Critical Incident Protocol

What counts as a critical incident

A critical incident is any event that overwhelms normal coping — for individuals, teams, or an entire organization. In Texas workplaces and correctional facilities, common examples include:

• Death of an employee, resident, coworker, or immediate family member
• Serious workplace accident or injury
• Violence, threat, or assault affecting staff or residents
• Sudden layoffs, closure, or organizational trauma
• Suicide or attempted suicide affecting the community
• Natural disaster, fire, or facility emergency with emotional aftermath
• Death notification or grief inside a TJJD or TDCJ facility

If people are shaken, grieving, or struggling to function — that is enough reason to reach out.

What a chaplain does — and does not do

Chaplain Kris Cruz provides: pastoral presence, grief companionship, prayer for those who welcome it, team debriefs, leadership counsel, spiritual care for residents and staff, and connection to professional resources when needed.

A chaplain does not: replace 911, licensed clinical therapy, HR investigations, legal counsel, security operations, or facility disciplinary processes. Chaplaincy runs parallel to those systems — addressing the human and spiritual weight that remains after protocols are followed.

When to call emergency services first

If someone is in immediate danger — medical emergency, active violence, suicide risk, child abuse, poisoning, or any situation that requires professional responders — call before you call a chaplain. Pastoral presence matters, but it does not replace trained emergency help.

How to activate chaplain response

1. Ensure immediate safety. Follow your organization’s emergency and security procedures first. Contact emergency services when required.
2. Notify Chaplain Kris (phone first in crisis). Call or text 214-735-9356, or iMessage / email chaplain@kriscruz.com. If it is not urgent, use the form on the hub that fits your setting (links below).
3. Share basic context. Location, what happened (briefly), who is affected, and whether on-site, virtual, or facility access is needed.
4. Coordinate access and timing. Kris responds directly. Facilities follow clearance and approval processes; workplaces confirm on-site access through HR or leadership.

Workplace critical incident protocol

For Texas employers and HR leaders in the DFW area and across North Texas:

1. Stabilize the team. Account for employee safety and communicate through official HR/management channels.
2. Request chaplain presence. On-site visit, virtual sessions, or scheduled team debrief — scoped to the incident.
3. Offer confidential pastoral access. Employees may meet one-on-one without concern that conversations go to management.
4. Support leadership. Owners, managers, and HR leaders also carry the weight — chaplain counsel is available for them.
5. Follow up. Grief does not end when the incident fades from the news. Check-in visits and ongoing access are arranged as needed.

Chaplain care complements your EAP — it does not replace it. See Chaplain vs EAP for how both work together.

Facility critical incident protocol

For TJJD juvenile and TDCJ adult facilities in North Texas:

1. Follow institutional protocol. Security, medical, and administrative procedures come first.
2. Request pastoral support. Facility leadership or chaplain coordinators contact Kris to discuss resident and staff needs.
3. Resident spiritual care. Grief companionship, prayer, Scripture for those who want it, and calm presence after loss or trauma.
4. Staff debrief. Correctional staff also need care — chaplain support alongside existing programs, not in competition with them.
5. Ongoing presence. Critical incidents are not one-day events. Consistent visits help residents and staff process what happened.

There is no cost to facilities for spiritual care. Ministry is supported through donors and partners. Download the Facility Administrator Overview (PDF) · 41 KB to share with your team.

Confidentiality during crisis

Pastoral conversations remain confidential. Chaplain care is not reported to HR, management, or facility administration as part of disciplinary or personnel processes. Exceptions follow the same boundaries as pastoral ministry generally — imminent harm to self or others may require appropriate escalation, communicated with care and transparency when possible.

Employees, residents, and staff can speak honestly without fear that their grief becomes a file note.

On-call and response expectations

Chaplain Kris serves workplaces and facilities across North Texas with on-site, virtual, and on-call arrangements defined in advance where possible. If you do not yet have an agreement in place, reach out immediately when a crisis occurs — every effort is made to respond as quickly as circumstances allow.

For organizations that want proactive coverage, crisis on-call scope can be built into your engagement during the Connect → Plan → Serve process.

Who responds

Chaplain Kris Cruz — see training, facility presence, and credentials above. Grief-care trained with ongoing access at Gainesville State Juvenile and Boyd Unit, Teague. Meet the chaplain →

Spiritual and pastoral care is not licensed clinical counseling. When professional mental health support is needed, a chaplain helps connect people to appropriate resources.