Updated: Feb 15
Download Checklist Here:
Data and Recommendations: What data will drive your choices?
☐ Determine your trusted sources of data, recommendations, and other updates.
☐ What formal sources do you and your team trust? Consider: government, CDC and
other public health resources, cultural organizations, media outlets and local sources.
Start identifying them now, if you haven’t.
☐ What about informal information sources? Consider groups in your community that are
disproportionately being impacted by this virus (communities of color, the aging
community, immunologically vulnerable people). Invite insight from these groups and
get their pulse on their perception of safety. Just because a large bureaucratic
institution deems something “safe” doesn’t mean it is safe for communities in the
margins. Practice community-informed decision-making.
☐ Make sure your board and staff are informed about what data you will be relying on to
☐ Establish the process for data analysis. Who will be paying attention to and reporting on
the data? How frequently?☐What “triggers” or milestones in the data will activate a new
phase (i.e. consistent reduction of cases for X days) ? What will trigger a retreat to a
previous phase (i.e. an uptick in cases in your area)?
2. Your People
☐ Assess staffing levels against your phased reentry plan. Will you need to hire/re-hire or
let people go? When?
☐ If hiring, begin developing job announcement so you are ready. Plan for onboarding and
☐ If laying off staff, begin discussing with your team and preparing
☐ Assess volunteer need. When will you need to have volunteers ready? Start
communicating with them now.☐Will your staff or volunteers need any new or updated
training? Start planning for it.☐Any new benefits you will be offering? (i.e. access to
mental health support, peer support, expanded PTO, etc.)
3. Organizational Culture and Work Model
☐ Adopt a trauma-informed leadership approach so you can best support your team as
they navigate this transition.
☐ Establish your transitional or new work model. Keep employees remote when possible.
☐ Collaborate with your team to develop a new rhythm and meeting schedule for the next
☐ Consider offering virtual peer support groups to your employees.
☐ What new cultural elements does your team want to incorporate? Engage in dialogue
with them now.
☐ Embrace a culture of learning and decide what your team wants/needs to learn together
as you reemerge.
☐ Consider learning about and adopting an equity lens so you can center communities
experiencing the most disparities.
4. Safety (Physical and Environmental)
☐ How can you set up your office to create the most distance between employees and
☐ What personal protective equipment (PPE) will you provide to your staff? Have you
☐ Ensure you have adequate cleaning equipment, supplies, hand soap and sanitizer.
☐ Develop strict hand washing and cleaning protocols and communicate it to all staff.
☐ If your office uses a cleaning service, make sure they are scheduled to resume
☐ Share your planning efforts routinely with your staff and board.
☐ Services: Make a plan for sharing programming updates with your clients/constituents/
☐ Plan what you will expect of your participants when they access your services in person
☐ How will you ensure your website is updated with the most current information through
☐ Determine what social media platforms and other avenues you will use to communicate
with your community.
☐ How can you activate your community to engage in advocacy around systemic
inequities magnified by COVID-19?
6. Policy and Protocol
☐ Develop an Organizational Transition Plan for the different phases of your
☐ Establish a protocol for decision-making around when your team should move into or
retreat from a phase.
☐ Collaborate with your board and team on this.