting community members and maintaining platform integrity.
+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

@@ -117,7 +117,7 @@ This training operates within our comprehensive safety and legal compliance fram
 - Large-scale copyright violation operations
 - Commercial piracy activities
 - Distribution of cracked software or media
- Organized piracy networks
+- Organised piracy networks

 **Illegal Material:**
 - Distribution of illegal drugs or substances
@@ -130,10 +130,10 @@ This training operates within our comprehensive safety and legal compliance fram

 **Terrorist Content:**
 - Content promoting or glorifying terrorism
- Recruitment materials for terrorist organizations
+- Recruitment materials for terrorist organisations
 - Instructions for carrying out attacks
 - Threats of terrorist activity
- Material supporting designated terrorist organizations
+- Material supporting designated terrorist organisations

 **Extremist Activity:**
 - Content promoting violent extremism
@@ -142,7 +142,7 @@ This training operates within our comprehensive safety and legal compliance fram
 - Distribution of extremist propaganda
 - Radicalization attempts targeting community members

-### 2.2. Recognizing Criminal Activity Patterns
+### 2.2. Recognising Criminal Activity Patterns

 #### 2.2.1. Behavioural Indicators

@@ -155,10 +155,10 @@ This training operates within our comprehensive safety and legal compliance fram

 **Coordination Indicators:**
 - Multiple accounts coordinating activities
- Organized campaigns or operations
+- Organised campaigns or operations
 - Network of accounts working together
 - Rapid spread of criminal content or schemes
- Patterns suggesting organized criminal activity
+- Patterns suggesting organised criminal activity

 #### 2.2.2. Content Indicators

@@ -187,7 +187,7 @@ This training operates within our comprehensive safety and legal compliance fram
 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 while it's fresh
+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:**
@@ -293,7 +293,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.
 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 staff members as appropriate
+4. **Coordination**: Coordinate with other Team members as appropriate

 **External Reporting:**
 - **Law Enforcement**: Report to local law enforcement for violent crimes and threats
@@ -318,7 +318,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.
 **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 (while respecting privacy)
+- **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

@@ -397,7 +397,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.
 **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 Minimize**: Do not minimize the seriousness of the crime
+- **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

@@ -405,7 +405,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.

 **Support Resources:**
 - **Law Enforcement**: Information about reporting to law enforcement
- **Victim Support Services**: Connect with victim support organizations
+- **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
@@ -452,7 +452,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.

 **Community Education:**
 - Provide education about common scams and frauds
- Share information about recognizing criminal activity
+- Share information about recognising criminal activity
 - Educate community members about online safety
 - Provide resources for reporting suspicious activity
 - Regular reminders about security best practices
@@ -510,7 +510,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.
 - 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 while providing support can be difficult
+- Maintaining professional boundaries whilst providing support can be difficult
 - Repeated exposure can lead to secondary trauma and burnout

 **Signs of Emotional Strain:**
@@ -584,7 +584,7 @@ Escalating to security coordinator. Reporting to appropriate authorities.

 ### 9.2. Scenario 2: Financial Fraud Scheme

-**Situation**: Multiple community members report receiving messages from an account claiming to be a staff member, requesting gift cards or cryptocurrency payments to resolve account issues. The messages include urgent language and threats of account suspension.
+**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?
@@ -606,30 +606,15 @@ Escalating to security coordinator. Reporting to appropriate authorities.

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
-
-### 10.3. Documentation
-
-All criminal activity training completion and updates must be documented in staff records for:
- Accountability and quality assurance
- Legal compliance requirements
- Performance evaluation purposes
- Continuous improvement tracking
- Demonstration of due diligence
+**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 staff development programme designed to ensure appropriate recognition and response to criminal activity while protecting community members and maintaining legal compliance. Criminal activity response is critical to community safety, and all staff 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 staff channels.*
+*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.*

@@ -2,13 +2,13 @@
 title: Crisis Response Training for Staff
 ---

-**MANDATORY TRAINING FOR ALL STAFF MEMBERS**
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for all staff members on recognising, responding to, and managing mental health crises and emergency situations within our community. This training is mandatory for all staff members and must be completed before assuming moderation responsibilities.
+This training document provides essential guidance for all Team members on recognising, responding to, and managing mental health crises and emergency situations within our community. This training is mandatory for all Team members and must be completed before assuming moderation responsibilities.

 ### 1.2. Integration with Existing Policies

@@ -35,7 +35,7 @@ This training operates within our comprehensive crisis management framework:

 ### 2.1. Understanding Crisis Indicators

-Staff members must be able to identify potential crisis situations. Learn to recognise these indicators:
+Team members must be able to identify potential crisis situations. Learn to recognise these indicators:

 #### 2.1.1. High-Risk Indicators (IMMEDIATE ACTION REQUIRED)

@@ -129,7 +129,7 @@ I'm getting additional support for you right now."

