Effective and Scientific Implementation of EBP Initiatives in Community Corrections: Motivational Interviewing, Progression Matrix, and B.SMART, Chad Dilworth Valarie Schamper Alexandra Walker

2 Steps to Traditional Implementation 1.Train 2.Pray

Funding History

Effective Programs Effective Implementation Outcomes that Benefit Individuals and Society X

Paper – nothing really changes Process – procedures change, not outcomes Performance – procedures & outcomes change Fixsen et al. (2005). Implementation Research: A Synthesis of the Literature.

3 Levels of Implementation Paper Level – creating new policies and procedures about the EBP – 80-90% of the people dependent innovations in business stop at the paper level (Rogers, 2002) Process Level – EPB is in agency policy and procedure and other official processes (training, supervision, etc). – Training is didactic only – Supervision is uninformed by training, etc Performance Level – EBP is deeply integrated into organizational culture and outcomes/results are seen as a result

Letting it happen – Recipients are accountable Helping it happen – Recipients are accountable Making it happen – Purposeful use of implementation practices and science – Implementation teams are accountable Based on Greenhalgh, Robert, MacFarlane, Bate, & Kyriakidou, 2004

 Using Implementation Science to implement EBPs in an effective and sustainable way to produce outcomes  Syringe and Serum  The science for the innovation is different than the science for the preparation for when, where, how, and with whom the innovation is used

 The serum is like the innovation  The syringe is like Implementation Science

Systems Intervention Facilitative Administration Decision Support Data System Coaching Training Selection Technical Adaptive Fidelity Measurement STAFF COMPETENCY DRIVERS ORGANIZATION SUPPORT DRIVERS LEADERSHIP DRIVERS Adapted from ©Fixsen & Blase, 2007

Face to Face Coaching MI 101 Training Face to Face Coaching MI 102 Training

Face to Face Coaching Phone Coaching Face to Face Coaching Tape SubmissionCommunities of Practice

Implementation Strategy for EBP in Community Corrections

EBPS IN COMMUNITY CORRECTIONS

Implementation is a PROCESS, not an EVENT (Stages of Implementation) 1.Exploration 2.Installation 3.Initial Implementation 4.Full Implementation 5.Innovation 6.Sustainability

Progression Matrix BSMARTBSMART

Expected Timelines (Pending Review from EBP Steering Committee) Progression MatrixB.SMART 3-5 Programs at a time 2 Months of Planning (Prior to Installation) 3 Months of Installation Internal coaching/fidelity measurement Start now Finish in Fall/Winter of Programs at a time 3 Months of Planning (Prior to Installation) 3 Months of Installation Internal coaching/fidelity measurement Start Spring 2014 Finish in Spring/Summer of 2017

THE PROGRESSION MATRIX

Implementation Team Teams are sustainable; each member has a role A group that knows the innovations, implementation, and improvement cycles very well. Will develop plans and processes to ensure the successful implementation of an innovation The Team will meet regularly, planning and revising occurs at all stages of the implementation to ensure the implementation is being done effectively and adapting to changes in the environment and available resources.

Progression Matrix – Planning Phase 1.5 day training with implementation team – Review drivers – Develop plan that addresses each area – Work through a case plan – Begin revision of level system – Schedule coaches trainings – Review coaching and fidelity checklist – Sugai’s Law

Sugai’s Law For every 1 new initiative, stop 2 current ones

Progression Matrix – Planning Phase Implementation Team work at the program – Revise level system and any related policies – Train staff – Inform clients – Develop coaches – Sugai’s Law – Case plan development – practice – Updating orientation materials

Progression Matrix – Planning Phase.5 day training – 3-4 weeks later – Present revised level system for feedback – Discuss training, coaching and switch over schedule – Problem solving

Progression Matrix – Planning Phase Between.5 day training and initial installation (flipping the switch) – Deciding which current clients will be placed on matrix – Switching existing clients over – Providing coaching and feedback to CMs – Finalize staff training process – Finish informing clients and answering questions

Progression Matrix – Initial Installation Flip that switch! - Day one of the PM – All new clients placed on the PM – Existing clients switched over to PM with updated case plans

And now for the hard part!! Regular coaching and feedback Review fidelity and implementation measures Identifying roadblocks and challenges Practice-Improvement Cycle Support from leadership TEASE: Go to presentation on lessons learned from EPIC for a more detailed discussion of the challenges of moving from initial to full implementation

Behavioral Shaping Model and Reinforcement Tool B.SMART

B.SMART – Exploration Phase 3 focus groups – Over 100 stakeholders All levels of participants – from line level staff to administration, board members and referral agencies 4 Regional Working Groups – Southern, Western, Metro-Central, Metro-North Statewide Steering Committee – One chair and two vice chairs from each region – Probation, Parole and DCJ

Regional Working Group (RWG) Meetings – Reviewed existing sanction and incentive models – Reviewed the literature/research on sanctions and incentives – Developed concept models for both – Created lists of behaviors to sanction and incentivize B.SMART – Exploration Phase

Statewide Steering Committee (SSC) Meetings – Met monthly throughout 2012 – Set criteria for models using the literature Adoption of the 7 principles for managing offender behavior Sanctions and incentives not tied together Inclusive of staff at all levels Simple – Reviewed concept models created by RWG – Finalized both a sanctions and incentives model for testing and piloting

Where are we today? Began testing sanctions at one facility (CCTC) on July 1 st Hope to begin full pilot of B.SMART (both sanctions and incentives) in five programs in the spring of 2014

B.SMART Installation Plan 3-5 Programs at a time 3 Months of Planning (Prior to Installation) 3 Months of Installation Internal coaching/fidelity measurement Start Spring 2014 Finish in Spring/Summer of 2017