For Those Who Serve
The job asks for everything. Build a life it does not consume.
(Trust)
AVEVV for Those Who Serve is evidence-informed mental health and wellness training for high-consequence professions. We teach practical skills for stress management, resilience and supportive supervision — then build in repeated practice and measure whether the learning is used.
Start the Conversation →What You Learn
Practical skills for the work — and life beyond it.
For sworn and non-sworn personnel, supervisors and command. Training addresses occupational stress, recovery, communication, support resources and career transitions.
Built on AVEVV's Five Disciplines, with structured instruction, participant-chosen practice and measurement. The goal is learning people use — not simply another class they attend.
Recognize meaningful changes in stress, sleep, patience and recovery.
Identify habits that no longer serve you.
Practice recovery routines that fit your actual week.
Support colleagues without taking on a clinician's role.
Build a deliberate transition between shift and home.
Maintain identity, relationships and purpose beyond the role.
The objective is not simply to survive the career. It is to remain capable of doing the work well without allowing the work to decide, by default, who you become everywhere else.
LEMHWA funding: Training in program areas identified by DOJ. For eligible law-enforcement agencies, use of grant funds depends on the proposed scope, award terms and required approvals.
Services & Funding ↓You were trained for the worst day of someone else's life. You deserve a system for the thousands of days that follow.
What We Work On
The AVEVV® Framework.
Five disciplines, applied to stress, recovery, trust and life beyond the role. The studies below inform the training topics; program learning and application are measured through APD.
Notice · Choose · Act · Connect · Align
Notice honestly. Own what is yours.
Notice changes in workload, behavior or morale. Address the conditions that need agency or supervisor action.
Notice your own patterns: sleep, recovery, alcohol use, irritability, isolation and relationships.
Accountability runs both ways: agencies own working conditions and access to support; participants own the actions within their control.
Practice checking in, listening and connecting a colleague with appropriate resources.
Readiness is not only the condition of your equipment. It is the condition of the person carrying it.
ResearchIn a study of 4,957 North American police officers, positive sleep-disorder screens were associated with more self-reported errors and safety problems. — Rajaratnam et al., JAMA, 2011.
Choose intentionally. See beyond what is immediately in front of you.
Practice pausing before reacting. Consider what the situation needs beyond the emotion of the moment.
Choose where to put your attention across the career — not only the next shift.
Build relationships, interests and a sense of purpose outside the role.
Begin preparing for transitions before an injury, reassignment or retirement makes the decision urgent.
Know what the moment requires. Know what the career is building. Know who you intend to be when the career is over.
ResearchA study of retiring senior police officers identified challenges around identity, role loss and future purpose. — Jones, Noble & Delpratt, Frontiers in Psychiatry, 2026.
Act repeatedly. Turn what you know into what you actually do.
Turn a training insight into a specific action.
Practice it during a shift, conversation or transition already in your week.
Review what happened. Keep what helped and adjust what did not.
Apply the same discipline to recovery, relationships and the transition home.
Awareness identifies the change. Execution practices it.
ResearchA review of 12 controlled police-training studies found benefits for depression and anxiety outcomes; pooled results for stress and resilience were not statistically significant. — Lu & Petersen, Occupational and Environmental Medicine, 2023.
Connect honestly. Make it possible for truth to move. Trust does not require forced personal disclosure.
Practice raising a concern, admitting uncertainty or asking for support.
Supervisors practice receiving difficult information without ridicule or retaliation.
Know the agency's resources and how to reach them before they are urgently needed.
Listen, stay connected and recognize when a qualified professional is needed.
How you respond when someone brings you something difficult teaches everyone watching whether difficult things are safe to bring you.
ResearchA review of 31 qualitative studies identified occupational culture and stigma as barriers to officers seeking help. — Casas & Kegel, Psychological Services, 2024.
Stay aligned. Know what does not change when everything around you does.
Identify the values you want your decisions to reflect — especially under pressure.
Recognize when an experience challenges those values, and when additional support is needed.
Adjust how you communicate when you move from the job to home.
Different settings. The same commitment to integrity, responsibility and respect.