 **Example Response Template:**
 ```
-"Thank you for sharing this with us. It sounds like you're going through a really difficult time. While I can't provide professional counseling, I want to connect you with resources that can help:
+"Thank you for sharing this with us. It sounds like you're going through a really difficult time. While I can't provide professional counselling, I want to connect you with resources that can help:

 [List appropriate resources based on user's location if known]

@@ -157,6 +157,8 @@ Taking care of your mental health is really important. Have you considered reach

 ## 4. 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 crisis-specific escalation steps.
+
 ### 4.1. When to Escalate

 **ALWAYS ESCALATE:**
@@ -302,19 +304,29 @@ Taking care of your mental health is really important. Have you considered reach

 ## 8. SELF-CARE FOR STAFF

-### 8.1. Emotional Impact Management
+**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 crisis-response-specific considerations; refer to the self-care resources document for comprehensive guidance.

-**Crisis work can be emotionally demanding:**
- Recognise signs of burnout or compassion fatigue
- Use debriefing sessions after difficult situations
- Set appropriate boundaries between work and personal life
- Seek support when needed
+### 8.1. Crisis Response-Specific Self-Care Considerations
+
+**Additional Considerations for Crisis Work:**
+- 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

 ### 8.2. Available Support Systems

-**For Staff Members:**
- Peer support through staff channels
- Debriefing sessions with senior staff
+**For Team Members:**
+- Peer support through Team channels
+- Debriefing sessions with senior Team members
 - Access to counselling resources
 - Flexibility to step back when needed

@@ -362,19 +374,13 @@ Taking care of your mental health is really important. Have you considered reach

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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

 ---

@@ -2,13 +2,13 @@
 title: Cross-Platform Coordination Training for Staff
 ---

-**ESSENTIAL TRAINING FOR MULTI-PLATFORM STAFF MEMBERS**
+**ESSENTIAL TRAINING FOR MULTI-PLATFORM TEAM MEMBERS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose and Importance

-This training provides guidance for staff members who work across multiple platforms within our community ecosystem. Cross-platform coordination is essential for creating a cohesive community experience while respecting the unique characteristics and requirements of each platform.
+This training provides guidance for Team members who work across multiple platforms within our community ecosystem. Cross-platform coordination is essential for creating a cohesive community experience whilst respecting the unique characteristics and requirements of each platform.

 ### 1.2. Multi-Platform Community Structure

@@ -66,7 +66,7 @@ This training operates within our policy framework:

 ### 2.3. Consistent User Experience

-**User Expectation**: Community members should feel they're interacting with the same organisation regardless of platform, while experiencing platform-appropriate features and workflows.
+**User Expectation**: Community members should feel they're interacting with the same organisation regardless of platform, whilst experiencing platform-appropriate features and workflows.

 ## 3. UNDERSTANDING PLATFORM-SPECIFIC CHARACTERISTICS

@@ -233,7 +233,7 @@ This training operates within our policy framework:
 **Platform Adaptations:**
 - Adjust formality level to platform norms
 - Use platform-specific features appropriately
- Respect platform culture while maintaining standards
+- Respect platform culture whilst maintaining standards
 - Adapt communication style to audience expectations

 #### 4.3.2. Cross-Platform User Support
@@ -324,7 +324,7 @@ This training operates within our policy framework:
 ### 6.2. Forum-Specific Responsibilities

 #### 6.2.1. Content Curation
- Organize and categorise discussion topics
+- Organise and categorise discussion topics
 - Create informative and educational content
 - Moderate long-form discussions and debates
 - Maintain knowledge base and FAQ resources
@@ -333,7 +333,7 @@ This training operates within our policy framework:
 - **Thread Management**: Move, merge, and organise discussion threads
 - **User Management**: Handle user accounts, permissions, and restrictions
 - **Content Tools**: Edit, format, and enhance community-generated content
- **Search and Organization**: Maintain findable, well-organised content
+- **Search and Organisation**: Maintain findable, well-organised content

 ### 6.3. Repository-Specific Responsibilities

@@ -390,7 +390,7 @@ This training operates within our policy framework:

 **Solutions:**
 - Reasonable workload distribution and rotation
- Specialization with cross-training for coverage
+- Specialisation with cross-training for coverage
 - Clear boundaries and scope definitions
 - Support systems and wellness programmes

@@ -559,7 +559,7 @@ This training operates within our policy framework:
 5. How do you coordinate with platform-specific staff?
 6. How do you ensure comprehensive response?

-**Correct Answer**: Coordinate immediately with all platform teams, ensure consistent messaging across platforms, share information appropriately while respecting platform contexts, prevent misinformation through coordinated communication, work closely with platform-specific staff, ensure comprehensive response that addresses crisis on all platforms.
+**Correct Answer**: Coordinate immediately with all platform teams, ensure consistent messaging across platforms, share information appropriately whilst respecting platform contexts, prevent misinformation through coordinated communication, work closely with platform-specific staff, ensure comprehensive response that addresses crisis on all platforms.

 ### 10.2. Scenario 2: Policy Inconsistency Report

@@ -573,7 +573,7 @@ This training operates within our policy framework:
 5. How do you coordinate policy application across platforms?
 6. How do you communicate about platform-specific considerations?

-**Correct Answer**: Investigate both actions, assess if platform-specific context justified different actions, address community member concern transparently, ensure consistent policy application while recognizing valid platform differences, coordinate policy application across platforms, communicate clearly about consistency and platform considerations.
+**Correct Answer**: Investigate both actions, assess if platform-specific context justified different actions, address community member concern transparently, ensure consistent policy application whilst recognising valid platform differences, coordinate policy application across platforms, communicate clearly about consistency and platform considerations.

 ### 10.3. Scenario 3: Cross-Platform Event Coordination

@@ -591,19 +591,13 @@ This training operates within our policy framework:

 ## 11. TRAINING REQUIREMENTS

-### 11.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 11.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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
 - 360-degree feedback from community members and staff across platforms
 - Cross-platform initiative leadership and success evaluation
 - Crisis response and complex situation management assessment
@@ -2,13 +2,13 @@
 title: Data Analytics and Reporting Training for Staff
 ---

-**SPECIALIZED TRAINING FOR DATA AND ANALYTICS COORDINATORS**
+**SPECIALISED TRAINING FOR DATA AND ANALYTICS COORDINATORS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose and Strategic Importance

-This training provides comprehensive guidance for staff members serving as Data and Analytics Coordinators within our community ecosystem. Data analytics plays a crucial role in understanding community health, measuring progress toward our social justice goals, and making evidence-based decisions that better serve marginalised community members.
+This training provides comprehensive guidance for Team members serving as Data and Analytics Coordinators within our community ecosystem. Data analytics plays a crucial role in understanding community health, measuring progress towards our social justice goals, and making evidence-based decisions that better serve marginalised community members.

 ### 1.2. Data and Analytics Coordinator Responsibilities

@@ -50,7 +50,7 @@ This training provides comprehensive guidance for staff members serving as Data
 **Community Health Indicators:**
 - **Satisfaction Metrics**: Community member satisfaction with platforms, services, and experiences
 - **Retention Rates**: Member retention and factors affecting long-term engagement
- **Support Utilization**: Usage of community support services and resources
+- **Support Utilisation**: Usage of community support services and resources
 - **Conflict and Resolution**: Frequency and types of conflicts, and resolution effectiveness

 #### 2.1.2. Data Collection Ethics
@@ -339,10 +339,10 @@ This training provides comprehensive guidance for staff members serving as Data
 - **Data Pipeline Automation**: Automated data processing and analysis pipelines
 - **Quality Assurance**: Automated quality assurance checks in data processing

-**Workflow Optimization:**
+**Workflow Optimisation:**
 - **Process Automation**: Automation of routine data processing and analysis tasks
 - **Template Development**: Development of templates and frameworks for common analyses
- **Collaboration Tools**: Tools for collaborating on data analysis with other staff members
+- **Collaboration Tools**: Tools for collaborating on data analysis with other Team members
 - **Documentation Automation**: Automated documentation of data processing and analysis procedures

 ## 7. REPORTING AND COMMUNICATION
@@ -433,7 +433,7 @@ This training provides comprehensive guidance for staff members serving as Data
 - **Cloud Platforms**: Experience with cloud-based analytics platforms and tools
 - **API Integration**: Skills in integrating with various APIs for data collection

-**Specialized Tools:**
+**Specialised Tools:**
 - **Business Intelligence**: Experience with business intelligence and dashboard tools
 - **Survey Platforms**: Proficiency with survey platforms and data collection tools
 - **Version Control**: Use of version control systems for code and analysis documentation
@@ -453,7 +453,7 @@ This training provides comprehensive guidance for staff members serving as Data
 - **Accuracy and Integrity**: Maintaining the highest standards of accuracy and integrity in data analysis
 - **Confidentiality**: Protecting confidential information and respecting privacy
 - **Competence**: Maintaining and developing professional competence in data analysis
- **Objectivity**: Maintaining objectivity while acknowledging the value-driven nature of community work
+- **Objectivity**: Maintaining objectivity whilst acknowledging the value-driven nature of community work

 #### 8.2.2. Continuous Learning and Development

@@ -473,25 +473,25 @@ This training provides comprehensive guidance for staff members serving as Data

 ### 9.1. Scenario 1: Privacy-Compliant Data Collection

-**Situation**: You need to collect data to analyze community engagement patterns, but you're concerned about privacy compliance. The data collection involves tracking user activity, participation patterns, and demographic information for equity analysis.
+**Situation**: You need to collect data to analyse community engagement patterns, but you're concerned about privacy compliance. The data collection involves tracking user activity, participation patterns, and demographic information for equity analysis.

 **Your Response:**
 1. How do you ensure data collection is privacy-compliant?
 2. What legal basis do you have for processing this data?
-3. How do you minimize data collection?
+3. How do you minimise data collection?
 4. How do you obtain appropriate consent or ensure legitimate interest?
 5. How do you protect sensitive data?
 6. How do you communicate data use to community members?

-**Correct Answer**: Ensure lawful basis for processing, minimize data collection to what's necessary, use anonymization and aggregation where possible, obtain consent or ensure legitimate interest applies, implement strong security measures, communicate data use transparently, respect data subject rights, follow privacy by design principles.
+**Correct Answer**: Ensure lawful basis for processing, minimise data collection to what's necessary, use anonymization and aggregation where possible, obtain consent or ensure legitimate interest applies, implement strong security measures, communicate data use transparently, respect data subject rights, follow privacy by design principles.

 ### 9.2. Scenario 2: Equity Analysis Request

-**Situation**: Community leadership wants to analyze whether moderation actions are applied equitably across different demographic groups. They want data on moderation actions broken down by various identity factors to identify potential bias.
+**Situation**: Community leadership want to analyse whether moderation actions are applied equitably across different demographic groups. They want data on moderation actions broken down by various identity factors to identify potential bias.

