Hazlett Abigail D, Benzer Justin K, Montejos Kendra, Pittman Demietrice L, Creech Suzannah K, Claborn Kasey R, Acosta Joie, Chinman Matthew
Moody College of Communication, University of Texas at Austin, Austin, TX 78712-0115, USA.
Department of Psychiatry and Behavioral Sciences, Dell Medical School, Austin, TX 78712, USA.
Mil Med. 2025 Jan 16;190(1-2):e243-e250. doi: 10.1093/milmed/usae332.
Preventing military sexual assault (SA) is a DoD priority. Building prevention capacity could strengthen the impact of prevention programs and improve outcomes. Capacity was conceptualized as implementation knowledge and skills using the Getting To Outcomes (GTO) process and organizational-level capacities using the Prevention Evaluation Framework, a framework that applies best practices in prevention and implementation science to prevention at the program and organizational level. The present study assesses implementation knowledge and skills currently possessed by SA prevention personnel in one U.S. Army installation with the goal of identifying preexisting proficiencies and potential gaps. The study uses the Prevention Evaluation Framework organizational-level domains to identify organizational capacities that could be improved.
Fifteen SA prevention program personnel were recruited for individual 1-hour interviews from one U.S. Army installation. A semi-structured interview guide was developed by the study team to assess knowledge and skills within the GTO framework. Applied thematic analysis guided data coding and analysis.
Participants reported a range of proficiencies and gaps in capacity for SA prevention. Within the prevention workforce capacity, proficiencies were skill in tailoring training, and an existing train-the-trainer model. Gaps were training to facilitate difficult conversations, and an inability to tailor trainings to audience needs. Two proficiencies related to the comprehensive approach were having a victim advocate present during trainings, and providing training across leadership levels. The final proficiency involved data. Existing data sources were viewed as useful for identifying the nature and extent of local problems. However, participants reported a lack of confidence and skill in selecting appropriate outcome measures and collecting and using primary data. Gaps in leadership capacity were cultural norms, lack of trust, leader investment, logistical difficulty working with leaders, and comfort engaging with leaders. Gaps in collaborative relationships were the lack of informal networking within the SA prevention area to include civilians.
The GTO-specific knowledge and skills of SA prevention personnel at one U.S. Army installation revealed proficiencies and gaps in organizational capacities influencing the prevention mission. Findings indicate that GTO support could be useful for improving the quality of program activities. However, results also indicate that GTO support would be more effective if they were paired with sufficient prevention infrastructure at the organizational level.
预防军事性侵犯是国防部的一项优先任务。增强预防能力可强化预防计划的影响力并改善成果。能力被概念化为运用“达成成果”（GTO）流程的实施知识与技能，以及运用预防评估框架的组织层面能力，该框架将预防与实施科学的最佳实践应用于项目和组织层面的预防工作。本研究评估了美国一个陆军基地中预防性侵犯人员目前所具备的实施知识与技能，目的是识别已有的熟练程度和潜在差距。该研究使用预防评估框架的组织层面领域来确定可以改进的组织能力。
从美国一个陆军基地招募了15名预防性侵犯项目人员进行为期1小时的个人访谈。研究团队制定了一份半结构化访谈指南，以评估GTO框架内（人员）的知识与技能。应用主题分析指导数据编码和分析。
参与者报告了在预防性侵犯能力方面存在一系列的熟练之处和差距。在预防工作队伍能力方面，熟练之处在于能够量身定制培训，以及现有的培训培训师模式。差距在于缺乏促进艰难对话的培训，以及无法根据受众需求定制培训。与综合方法相关的两项熟练之处是在培训期间有受害者权益倡导者在场，以及在各级领导层提供培训。最后一项熟练之处涉及数据。现有的数据源被视为有助于识别当地问题的性质和程度。然而，参与者报告在选择合适的成果指标以及收集和使用原始数据方面缺乏信心和技能。领导能力方面的差距包括文化规范、缺乏信任、领导者投入、与领导者合作存在后勤困难，以及与领导者打交道时感到不自在。协作关系方面的差距是在预防性侵犯领域内（包括文职人员）缺乏非正式的网络联系。
美国一个陆军基地中预防性侵犯人员的特定GTO知识和技能揭示了影响预防任务的组织能力方面的熟练之处和差距。研究结果表明，GTO支持可能有助于提高项目活动的质量。然而，结果还表明，如果GTO支持与组织层面足够的预防基础设施相结合，将会更有效。
