Overview

PLEASE NOTE ANY APPLICATIONS RECEIVED AT THIS POINT WILL BE PLACED ON A WAITING LIST. 


USCJ has partnered with Sacred Spaces to provide 10 synagogues with the opportunity to participate in a one-year cohort focused on building and affirming a culture of safety and respect for those who work and interact with synagogues. Through this cohort, participating synagogues will draft or adapt core workplace policies and procedures pertaining to issues of harassment, discrimination, bullying, and other behaviors that undermine safety and respect. The cohort will begin in early 2022.

To assist in the selection of cohort members, we ask that interested synagogues complete this application by November 1, 2021. The goal is to better understand needs and capacity of synagogues that want to participate. Please note all fields are mandatory for an application to be considered complete. To assist in your completion of the application, the open-ended questions are listed below so that you can discuss them with your team in advance. 

Thank you in advance for your time and attention to this.

Sacred Spaces Team

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For questions about this application, please reach out to Lauren@JewishSacredSpaces.org.

For questions about the USCJ Keilim cohort, please reach out to either Aimee at close@uscj.org or Jennifer at stofman@uscj.org.

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Keilim cohort members will:

Attend five foundational trainings that support efforts to create and implement workplace policies and procedures.

Participate in a survey designed to gain input from board members, staff, volunteers, and congregants about what is and is not currently contributing to a safe and respectful environment.

Access the Keilim policy toolkit.

Receive expert guidance through monthly office hours.

Adapt and develop key pieces of workplaces to foster safety and respect.
Interact with other cohort members for a peer-to-peer learning community.

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Open-Ended Questions
Why does your synagogue want to be part of this cohort?

What activities did you undertake to prepare this application?

Share a time when your organization engaged in meaningful dialogue and/or action pertaining to organizational safety, respect, and/or equity and what were some key takeaways from this experience?

The cohort operates for one year. Name one measurable goal that you would like to achieve in that timeframe.

One of the advantages of a cohort format is that congregations have the opportunity to learn from one another. What is one strength or attribute that your synagogue would bring to the cohort?

What is one challenge your synagogue may face in either participation or implementation?

If selected to be part of the cohort, what can we do to support your success? (e.g., How do you work best? What are your preferred methods of communication? etc.)?

Synagogues will participate in the cohort in teams of 3-4 people. Please list the names/titles of those participating from your synagogue and why they were selected.We would suggest someone in lay leadership, someone who is responsible or weighs in on human resources decisions, someone involved in policy development, someone who is in a supervisory role (staff), and/or someone on a committee that is working
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