 **Your Response:**
 1. How do you design this analysis ethically?
-2. How do you protect privacy while analysing equity?
+2. How do you protect privacy whilst analysing equity?
 3. How do you ensure the analysis doesn't perpetuate harm?
 4. How do you involve affected community members?
 5. How do you present findings in a way that advances equity?
@@ -515,19 +515,13 @@ This training provides comprehensive guidance for staff members serving as Data

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Data Privacy and GDPR Compliance Training for Staff
 ---

-**MANDATORY TRAINING FOR ALL STAFF MEMBERS**
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for all staff members on data privacy principles, GDPR compliance, and proper handling of user data. All staff members who interact with user data must understand privacy laws, user rights, and our obligations to protect personal information.
+This training document provides essential guidance for all Team members on data privacy principles, GDPR compliance, and proper handling of user data. All Team members who interact with user data must understand privacy laws, user rights, and our obligations to protect personal information.

 ### 1.2. Integration with Existing Policies

@@ -122,7 +122,7 @@ This training operates within our comprehensive privacy and data protection fram
 **Security:**
 - Protect data against unauthorized access
 - Protect against loss, destruction, or damage
- Implement appropriate technical and organizational measures
+- Implement appropriate technical and organisational measures

 **Confidentiality:**
 - Limit access to personal data
@@ -137,7 +137,7 @@ This training operates within our comprehensive privacy and data protection fram

 **When GDPR Applies:**
 - Processing personal data of individuals in the European Economic Area (EEA)
- Regardless of where the organization is located
+- Regardless of where the organisation is located
 - Applies to both controllers and processors
 - Covers all types of personal data processing

@@ -145,7 +145,7 @@ This training operates within our comprehensive privacy and data protection fram
 - **Lawful Basis**: Must have legal basis for processing
 - **Consent**: Must be freely given, specific, informed, and unambiguous
 - **Rights**: Data subjects have extensive rights
- **Accountability**: Organizations must demonstrate compliance
+- **Accountability**: Organisations must demonstrate compliance
 - **Breach Notification**: Must notify authorities and users of breaches

 #### 3.1.2. Legal Bases for Processing
@@ -172,7 +172,7 @@ This training operates within our comprehensive privacy and data protection fram

 **Public Task:**
 - Processing necessary for public interest or official authority
- Organization exercises official authority
+- Organisation exercises official authority
 - Processing is necessary for task

 **Legitimate Interests:**
@@ -444,7 +444,7 @@ Escalating immediately to security coordinator and senior staff.
 **Investigation Steps:**
 1. **Determine Cause** - Identify how breach occurred
 2. **Assess Impact** - Determine full scope of breach
-3. **Identify Affected Data** - Catalog all affected personal data
+3. **Identify Affected Data** - Catalogue all affected personal data
 4. **Identify Affected Users** - Determine which users are affected
 5. **Assess Risk** - Evaluate risk to individuals
 6. **Develop Remediation Plan** - Plan steps to address breach
@@ -498,7 +498,7 @@ Escalating immediately to security coordinator and senior staff.
 #### 6.1.2. Data Sharing in Moderation

 **When Data Can Be Shared:**
- With other staff members for moderation purposes
+- With other Team members for moderation purposes
 - With law enforcement when legally required
 - With affected parties when necessary for safety
 - With legal counsel for legal advice
@@ -618,7 +618,7 @@ Escalating immediately to security coordinator and senior staff.

 **Mitigating Risks:**
 - Technical measures (encryption, access controls)
- Organizational measures (policies, training)
+- Organisational measures (policies, training)
 - Contractual measures (data processing agreements)
 - Regular reviews and updates

@@ -726,7 +726,7 @@ Escalating immediately to security coordinator and senior staff.
 **Compliance Measures:**
 - Privacy policies and procedures
 - Staff training and awareness
- Technical and organizational measures
+- Technical and organisational measures
 - Regular audits and assessments
 - Documentation of compliance efforts

@@ -767,7 +767,7 @@ Escalating immediately to security coordinator and senior staff.
 - Keeping up with regulatory changes

 **Stress Management:**
- Recognize signs of stress
+- Recognise signs of stress
 - Take breaks when needed
 - Seek support from colleagues
 - Maintain work-life balance
@@ -833,7 +833,7 @@ Escalating immediately to security coordinator and senior staff.

 ### 11.2. Scenario 2: Data Breach Discovery

-**Situation**: You discover that a staff member accidentally sent an email containing user email addresses to the wrong distribution list. Fifty people who shouldn't have received the email now have access to user email addresses.
+**Situation**: You discover that a Team member accidentally sent an email containing user email addresses to the wrong distribution list. Fifty people who shouldn't have received the email now have access to user email addresses.

 **Your Response:**
 1. What are your immediate actions?
@@ -860,30 +860,15 @@ Escalating immediately to security coordinator and senior staff.

 ## 12. TRAINING REQUIREMENTS

-### 12.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 12.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
-
-### 12.3. Documentation
-
-All data privacy training completion and updates must be documented in staff records for:
- Accountability and compliance demonstration
- Legal compliance requirements
- Performance evaluation purposes
- Continuous improvement tracking
- Regulatory audit purposes
+**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 Data Privacy and GDPR Compliance Training document is part of our comprehensive staff development programme designed to ensure proper handling of user data and compliance with data protection regulations. Data privacy is critical to user trust and legal compliance, and all staff members must complete this training before handling user data. For questions about data privacy procedures or to report training completion, please contact the Privacy Officer through designated staff channels.*
+*This Data Privacy and GDPR Compliance Training document is part of our comprehensive Team development programme designed to ensure proper handling of user data and compliance with data protection regulations. Data privacy is critical to user trust and legal compliance, and all Team members must complete this training before handling user data. For questions about data privacy procedures or to report training completion, please contact the Privacy Officer through designated Team channels.*

@@ -8,7 +8,7 @@ title: De-escalation Techniques Training for Staff

 ### 1.1. Purpose of This Training

-This training document provides comprehensive guidance for staff members on de-escalation techniques for managing highly emotional, tense, or potentially volatile situations in online communities. Effective de-escalation prevents situations from escalating into conflicts, protects community members, and maintains safe, welcoming environments.
+This training document provides comprehensive guidance for Team members on de-escalation techniques for managing highly emotional, tense, or potentially volatile situations in online communities. Effective de-escalation prevents situations from escalating into conflicts, protects community members, and maintains safe, welcoming environments.

 ### 1.2. Integration with Existing Policies

@@ -77,14 +77,14 @@ This training operates within our comprehensive moderation and safety framework:

 **Stage 4: Crisis**
 - Extreme emotional responses
- Threats or dangerous behavior
+- Threats or dangerous behaviour
 - Safety concerns
 - Immediate protective action required

 #### 2.1.2. Escalation Triggers

 **Common Triggers:**
- Feeling attacked or criticized
+- Feeling attacked or criticised
 - Perceived injustice or unfairness
 - Threats to identity or values
 - Loss of control or agency
@@ -101,7 +101,7 @@ This training operates within our comprehensive moderation and safety framework:
 - Exclusion or ostracism
 - Platform limitations or technical issues

-### 2.2. Recognizing Escalation Patterns
+### 2.2. Recognising Escalation Patterns

 #### 2.2.1. Early Warning Signs

@@ -117,7 +117,7 @@ This training operates within our comprehensive moderation and safety framework:
 - Tagging multiple people
 - Moving to different platforms
 - Recruiting others to support
- Threatening language or behavior
+- Threatening language or behaviour

 **Communication Patterns:**
 - Shift from issue-focused to person-focused
@@ -165,7 +165,7 @@ This training operates within our comprehensive moderation and safety framework:
 **Safety in De-escalation:**
 - Maintain your own safety
 - Don't put yourself in dangerous situations
- Recognize when de-escalation isn't appropriate
+- Recognise when de-escalation isn't appropriate
 - Escalate to protective action when needed
 - Support community member safety throughout

@@ -192,12 +192,12 @@ This training operates within our comprehensive moderation and safety framework:
 - Validate concerns and perspectives
 - Show understanding of their position
 - Demonstrate care and concern
- Avoid dismissing or minimizing
+- Avoid dismissing or minimising

 **Understanding Perspectives:**
 - Try to understand their perspective
 - Consider their experiences and context
- Recognize valid concerns
+- Recognise valid concerns
 - Acknowledge their feelings
 - Show respect for their position

@@ -205,7 +205,7 @@ This training operates within our comprehensive moderation and safety framework:

 **Avoiding Judgement:**
 - Don't judge their feelings or reactions
- Avoid labeling or categorizing
+- Avoid labelling or categorising
 - Don't assume intent or motivation
 - Avoid blame or criticism
 - Focus on understanding, not judging
@@ -232,7 +232,7 @@ This training operates within our comprehensive moderation and safety framework:
 - Reflect back what you hear
 - Paraphrase to confirm understanding
 - Acknowledge emotions and feelings
- Summarize key points
+- Summarise key points
 - Validate their experience

 #### 3.2.2. Clear and Respectful Communication
@@ -316,7 +316,7 @@ This training operates within our comprehensive moderation and safety framework:
 - Don't rush the process
 - Allow adequate time for de-escalation
 - Be patient with the process
- Recognize that de-escalation takes time
+- Recognise that de-escalation takes time
 - Don't force quick resolution

 #### 4.2.2. Redirection and Refocusing
@@ -343,8 +343,8 @@ This training operates within our comprehensive moderation and safety framework:
 - Acknowledge their feelings
 - Validate their emotional experience
 - Show understanding of their emotions
- Don't dismiss or minimize feelings
- Recognize emotions as valid
+- Don't dismiss or minimise feelings
+- Recognise emotions as valid

 **Validation Language:**
 - "I can see you're feeling [emotion]"
@@ -396,7 +396,7 @@ This training operates within our comprehensive moderation and safety framework:
 - Break complex messages into parts
 - Provide context and explanation
 - Ask questions to ensure understanding
- Summarize and confirm understanding
+- Summarise and confirm understanding

 **Avoiding Escalation in Text:**
 - Don't use all caps or excessive punctuation
@@ -480,6 +480,8 @@ This training operates within our comprehensive moderation and safety framework:

 ### 6.2. Conflict De-escalation

+**Reference to Comprehensive Conflict Resolution Training**: For detailed conflict resolution procedures, mediation techniques, and comprehensive conflict management guidance, see [Conflict Resolution Training](/staff/training/conflict-resolution). This section provides de-escalation techniques for conflicts; refer to the conflict resolution training document for complete conflict resolution processes.
+
 #### 6.2.1. Interpersonal Conflicts

 **De-escalating Conflicts:**
@@ -517,7 +519,7 @@ This training operates within our comprehensive moderation and safety framework:
 #### 6.3.1. Mental Health Crises

 **De-escalating Mental Health Crises:**
- Prioritize safety
+- Prioritise safety
 - Stay calm and supportive
 - Listen and validate
 - Provide resources and support
@@ -555,7 +557,7 @@ This training operates within our comprehensive moderation and safety framework:
 **Immediate Safety Threats:**
 - Threats of violence
 - Doxxing or privacy violations
- Stalking behaviors
+- Stalking behaviours
 - Criminal activity
 - Severe harassment or abuse

@@ -573,10 +575,10 @@ This training operates within our comprehensive moderation and safety framework:
 - Continued escalation despite attempts
 - Threats or ultimatums
 - Manipulation or abuse
- Pattern of harmful behavior
+- Pattern of harmful behaviour

 **Response:**
- Recognize limitations
+- Recognise limitations
