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SOFE-AFE Question Bank - Worldwide IT certification | [HOSTED-SITE]

SOFE SOFE-AFE : Worldwide IT certification Exam Dumps

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Exam Number : SOFE-AFE
Exam Name : Worldwide IT certification
Vendor Name : SOFE
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Safe+Sound Somerset Host Training For Police On Strangulation

SOMERSET COUNTY, NJ — This past Wednesday, Safe+Sound Somerset hosted a training for New Jersey State Troopers seeking information and resources on non-fatal strangulation in domestic and sexual violence.

The training, Foundations of Forensic Nursing Practices and Non-Fatal Strangulation with Co-occurrences of Domestic and Sexual Violence and their Resulting Trauma, was attended by 17 State Troopers and a NJSP Victims Service Unit representative.

This training was organized with the assistance of State Trooper, Det. Sgt. First Class Jeffrey Baer, of the NJ State Police Meadowlands Station, formerly of Somerville Station.

Troopers from Somerset, Passaic, Bergen, Hudson, Hunterdon, Sussex, and Warren counties participated in this state-wide training.

The training is part of ongoing partnerships between Safe+Sound Somerset and local, county and state law enforcement seeking to improve outcomes for survivors of domestic and sexual violence.

Through regular meetings and special trainings, Safe+Sound Somerset works with police officers and troopers to ensure that law enforcement and victim advocates have access to the latest information and education to serve survivors with compassion and realize the legal outcomes as decided upon by each survivor.

The primary goal of the partnership being that survivors are not to be retraumatized by seeking services.

Accordingly, response team partners – including Safe+Sound Somerset advocates, Forensic NurseExaminers and Law Enforcement – provide choices to survivors regarding which trauma-informed medical, forensic examination, and investigative assistance they pursue after a domestic violence, sexual assault, and/or strangulation incident.

Safe+Sound Somerset’s Director of Advocacy and Crisis Response, Sue Rivera, and Manager of Crisis Response, Jenny DePaul provided an overview of the organization’s services, including its Domestic Violence, Sexual Assault and Non-fatal Strangulation and Smothering Response Teams.

They also spoke about the impact of violence, such as trauma and its long-term physical and emotional effects on survivors.

Rivera and DePaul encouraged the troopers to become familiar with the DV and SV agenciesand resources in their counties to be able to make appropriate referrals and ensure the best outcomes for survivors.

Melissa Inzitari, RN, FNE-CSA, Sexual Assault Nurse Examiner and Forensic Nurse Examiner Coordinator of the Somerset County Prosecutors Office provided an overview of the Non-fatal Strangulation and Smothering Response Team including the physical and long-term impacts of strangulation on the victim, as well as sexual assault procedures and the importance of the forensics exam.

Nicole McGrath, Somerset County Assistant Prosecutor, Legal Advisor to Sex Crimes and Computer, Crimes Units, reviewed current trends in non-fatal strangulations and sexual violence in NJ and answered questions from the troopers. Natacha Despinos Peavey, Somerset County Assistant Prosecutor, Sex Crimes and Computer Crimes Unit, provided a case review of a strangulation trial including what worked and the challenges of the court process in seeking to convict the harm doer.

Safe+Sound Somerset is the only organization in Somerset County providing comprehensive services to survivors of domestic, dating, and sexual violence, and their families. Our compassionate, evidence-based programs support and empower survivors to create lives free from abuse. Established in 1978, Safe+Sound has continually expanded, offering a comprehensive range of services to help survivors achieve safety, hope and healing.

For help or to request additional information about services, call, or text our 24/7 confidential hotline at 866-685-1122. Services are provided free of charge, in a confidential and culturally sensitive environment.

— Submitted by Safe+Sound Somerset

Navigating Effective Training: Key Flags, Tips, And The Importance Of Employee Feedback

Abstract Photo showing message that says Learning Never Ends written on rural road


Picture the scenario. The organization schedules in-house training to equip employees with the inclusive leadership skills necessary to thrive. However, after training and the buzz has vanished, concerns remain that there's much more to conquering the exclusion beast lurking in office environments. Yes, many make that discovery and realize that there's a lot more involved in winning at inclusion, and if not careful, inadequate training can open up even more questions and concerns than bargained for. A Deloitte report says it's imperative to build a future-ready workforce equipped for future challenges.


The team is human, and that means it's likely that unaddressed biases exist. Meaning involved people selecting the training could have unaddressed issues with all the inclusion hoopla or, worse, be apathetic to progress, and so therefore, those biases impact desired outcomes. An example is the selection of safe training that cursorily meets the training requirements and feels the least intrusive to the organization. Additionally, accountability for implementing new skills may be lacking.


Companies who invest in providing leadership training to staff are commendable. Understanding inclusion complexities can take many iterations of training to build skills. Therefore one-off, once-a-year focus on learning can be a stopgap for exclusionary practices. And while that's a good, no great effort, it's just the start of a long journey towards creating an INCLUSIVE workplace that shows up to meet the ever-changing needs of the organizational makeup.

Pay attention to the beauty of diverse perspectives to gain training insights

  • Take time to do due diligence when implementing training. Remember, inclusive leadership is a skill that needs nurturing and education to adapt to ongoing cultural shifts and requirements. Therefore, executive leadership teams are not-exempt and need support to address individual and collective hidden spots when supporting diversity, equity, and inclusion vision commitments.
  • Look for gaps in education. For example, managers may need additional support to gain expected results and foster inclusion when managing the growing diversity of teams.
  • Consider the frequency and delivery of new skills to every person in the organization. Be sure to prioritize training efforts with the understanding that the benefits of diverse teams will yield improved organizational results.
  • Be truthful with training partners to allow insights into training customization. Hiring the right partners to deliver expertise is vital to minimize providing training that doesn't empower leaders and staff to do their part to remain committed to fostering an inclusive workplace.
  • Invest in building a relationship with the inclusive leadership expert chosen. Ask questions. Be bold and courageous in embracing non-traditional training experiences. Win/Win trusted partnerships provide dividends for the inclusive leadership journey.
  • Be sure to get feedback from staff and leaders, delving into questions about training impacts and challenges. Ask about the integration experience paying attention to commentary about behavioral shifts. Pay particular attention to what additional support is needed. Limeade, Qualtrics, or SurveyMonkey are tools to explore to capture feedback information.
  • Capture verbal and written feedback. Consider delivering focus groups to gain additional feedback to integrate into an updated learning and development strategy.
  • Review and determine which actions to proceed with. Make modifications to training so that it's working. Be proactive with decisions (even if unpopular).


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