Last updated: June 2026
What Is a Training Framework and Why Is It Important?
An OVA training framework is a structured, organisation-wide system that defines the skills, behaviours, and responses employees need to prevent and manage occupational violence and aggression — giving every team member a consistent, confidence-building foundation to work from.
A well-built OVA training framework delivers three core organisational benefits: (1) clarity — employees know exactly what is expected of them and how to respond; (2) cohesion — consistent behaviours across all teams; and (3) reduced incidents — de-escalation training has been shown to increase employee confidence and reduce the frequency and severity of OVA events.
Occupational violence and aggression (OVA) is on the rise along with the requests for OVA training. Organisational leaders are called to reflect on their present working environments and determine whether their current frameworks, policies and procedures provide their employees, clientele and/or patients with the best support.
Occupational violence and aggression is a complex issue that requires conscious efforts to mitigate successfully. Desirable behaviours cannot be left to chance, but instead should be actively worked on and created by strengthening overall organisational understanding and defining a clear direction within the workplace. As mentioned in this article on behavioural frameworks in business.
Well-defined training frameworks help to provide this structure and focus, allowing for a cohesive and efficient working environment that clearly states employee expectations. This approach is important when addressing difficult situations such as occupational violence and aggression. Training that is built around a solid framework increases clarity around how to tackle challenges which in turn builds confidence and efficiency among employees.
In this article, we will be discussing the importance of utilising a training framework, how it benefits an organisation, and how employees can use one to prevent and mitigate OVA in a way that ensures a safer and more productive working environment.
This article is for: HR managers, WHS officers, operations leaders, and organisational decision-makers across any industry where staff interact with the public, clients, or patients — including healthcare, education, retail, community services, government, and aged care.
This may not apply if: your organisation already has a fully documented, actively reviewed OVA training framework aligned to your specific operational risks and industry requirements.
What Is a Training Framework?
A training framework, sometimes referred to as a curriculum framework, is a structure or process that can be used to plan or decide how something should be done.
It is an organised set of standards and expectations that highlight the skills, knowledge, and behaviours needed to fulfil responsibilities in the workplace and community. See these two examples PDF1 and PDF2.
Resolution Education utilises the A.D.P. framework as the basis of all occupational violence and aggression training. This framework outlines the necessary skills and steps needed to prevent and respond to difficult situations effectively. It is comprised of three modules: Awareness, De-escalation, and Protection, which are all key components of an effective OVA prevention and response strategy.
Also known as: OVA training program, behavioural framework, or de-escalation training model.
The three modules of Resolution Education’s A.D.P. framework are:
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- Awareness — Recognise the tell-tale signs of when somebody is triggered and identify what is causing the situation to escalate. This includes environmental and situational awareness, complacency, instincts, emotions, body language, and verbal cues.
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- De-escalation — Use proven strategies to de-escalate a heightened person and to stay calm yourself. This covers de-escalation techniques, disengagement, and using your voice and body language effectively.
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- Protection — If the situation turns physical, prioritise your own safety by removing yourself as quickly as possible. This includes grab and release techniques, non-punitive restraints, Code Black processes, and other techniques to keep both the employee and aggressor safe.
Why Is Having a Training Framework Important?
How does a training framework create clarity for employees?
People work best when it is clear what is expected of them and what the boundaries are in which they must work. Training frameworks bring this clarity to employees by providing clear expectations and defining necessary behaviours for accomplishing specific tasks.
Unfortunately, many organisations do not have defined frameworks in place and there are often varying understandings of what constitutes aggression and violence in the workplace. Without these clear guidelines, employees are left feeling unsupported and ill-equipped, this can lead to heavier reliance on management to solve issues which is not always the most efficient solution.
Resolution Education’s A.D.P. framework provides clear expectations by outlining what aggressive behaviours are, when and how to raise an alarm, what de-escalation techniques are most effective and how to utilise them, and how to remove oneself if necessary.
Clearly defining and establishing desirable behaviours brings clarity to employees, leading to a more productive working environment.
How does a training framework build cohesion across an organisation?
