Violence prevention program ummc

Content warning: This story contains mentions of gun violence. City Council voted unanimously Monday to fund the expansion of an initiative that supports youth and family violence prevention. The program supports the families of its participants. The expansion will increase the age range of its clients from between 14 and 24 years old to between 11 and 30 years old, with plans for a workforce development program to appear before the council in April.

Schedule Appointment: , option 1. The Baltimore City Health Department BCHD is committed to ensuring that communities impacted by the recent tragic events in Baltimore have access to needed trauma counseling and mental health services.

Baltimore Behavioral Health System. General Inquires: Behavioral Health System Baltimore, Inc. We help guide innovative approaches to prevention, early intervention, treatment and recovery for those who are dealing with mental health and substance use disorders to help build healthier individuals, stronger families and safer communities.

Center for Hope. Baltimore Child Abuse Center. LBCenterForHope lifebridgehealth. Office: Advancing hope, healing, and resilience for those impacted by trauma, abuse, and violence through comprehensive response, treatment, education, and prevention. Break the Cycle. Intentional Violence Intervention Team. In — House Intervention.

A group of 25 UMMC faculty, staff and administrators has been studying this trend in workplace behavior for most of this year and is now poised to begin the rollout of a workplace violence prevention initiative.

This program is meant to communicate to our patients, visitors and employees that we have a zero tolerance policy for violence — and the behaviors that are often the precursors of violence — in the work setting. It also establishes a system to report, monitor and respond to incidents of inappropriate behavior. These incidents may involve either intentional or unintentional risk of harm occurring, and may include instances of high risk that have the potential to result in harm, as well as overt acts of violence.

We began more systematic tracking of these types of incidents more than a year ago in our Jackson hospitals and logged a total of events in the 12 months ending in September. About three-quarters of them were patient-employee encounters, 12 percent were between patients and 10 percent involved a visitor and an employee. During that same time period, 55 employee-to-employee incidents were reported, including five that involved some sort of physical interaction. Additional accomplishments of the work group involved the establishment of an incident reporting mechanism through the iCare system; the creation of a three-tier classification system yellow, orange, red that describes a hierarchy of concerning behaviors and the measures staff can take in response; and participation in a national benchmarking study that is tracking workplace violence initiatives in hospitals.

In time, we will expand the focus to the ambulatory setting and the non-clinical parts of the organization.