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Ramsey County Community Corrections Supervision Practice Model Overview . EBP FORUM April 9 th , 2013. Presenters today. Overview Joe Arvidson & Dennis Stapf – Training Unit 20 min Supervisor and Pilot Participants Rhonda Rhoades Supervisor Adult Division
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Ramsey County Community Corrections Supervision Practice Model Overview EBP FORUM April 9th, 2013
Presenters today • Overview • Joe Arvidson & Dennis Stapf –Training Unit 20 min • Supervisor and Pilot Participants • Rhonda Rhoades Supervisor Adult Division • Kathy Wigstrom Probation Officer/Adult Div • Joe Fiebiger Probation Officer /Adult Div
What is a Practice Model??? • “An integrated set of EBP skills that an agency believes will result in public safety outcomes if they are supported by the agency and followed with fidelity by its officers.”
February – July 2012 • Justice Systems Assessment and Training (JSAT) partnered with Ramsey County Community Corrections to create a new practice model of supervision. • Examined previous Practice Models such as: • Effective Practices in Correctional Settings • Integrated Behavioral Intervention Strategies • Strategic Training Initiative in Community Supervision
FEBRUARY – JULY 2012 • Implementation Team • Made up of cross section from the department • Arrived at 33 elements to the model
August 2012 • Supervisors and Senior Management undergo 3 day training on the Practice Model, with a focus on adaptive leadership • 30 line staff/pilot participants attend 3 day training including • Practice Model elements • Immunity to Change • Building Block Process
August 2012 Elements in the Original Starting Method Elements Not in the Original Starting Method Elements that appear to be working ‘Hits’ ‘Finds’ Elements that don’t appear to be working ‘Misses’ ‘Roadblocks’ (Vogelvang, 2009)
September – December 2012 • Established Communities of Practice (CoP) • Based on building blocks process --hit, miss, find, roadblocks • Staff CoP - cross unit /vetted elements • Supervisor CoP -focused on roadblocks and hurdles staff experienced with implementation. • Individual agent/client observations • Huddles-unit based
January – March 2013 • Develop criteria for “green lighting” of participants • Criteria for focus elements and motivational interviewing
January – March 2013 • Rubric Development • Focus on integration • MI as navigation tool • Elements are not stand alone and should bleed into each other • Client context must drive use
April 2013 – April 2014 • Research Phase Begins April 1, 2013. • Short Term = Tracking new cases of “greenlit” staff for recidivism • Long Term = measuring desistance through client surveys • Human Capital + Social Capital= Desistance. • Desistance is gained by regarding people for what they could become, rather than containing them for what they have done. .
APRIL 2013 - 2014 • Continuing Staff/Supervisor Development and support • Coaching of “non-greenlit” staff • CoP’s to include enrichment components • Huddles • Coaching for “greenlit” staff • Assessment --through coding of taped agent/client meetings followed by performance feedback/coaching
LOOKING FORWARD • DEPARTMENT ROLL OUT