Violence Awareness Training For Field Employees Fiscal Year 1999 Findings and Recommendations

Jon Driessen, Ph.D., Project Leader

Daniel P. Doyle, Ph.D., Principal Investigator

Lisa Outka, Project Assistant

USDA Forest Service Technology & Development Program Missoula, MT

9E92H68—Personal Safety Awareness For Field Employees

June 2000

The Forest Service, United States Department of Agriculture (USDA), has developed this information for the guidance of its employees, its contractors, and its cooperating Federal and State agencies, and is not responsible for the interpretation or use of this information by anyone except its own employees. The use of trade, firm, or corporation names in this document is for the information and convenience of the reader, and does not constitute an endorsement by the Department of any product or service to the exclusion of others that may be suitable.

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To file a complaint of discrimination, write: USDA, Director, Office of Civil Rights, Room 326-W, Whitten Building, 14th and Independence Avenue SW, Washington, DC 20250-9410, or call (202) 720-5964 (voice or TDD). USDA is an equal opportunity provider and employer. i Contents

Executive Summary ______1 Background and Project History ______2 Beginnings of the Project______2 Sharpening the Focus of the Project ______2 Five Modules—Recommendations ______2

Work Completed During Fiscal Year 1999 ______3 Early Development Activities ______3 Initial Data Gathering ______3 Developing a Typology ______3 Interviews in the Northern Region ______3 Interviews in the Southwest Region ______3 First Video Footage ______3

Work Plan for Fiscal Year 2000 ______4 Interviews in the Southern Region______4 More Video Footage ______4 Complete Module 1 ______4

Recommended Goals for Fiscal Years 2001 and 2002 _5 Goals for Fiscal Year 2001 ______5 Goals for Fiscal Year 2002 ______5

Tentative Outline of the Modules ______6 Module 1—Personal Safety Awareness for All Employees ______6 Module 2—Personal Safety Responsibilities for Supervisors _____ 6 Module 3—Community and Home Personal Safety ______7 Module 4—Reading Scenes and People______7 Module 5—Handling Potentially Dangerous Encounters______8 Other Possible Modules ______8

Concerns From the Field—Three More Recommendations ______9 Personal Safety Concerns About the Good HOST Program ______9 Personal Safety Concerns About Collecting Money ______9 Problems Caused by the Separation of Law Enforcement From Line Officers ______9

About the Authors ______11

Appendix—Project Timeline ______12

ii Executive Summary

his progress report describes a nology and Development Center. The with supervisory duties. It is designed project to develop training mater- project team examined and evaluated to raise supervisors’ awareness of TTials that can help USDA Forest existing training programs and avail- potential problems and encourage Service employees avoid or better able data on violent victimizations and them to make violence safety a priority. handle violence and threats of violence. carried out extensive interviews with The third module will help Forest This report includes several recom- workers throughout the Forest Service. Service workers understand and cope mended policy changes that are Based on the development work to with violence or threats they may face intended to help prevent violence. date, the project team recommends in their community and home because producing a video training program of of their job. The fourth module will focus This project came about because of at least five modules. The first of these on how workers in field settings can concern throughout the Forest Service modules should be designed to raise read scenes and people to avoid or that employees are at significant risk employee awareness of potential prob- better handle potentially dangerous of violence, especially while working in lems and provide general preventive situations. The fifth module will consider remote settings. At the behest of the measures that can be employed by all what to do if a potentially dangerous Forest Service’s Washington Office Forest Service workers. The second encounter takes place in a remote Safety and Health unit, a project team module will be addressed to workers setting.
was assembled at the Missoula Tech-