 - Don't continue ineffective de-escalation
 - Take appropriate protective action
 - Set clear boundaries
@@ -588,7 +590,7 @@ This training operates within our comprehensive moderation and safety framework:

 **Important Boundaries:**
 - Don't take responsibility for others' emotions
- Don't enable harmful behavior
+- Don't enable harmful behaviour
 - Maintain professional role
 - Don't become emotionally enmeshed
 - Set clear limits
@@ -597,7 +599,7 @@ This training operates within our comprehensive moderation and safety framework:
 - Clearly communicate boundaries
 - Enforce boundaries consistently
 - Don't compromise boundaries for de-escalation
- Recognize when boundaries are crossed
+- Recognise when boundaries are crossed
 - Take action when boundaries violated

 #### 7.2.2. Self-Protection
@@ -605,13 +607,13 @@ This training operates within our comprehensive moderation and safety framework:
 **Protecting Yourself:**
 - Maintain your own safety
 - Don't put yourself in dangerous situations
- Recognize your limitations
+- Recognise your limitations
 - Seek support when needed
 - Take breaks and practice self-care

-**Recognizing Limits:**
+**Recognising Limits:**
 - Know when you're not effective
- Recognize when you need support
+- Recognise when you need support
 - Know when to escalate
 - Understand your role and limitations
 - Practice self-awareness
@@ -685,32 +687,34 @@ This training operates within our comprehensive moderation and safety framework:

 **Learning from Experience:**
 - Review successful de-escalations
- Analyze unsuccessful attempts
+- Analyse unsuccessful attempts
 - Learn from colleagues' experiences
 - Stay current with best practices
 - Adapt and improve techniques

 ## 9. SELF-CARE AND SUPPORT

-### 9.1. Managing the Demands
+**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 de-escalation-specific considerations; refer to the self-care resources document for comprehensive guidance.
+
+### 9.1. De-escalation-Specific Self-Care Considerations

 #### 9.1.1. Emotional Impact

-**Challenges:**
+**Additional Considerations for De-escalation Work:**
 - De-escalation work can be emotionally demanding
 - Exposure to high emotions can be draining
 - Managing difficult situations can be stressful
 - Balancing de-escalation with other responsibilities
- Recognizing when you need support
+- Recognising when you need support

-**Self-Awareness:**
- Recognize signs of stress or burnout
- Monitor your emotional responses
- Know when you need breaks
- Seek support when needed
- Practice self-care regularly
+**Self-Care Practices:**
+- Take breaks between difficult de-escalation situations
+- Practice grounding techniques when feeling overwhelmed
+- Connect with colleagues for support and debriefing
+- Maintain perspective on your role and limitations
+- Access professional support when needed

-#### 9.1.2. Support Systems
+### 9.2. Support Systems

 **Team Support:**
 - Regular debriefing with colleagues
@@ -726,15 +730,15 @@ This training operates within our comprehensive moderation and safety framework:
 - Recognition and appreciation
 - Workload management

-### 9.2. Continuous Improvement
+### 9.3. Continuous Improvement

-#### 9.2.1. Ongoing Learning
+#### 9.3.1. Ongoing Learning

 **Learning Practices:**
 - Regular training and education
 - Reading about de-escalation techniques
 - Learning from case studies
- Practicing techniques
+- Practising techniques
 - Seeking feedback and improvement

 **Skill Development:**
@@ -758,7 +762,7 @@ This training operates within our comprehensive moderation and safety framework:
 5. How do you acknowledge their feelings?
 6. How do you facilitate resolution?

-**Correct Answer**: This is agitation stage moving toward aggression. Stay calm, don't match emotional intensity, use supportive language ("I understand this is important to you"), acknowledge their feelings, provide clear explanation, listen actively, offer collaborative resolution, provide space if needed.
+**Correct Answer**: This is agitation stage moving towards aggression. Stay calm, don't match emotional intensity, use supportive language ("I understand this is important to you"), acknowledge their feelings, provide clear explanation, listen actively, offer collaborative resolution, provide space if needed.

 ### 10.2. Scenario 2: Escalating Conflict Between Members

@@ -789,28 +793,13 @@ This training operates within our comprehensive moderation and safety framework:

 ## 11. TRAINING REQUIREMENTS

-### 11.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 11.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
-
-### 11.3. Documentation
-
-All de-escalation training completion and ongoing work must be documented for:
- Accountability and quality assurance
- Performance evaluation purposes
- Continuous improvement tracking
- Team learning and development
- Community trust and transparency
+**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: Documentation and Transparency Training for Staff
 ---

-**MANDATORY TRAINING FOR ALL STAFF MEMBERS**
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

 ## 1. INTRODUCTION AND IMPORTANCE

 ### 1.1. Purpose and Scope

-This training provides comprehensive guidance for all staff members on documentation practices and transparency requirements within our community. Proper documentation and transparency are essential for accountability, consistency, legal compliance, and community trust.
+This training provides comprehensive guidance for all Team members on documentation practices and transparency requirements within our community. Proper documentation and transparency are essential for accountability, consistency, legal compliance, and community trust.

 ### 1.2. Why Documentation and Transparency Matter

@@ -28,7 +28,7 @@ This training provides comprehensive guidance for all staff members on documenta
 - Provides evidence of good-faith efforts and proper procedures
 - Documents compliance with legal requirements and policies
 - Creates records needed for legal proceedings if necessary
- Protects both organisation and individual staff members
+- Protects both organisation and individual Team members

 ### 1.3. Integration with Existing Systems

@@ -51,11 +51,11 @@ This training operates within our comprehensive framework:
 **Essential Requirements:**
 - **Factual Accuracy**: Record only verifiable facts, not interpretations or assumptions
 - **Complete Context**: Include sufficient context for others to understand decisions
- **Timely Recording**: Document actions and decisions promptly while information is fresh
+- **Timely Recording**: Document actions and decisions promptly whilst information is fresh
 - **Objective Language**: Use neutral, professional language without bias or emotion

 **Documentation Standards:**
- **Who**: All parties involved, including staff members taking action
+- **Who**: All parties involved, including Team members taking action
 - **What**: Specific actions taken, policies applied, and decisions made
 - **When**: Exact dates and times of incidents and responses
 - **Where**: Platforms, channels, or locations where incidents occurred
@@ -91,14 +91,14 @@ This training operates within our comprehensive framework:
 **Complex Incident Documentation:**
 - **Background Context**: Relevant history or patterns leading to incident
 - **Multiple Perspectives**: Documentation of different viewpoints when relevant
- **Consultation Notes**: Input from other staff members or leadership
+- **Consultation Notes**: Input from other Team members or Leadership
 - **Escalation Process**: Steps taken to involve senior staff or external authorities
 - **Resolution Outcomes**: Final resolution and effectiveness assessment

 #### 2.2.2. Ongoing Monitoring Documentation

 **Pattern Recognition Records:**
- **Behavior Patterns**: Documentation of concerning behaviour patterns over time
+- **Behaviour Patterns**: Documentation of concerning behaviour patterns over time
 - **Escalation Tracking**: How situations have developed or escalated
 - **Intervention Effectiveness**: Success or failure of various intervention attempts
 - **Risk Assessment**: Current risk levels and monitoring requirements
@@ -124,8 +124,8 @@ This training operates within our comprehensive framework:
 **System Features:**
 - **Real-time Logging**: Actions are logged immediately when taken
 - **Searchable Database**: Community can search and review moderation history
- **Anonymous Protection**: Personal information is protected while maintaining transparency
- **Staff Identification**: Shows which staff member took each action
+- **Anonymous Protection**: Personal information is protected whilst maintaining transparency
+- **Team Identification**: Shows which Team member took each action
 - **Appeal Tracking**: Documents appeal processes and outcomes

 #### 3.1.2. What Gets Logged in Hikari
@@ -179,7 +179,7 @@ This training operates within our comprehensive framework:
 **Date/Time**: [Exact timestamp]
 **Platform**: [Discord/Forum/Repository/etc.]
 **User(s) Involved**: [Anonymized identifiers]
-**Staff Member**: [Your name/identifier]
+**Team Member**: [Your name/identifier]
 **Policy Violated**: [Specific policy section]
 **Description**: [Factual description of incident]
 **Evidence**: [Screenshots/logs/witnesses]
@@ -257,8 +257,8 @@ This training operates within our comprehensive framework:

 **Content Redaction:**
 - **Selective Quoting**: Include only relevant portions of content
- **Context Preservation**: Maintain enough context for understanding while protecting privacy
- **Sensitive Content Removal**: Remove personal details while preserving policy violation evidence
+- **Context Preservation**: Maintain enough context for understanding whilst protecting privacy
+- **Sensitive Content Removal**: Remove personal details whilst preserving policy violation evidence
 - **Multiple Version Management**: Maintain both full records and redacted public versions

 ## 5. DOCUMENTATION FOR DIFFERENT TYPES OF ACTIONS
@@ -285,7 +285,7 @@ This training operates within our comprehensive framework:

 **Warnings and Cautions:**
 - **Warning Level**: Informal guidance, formal warning, or final warning
- **Specific Behaviors**: Exact behaviours or actions that prompted warning
+- **Specific Behaviours**: Exact behaviours or actions that prompted warning
 - **Expectations**: Clear expectations for future behaviour
 - **Resources Provided**: Educational materials or support resources offered
 - **Timeline**: Timeframe for expected behaviour improvement
@@ -327,7 +327,7 @@ This training operates within our comprehensive framework:

 **Quality Assurance Reviews:**
 - **Review Trigger**: What prompted the quality assurance review
- **Review Team**: Which staff members participated in the review
+- **Review Team**: Which Team members participated in the review
 - **Standards Assessment**: How action measured against community standards
 - **Consistency Check**: Comparison with similar situations and actions
 - **Recommendations**: Suggestions for improvement or policy clarification
@@ -341,7 +341,7 @@ This training operates within our comprehensive framework:

 **Clarity Principles:**
 - **Simple Language**: Use clear, straightforward language without unnecessary jargon
- **Active Voice**: Use active voice when possible ("Staff member issued warning" rather than "Warning was issued")
+- **Active Voice**: Use active voice when possible ("Team member issued warning" rather than "Warning was issued")
 - **Specific Details**: Include specific facts rather than general descriptions
 - **Logical Organisation**: Present information in logical order with clear connections

@@ -422,7 +422,7 @@ This training operates within our comprehensive framework:
 - **Seek Understanding**: Try to understand underlying concerns behind defensive responses

 **Emotional Situations:**
- **Acknowledge Feelings**: Validate emotions while maintaining professional boundaries
+- **Acknowledge Feelings**: Validate emotions whilst maintaining professional boundaries
 - **Provide Support**: Offer appropriate support resources when users are distressed
 - **Clear Boundaries**: Maintain clear boundaries about what support you can and cannot provide
 - **Follow-up**: Appropriate follow-up to ensure ongoing support when needed
@@ -470,9 +470,9 @@ This training operates within our comprehensive framework:
 - **Improvement Identification**: Identify areas for improvement in your own documentation practices

 **Peer Review Participation:**
- **Colleague Review**: Regular review of documentation by other staff members
+- **Colleague Review**: Regular review of documentation by other Team members
 - **Feedback Integration**: Incorporate feedback from peer reviews into improved practices
- **Knowledge Sharing**: Share documentation best practices with other staff members
+- **Knowledge Sharing**: Share documentation best practices with other Team members
 - **Collaborative Improvement**: Work with team to improve overall documentation quality

 #### 8.1.2. Systematic Quality Improvement
@@ -495,7 +495,7 @@ This training operates within our comprehensive framework:

 **Learning from Cases:**
 - **Anonymized Examples**: Develop anonymized case studies for training purposes
- **Success Analysis**: Analyze successful interventions and their documentation
