The Problem
The US Department of Defense and US ARMY identify sexual assault and harassment as a major problem facing soldiers which impacts moral, mission & the lives of military members and their families.
The current SHARP structure assigns leadership in their programming to mostly Commissions Officers who do this work as a collateral duty (additional assigned work). These officers are passionate about the work and sexual assault prevention but lack the adequate skills and resources to successfully implement programming across their units.
The Solution
In assessing the current state of SHARP curricula and program design through document review and first-hand interviews with stakeholders across organizational levels we furthered the DoD and US ARMY SHARP's understanding of the current status of the program in regards to implementation capacity of SHARP assigned officers.
We used these findings to inform recommendations to improve the structure and design of SHARP structure and programming.
We also assessed the fit, capacity and barriers to implementation of a potential new training module within the SHARP program.
Key Outcomes
- 3,000+ minutes of 1:1 interviews with US ARMY SHARP practitioners across 3 geographical areas
- 5 major research backed insights and recommendations delivered to inform future policy and curriculum for the US ARMY SHARP program.
Tools
-Snowball Recruitment
- Rapid Analysis Sheet
- NVivo Qualitative Analysis Program
- Getting to Outcomes implementation science program
Timeline
6 months: Recruitment planning, Interview Protocol Development, Coordination with ARMY installations & SHARP program, interviews, rapid-analysis, delivery of mid-point and final findings to key stakeholders