TRiM Policy

1. Statement of Policy

Trauma Risk Management (TRiM) is a welfare led process intended to assess the response of a member of staff (including certain affiliated groups such as Special Constables) exposed to a potentially traumatic incident.

Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.

 

2. Policy Scope

This policy and the associated protocol includes guidelines on how the selection, training, deployment, and welfare needs of designated TRiM Practitioners (TPs) will be met. It acknowledges the pivotal role that TPs play in assessing the psychological well-being of officers, staff and volunteers after their involvement in a serious incident, including a major incident.

There is a foreseeable risk that individuals, who have been exposed to potentially traumatic events, could develop long-term psychological problems, including, though least likely, Post Traumatic Stress Disorder (PTSD). TRiM is the force's operational response to minimise that risk.

The nature of the stress response is very personal; therefore, this policy and the associated protocol acknowledges that individuals retain a responsibility for their own well-being under Health and Safety Law. Should they feel particularly distressed after any incident it is ultimately their responsibility to ask for a TRiM intervention if that has not been offered.

 

3. Powers and Policy/Legal Requirements

Health & Safety at Work Act

Internal –

Dyfed-Powys Police TRiM Protocol

Dyfed-Powys Health & Safety Policy

Occupational Health Policy   

 

4. Options and Contingencies

Depending on the scale of the event, contact should be established at an early stage with the TRiM Operational Lead or TRiM local policing area (LPA) single point of contact.

 

Officers, Staff and Volunteers

Officers, staff and volunteers are responsible for their own well being under Health & Safety legislation. Where individuals feel a TRiM intervention would benefit them, it is their responsibility to request an intervention if it has not been offered. 

 

Supervisors/Managers 

Immediately post incident, a welfare check-in should be conducted by Supervisors/Managers

Supervisors/Managers should consider a TRiM intervention if the criteria have been met. These are –

• Supervisors/Managers should contact the TRiM Co-ordination Team or Operational Lead with the details of the event, shift pattern for the next week, officers/staff details including contact details.

Following initial stage, Supervisors/Managers will

• monitor staff for delayed stress reactions
• encourage staff to contact the counselling/wellbeing team/employee assistance programme where required

TRiM Practitioner (TP)

• Conducts a briefing for all involved where required
• Conducts risk assessments with individuals or groups
• Refer personnel considered to be a risk to the counselling/well being team
• Arrange a follow up assessment/meeting at one month and three months following initial assessment

 

TRiM Lead Co-ordinator/Operational Lead

• supervise and guide TRiM trainers/TRiM Co-ordinators
• offer psychological screening to the TP’s
• oversee/quality assure confidential storage of TRiM related records
• liaise regularly with the counselling and wellbeing manager and the counselling team to ensure a resilient and knowledgeable response

• provide quality assurance and ensure ‘best practice’ including assuring appropriate professional boundaries are maintained as related to the welfare of individuals under TRiM
• keep abreast of the latest developments with regards to trauma in the emergency services so as to deliver the most up to date service
• ensure the latest information regarding TRiM/trauma is passed down
• fulfil the TRiM/trauma specific CPD, including mandatory attendance of the yearly update
• training delivered by the TRiM originators
• liaise regularly with the designated strategic lead
• conduct exit interviews for TPs
• oversee availability of appropriate and up-to-date information on the intranet
• provide TRiM support for PSD

 

TRiM/Trauma Awareness Training

The following will receive TRiM/Trauma awareness training included within the existing training specific to their role –

• Force Communications Centre team leaders/shift managers
• Sergeants
• Crime Scene Investigators
• PCSO Leads (NPPT)
• Serious Crash Investigation Unit/Forensic Collision Investigation Unit
• Major Crime/SOCT
• PPU/PVP Managers
• Negotiators

The Code of Ethics principles are relevant to this policy and the associated protocol –

• Courage
• Respect and Empathy
• Public Service

 

5. Take action and review

This policy and the associated protocol document will be reviewed every two years at a minimum to ensure that it is fit for purpose, any changes made to internal process/procedure or any changes to legislation or national guidance which affect the policy/protocol or any challenges made to the policy or protocol.

Any changes requested and/or made to the policy and/or associated protocol document will be implemented and overseen by the People, Culture and Ethics Board.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: December 2025