+- **Success Analysis**: Analyse successful interventions and their documentation
 - **Challenge Review**: Review challenging cases to improve future responses
 - **Best Practice Identification**: Identify and document best practices for different situations

@@ -583,19 +583,13 @@ This training operates within our comprehensive framework:

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Harassment and Bullying Response Training for Staff
 ---

-**MANDATORY TRAINING FOR ALL STAFF MEMBERS**
+**MANDATORY TRAINING FOR ALL TEAM MEMBERS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for all staff members on recognising, responding to, and managing harassment and bullying within our community. Harassment and bullying create unsafe environments and drive away community members, particularly those from marginalised groups. All staff must be prepared to respond effectively to protect community members and maintain safe spaces.
+This training document provides essential guidance for all Team members on recognising, responding to, and managing harassment and bullying within our community. Harassment and bullying create unsafe environments and drive away community members, particularly those from marginalised groups. All Team members must be prepared to respond effectively to protect community members and maintain safe spaces.

 ### 1.2. Integration with Existing Policies

@@ -31,7 +31,7 @@ This training operates within our comprehensive safety and protection framework:
 ### 1.3. Critical Understanding

 **Harassment vs. Conflict:**
- **Harassment**: Unwanted, targeted behavior intended to harm, intimidate, or control
+- **Harassment**: Unwanted, targeted behaviour intended to harm, intimidate, or control
 - **Conflict**: Disagreement or dispute between parties with different perspectives
 - Harassment requires immediate protective action; conflicts may benefit from mediation
 - Harassment victims need protection and support; conflict parties may both need resolution
@@ -39,7 +39,7 @@ This training operates within our comprehensive safety and protection framework:
 **Our Stance:**
 - Zero tolerance for harassment and bullying
 - We believe and support harassment victims
- We prioritize victim safety over perpetrator comfort
+- We prioritise victim safety over perpetrator comfort
 - We take harassment seriously regardless of intent

 ## 2. UNDERSTANDING HARASSMENT AND BULLYING
@@ -48,8 +48,8 @@ This training operates within our comprehensive safety and protection framework:

 #### 2.1.1. What Is Harassment?

-**Harassment** is unwanted, targeted behavior that creates an intimidating, hostile, or offensive environment. It is characterized by:
- **Unwanted**: Behavior not welcomed by the recipient
+**Harassment** is unwanted, targeted behaviour that creates an intimidating, hostile, or offensive environment. It is characterized by:
+- **Unwanted**: Behaviour not welcomed by the recipient
 - **Targeted**: Directed at specific individuals or groups
 - **Persistent**: Often repeated or ongoing
 - **Harmful**: Causes emotional, psychological, or physical harm
@@ -81,7 +81,7 @@ This training operates within our comprehensive safety and protection framework:
 - Unwanted sexual comments or advances
 - Sexual jokes or innuendo
 - Sharing sexual content without consent
- Pressure for sexual favors or relationships
+- Pressure for sexual favours or relationships
 - Sexualized insults or attacks

 **Professional Harassment:**
@@ -95,10 +95,10 @@ This training operates within our comprehensive safety and protection framework:

 #### 2.2.1. What Is Bullying?

-**Bullying** is repeated, aggressive behavior intended to harm someone perceived as vulnerable. It involves:
- **Repetition**: Behavior occurs multiple times
+**Bullying** is repeated, aggressive behaviour intended to harm someone perceived as vulnerable. It involves:
+- **Repetition**: Behaviour occurs multiple times
 - **Power Imbalance**: Perpetrator has more power than victim
- **Intent to Harm**: Behavior intended to cause harm
+- **Intent to Harm**: Behaviour intended to cause harm
 - **Targeting**: Directed at specific individuals

 **Bullying vs. Harassment:**
@@ -133,9 +133,9 @@ This training operates within our comprehensive safety and protection framework:

 #### 3.1.1. Behavioural Indicators of Harassment

-**Perpetrator Behaviors:**
+**Perpetrator Behaviours:**
 - Repeated unwanted contact after being asked to stop
- Escalating behavior when boundaries are set
+- Escalating behaviour when boundaries are set
 - Targeting specific individuals or groups
 - Using power or influence to intimidate
 - Refusing to respect "no" or boundaries
@@ -144,7 +144,7 @@ This training operates within our comprehensive safety and protection framework:
 - Coordinating attacks with others

 **Pattern Recognition:**
- Behavior escalates over time
+- Behaviour escalates over time
 - Multiple targets over time
 - Similar patterns with different victims
 - Defensive or dismissive responses when confronted
@@ -158,7 +158,7 @@ This training operates within our comprehensive safety and protection framework:
 - Expressing fear or discomfort about specific individuals
 - Avoiding certain spaces or topics
 - Reporting feeling unsafe or unwelcome
- Changes in behavior or personality
+- Changes in behaviour or personality
 - Expressing anxiety or distress
 - Mentioning unwanted contact or attention

@@ -176,7 +176,7 @@ This training operates within our comprehensive safety and protection framework:
 **Severe Harassment (IMMEDIATE ACTION REQUIRED):**
 - Threats of violence or harm
 - Doxxing or privacy violations
- Stalking behaviors
+- Stalking behaviours
 - Sexual harassment or assault
 - Coordinated attacks
 - Harassment targeting minors
@@ -191,16 +191,16 @@ This training operates within our comprehensive safety and protection framework:
 - Harassment affecting ability to participate

 **Mild Harassment (RESPOND WITHIN 24 HOURS):**
- Isolated incidents of unwanted behavior
+- Isolated incidents of unwanted behaviour
 - Boundary violations
 - Inappropriate comments or jokes
- Minor exclusion behaviors
- Behavior that may escalate if not addressed
+- Minor exclusion behaviours
+- Behaviour that may escalate if not addressed

 #### 3.2.2. Context Considerations

 **Power Dynamics:**
- Harassment from staff member to community member (severe)
+- Harassment from Team member to community member (severe)
 - Harassment from established member to new member (moderate-severe)
 - Harassment between peers (moderate)
 - Harassment from community member to staff (severe)
@@ -283,7 +283,7 @@ Escalating to harassment coordinator.
 1. **ACKNOWLEDGE CONCERN** - Respond to report promptly
 2. **GATHER INFORMATION** - Collect relevant details and evidence
 3. **ASSESS PATTERNS** - Check for previous incidents or patterns
-4. **ADDRESS BEHAVIOR** - Take appropriate action to stop behavior
+4. **ADDRESS BEHAVIOR** - Take appropriate action to stop behaviour
 5. **DOCUMENT** - Create documentation of incident and response
 6. **FOLLOW UP** - Monitor situation and follow up with victim

@@ -296,8 +296,8 @@ Escalating to harassment coordinator.
 **Believe and Validate:**
 - Believe victims when they report harassment
 - Validate their experiences and feelings
- Don't question or minimize their experiences
- Recognize that harassment is never the victim's fault
+- Don't question or minimise their experiences
+- Recognise that harassment is never the victim's fault

 **Empowerment:**
 - Give victims choices about how to proceed
@@ -306,7 +306,7 @@ Escalating to harassment coordinator.
 - Don't pressure them into actions they don't want

 **Safety First:**
- Prioritize victim safety above all else
+- Prioritise victim safety above all else
 - Take immediate protective measures
 - Respect victim's privacy and confidentiality
 - Don't require victims to confront perpetrators
@@ -323,7 +323,7 @@ Escalating to harassment coordinator.

 **Don'ts:**
 - **Don't Blame**: Never suggest victim did anything wrong
- **Don't Minimize**: Don't minimize the seriousness of harassment
+- **Don't Minimise**: Don't minimise the seriousness of harassment
 - **Don't Question**: Don't question why victim didn't report sooner
 - **Don't Pressure**: Don't pressure victim into actions they don't want
 - **Don't Share Details**: Don't share victim's information without consent
@@ -370,26 +370,26 @@ Escalating to harassment coordinator.
 #### 6.1.1. Immediate Actions

 **When Addressing Perpetrators:**
-1. **STOP THE BEHAVIOR** - Clearly communicate that behavior must stop
+1. **STOP THE BEHAVIOR** - Clearly communicate that behaviour must stop
 2. **DOCUMENT** - Document all interactions and responses
 3. **ASSESS RESPONSE** - Evaluate perpetrator's response to intervention
 4. **IMPLEMENT CONSEQUENCES** - Apply appropriate consequences
-5. **MONITOR** - Monitor for continued or escalated behavior
+5. **MONITOR** - Monitor for continued or escalated behaviour

 **Communication Approach:**
- Clear and direct about what behavior is unacceptable
- Explain impact of behavior on victims
+- Clear and direct about what behaviour is unacceptable
+- Explain impact of behaviour on victims
 - Set clear expectations for change
- Explain consequences of continued behavior
+- Explain consequences of continued behaviour
 - Provide opportunity for education and change when appropriate

 #### 6.1.2. Progressive Response Framework

 **Educational Response:**
- Clear explanation of why behavior is harmful
+- Clear explanation of why behaviour is harmful
 - Education about impact on victims
 - Resources for learning and growth
- Opportunity to change behavior
+- Opportunity to change behaviour
 - Monitoring and support for change

 **Restrictive Response:**
@@ -428,7 +428,7 @@ Escalating to harassment coordinator.

 **When Rehabilitation Is Appropriate:**
 - Perpetrator shows genuine remorse and understanding
- Perpetrator commits to specific behavior changes
+- Perpetrator commits to specific behaviour changes
 - Harassment was not severe or criminal
 - Perpetrator engages with education and support
 - Community safety can be maintained
@@ -448,14 +448,14 @@ Escalating to harassment coordinator.

 **Community Culture:**
 - Clear anti-harassment policies and expectations
- Active promotion of respectful behavior
+- Active promotion of respectful behaviour
 - Celebration of diversity and inclusion
 - Quick response to harassment reports
 - Support for victims and accountability for perpetrators

 **Community Education:**
 - Regular reminders about anti-harassment policies
- Education about recognizing and reporting harassment
+- Education about recognising and reporting harassment
 - Resources for bystander intervention
 - Information about support resources
 - Clear communication about consequences
@@ -474,7 +474,7 @@ Escalating to harassment coordinator.
 - Encourage supportive responses to harassment
 - Provide tools for safe intervention
 - Support bystanders who intervene
- Recognize and celebrate positive intervention
+- Recognise and celebrate positive intervention

 ### 7.2. Staff Training and Preparedness

@@ -512,7 +512,7 @@ Escalating to harassment coordinator.
 **Essential Information:**
 - Date, time, and platform where harassment occurred
 - Victim and perpetrator information
- Description of harassment behavior
+- Description of harassment behaviour
 - Evidence (screenshots, logs, witnesses)
 - Impact on victim and community
 - Actions taken and responses
@@ -528,7 +528,7 @@ Escalating to harassment coordinator.
 #### 8.1.2. Pattern Documentation

 **Tracking Patterns:**
- Document patterns of harassment behavior
+- Document patterns of harassment behaviour
 - Track repeat perpetrators
 - Identify community-wide issues
 - Monitor effectiveness of responses
@@ -563,36 +563,25 @@ Escalating to harassment coordinator.

 ## 9. SELF-CARE AND EMOTIONAL SUPPORT

-### 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 harassment-response-specific considerations; refer to the self-care resources document for comprehensive guidance.
+
+### 9.1. Harassment Response-Specific Self-Care Considerations

 #### 9.1.1. Understanding the Impact

-**Emotional Demands:**
- Supporting harassment victims can be emotionally challenging
- Exposure to harassment content can be distressing
- Managing perpetrator responses can be difficult
- Balancing victim support with accountability can be stressful
- Repeated exposure can lead to secondary trauma
+**Additional Considerations for Harassment Response Work:**
+- 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

-**Signs of Emotional Strain:**
- **Physical Symptoms**: Fatigue, headaches, sleep disturbances
- **Emotional Symptoms**: Anxiety, anger, sadness, emotional numbness
- **Professional Symptoms**: Decreased effectiveness, avoidance, difficulty making decisions
- **Personal Symptoms**: Relationship strain, social withdrawal, loss of interest
-
-#### 9.1.2. 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 victims
-
-**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
+**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

 ### 9.2. Support Systems

@@ -632,7 +621,7 @@ Escalating to harassment coordinator.