1 Background and Project History

Beginnings of the Given the lack of available training are outside the control of the Forest materials and the overall dearth of infor- Service or its workers. The orientation Project mation on the nature and extent of of this program will be on giving Forest violence in remote work settings, the Service employees the tools to antici- In recent years Forest Service employ- project team determined to concentrate pate (insofar as possible) and cope with ees have been victimized by violence initial efforts on exposure to violence threats to personal safety that arise in and threats of violence. Forest Service in remote work settings. Subsequent a sometimes unpredictable world. employees at all levels in the organiza- development work has shown a sub- tion have expressed concern for their stantial overlap between the three personal safety or that of their coworkers. arenas. For example, disputes arising In response, the Washington Office in remote work settings sometimes spill Safety and Health unit decided in October over into the office setting. On-the-job 1998 to sponsor a project to learn more threats of violence sometimes spill over Five Training about the nature and extent of expo- into the community and home life of sure to violent victimization of Forest Forest Service employees. There is a Modules— Service workers so appropriate training need for training in office safety, but Recommendations materials could be developed, produced, other training materials are currently and disseminated. available. The need for training in office Based on work done to date, the project safety is not as immediate as the need team recommends that the violence The project was based at the Missoula for training in the other arenas. Some awareness and personal safety Technology and Development Center material that applies to office safety can program take the form of at least five (MTDC) with Jon Driessen, Ph.D., be integrated into training modules videotape modules with associated serving as Project Leader. In December focusing on general safety awareness, training materials. The first module (and of 1998 MTDC contracted with Daniel problems in remote work settings, and the module with the highest priority) Doyle, Ph.D., a criminologist from Mis- personal safety in the community and would be designed to raise employee soula, to serve as Principal Investigator. at home. awareness of potential problems and Later, Lisa Outka, a graduate student to provide general preventive mea- in criminology, was added as Project Much of the concern about violence sures that can be employed by Forest Assistant. arose because of a few dramatic, very Service workers in a variety of work serious incidents of violence against settings. The second module would be Forest Service workers. However, devel- addressed to workers with supervisory opment work to date has shown that duties. It would be designed to raise verbal threats, abuse, and harassment their awareness of potential problems are far more common than physical and to encourage them to make violence Sharpening the Focus attacks. Therefore, a major focus of the safety a priority. The third module would of the Project training program has to be on handling be oriented toward helping Forest such threats and reducing the Service workers understand and cope As originally envisioned, a compre- probability that they will escalate into with violence or threats they may face hensive personal safety program for physical violence. in their community and at home because Forest Service workers would have to of their jobs. The fourth module would address violence and threats of No training program can prevent all focus on how workers in field settings violence in three different arenas: violence. Some violence (including very can read scenes and people to avoid serious violence like assault or arson) or better handle potentially dangerous • Safety in remote work settings is very difficult, if not impossible, to situations. The fifth module would • Safety in the community and at home anticipate or avoid. Many of the root concern what to do if a potentially and causes of violence in our society and dangerous encounter takes place in a • Safety in Forest Service offices. of the tensions that give rise to violence remote setting.

2 Work Completed During Fiscal Year 1999

s shown in the Project Timeline Developing a Typology Interviews in the (Appendix A), the goal for Fiscal Southwest Region AAbYear 1999 was to complete early Based on these materials, a tentative development work for all modules and typology of typical incidents was devel- Given the national scope of the training to start shooting the videotape that will oped to serve as a starting point for be used in the modules. program and regional variations in the further development work. Given the nature of violent encounters, the team lack of detail in the written records and needed to conduct interviews in various the fact that most incidents are never parts of the country. Also, based on the recorded, indepth interviews were interviews completed in the Northern needed to fully understand the extent Region, the study team became aware and nature of employee exposure to of the need to interview not only those Early Development violence or threats of violence. who had actually experienced violence Activities or the threat of violence, but those who do not get into such encounters even Meetings were held at MTDC during though their work brings them into February of 1999 between members of extensive contact with the public. Such the project team, M. Caroline Deaderick employees have often developed of the Office of Safety and Occupational Interviews in the effective techniques for avoiding or Health, and Pat Henderson, Program Northern Region diffusing problems—techniques that Analyst with Forest Service Law Enforce- can be taught to other employees. Pat ment. Caroline and Pat had already The first set of interviews began in June Henderson made arrangements for the done substantial development work 1999 in the Northern Region. Northern study team to conduct indepth inter- that proved to be invaluable in setting Region law enforcement officials helped views with 18 Forest Service employees the parameters of the project. They also identify about 40 Forest Service employ- in the Southwest Region. turned over several boxes of related ees who had experienced violent materials they had systematically com- encounters or threats of violence in recent piled. These materials were analyzed years. From this pool, 16 employees to extract information useful for the were selected to be interviewed. The project and to determine whether any interviews lasted from 45 minutes to existing training programs could be over 2 hours. Interviews were tape First Video Footage adapted by the Forest Service. recorded so they could be transcribed and coded. As interviews were carried The first video footage was shot the out across various locations in the third week of August in and around Northern Region, the study team was Cooke City, MT. Included were inter- identifying Forest Service workers who views with local Forest Service worker could later appear on camera and Larry McKee and his wife. Consider- Initial Data Gathering possible locations where video footage able background footage was also could be shot. recorded. Incident reports from Forest Service Law Enforcement dating back several Another video shoot took place in late years were analyzed. An effort was September in Helena, MT. The main made to gather and code information subject was Dave Turner, a minerals on as many known incidents of violence technician with the Helena National or threats of violence as possible. Forest. Additional background footage Incident reports from other government was shot.
land management agencies (Bureau of Land Management, National Park Ser- vice, and others) were also analyzed.

