Training confidential counsellor

Why a training to become a confidential counsellor? The Arbowet stipulates that employers are responsible for the psychosocial workload (PSA). This means, among other things, that the employer is obliged to implement a policy aimed at combating undesirable behavior such as (sexual) intimidation, bullying, aggression/violence and discrimination. A complaints procedure is often part of the policy, as is the appointment of a confidential counsellor/ confidential advisor.

Duties of a confidential counsellor

Receiving, guiding and advising complainants/reporters.
Educating, informing and inspiring the organization.
Solicited and unsolicited advice to the board and managemen

The job of a confidential counsellor is multifaceted and requires excellent conversational skills and presentation techniques.

Start dates

Teaching material included
Including accommodation costs
LVV acknowledged certification
Dilemmaspel as a gift
Burchtboekje as a gift
One year of free support
Please note: Syllabus is in Dutch

Training content

Purpose and function

What are the legal frameworks within which the purpose and function of a confidential counsellor are regulated and what profile and competences are required for this?

Psychosocial workload

Psychosocial workload (PSA) includes (sexual) harassment, aggression, violence, bullying, discrimination and work pressure. You learn to investigate when a complaint is well-founded and which (formal or informal) course the reporter can follow with the support of the confidential counsellor to stop this undesirable behavior and limit the damage for both the reporter and the accused and the organisation.

Conversation skills

How to recognize the different types of feelings, how to build a deep connection with a complainer and how to observe without judgement. You learn to distinguish between your world of experience and that of the complainant, and between the different emotions. You learn to give sensory-specific feedback using non-violent communication.

Conversation with a complainant

How you set frameworks ensures the right reception, how you build up a good conversation, how you arrive at a suitable solution together with the complainant, how you clarify – any – consequences and how you close the conversation properly.

Forms of undesirable behavior

orms of undesirable behavior and the consequences for the victim are discussed. You will learn to use a suitable working method/procedure for each form, whereby the damage for the complainant, the cause of the nuisance(s) and the organization is limited as much as possible.

Formal and informal route

Where possible, preference is given to the informal route: resolution between the person(s) involved. In addition, you learn in which situation an informal route is not (any longer) applicable or is sufficient and which informal routes can be followed.

Complaints procedure and complaints committee

You will be made familiar with the function of a complaints procedure and that of a complaints committee. You will also learn how a complaints committee works and which common formal conditions there are for a well-founded/admissible complaint.

Social and organization card

When and to whom do you refer if necessary: authorities or specialists. To do this, you compile a social map, so that you can adequately refer a reporter. You also map out the organization you work for, so that you know who to contact to fulfill your reporting, preventive and information duties.

Rol van OR en RI&E

The Ondernemingsraad (OR) and the Risico Inventarisatie & Evaluatie (RI&E) play an important role in, among other things, the PSA policy, the inventory of undesirable behavior in the workplace and, for example, the appointment/use of a confidential counsellor. You become familiar with the role and responsibility of the OR en RI&E.

Counter function integrity

As a confidential counsellor, you can assist and advise people who come up with an integrity issue. In addition, you will be made aware of the possible routes and how to refer the reporter to the right person or agency.

Undesirable behavior versus a report regarding an (alleged) misconduct

As a confidential advisor, you will have to deal with integrity issues. You will learn how to determine the dividing line between a complaint about undesirable behavior and a report about an (alleged) misconduct or integrity violation.

Wet bescherming klokkenluiders

You will learn more about the concept of integrity within organizations, the legal frameworks that an internal reporting procedure must comply with, the Wet bescherming klokkenluiders and the EU directive on which this is based.

For whom?

The training is for people who want to develop into a professional internal or external confidential counsellor/ confidential advisor.

Requirements

At least an MBO+ thinking level applies to the training to become a confidential counsellor.

Duration & study load

Four days of two half-days (morning and afternoon). For the study load, you should take into account 10 hours outside of the teaching days.

Group size

In principle, a maximum of 12 participants per group applies. In exceptional situations this can be deviated from and/or an extra trainer is deployed.

Location(s)

For organizations, the training can be given in-company.

Bonus

After completing your training at LIVP, you can use various services.

For example, there is a sparring partner available that you can consult by telephone.
Can you follow further training and join an intervision group.
When you start working as an internal confidential counsellor, you can use an external confidential counsellor from the LIVP for your organisation.
In addition, the LIVP has an independently operating external klachtencommissie that can be appealed to.