FMRT strives to keep up with all the medical and psychological issues and innovations that are important to our public safety clients.
We have training topics ranging from post-trauma shooting to managing disordered offenders, please see below for complete listing. Trainings can also be customized for your team. We also assist in establishing your peer support team. Scroll down for details.
“The team of FMRT professionals has delivered a number of quality trainings related to the specific needs of our agency. It has been great to learn a different perspective from a psychologist in the field that understands public safety.”
critical incident appointments
Critical Incident (CI) appointments are confidential opportunities for the employee to check in with a culturally-sensitive mental health professional. These appointments are typically scheduled within 24-72 hours, dependent upon agency needs.
The psychologist will explore:
· Responses/reactions to an event,
· Available family, social, church, and other support systems, and
· Make sure employees know about professional resources available to them through their work and/or community (family doc, EAP, private providers, etc.)
The employee will also receive psycho-educational material for reference, in addition to a three-month follow-up with the psychologist.
The agency will receive an “Attended/Did Not Attend” as the only feedback .
The FMRT Group offers a number of trainings specific to safety-sensitive psychological and medical needs.
Our training topics include, but are not limited to:
- Learning about biographical information for safety-sensitive departments (The FMRT BRAINS™ Assessment)
- Anxiety Disorders: Signs, Symptoms, and Severity
- Fitness-for-duty evaluations and Officer Involved Shooting Interventions
- Recognizing Stress and Burnout: Putting Difficult Assignments into Perspective
- Communication and Culture
- Managing Generation Y
- Improved Decision Making Skills and Ethics
- Managing Disordered Offenders
- Using Bio-Data Effectively
- Post-Shooting Trauma
- Community Policing
- Executive Coaching
Our team is also happy to develop customized trainings that cater to the needs of the employer.
In our Peer Support training, law enforcement co-workers are trained to recognize and address each other’s needs, creating a healthy and supportive agency culture that decreases incidence of administrative actions. Peer-to-peer support also provides a network of response following critical incidents, line of duty deaths, and personal problems impacting work performance.
a) Learn about the peer support model
b) Become aware of specific and personal work stressors
c) Gain basic skills in understanding and addressing work stressors and
d) Receive resources for promoting peer support in their individual agency.
In our Team-Building training, law enforcement agencies learn that success comes as much from team cooperation as from individual performance. Successful team formation and development is critical to achieving superior team performance. Team building focuses on the development of specific team dynamics of trust, constructive conflict, commitment, accountability, and attention to achieve superior team performance.
The FMRT Group offers safety-sensitive- focused short-term counseling for safety-sensitive professionals when there are work-related problems that go beyond the scope of EAP or when the employee would prefer to speak with a culturally-sensitive psychologist. Unlike The FMRT Group’s evaluations, our dedicated psychologists do establish doctor-patient confidentiality.
Counseling evaluations are for the benefit of the employee; therefore, the employer will not receive any documentation or recommendations regarding these appointments.
Coaching helps to identify obstacles to success by developing an action plan to achieve goals in the client’s work and professional life. Constructive feedback provided in coaching is designed to help the individual realize potential, not criticize them.
Whereas traditional psychotherapy or counseling may look at experiences in the client’s past to identify the “why,” coaching is more future-focused on the “how.” Although why can be interesting, it does not leverage what is necessary to perform more effectively. Coaching focuses on how the client can move to the next level and what it will take to achieve the identified goals.
Leaders rely on coaches for an unbiased perspective on ambiguous and sensitive circumstances. Having an accessible sounding board with no personal investment in the decisions and outcomes can free leaders to discuss and process serious issues effectively. Having a trusted other, in the person of a professional coach, can help leaders stay true to their ethics, values, and vision.
All coaching services are confidential. While services are provided by the agency, the only thing reported back is that the services have been utilized. It is often helpful if the initial meeting with the coach includes both the client and the client’s supervisor to allow both sides to collectively identify specific behaviors and goals.