An issue that often comes up when we discuss SANE program sustainability is getting away from the "any warm body" method of staffing. Really looking instead at competencies and clear communication between program managers and prospective SANEs about the expectations and requirements of the role, so that both parties go into the relationship with open eyes. (You'd be stunned at how many people have told me that they've downplayed the realities of the job for fear of scaring new staff members away--bad strategy, by the way.) 
 
Does your program lay out clear expectations for clinical competency of new and existing SANEs? Is there a formal interview process in order to join the team? Do staff have access to regularly updated policies and procedures that guide practice (and support them on the stand)? If you answered no to any of these, consider the following resources:
 
General Program Administration:

• Appendices for Making SANEs Work (doc) NM Coalition of Sexual Assault Programs
• Operational Issues: National Protocol for Sexual Assault Medical Forensic Examinations (PDF) 
  SAFE TA

Clinical Competency Evaluation:

• Competency Evaluation Tool (PDF) SAFE TA
• The SAFE Care Model (publication page) Ferguson & Faugno, Journal of Forensic Nursing [full-text available with IAFN membership]
• Exam Competency Checklist & Critique (PDF) Oregon Attorney General's Sexual Assault Task Force

Employment Expectations:

• SANE Commitment Agreement (PDF) Implementing SANE Programs in Rural Communities: The West Virginia Regional Mobile SANE Program
• Interview questions for Prospective SANEs (doc) SAFE TA
• Orientation Checklist (doc) 
  SAFE TA