3 Work Plan for Fiscal Year 2000

s shown in the Project Timeline Interviews in the June to do additional development (Appendix A), the major goal for Southern Region work and videotaping. AAbFiscal Year 2000 is to: The team had been scheduled to return • Complete all development work for In January 2000, Daniel Doyle traveled to the Santa Fe/Albuquerque area in Module 1 (general awareness for all throughout Alabama and Mississippi, May. However, most of the Forest Service employees), Module 2 (awareness for interviewing 16 Forest Service employ- employees who were to be interviewed supervisors), Module 3 (community ees. These interviews provided the on video were unavailable because of and home personal safety), Module opportunity to study violence and the outbreak of the Cerro Grande Wild- 4 (reading scenes and people), and threats of violence in different parts of fire near Santa Fe. This trip has been Module 5 (handling encounters). the country. Doyle identified more sub- rescheduled for late July. jects to interview on camera and identified • Complete all videotaping for Modules possible locations for shooting videotape. 1 and 2.

• Complete a substantial portion of the Complete Module 1 videotaping for Modules 3, 4, and 5. By the end of Fiscal Year 2000, the offline • Complete production of Module 1. More Video Footage and online video edits for Module 1 will be completed and Module 1 should be The study team returned to Alabama ready or nearly ready for dissemination. in late March to shoot video of Forest The delay in shooting videotape in the Service employees and locations that Santa Fe/Albuquerque area caused by had been previously identified. The the Cerro Grande Wildfire may result in team will also travel to the Portland area a short delay in the release of Module 1. in the Pacific Northwest Region in late

4 Recommended Goals for Fiscal Years 2001 and 2002

Goals for Fiscal Year Goals for Fiscal Year 2001 2002

The goals for Fiscal Year 2001 are to: The goals for Fiscal Year 2002 are to:

•Complete videotaping Modules 3, 4, •Complete editing Modules 4 and 5. and 5. •Complete production of supplemen- • Develop supplementary training mater- tary training materials for Modules 4 ials for Modules 2 and 3. and 5.

•Finish editing Modules 2 and 3. •Prepare Modules 4 and 5 for distri- bution. •Start editing Modules 4 and 5.

•Complete production of Modules 2 and 3.

5 Tentative Outlines of the Modules

evelopment work done to date General Awareness -Making sure employee attitudes and provides some guidance on the • An understanding of the extent and actions don’t provoke attacks or DDform and content of the modules. nature of the problem of violence. unnecessarily escalate risk. Because development work is ongoing, -Examples of dangerous situations -Learning to read scenes and people the suggested content of some modules that have occurred. (Module 4). is more complete than others. The final -The general need to be alert and product may be somewhat different vigilant. What To Do After a Violent or than the proposal. Supplementary training Threatening Encounter materials, the format of which is yet to •Special concerns for female workers • Being willing to call for help. be determined, will also be developed -Nature of the problems most likely • The importance of immediate reporting. to accompany some modules. to be encountered. •Reporting procedures. • Seeking assistance after the encounter. While existing training programs and • Some special concerns for field workers. -Medical assistance. written reports of violent incidents were -The need to be especially careful in -Posttrauma counseling. analyzed, the content of the modules remote work settings. •Gathering evidence useful for law will be derived primarily from extensive -Lack of nearby backup. enforcement. interviews with Forest Service employ- -Difficulties in maintaining contact. ees throughout the organization. This -Situations that change rapidly. assures that the training materials will -Wearing the uniform. address the potentially dangerous situations these employees actually • The role responsibilities and scope encounter as they go about their work. of work of Forest Service employees. Outline of Module 2— -The proper role of Forest Service law To increase efficiency and shorten pro- enforcement officers. Personal Safety duction time and costs, videotaping for -Knowing the limits and when to call Responsibilities for all modules will be done on an ongoing for help. Supervisors basis. Videos will feature Forest Service -Making personal safety a priority. employees speaking of their experiences -Separating one’s work from one’s The second module is designed to and describing methods they use to self. acquaint Forest Service supervisors of avoid and cope with violence. Video- -Using local law enforcement as the importance of personal safety and taping will be done in the settings where backup. what they can do to better protect em- the employees work. ployees they supervise. The audience Precautions for this module is all Forest Service • Being ready for problems employees with supervisory duties. -Check-in/check-out procedures. More development work is needed for -Use of radio or cell phone. Module 2. -Keeping equipment in good repair. Outline of Module 1— Recognizing the Importance of Personal Safety Aware- • The importance of knowing the local Safety situation. •Making the safety of employees a ness for All Employees -Being aware of and sensitive to the priority. local history and culture. -Violence safety is as important as Module 1 focuses on general aware- -Learning about local controversies other safety issues. ness of potentially dangerous situations, involving the Forest Service. -Encouraging employees to err on precautions that Forest Service employ- -Becoming aware of local persons the side of safety. ees need to take, and the actions they who have disputes with the Forest should take if they experience violence Service. •The supervisor’s responsibilities to or threats of violence. The audience for -Being aware of local illegal uses of employees . this module will be all Forest Service the forests and use of the forests -Taking violence or threats to em- employees. by criminals. ployees seriously. -Developing people skills. -Listening to and acting on employee -Respecting the rights of visitors. concerns.