 ### 10.1. Scenario 1: Persistent Harassment Report

-**Situation**: A community member reports that another member has been sending them unwanted messages for two weeks, asking personal questions, trying to move conversations to private platforms, and making them feel uncomfortable. The behavior has been escalating.
+**Situation**: A community member reports that another member has been sending them unwanted messages for two weeks, asking personal questions, trying to move conversations to private platforms, and making them feel uncomfortable. The behaviour has been escalating.

 **Your Response:**
 1. What risk level is this?
@@ -655,7 +644,7 @@ Escalating to harassment coordinator.
 4. What do you communicate to both parties?
 5. How do you document your decision?

-**Correct Answer**: Review all evidence objectively, consider victim's perspective and impact, assess whether behavior meets harassment definition regardless of intent, maintain decision if harassment occurred, explain reasoning clearly to both parties, document comprehensively.
+**Correct Answer**: Review all evidence objectively, consider victim's perspective and impact, assess whether behaviour meets harassment definition regardless of intent, maintain decision if harassment occurred, explain reasoning clearly to both parties, document comprehensively.

 ### 10.3. Scenario 3: Victim Requests No Action

@@ -668,34 +657,19 @@ Escalating to harassment coordinator.
 4. How do you support the victim?
 5. What do you communicate to the victim?

-**Correct Answer**: Cannot ignore harassment for community safety, but can take protective measures that minimize victim exposure. Take necessary protective action (restrictions, no-contact orders), explain why action is needed for community safety, provide ongoing support to victim, monitor situation closely.
+**Correct Answer**: Cannot ignore harassment for community safety, but can take protective measures that minimise victim exposure. Take necessary protective action (restrictions, no-contact orders), explain why action is needed for community safety, provide ongoing support to victim, monitor situation closely.

 ## 11. TRAINING REQUIREMENTS

-### 11.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 11.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
-
-### 11.3. Documentation
-
-All harassment response training completion and updates must be documented in staff records for:
- Accountability and quality assurance
- Legal compliance requirements
- Performance evaluation purposes
- Continuous improvement tracking
- Demonstration of due diligence
+**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 Harassment and Bullying Response Training document is part of our comprehensive staff development programme designed to ensure effective recognition and response to harassment while protecting victims and maintaining safe community environments. Harassment response is critical to community safety, and all staff members must complete this training before assuming moderation responsibilities. For questions about harassment response procedures or to report training completion, please contact the Harassment Response Coordinator through designated staff channels.*
+*This Harassment and Bullying Response Training document is part of our comprehensive Team development programme designed to ensure effective recognition and response to harassment whilst protecting victims and maintaining safe community environments. Harassment response is critical to community safety, and all Team members must complete this training before assuming moderation responsibilities. For questions about harassment response procedures or to report training completion, please contact the Harassment Response Coordinator through designated Team channels.*

@@ -8,7 +8,7 @@ title: Inclusive Moderation Training for Staff

 ### 1.1. Purpose and Importance

-This training provides essential guidance for staff members on conducting moderation that upholds our community's core values of inclusivity, respect, and safety. Inclusive moderation goes beyond enforcing rules—it requires understanding the impact of our decisions on marginalised community members and actively working to create welcoming spaces for all.
+This training provides essential guidance for Team members on conducting moderation that upholds our community's core values of inclusivity, respect, and safety. Inclusive moderation goes beyond enforcing rules—it requires understanding the impact of our decisions on marginalised community members and actively working to create welcoming spaces for all.

 ### 1.2. Our Community's Social Justice Stance

@@ -26,7 +26,7 @@ This training operates within our comprehensive policy framework:

 **(c)** **Community Leadership and Governance Policy**: Accountability mechanisms and leadership standards;

-**(d)** **Staff Handbook**: General expectations for all staff members.
+**(d)** **Staff Handbook**: General expectations for all Team members.

 ## 2. UNDERSTANDING INCLUSIVE MODERATION

@@ -101,7 +101,7 @@ This training operates within our comprehensive policy framework:

 ### 3.3. Recognising Microaggressions

-**Microaggressions**: Subtle, often unconscious acts of discrimination that communicate bias toward marginalised groups.
+**Microaggressions**: Subtle, often unconscious acts of discrimination that communicate bias towards marginalised groups.

 **Examples in Tech Communities:**
 - "You're so articulate!" (implying surprise that a person of colour speaks well)
@@ -257,6 +257,8 @@ This training operates within our comprehensive policy framework:

 ### 5.2. Trauma-Informed Communication

+**Reference to Comprehensive Trauma-Informed Training**: For detailed trauma-informed moderation practices, understanding trauma responses, and comprehensive trauma-informed guidance, see [Trauma-Informed Moderation Training](/staff/training/trauma-informed-moderation). This section provides a brief overview; refer to the trauma-informed moderation training document for comprehensive guidance.
+
 #### 5.2.1. Understanding Trauma Responses

 **Common Trauma Responses:**
@@ -273,6 +275,8 @@ This training operates within our comprehensive policy framework:

 #### 5.2.2. 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.
+
 **When Someone Is Activated:**
 1. **Stay Calm**: Don't mirror heightened emotions
 2. **Validate**: Acknowledge their feelings are real and understandable
@@ -300,7 +304,7 @@ This training operates within our comprehensive policy framework:
 - Emphasise that inclusive communities require some behavioural boundaries
 - Reference community agreement and voluntary participation

-#### 6.1.3. "I Don't See Color/Gender/etc." Claims
+#### 6.1.3. "I Don't See Colour/Gender/etc." Claims

 **Response Strategy:**
 - Explain why "colorblindness" can be harmful
@@ -345,7 +349,7 @@ This training operates within our comprehensive policy framework:
 - Others emphasise egalitarian relationships
 - Power distance affects how people interact with moderators

-**Moderation Implication**: Adapt your communication style while maintaining consistent standards.
+**Moderation Implication**: Adapt your communication style whilst maintaining consistent standards.

 ### 7.2. Global Inclusivity Considerations

@@ -449,37 +453,37 @@ This training operates within our comprehensive policy framework:
 3. **Pattern Interruption**: Stop the pile-on before it escalates
 4. **Community Standards**: Reinforce expectations about believing marginalised voices

-## 9. PRACTICE SCENARIOS AND TRAINING EXERCISES
+## 10. PRACTICE SCENARIOS AND TRAINING EXERCISES

-### 9.1. Scenario 1: Conflicting Marginalizations
+### 10.1. Scenario 1: Conflicting Marginalizations

 **Situation**: A person of colour makes transphobic comments, and a white trans person responds with racially insensitive language. Both parties claim the other started it and that their own comments were justified responses.

 **Your Response:**
-1. How do you address both forms of harm without prioritizing one over the other?
+1. How do you address both forms of harm without prioritising one over the other?
 2. How do you consider different power dynamics and systemic contexts?
 3. How do you help both parties understand intersectionality?
 4. How do you focus on creating safety for all marginalised individuals?
 5. What moderation actions do you take?
 6. How do you facilitate learning and growth?

-**Correct Answer**: Address both harms equally, recognize different systemic contexts (transphobia from person of colour vs. racism from white person), provide education about intersectionality, focus on community safety for all marginalised members, take appropriate action against both forms of discrimination, facilitate understanding and growth.
+**Correct Answer**: Address both harms equally, recognise different systemic contexts (transphobia from person of colour vs. racism from white person), provide education about intersectionality, focus on community safety for all marginalised members, take appropriate action against both forms of discrimination, facilitate understanding and growth.

-### 9.2. Scenario 2: "Devil's Advocate" Pattern
+### 10.2. Scenario 2: "Devil's Advocate" Pattern

 **Situation**: A user consistently plays "devil's advocate" on issues affecting marginalised communities, arguing for positions that cause harm. When called out, they say they're "just asking questions" and "trying to understand both sides." Marginalised community members are feeling silenced and unwelcome.

 **Your Response:**
-1. How do you recognize this as a pattern rather than isolated incidents?
+1. How do you recognise this as a pattern rather than isolated incidents?
 2. How do you explain the impact of "devil's advocate" arguments?
 3. How do you reinforce community values against oppression?
 4. How do you set boundaries about what positions are welcome?
 5. What moderation action is appropriate?
 6. How do you support marginalised community members?

-**Correct Answer**: Recognize pattern of harmful behaviour, explain how "devil's advocate" silences marginalised voices, reinforce community stance against oppression, set clear boundaries that some positions aren't open for debate, take progressive enforcement action, support and validate marginalised community members.
+**Correct Answer**: Recognise pattern of harmful behaviour, explain how "devil's advocate" silences marginalised voices, reinforce community stance against oppression, set clear boundaries that some positions aren't open for debate, take progressive enforcement action, support and validate marginalised community members.

-### 9.3. Scenario 3: Gaslighting Marginalised Experiences
+### 10.3. Scenario 3: Gaslighting Marginalised Experiences

 **Situation**: Multiple users question a marginalised person's account of discrimination, suggesting they're "imagining things" or "being too sensitive." The marginalised person feels isolated and unsupported, and other marginalised members are watching and feeling unsafe.

@@ -493,17 +497,17 @@ This training operates within our comprehensive policy framework:

 **Correct Answer**: Immediately validate marginalised person's experience, address gaslighting as harmful behaviour, stop pile-on immediately, reinforce community standards about believing marginalised voices, take action against gaslighting behaviour, create clear safety message for all marginalised members, provide ongoing support.

-## 10. ONGOING DEVELOPMENT AND SUPPORT
+## 11. ONGOING DEVELOPMENT AND SUPPORT

-### 10.1. Continuous Learning Requirements
+### 11.1. Continuous Learning Requirements

-#### 10.1.1. Regular Training Updates
+#### 11.1.1. Regular Training Updates

 **Monthly**: Review new scenarios and community developments
 **Quarterly**: Update knowledge of best practices and resources
 **Annually**: Complete comprehensive inclusive moderation assessment

-#### 10.1.2. Learning Resources
+#### 11.1.2. Learning Resources

 **Essential Reading:**
 - Academic research on inclusive communities
@@ -511,9 +515,9 @@ This training operates within our comprehensive policy framework:
 - Current events affecting marginalised communities
 - Best practices from other inclusive organisations

-### 10.2. Support Systems for Staff
+### 11.2. Support Systems for Staff

-#### 10.2.1. Peer Support and Consultation
+#### 11.2.1. Peer Support and Consultation

 **Available Resources:**
 - Staff consultation channels for difficult situations
@@ -521,7 +525,7 @@ This training operates within our comprehensive policy framework:
 - Regular team discussions about inclusive practices
 - Access to subject matter experts on specific issues

-#### 10.2.2. Personal Impact Management
+#### 11.2.2. Personal Impact Management

 **Self-Care Considerations:**
 - Recognise emotional labour of inclusive moderation
@@ -529,21 +533,15 @@ This training operates within our comprehensive policy framework:
 - Maintain boundaries to prevent burnout
 - Celebrate progress and positive community changes

-## 11. TRAINING REQUIREMENTS
+## 12. TRAINING REQUIREMENTS

-### 11.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 11.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Mentorship and Training Coordination for Staff
 ---

-**SPECIALIZED TRAINING FOR TRAINING & DEVELOPMENT COORDINATORS**
