MOTIVATIONAL INTERVIEWING INTERNAL CERTIFICATION PROCESS Allen County Community Correction Design

Motivational Interviewing training for all staff has been implemented at ACCC. This report is intended to inform the executive team of the progress of training and of what is known regarding staff proficiency levels.

All staff shall attend a basic training of Motivational Interviewing. BASIC TRAININGS

BASIC TRAININGS Continued Following the basic training, there will be an exam. The exam must be completed with a minimum passing score of 90%.

BASIC TRAININGS Continued Those who test below the minimum standards will be placed on a waiting list to re-take the basic training. Basic trainings will be held quarterly (January, April, July, and October) at the Allen County Community Corrections facility.

SUPPORT and TRAININGS Monthly support trainings are scheduled to take place on the fourth (4 th ) Wednesday of each month. Each month is designed to support a specific motivational interviewing skill.

MOTIVATIONAL BULLETIN BOARD A bulletin board has been developed to update staff on up coming events and new studies on motivational interviewing. Staff will also use the board to sign-up for trainings and to address questions or concerns.

INTERNAL CERTIFICATION Motivational Interviewing (MINT) does not currently offer certification or accreditation; however, Allen County Community Corrections has developed an internal certification for staff development purposes.

INTERNAL CERTIFICATION Continued In order to measure skills within the agency to reflect proficiency in a measurable manner, Three (3) levels of motivational interviewing were developed.

Motivational Interviewing Level One (1) requirements Completion of the basic training for staff and pass the basic exam. MINT trainers will provide a two day Basic Training. One week following the training, a basic exam will be administered.

Motivational Interviewing Level One (1) requirements Continued Staff shall achieve the Level One status following the training and successfully completion of the exam with a minimum score of 90%. The expectation for this level is KNOWLEDGE about Motivational Interviewing.

Motivational Interviewing Level Two (2) requirements Successful completion of MI Level 1 and completion of a live (observed) interview with a client.

Motivational Interviewing Level Two (2) requirements Continued Staff will need to provide the trainers with a date/time of the interview. Staff will need to provide a written summary of the client’s situation and the overarching goals of the motivational interviewing session. A transcript of the interview will be reviewed and written feedback will be given to the staff.

Motivational Interviewing Level Two (2) requirements Continued The staff person will then be given a separate written scenario in which to code motivational interviewing responses. This will provide an opportunity to use specific skills and to identify change talk.

Motivational Interviewing Level Two (2) requirements Continued The trainers will review the interview to see the demonstration of proficiency. This level of skill demonstrates the ABILITY to use motivational interviewing.

Motivational Interviewing Level Three (3) Successful completion of motivational interviewing Level 2 and staff person will turn in a 20 minute taped interview to be scored by the MITI. This level of recognition will require that individuals score in the Competency rating of the MITI

Motivational Interviewing Level Three (3) Continued The tape will need to be transcribed for proper scoring. Also, the staffer will then participate in a live scenario with a trainer to demonstrate the COMPETENCY of motivational interviewing skills.

Motivational Interviewing Trainer As it is in the agency’s best interest to continue to develop new trainers, select motivational interviewing level three staffers will be trained in “how to train” and how to score the MITI. This will empower staff to help support each other as a team.

TRIADS Finally, to keep discussions and ideas rotating freely among the staff, we would suggest organizing the entire staff into triads. The idea of cross division triads is believed to support the team approach at ACCC. Certain guidelines will need to be developed with the EMTs instruction in order to prevent the triads from becoming a hindrance to the workload.

QUESTIONS?