6 Tentative Outlines of the Modules

-Standing up for employees and small, remote communities, and how • The role of supervisors when em- giving them the support they need. employees can cope with threats and ployees are threatened (Module 2). violence in their communities. The audi- •Making personal safety part of em- ence for this module will be any Forest •Developing a support system. ployee evaluations. Service employee who has contact with the public, especially those involved in •Techniques for diffusing tension enforcing rules and regulations. Signifi- (Module 5). Protecting Employees cantly more development work is needed •Making sure employees understand for Module 3. • Being prepared to protect yourself, their scope of work . your family, and your property. -The proper role of Forest Service Spillover of Work-Related Problems law enforcement. Into Home Life •Getting assistance in coping with -Encouraging employees to know •Examples of incidents that have tension and trauma. their limits and when to call for help. occurred. -Being supportive of employees who back out of potentially dangerous •Situations where such spillover is situations. likely to occur.

•Assigning personnel in a way that •How problems can move from the Outline of Module 4— maximizes safety. field setting into the community. -Recognizing potentially dangerous Reading Scenes and situations. • Threats to family and personal property. People -Recognizing when employees should not work alone. •Impacts on quality of life. The fourth module will focus on how -Emphasizing teamwork. workers in field settings can read the • Maintaining separation between work scene and people to avoid or better •Requiring violence safety training for and home. cope with potentially dangerous situa- high-risk employees. tions. The audience for this module will Special Concerns for Those Living be any Forest Service employee who •Establishing specific violence safety in Small, Remote Communities contacts the public in field settings, procedures. •Problems with living and working in especially those involved in enforcing -Check-in/check-out procedures. a small town. rules and regulations. Significantly -Knowing where employees are. more development work is needed for -Protecting the safety of employees • Lack of privacy or a sense of ano- Module 4. who collect money. nymity. Reading the Scene and the People • Lack of a clear separation between • Things to consider before entering a work life and home life. situation. -General awareness, preparations, • Being seen as the representative of and precautions (Module 1). Outline of Module 3— the Federal government. -Looking things over—developing observational skills. Community and Home •Enforcing rules on friends and neigh- -Thinking through what to do before Personal Safety bors. acting.

The third module concerns how Forest Coping With Harassment and Threats •Red flags to watch for. Service employees may face increased •Knowing troublesome people and -Rule violations in progress. potential for violence and threats of circumstances (Module 1). -Presence of weapons. violence in the home and community. -Drugs and alcohol. It will discuss how work-related prob- •Avoiding potentially dangerous -Large groups. lems can spill over into the home life of situations (Module 4). -Persons who apear to be out of employees, how this can be especially place or without apparent purpose. difficult for those living and working in • The importance of reporting threats. -Other verbal or noverbal cues.