+**SPECIALISED TRAINING FOR TRAINING & DEVELOPMENT COORDINATORS**

 ## 1. INTRODUCTION AND SCOPE

 ### 1.1. Purpose and Educational Mission

-This training provides comprehensive guidance for staff members serving as Training and Development Coordinators within our community ecosystem. These roles are crucial for building capacity, developing skills, and fostering growth among community members and staff, particularly with focus on supporting underrepresented groups in technology and community leadership.
+This training provides comprehensive guidance for Team members serving as Training and Development Coordinators within our community ecosystem. These roles are crucial for building capacity, developing skills, and fostering growth amongst community members and Team members, particularly with focus on supporting underrepresented groups in technology and community leadership.

 ### 1.2. Training and Development Coordinator Responsibilities

@@ -167,7 +167,7 @@ This training provides comprehensive guidance for staff members serving as Train
 - **Interactive Workshops**: Live and recorded interactive workshop sessions
 - **Peer Learning Sessions**: Facilitated peer learning and discussion groups

-### 3.2. Specialized Training Programmes
+### 3.2. Specialised Training Programmes

 #### 3.2.1. Technical Skill Development

@@ -533,19 +533,13 @@ This training provides comprehensive guidance for staff members serving as Train

 ## 9. TRAINING REQUIREMENTS

-### 9.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 9.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Social Media Management Training for Staff

 ### 1.1. Purpose and Importance

-This training provides comprehensive guidance for staff members responsible for managing our community's presence across multiple social media platforms. Social media management is critical for brand representation, community outreach, crisis communication, and maintaining our reputation as an inclusive, professional organisation.
+This training provides comprehensive guidance for Team members responsible for managing our community's presence across multiple social media platforms. Social media management is critical for brand representation, community outreach, crisis communication, and maintaining our reputation as an inclusive, professional organisation.

 ### 1.2. Multi-Platform Social Media Ecosystem

@@ -30,7 +30,7 @@ Our social media presence spans multiple platforms, each with unique characteris

 **(h)** **Other Platforms**: Emerging platforms and specialised communities.

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

 Our social media presence must consistently reflect our core values:

@@ -51,7 +51,7 @@ Our social media presence must consistently reflect our core values:
 #### 2.1.1. Community Server Operations

 **Server Management:**
- **Channel Organization**: Maintain clear, accessible channel structures
+- **Channel Organisation**: Maintain clear, accessible channel structures
 - **Role Management**: Appropriate role assignments and permission structures
 - **Bot Integration**: Effective use of moderation and utility bots
 - **Event Coordination**: Community events, gaming sessions, educational workshops
@@ -111,14 +111,14 @@ Our social media presence must consistently reflect our core values:
 - **Educational Content**: Share knowledge and expertise with professional community

 **Professional Tone:**
- **Authoritative Voice**: Demonstrate expertise while remaining approachable
+- **Authoritative Voice**: Demonstrate expertise whilst remaining approachable
 - **Industry Language**: Use appropriate professional terminology
 - **Networking Focus**: Build relationships with industry professionals
 - **Value-Driven Content**: Consistently promote organisational values

 #### 2.3.2. LinkedIn-Specific Strategies

-**Platform Optimization:**
+**Platform Optimisation:**
 - **Profile Management**: Maintain professional, complete organisational profile
 - **Connection Strategy**: Strategic networking with industry professionals
 - **Content Publishing**: Regular articles and posts about industry topics
@@ -194,7 +194,7 @@ Our social media presence must consistently reflect our core values:
 #### 3.2.1. Content Calendar Management

 **Strategic Planning:**
- **Monthly Themes**: Organize content around monthly themes and initiatives
+- **Monthly Themes**: Organise content around monthly themes and initiatives
 - **Event Coordination**: Plan content around community events and milestones
 - **Seasonal Considerations**: Adapt content for seasons, holidays, and industry events
 - **Crisis Preparedness**: Maintain flexibility for crisis communication needs
@@ -202,7 +202,7 @@ Our social media presence must consistently reflect our core values:
 **Content Types:**
 - **Educational Content**: Tutorials, guides, best practices, industry insights
 - **Community Spotlights**: Member achievements, contributions, success stories
- **Organizational Updates**: News, policy changes, new initiatives
+- **Organisational Updates**: News, policy changes, new initiatives
 - **Interactive Content**: Polls, Q&As, live sessions, community challenges

 #### 3.2.2. Cross-Platform Content Coordination
@@ -322,7 +322,7 @@ Our social media presence must consistently reflect our core values:
 #### 5.2.1. Authentic Engagement

 **Transparency Requirements:**
- **Organizational Identity**: Clear identification as organisational representative
+- **Organisational Identity**: Clear identification as organisational representative
 - **Sponsored Content**: Proper disclosure of sponsored or paid content
 - **Conflict of Interest**: Disclosure of relevant conflicts of interest
 - **Personal vs. Professional**: Clear boundaries between personal and professional accounts
@@ -400,7 +400,7 @@ Our social media presence must consistently reflect our core values:
 **Content Strategy Evolution:**
 - **Trend Adaptation**: Adjust strategy based on platform and industry trends
 - **Audience Feedback**: Incorporate audience preferences and feedback
- **Performance Optimization**: Focus resources on highest-performing content and platforms
+- **Performance Optimisation**: Focus resources on highest-performing content and platforms
 - **Innovation Integration**: Experiment with new formats and features

 ## 7. TEAM COORDINATION AND COLLABORATION
@@ -442,7 +442,7 @@ Our social media presence must consistently reflect our core values:
 **Skill Development:**
 - **Content Creation**: Development of graphic design, video editing, and content creation skills
 - **Analytics Proficiency**: Advanced training in social media analytics and data analysis
- **Crisis Management**: Specialized training in crisis communication and management
+- **Crisis Management**: Specialised training in crisis communication and management
 - **Cultural Competency**: Ongoing education about inclusive communication and cultural sensitivity

 ## 8. PLATFORM-SPECIFIC ADVANCED STRATEGIES
@@ -469,7 +469,7 @@ Our social media presence must consistently reflect our core values:
 - **Community Guidelines**: Develop comprehensive community guidelines and rules
 - **Moderation Team**: Build and train volunteer moderation teams
 - **Content Curation**: Curate high-quality content and educational resources
- **Community Events**: Organize AMAs, contests, and community challenges
+- **Community Events**: Organise AMAs, contests, and community challenges

 ### 8.2. Professional Platform Excellence

@@ -517,11 +517,11 @@ Our social media presence must consistently reflect our core values:
 5. How do you restore community trust?
 6. How do you ensure accountability?

-**Correct Answer**: Remove content immediately, acknowledge harm caused, communicate with affected community members, apologize appropriately, implement processes to prevent similar incidents, restore trust through actions and transparency, ensure accountability for mistake, learn and improve.
+**Correct Answer**: Remove content immediately, acknowledge harm caused, communicate with affected community members, apologise appropriately, implement processes to prevent similar incidents, restore trust through actions and transparency, ensure accountability for mistake, learn and improve.

 ### 9.3. Scenario 3: Content Strategy Development

-**Situation**: Community leadership wants to develop a social media content strategy that attracts diverse new members while authentically representing community values. The strategy needs to balance growth, authenticity, and inclusion.
+**Situation**: Community leadership want to develop a social media content strategy that attracts diverse new members whilst authentically representing community values. The strategy needs to balance growth, authenticity, and inclusion.

 **Your Response:**
 1. How do you develop an authentic content strategy?
@@ -535,19 +535,13 @@ Our social media presence must consistently reflect our core values:

 ## 10. TRAINING REQUIREMENTS

-### 10.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 10.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Technical Contributor Training for Staff

 ### 1.1. Purpose and Technical Context

-This training provides comprehensive guidance for staff members serving as Technical Contributors within our community ecosystem. Technical Contributors play a crucial role in maintaining, developing, and improving the technological infrastructure that supports our community platforms and services.
+This training provides comprehensive guidance for Team members serving as Technical Contributors within our community ecosystem. Technical Contributors play a crucial role in maintaining, developing, and improving the technological infrastructure that supports our community platforms and services.

 ### 1.2. Technical Contributor Responsibilities

@@ -376,7 +376,7 @@ This training provides comprehensive guidance for staff members serving as Techn

 ### 7.2. Scenario 2: Security Vulnerability Discovery

-**Situation**: You discover a security vulnerability in the platform that could expose user data. The vulnerability affects a feature used by many community members. You need to fix it quickly while minimizing disruption.
+**Situation**: You discover a security vulnerability in the platform that could expose user data. The vulnerability affects a feature used by many community members. You need to fix it quickly while minimising disruption.

 **Your Response:**
 1. How do you respond immediately to the vulnerability?
@@ -434,19 +434,13 @@ This training provides comprehensive guidance for staff members serving as Techn

 ## 8. TRAINING REQUIREMENTS

-### 8.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 8.2. Training Documentation
-
-All training completions are documented in staff records for accountability, legal compliance, and quality assurance purposes.
+**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: Trauma-Informed Moderation Training for Staff

 ### 1.1. Purpose of This Training

-This training document provides essential guidance for staff members on conducting moderation through a trauma-informed lens. Trauma is common, and many community members have experienced trauma that affects how they interact online. Trauma-informed moderation recognizes the impact of trauma, avoids re-traumatization, and creates safer, more supportive community environments.
+This training document provides essential guidance for Team members on conducting moderation through a trauma-informed lens. Trauma is common, and many community members have experienced trauma that affects how they interact online. Trauma-informed moderation recognises the impact of trauma, avoids re-traumatization, and creates safer, more supportive community environments.

 ### 1.2. Integration with Existing Policies

@@ -36,11 +36,11 @@ This training operates within our comprehensive safety and support framework:
 - Trauma-informed approaches benefit all community members

 **Our Approach:**
- We recognize that trauma is common and affects behavior
+- We recognise that trauma is common and affects behaviour
 - We avoid re-traumatization in our moderation practices
 - We create safe, supportive environments for trauma survivors
 - We support community members who have experienced trauma
- We prioritize safety and healing in our moderation
+- We prioritise safety and healing in our moderation

 ## 2. UNDERSTANDING TRAUMA

@@ -83,30 +83,30 @@ This training operates within our comprehensive safety and support framework:
 #### 2.2.1. Common Trauma Responses

 **Fight Response:**
- Aggressive or defensive behavior
+- Aggressive or defensive behaviour
 - Anger and confrontation
 - Standing up for self or others
- Can appear as "difficult" behavior
+- Can appear as "difficult" behaviour

 **Flight Response:**
 - Avoidance and withdrawal
 - Leaving situations or spaces
 - Disengaging from community
- Can appear as "unresponsive" behavior
+- Can appear as "unresponsive" behaviour

 **Freeze Response:**
 - Shutting down or dissociation
 - Inability to respond or act
 - Feeling stuck or paralysed
- Can appear as "non-responsive" behavior
+- Can appear as "non-responsive" behaviour

 **Fawn Response:**
 - People-pleasing and compliance
 - Avoiding conflict at all costs
 - Difficulty setting boundaries
- Can appear as "passive" behavior