Implementing a well-established training framework ensures that knowledge, skills, and behaviours are cohesive across an organisation, ‘a cohesive team or workforce can work together smoothly and effectively, which helps them achieve their goals faster’.
A framework creates cohesion within a workplace by establishing acceptable levels of behaviour and the appropriate responses to dealing with specific situations. Often, tension arises in a workplace due to a mismatch in tolerance levels and varying beliefs in how something should be handled. A unified approach is particularly crucial when dealing with instances of occupational violence and aggression, as these incidents are often complex and can have serious consequences if not approached carefully.
Resolution Education’s A.D.P. framework highlights the importance of creating organisational boundaries, defining what constitutes an aggressive situation, and outlining organisational expectations around interacting appropriately with others.
A framework helps to set clear boundaries and expectations so that all employees can identify an escalating situation and the appropriate steps to take to reduce tension, overall leading to a safer working environment for all.
Can a training framework actually reduce the number of OVA incidents?
A comprehensive and layered training framework, addressing psychosocial hazards along with de-escalation techniques, can effectively reduce the number of adverse incidents in the workplace.
Training in de-escalation techniques has been shown to increase employees’ confidence in dealing with customers and patients who exhibit aggressive behaviour. Ongoing education and sharing of knowledge about how to handle instances of OVA can also help reduce the likelihood and severity of such incidents. Therefore, utilising a clearly defined framework that highlights the importance of awareness and de-escalation is beneficial for organisations as they strive to address and prevent OVA.
Resolution Education’s A.D.P. framework emphasises this importance in the Awareness and De-escalation training modules, with each training session prioritising recognising triggers, understanding how the environment plays a role in escalating situations, learning how to use voice and body language to de-escalate, as well as how to remove oneself safely from a dangerous situation.
By developing one’s awareness, difficult situations can be prevented and by up-skilling employees on de-escalation techniques, any unavoidable situations can be mitigated successfully. These strategies reduce the overall number of incidents and their severity.
What happens if an organisation has no OVA training framework?
Without a defined OVA training framework, organisations risk inconsistent responses to aggressive incidents, higher staff turnover due to feeling unsafe, increased workers’ compensation claims, and greater legal exposure under Australian WHS laws. When each employee draws their own line around what constitutes aggression, and responds differently, the workplace becomes less safe for everyone.
Under the model WHS laws, organisations have a duty to manage psychosocial hazards — including occupational violence and aggression — so far as is reasonably practicable. A documented training framework is one of the most effective ways to demonstrate that duty is being met.
How to Address OVA by Utilising a Training Framework
It is clear that implementing a structured framework is crucial in addressing occupational violence and aggression, and that preventing and mitigating OVA ‘requires very purposeful organisational processes conducted by very specific organisational structures‘.
Resolution Education’s A.D.P. framework provides this structure through well-defined outcomes paired with practical techniques.
Organisations can effectively address OVA by utilising Resolution Education’s expertise and framework, keeping in mind the importance of the following points:
Flexibility
The training framework can be adapted to meet the specific needs of an organisation and customised to address the unique challenges of a particular industry.
Alignment
The training framework is developed with organisational goals and objectives in mind, aligning the learning to organisational strategies and existing policies.
Relevance
The training framework is adapted to include relevant scenarios specific to the organisation as well as practical techniques that can be transferred to the workplace and used effectively on the job.
How does the A.D.P. framework compare to other OVA training approaches?
Resolution Education’s A.D.P. framework is one of several structured OVA training approaches used across Australia. Others include MAPA (now CPI Safety Intervention), PART, Wave 1/2/3 Training, and TCI (Therapeutic Crisis Intervention). What sets the A.D.P. framework apart is its high degree of customisation — it is adapted to each organisation’s specific industry, policies, team size, and operational environment, rather than delivered as a fixed, generic program. It also scales from small teams to large departments, making it practical for organisations of any size.
Common myths about OVA training frameworks
Myth 1: “A training framework is only needed for high-risk industries like healthcare or security.” In reality, any organisation where staff interact with the public, clients, or patients benefits from a defined framework. Retail, education, government, and community services all face regular OVA risks.