7 Tentative Outlines of the Modules

Deciding What—If Anything—To Do Diffusing Tensions •Availability of backup. •How to approach persons. •Using the radio or cell phone. -Nature of the backup available. -Identifying yourself. -Calling for backup. -How long will it take for help to arrive. -Making small talk. -Pretending to call for backup when out of range. • Balancing the need to maintain per- • The importance of listening. sonal safety and the need to get the -Letting them vent anger. •Using the truck. job done. -Remaining calm. -Staying in the truck if possible. -Erring on the side of safety. -Positioning the truck for easy escape. -Knowing when to back off. •Being sensitive to the culture of those you are dealing with. •Getting in and out fast. •Gathering information for law enforce- -Understanding the culture (Module 1). -Positioning yourself. ment. -Avoiding embarrassing people. -Reporting incidents as soon as pos- sible. •Using humor appropriately. -Recording date, time and place of incident. Different Encounter Styles -Noting names and descriptions of •When to use which type of encounter Other Possible Modules person involved. style: -Noting license numbers and vehicle -Educational style. The recommended work plan does not descriptions. -Deemphasizing authority. include a module on office safety. -Taking photographs. -Building a relationship. Training materials on office safety are -Using confrontations as an oppor- widely available on the open market. It •Preparing for possible confrontation tunity to teach. may be possible to adapt some of this (Module 5). -Knowing the rules. material for Forest Service use. In the -Explaining the rationale underlying meantime, existing materials could be rules. used. -Using warnings. -Give persons an opportunity to make For reasons discussed below, the things right. “Good HOST Program” may need to be Outline of Module 5— reevaluated in light of concerns for Handling Potentially • Enforcement style. personal safety. Depending on the -Knowing when to call for backup. outcome of such a reevaluation, a Dangerous Encounters -Being polite but firm. module on balancing personal safety -Techniques for issuing citations or and being a good host may need to be The fifth module will focus on what to enforcing compliance. developed. Training modules oriented do if an encounter takes place in a remote -Gathering the evidence for success- to positions such as campground hosts setting. The audience for this module ful prosecution. or fee collection technicians may also will be any Forest Service employee be needed.
who contacts the public in field settings, Tactics to Maximize Safety especially those enforcing compliance • Being alert. with rules and regulations. Significantly -Reading the situation (Module 4). more development work is needed for -Not being complacent. Module 5. -Keeping track of people.

8 Concerns From the Field—Three More Recommendations

his project record has covered the talking to persons, striking up friendly money is slipshod. Thousands of dollars origin of the project, the develop- conversations with strangers, or giving are being stuffed in plastic garbage bags TTment work done during Fiscal Year visitors a lift, are ways workers expose and placed in a glove box or hidden under 1999 and part of Fiscal Year 2000, and themselves to increased risk of physical the seat of a vehicle. Such practices are the recommended time frames for attack. creating an easy target for robbery. In production of five training modules that addition, the poor internal auditing can be used to help reduce the risk of Recommendation—Within the scope systems provide tempting opportunities personal violence to Forest Service of the current project, we would recom- for embezzlement. employees. mend a separate training video on how to balance personal safety and serve Recommendation—We came up with Our work uncovered three field-related as a good host. Before producing this a number of possible alternatives to the problems that went beyond the scope training video, the Good HOST Program present practice of employees collecting of the current project. We feel these needs to be addressed from a policy money. Fee collection could be contracted problems are of sufficient urgency to level to provide direction for training. A to armed security companies or law warrant attention from the Safety and Servicewide task force should re- enforcement officers could be charged Health Steering Committee. The examine and make recommended with the task. Another alternative would description of the problems includes changes regarding the current Good be for the agency to eliminate all cash steps that can be taken to protect the HOST Program within the Forest Service. from fee collection areas by using a personal safety of employees. The task force needs to pay specific swipe card or other electronic means attention to the inherent conflict between for visitors to pay fees. Perhaps permits the role of a good host and that of the could be sold by vendors in nearby towns. personal safety of employees, espe- Some Forest Service employees have cially when they are working in remote expressed doubts whether the fee settings. New policy guidelines need to demo program should continue given be established. the risks involved. Personal Safety Con- cerns About the Good HOST Program During interviews, many people who Personal Safety Con- Problems Caused by worked as campground hosts, fee collection officers, forest protection cerns About Collecting the Separation of Law officers, and law enforcement officers, Money Enforcement From spoke frankly about the Good HOST Line Officers Program. They said the program’s em- While recreational fee collection has long phasis on being friendly, cordial, and been part of the work of Forest Service Some years ago, law enforcement was helpful sometimes placed employees employees, the “fee demonstration pro- removed from the control of line officers in harm’s way. This is especially so for ject” has significantly increased the on Districts and Forests. This separa- employees who frequently engage the amount of money being collected. A tion has resulted in confusion on the public as they check campgrounds, sometimes resentful public is being proper role of law enforcement personnel collect fees, and validate firewood per- charged for activities that used to be when problematic encounters occur. mits. The current project, with its emphasis free. Over the course of a day, some Since these encounters often involve a on training people to develop greater employees collect and transport law or rule violation, they can be viewed personal safety awareness will neces- hundreds or even thousands of dollars. as the primary responsibility of law sarily encourage workers to develop During our work in the field, we were enforcement personnel. But the line greater wariness when working with the told of personal safety risks for workers supervisors at forests and districts often public. Teaching workers to be more who collect cash from the public and wind up dealing with many compliance “streetwise” will mean training employ- from fee boxes. This money was often situations and problems. Given the vast ees to keep a greater distance from the being collected by seasonal employees territories that law enforcement officers public while performing their jobs. Many who were working alone in remote areas. patrol, it is rare for law enforcement current work practices of employees who Several workers told us about their officers to be available to assist in most try to be good hosts, such as shaking fears of being robbed and physically of these situations. hands, getting out of the vehicle when assaulted. Agency control over this 9 Concerns From the Field—Three More Recommendations