The circumstances change. The standard underneath them should not.
ResearchA study of 370 Finnish police officers found an association between moral injury and PTSD symptoms. — Papazoglou et al., Frontiers in Psychology, 2020.
The disciplines work together. You cannot control everything the profession exposes you to. You can practice how you respond.
A framework alone is a poster. A system is what you repeatedly do.
More Than a Framework
A framework. A practice method. A way to measure it.
The Five Disciplines organize the learning. APC turns it into repeated practice. APD measures learning and application.
Each engagement connects those three parts to agreed wellness objectives. Participants practice specific behaviors, review what happened and adjust between sessions.
You will not be handed a poster. You will leave with something you are already doing.
Choice
Not every habit that helped you endure the job deserves to come with you.
The job can shape habits without you choosing them.
A response that works on scene may not work at home. Training creates space to notice the difference.
Participants decide what to keep, what to change and what to practice.
See clearly what has changed.
Choose intentionally what still serves you.
Build deliberately what you want to carry forward.
AVEVV supplies the framework and structure. The participant chooses the commitments. Personal disclosure is not required.
Growth
The goal isn't simply to come through it unchanged.
Hard experiences can leave lasting effects. Growth is not guaranteed, and professional care may be needed.
Growth here means deliberate choices about purpose, relationships and life beyond the role.
This is education and practice — not trauma treatment or a promise of post-traumatic growth.
What have you learned?
What matters more now? What matters less?
What have you discovered about yourself?
Which behaviors do you want to leave behind? Which strengths do you want to keep?
What relationships need more of you?
What do you want this experience — and this career — to build rather than simply take?
Five areas for personal direction:
Reconnect with the purpose of service as your career changes.
Naming what you stand for and running the same values on shift and at the kitchen table.
Build identity and direction beyond the badge, rank or assignment.
Maintain honest, supportive relationships with people who understand the work.
Practice communication and presence when the shift ends.
The question is not only, “How do I get back to who I was?” It can also be, “Who do I choose to become from here?”
How It Works
Instruction. Practice. Follow-through.
How is it delivered?
Structured sessions for supervisors, command and agency cohorts, followed by APC practice and APD measurement. Supervisors and command begin first to support the environment for participation. The scope sets the training hours, follow-up schedule and reporting dates. Participation does not require a crisis or personal disclosure.
Who is it for?
Sworn and non-sworn personnel, supervisors and command across the professions listed above.
Family education and retirement-readiness modules are available within the agreed scope.
LEMHWA-funded participation is limited to the people and activities eligible under the agency's award.
Why would an organization buy it?
To give personnel practical wellness skills — and a structure for applying them after the class.
The agency receives a defined training scope, follow-through and aggregate reporting on learning and application.
The Practice Mechanism
The AVEVV Performance Continuum™.
Turn learning into a weekly practice.
The AVEVV Performance Continuum™ (APC) turns learning across all five disciplines into practice in work and daily life.
Participants choose a few specific, observable commitments: a recovery routine, a calmer response, a better shift-to-home transition or a conversation with someone they trust.
Practice, not homework. Each session reviews what was practiced, what happened and what needs to change next.
How the APC Works →The Measurement Mechanism
The AVEVV Performance Dashboard™.
How we measure whether training is showing up in practice.
The AVEVV Performance Dashboard™ (APD) tracks learning, practice and targeted behavior change, alongside agreed agency indicators. Reporting is aggregate, not a record of personal disclosures.
Participation & Practice Adherence
Training completion and practice of participant-chosen commitments, reported at cohort level.
Learning & Resource Awareness
What participants learned and whether they know how to reach appropriate resources.
Observable Behavior Change
Agreed behaviors compared with the cohort baseline, using participant and appropriate observer measures.
Agreed Agency Outcomes
Selected indicators the agency already tracks. Trends provide context; they do not establish that AVEVV caused an outcome.
No individual disclosures or mental-health information enter the agency report. Results are withheld when small groups or other details could identify participants. The report supports agency evaluation and grant reporting.