Myth 2: “One training session is enough.” A framework is not a one-off event. It requires ongoing reinforcement, post-incident debriefs, and regular updates as the organisation’s environment changes. Resolution Education’s A.D.P. framework is designed to be revisited and built upon over time.
Myth 3: “If staff haven’t complained about feeling unsafe, there’s no problem.” Under-reporting is one of the most well-documented barriers to OVA prevention. A framework that includes clear reporting procedures and a culture of safe disclosure is essential to surfacing risks before they escalate.
What to do before implementing an OVA training framework
Before engaging a training provider, it helps to take stock of where your organisation currently stands. Consider reviewing existing incident reports to identify patterns, clarifying what your current policies say about aggressive behaviour, and identifying which roles or teams are most exposed to OVA risk. Resolution Education can assist with this process through an OVA policy creation and review before training begins.
Key takeaways
A well-defined OVA training framework gives organisations three measurable outcomes: clarity (employees know how to respond and why), cohesion (consistent behaviours across all teams and roles), and a reduction in incidents (de-escalation skills reduce both frequency and severity of OVA events).
Resolution Education’s A.D.P. framework — built around Awareness, De-escalation, and Protection — is customisable to any industry, organisation size, or risk profile, and is delivered on-site at your workplace across Brisbane, Sydney, Melbourne, Perth, Adelaide, and all of Australia including regional and remote locations.
What our clients say about Resolution Education’s training
“Great and knowledgeable trainer who made serious training fun and meaningful through great humour. Thanks Resolution Education!”
Denise Parvakis
“The trainer was engaging and got everyone involved. Kept it up-beat and positive.”
Jo-abbe Walker
How Resolution Education builds your OVA training framework
When all employees understand what is expected of them and the specific guidelines on how to interact and de-escalate difficult situations and conversations, then there is consistency within the company. A training framework provides clear processes that build cohesion, bringing confidence and competence with an overall rise in organisational efficiency and a decline in OVA incidents.
If your organisation is lacking a cohesive response to occupational violence and aggression and you are interested in creating a customised training framework that utilises Resolution Education’s well-researched and established A.D.P. framework as a base, then fill in the form below.
Explore our training options including occupational violence prevention course, workplace conflict resolution training, and restrictive practices training.
We are eager to work with you and help set your team up for success.
Written by the Resolution Education training team — specialists in de-escalation, OVA prevention, and workplace safety training across Australia. Resolution Education has been delivering customised OVA training frameworks to organisations in healthcare, retail, government, community services, education, aged care, and more since 2013, across Brisbane, Sydney, Melbourne, Perth, Adelaide, and regional Australia.
Frequently Asked Questions
Can an organisation choose to adapt the A.D.P. framework for different staff roles?
Different roles encounter different types of interactions and risks. Adapting the A.D.P. framework allows training to focus on the specific challenges each group faces, ensuring staff receive relevant and practical techniques that apply directly to their day-to-day work environment and responsibilities.
Can the A.D.P. training framework be used for e-learning as well as face-to-face training?
Yes. The training framework can be incorporated into e-learning modules, allowing organisations to deliver consistent content online that still aligns with the structure and principles of the A.D.P. approach while accommodating remote or flexible learning needs.
How does a well-structured training framework support organisational policy and procedure development?
Training frameworks provide the backbone for policies by clearly defining expected behaviours and response strategies. These can then be referenced in organisational procedures to ensure that training and policy are aligned, promoting a coherent approach to managing OVA incidents.
Does using a recognised training framework influence how employees perceive workplace safety?
Yes. When employees see that their organisation has a structured and purposeful approach to preventing and responding to violence and aggression, it can increase their sense of safety, morale, and confidence in management’s commitment to their wellbeing.
What makes the A.D.P. framework scalable to different organisation sizes?
The A.D.P. framework is designed so its core principles — awareness, de-escalation, and protection — can be adjusted in depth and delivery depending on organisational size, from small teams to large departments, ensuring training remains practical and effective regardless of scale.
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