The separation of Forest Service law between law enforcement and the rangers, forest supervisors, and first-line enforcement from the control of line districts and forests within the context supervisors need to be held account- officers has also created problems with of employee safety. Serious consider- able for all aspects of employee safety. regard to violence safety training. Some ation should be given to reintegrating Because of the escalation in violent district rangers may see such training law enforcement officers so they become encounters, the Forest Service may as the responsibility of the law enforce- part of a team effort in the personal need to add more law enforcement per- ment division. safety training program on units. Training sonnel so other Forest Service employees regarding personal safety in potentially can turn over the more dangerous Recommendation—The Forest Service violent encounters needs to be integrated situations to those with advanced needs to carefully examine the advisa- into the overall safety training program, training to handle them.
bility of maintaining the clear separation not relegated to law enforcement. District

10 About the Authors

Jon Driessen received his Ph.D. in soci- Daniel P. Doyle received his Ph.D. in Lisa Outka holds a bachelor’s degree ology from the University of Colorado sociology from the University of Wash- with a double major in political science in 1969 and joined the University of ington in 1984 and currently serves as and in sociology with an emphasis in Montana as a professor of sociology. professor of sociology and criminology criminology. She is currently a graduate Since 1977, he has worked as a faculty at the University of Montana. He has student studying criminology in the affiliate at the Missoula Technology and done research in a variety of areas sociology department at the University Development Center. His most recent within sociology and criminology but of Montana. She is interested in pursuing project has been production of the Forest has a special interest in the escalation a career working within the criminal Service training program, Making a of disputes into violence. In previous justice system at the federal level. Crew. He has also been involved in work for the Forest Service, he con- production of another recently released ducted a survey of and analyzed the video, Driving Mountain Roads: Slowing sources of well-being of residents in Down. He is working on the production resource-dependent communities in of a training video for drivers who rural Montana. transport firefighters under wildfire conditions.

11 Appendix—Project Timeline

12 Notes

13 Notes

14 Library Card

Driessen, Jon; Doyle, Daniel P.; Outka, Lisa. 2000. Personal safety awareness for field employees, violence aware- ness training: fiscal year 1999 findings and recommendations. Tech. Rep. 0067-2820-MTDC. Missoula, MT: U.S. Department of Agriculture, Forest Service, Missoula Technology and Development Center. 14 p.

This report describes a training pro- gram to help Forest Service employees avoid or handle violence and threats of violence. Previously published training materials were reviewed. In addition, interviews were conducted with Forest Service employees during 1999. Tenta- tive plans call for five video modules: Module 1, Personal Safety Awareness for All Employees; Module 2, Personal Safety Responsibilities for Supervisors; Module 3, Community and Home Personal Safety; Module 4, Reading Scenes and People; Module 5, Handling Potentially Dangerous Encounters.

Keywords: harassment, remote work location, safety at work, threats, video- tapes, work places

Additional single copies of this document may be ordered from: USDA Forest Service, MTDC 5785 Hwy. 10 West Missoula, MT 59808–9361 Phone: 406-329-3978 Fax: 406-329-3719 E-mail: [email protected]

An electronic copy of this report will be available on the Internet at: http://fsweb.mtdc.wo.fs.fed.us/cgi-bin/ enter.pl?link=pubs/htmlpubs/htm0067 2820/

For further technical information, contact Jon Driessen at MTDC. Phone: 406-329-3931 Fax: 406-329-3719 E-mail: [email protected]

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