+- Can appear as "passive" behaviour

-#### 2.2.2. Recognizing Trauma Responses
+#### 2.2.2. Recognising Trauma Responses

 **Behavioural Indicators:**
 - Strong emotional reactions to seemingly minor triggers
@@ -120,7 +120,7 @@ This training operates within our comprehensive safety and support framework:

 **Communication Patterns:**
 - Difficulty expressing needs or boundaries
- Over-apologizing or self-blame
+- Over-apologising or self-blame
 - Defensive responses to feedback
 - Difficulty accepting help or support
 - Strong reactions to authority or power
@@ -168,7 +168,7 @@ This training operates within our comprehensive safety and support framework:
 - Facilitate supportive peer relationships
 - Create opportunities for connection
 - Support community members supporting each other
- Recognize and value peer support
+- Recognise and value peer support
 - Create supportive community culture

 **Collaborative Moderation:**
@@ -197,15 +197,15 @@ This training operates within our comprehensive safety and support framework:
 #### 3.1.5. Cultural, Historical, and Gender Considerations

 **Cultural Sensitivity:**
- Recognize cultural differences in trauma experiences
+- Recognise cultural differences in trauma experiences
 - Understand historical trauma and its impact
- Recognize gender differences in trauma experiences
+- Recognise gender differences in trauma experiences
 - Consider intersectional trauma experiences
 - Respect cultural approaches to healing

 **Application in Moderation:**
 - Consider cultural context in moderation
- Recognize historical and systemic trauma
+- Recognise historical and systemic trauma
 - Understand gender-specific trauma considerations
 - Consider intersectional experiences
 - Apply culturally sensitive moderation approaches
@@ -225,7 +225,7 @@ This training operates within our comprehensive safety and support framework:

 **Language to Avoid:**
 - Punitive or shaming language
- Dismissive or minimizing language
+- Dismissive or minimising language
 - Blaming or accusatory language
 - Threatening or intimidating language
 - Language that invalidates experiences
@@ -236,7 +236,7 @@ This training operates within our comprehensive safety and support framework:
 "I noticed that your recent messages may have violated our community guidelines. I'd like to discuss this with you and find a way forward that works for everyone. Would you be open to a conversation about this?"

 **Not Trauma-Informed:**
-"Your behavior is unacceptable and violates our rules. You need to stop immediately or face consequences."
+"Your behaviour is unacceptable and violates our rules. You need to stop immediately or face consequences."

 #### 4.1.2. Clear and Predictable Communication

@@ -260,7 +260,7 @@ This training operates within our comprehensive safety and support framework:

 **Restorative Approaches:**
 - Focus on repair and healing rather than punishment
- Address harm while supporting growth
+- Address harm whilst supporting growth
 - Provide opportunities for learning and change
 - Support accountability without shame
 - Create pathways for reintegration
@@ -288,7 +288,7 @@ This training operates within our comprehensive safety and support framework:
 - Provide safe spaces
 - Support recovery and healing

-### 4.3. Recognizing and Responding to Trauma Triggers
+### 4.3. Recognising and Responding to Trauma Triggers

 #### 4.3.1. Common Triggers

@@ -302,7 +302,7 @@ This training operates within our comprehensive safety and support framework:
 **Interaction Triggers:**
 - Conflict or confrontation
 - Authority figures or power dynamics
- Being called out or criticized
+- Being called out or criticised
 - Feeling attacked or threatened
 - Loss of control or agency

@@ -315,7 +315,7 @@ This training operates within our comprehensive safety and support framework:

 #### 4.3.2. Responding to Triggered Responses

-**Recognizing Triggered Responses:**
+**Recognising Triggered Responses:**
 - Strong emotional reactions
 - Withdrawal or avoidance
 - Defensive or aggressive responses
@@ -377,7 +377,7 @@ This training operates within our comprehensive safety and support framework:
 #### 5.2.1. Healing-Centred Approaches

 **Supporting Healing:**
- Recognize and validate experiences
+- Recognise and validate experiences
 - Support community member agency
 - Provide resources and support
 - Facilitate connection and community
@@ -403,67 +403,34 @@ This training operates within our comprehensive safety and support framework:
 - Support reintegration into community
 - Facilitate positive community connections
 - Support community member contributions
- Recognize and value community members
+- Recognise and value community members
 - Create inclusive, supportive environments

 ## 6. SELF-CARE FOR STAFF

-### 6.1. Understanding Secondary Trauma
+**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 trauma-informed-moderation-specific considerations; refer to the self-care resources document for comprehensive guidance.

-#### 6.1.1. What Is Secondary Trauma?
+### 6.1. Trauma-Informed Moderation-Specific Self-Care Considerations

-**Secondary Trauma** (also called vicarious trauma) is the emotional and psychological impact of exposure to others' trauma. Staff members supporting trauma survivors may experience:
- **Emotional Impact**: Anxiety, sadness, anger, numbness
- **Physical Impact**: Fatigue, sleep disturbances, physical symptoms
- **Cognitive Impact**: Difficulty concentrating, intrusive thoughts
- **Behavioural Impact**: Avoidance, hypervigilance, difficulty trusting
- **Relational Impact**: Relationship strain, social withdrawal
+#### 6.1.1. Understanding Secondary Trauma

-**Risk Factors:**
+**Additional Considerations for Trauma-Informed Work:**
 - Frequent exposure to trauma content
 - Supporting many trauma survivors
- Personal trauma history
- Lack of support or resources
- High workload or stress
+- Personal trauma history may increase risk
+- Need for regular supervision and support
+- Importance of maintaining professional boundaries

-#### 6.1.2. Recognizing Secondary Trauma
+**Self-Care Practices:**
+- Regular debriefing after supporting trauma survivors
+- Access to professional counselling or support
+- Clear boundaries between work and personal life
+- Regular supervision and support
+- Practice self-compassion and recognise emotional impact

-**Signs and Symptoms:**
- Feeling overwhelmed or burned out
- Difficulty separating work from personal life
- Intrusive thoughts or images
- Emotional numbness or detachment
- Difficulty sleeping or concentrating
- Changes in worldview or beliefs
- Relationship difficulties
- Loss of interest in activities
+### 6.2. Support Systems

-### 6.2. Self-Care Strategies
-
-#### 6.2.1. Individual Self-Care
-
-**Physical Self-Care:**
- Regular exercise and movement
- Adequate sleep and rest
- Healthy eating habits
- Regular medical check-ups
- Stress management techniques
-
-**Emotional Self-Care:**
- Regular emotional check-ins
- Processing difficult experiences
- Engaging in enjoyable activities
- Maintaining supportive relationships
- Accessing counselling or therapy when needed
-
-**Professional Self-Care:**
- Setting boundaries between work and personal life
- Taking breaks and time off
- Managing workload effectively
- Seeking support from colleagues
- Continuing professional development
-
-#### 6.2.2. Team and Organizational Support
+#### 6.2.1. Team Support

 **Team Support:**
 - Regular team check-ins and debriefing
@@ -472,7 +439,9 @@ This training operates within our comprehensive safety and support framework:
 - Supporting each other through difficult situations
 - Celebrating successes together

-**Organizational Support:**
+#### 6.2.2. Organisational Support
+
+**Organisational Support:**
 - Access to counselling and mental health resources
 - Reasonable workload and expectations
 - Time off and breaks
@@ -495,7 +464,7 @@ This training operates within our comprehensive safety and support framework:
 - Avoid further escalation or confrontation

 **Not Trauma-Informed Response:**
- Dismissing or minimizing their reaction
+- Dismissing or minimising their reaction
 - Escalating consequences for emotional response
 - Using punitive or threatening language
 - Requiring immediate compliance
@@ -539,7 +508,7 @@ This training operates within our comprehensive safety and support framework:

 #### 7.2.2. System-Wide Integration

-**Organizational Practices:**
+**Organisational Practices:**
 - Trauma-informed policies and procedures
 - Staff training and support
 - Community education and resources
@@ -560,7 +529,7 @@ This training operates within our comprehensive safety and support framework:
 5. What support can you provide?
 6. How do you balance necessary moderation action with trauma-informed care?

-**Correct Answer**: Recognize possible trauma response, use trauma-informed approach: acknowledge feelings, use clear non-threatening language, provide support and resources, avoid punitive language, maintain necessary moderation action while being trauma-informed, offer choices when possible.
+**Correct Answer**: Recognise possible trauma response, use trauma-informed approach: acknowledge feelings, use clear non-threatening language, provide support and resources, avoid punitive language, maintain necessary moderation action whilst being trauma-informed, offer choices when possible.

 ### 8.2. Scenario 2: Community Member Withdrawal

@@ -568,13 +537,13 @@ This training operates within our comprehensive safety and support framework:

 **Your Response:**
 1. What might this withdrawal indicate?
-2. How do you recognize this as a possible trauma response?
+2. How do you recognise this as a possible trauma response?
 3. How do you reach out supportively?
 4. What support can you offer?
 5. How do you respect their need for space while offering support?
 6. What do you avoid doing?

-**Correct Answer**: Recognize possible flight/freeze trauma response. Respect their need for space, reach out with supportive non-pressuring communication, offer support and resources, provide choices, avoid pressuring participation, create safe space for return when ready.
+**Correct Answer**: Recognise possible flight/freeze trauma response. Respect their need for space, reach out with supportive non-pressuring communication, offer support and resources, provide choices, avoid pressuring participation, create safe space for return when ready.

 ### 8.3. Scenario 3: Moderation Action with Known Trauma History

@@ -592,24 +561,13 @@ This training operates within our comprehensive safety and support framework:

 ## 9. TRAINING REQUIREMENTS

-### 9.1. Mandatory Training Review
+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.

-This training document is part of the comprehensive training materials that all staff members must review:
-
-**(a)** **Initial Onboarding:** All new staff members must review this document along with all other training materials, the staff handbook, and legal policies before beginning staff duties. Training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com).
-
-**(b)** **Annual Review:** All staff members must review this document annually at the start of each calendar year as part of the comprehensive annual training review. Annual training confirmation must be submitted at [forms.nhcarrigan.com](https://forms.nhcarrigan.com) by the specified deadline.
-
-**(c)** **Dismissal for Non-Compliance:** Failure to complete annual training review and submit the required confirmation form will result in dismissal from staff positions.
-
-### 9.2. Training Documentation
-
-All trauma-informed moderation training completion and ongoing work must be documented for:
- Accountability and quality assurance
- Performance evaluation purposes
- Continuous improvement tracking
- Team learning and development
- Community trust and transparency
+**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

 ---

@@ -44,7 +44,7 @@ const convertTitleCaseToKebabCase = (string_: string): string => {
 };

 describe("projects documentation", () => {
-  it("should include all public projects", async() => {
+  it("should include all public projects", {timeout: 10000}, async() => {
    expect.hasAssertions();
    const projects = await getProjects();
    const docs = await readdir(join(__dirname, "..", "src", "content", "docs", "projects"));
Author	SHA1	Message	Date
naomi	283e391ebb	chore: unify numbering Node.js CI / Lint and Test (pull_request) Successful in 55s Details Security Scan / Security Audit (pull_request) Failing after 5m2s Details	2025-12-15 20:32:32 -08:00
naomi	b4e8977638	chore: resolve lint issues	2025-12-15 20:26:54 -08:00
naomi	0f0d1ce1ea	chore: one more sweep for polish	2025-12-15 20:24:14 -08:00
naomi	43d3cd7b49	feat: document annual reviews and trainings	2025-12-15 20:17:04 -08:00
naomi	7030624511	feat: new roles	2025-12-15 20:01:45 -08:00
naomi	be72f1559b	feat: add templates for staff apps Approval/onboarding and denial	2025-12-15 19:33:23 -08:00
naomi	d1f753019c	chore: standardise language 🇬🇧	2025-12-15 18:45:03 -08:00
naomi	98c5a93ef1	feat: resolve various discrepancies and inaccuracies	2025-12-15 17:13:17 -08:00
naomi	3c7ed39ea4	feat: dedupe docs	2025-12-15 15:48:18 -08:00
naomi	c2a0aaad58	chore: update navigation	2025-12-15 13:11:14 -08:00