How the APD Works →Where It Applies
Three levels. Across an entire career.
Recognize stress, practice recovery and maintain relationships, identity and direction beyond the role.
Choose commitments you can apply in your actual week.
For anyone responsible for others, with or without formal rank.
Practice noticing meaningful change, receiving difficult information, responding respectfully and connecting people with appropriate resources.
Support people without taking on a clinician's role.
Command establishes the conditions for the training to be used.
Set expectations for supportive supervision, access to resources and participation within agency policy.
Use aggregate reports to review implementation and decide what needs reinforcement.
Across the Career
Transition starts long before retirement.
Responsibilities change across a career. AVEVV applies the same disciplines to preparation for what comes next.
Eventually, everyone leaves.
The 90-day Retirement Readiness Services engagement focuses on identity, relationships, purpose and a workable routine beyond the role.
Not simply: What will you do next? But: Who will you be when the role no longer answers that question for you?
Where the Line Is
Training, not clinical treatment.
AVEVV teaches stress management, resilience, resource awareness and trauma-informed supervision. We do not diagnose or treat mental-health conditions, process trauma or train supervisors to act as clinicians.
It complements the resources an agency already has. Training includes how to recognize a need for support and connect with clinicians, EAP, chaplains and peer-support teams.
Training is not a substitute for professional care. Needs beyond its scope are directed to appropriate qualified resources.
Participant privacy. Personal disclosures do not become management reports. Sessions are not recorded or automatically transcribed. Reporting covers agreed program measures and aggregate learning and application.
Privacy limits and any required disclosures are explained before participation, within the training agreement and applicable law. This is not a promise of the legal privilege that can attach to a licensed clinical relationship.
The opportunity is not only to respond to crisis. It is to change what happens before one.
Training Services
Train it. Practice it. Measure it.
Four services. One system for practice and measurement.
The Agency Wellness Training Partnership scopes and sequences the services below to the agency's needs. The scope specifies the services selected, participants and delivery schedule. Every service includes structured practice through APC and measurement through APD.
Trauma-Informed Leadership Training
Supervisors & Command
On-site education for supervisors and command on occupational stress, supportive responses, trust, communication and resource connection. Practice includes noticing meaningful changes, receiving difficult information and having conversations without attempting clinical assessment.
Stress Management & Resilience Services/Training
Agency Cohorts
Cohort training for sworn and non-sworn personnel in stress recognition, recovery routines, shift-to-home transition and appropriate use of support. Typically a 90-day engagement, with participant-chosen practice and aggregate measurement.
Retirement Readiness Services
Career Transition
A 90-day training engagement focused on identity, purpose, relationships and daily structure beyond the role. Participants practice deliberate steps toward the next stage of life.
Family Support Services/Training
Family Education / Support — Optional
Non-clinical education for spouses, partners and families on occupational stress, communication, shift-to-home transition, available resources and retirement. Family members are not asked to become clinicians.
Sustainability
The scope identifies how supervisors and agency personnel can reinforce the practices after the engagement. Continued use of AVEVV materials, any internal-practitioner preparation and associated licensing terms are agreed in advance.
LEMHWA Funding
FY25 LEMHWA and FY26 Enhanced materials list all four service areas above. FY26 Start-up materials list stress management and resilience, family support and retirement readiness. AVEVV serves as a contracted training provider, not the grant applicant. Each proposed purchase must fit the agency's approved project, eligible participants, budget and required approvals. The broader professions served on this page are not all eligible for LEMHWA funding.
Have an existing award or a new award to implement? We provide a defined scope, timeline, measurement plan and quote for the agency's review. The guide below explains the funding context.
READ THE LEMHWA OFFICER WELLNESS GUIDE →Procurement
AVEVV is SAM.gov registered and can provide scopes, capability information, quotes and documentation for public-sector procurement.
LEMHWA funding depends on the agency's award, the proposed activity and required approvals. Nothing on this page guarantees funding or represents DOJ approval of AVEVV.
Your career should build more than a résumé of what you endured. Do the work well. Lead people well. Come home well. And build someone capable of carrying the life that comes after it.
