A suspected workplace bullying issue comes to light (observed, rumored, reported by third party, informal complaint, formal written complaint) Initial screening of situation Initial judgement call about how to proceed based on... Immediate risk of danger Whether criminal behavior is suspected Whether harassment policy has been violated Nature and extent of the perceived problem The stage the problem has reached Who is involved Determination of who best equipped to handle the situation: Has sufficient authority Has appropriate skill set and experience Has credibility with the parties Has no real or perceived conflict of interest Has time available to take on the case Process is explained and support services are provided to both parties In-depth assessment & diagnosis: Observation, interviews, bystander input, recent events, performance history, context Resolution Options: Training Coaching Counseling Facilitation Mediation Investigation Group Intervention Handled By: Supervisor Manager Human Resources Dept. Follow-up monitoring, fine-tuning, and if needed, further intervention Aimed At: Targets Perpetrators Bystanders Work unit Overall work place climate Debriefing and postvention with the stakeholders Umbrella role for H.R. (Assisted by a work-place wide advisory committee) Monitoring patterns and trends over time Identifying ongoing (unresolved) issues and trouble spots Pinpointing contributing systemic factors Developing, implementing and evaluating workplace policies and procedures