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.”

Why a Practice Model? Risk Reduction Risk Management Data from Ramsey County and data from national about EBP/recidivism, Our own evolution of EBP skill training in silos How all the EBP’s are integrated in one model. Ramsey County’s history with our own next step to better apply EBP

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 Line Staff, Supervisiors, Planning/Evaluation Staff, Training Unit, Senior Management; Elements based on previous models and research in collaboration with JSAT

Motivational Interviewing – Miller/Rollnick; Sanctioning Strategies H Motivational Interviewing – Miller/Rollnick; Sanctioning Strategies H.O.P.E.; Brokering Services – Marry McMurran; Cognitive Behavioral Coaching – Taymans, Bush, Glick, Goldstein

Bas Vogelvang; Notice how LS/CMI fits into this idea of the ongoing assessment

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 Most staff were volunteers, some were recruited. Staff training focused on element application and resistance to change. Sup/SM focus was on supporting adaptive leadership with basic knowledge of elements. Sup/SM were trained first.

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 Installation phase: 4 CoP Adult, Specialized, Adult General, Juvenile, Supervisor. Building block is how we processed the elements. Example of Roadblock: Hiring of PT staff in adult division to help agents. Talk about 14 focus elements.

January – March 2013 Develop criteria for “green lighting” of participants Criteria for focus elements and motivational interviewing Greenlight = Begin research phase. 2 components element observations, MI competency

2 of the following 5 Criteria Relapse Prevention Context FOCUS ELEMENTS MI Role Clarification Social Support Spirit = 4.0 Homework Review Goal Setting 2 of the following 5 Criteria Relapse Prevention Context Consecutive question string no more than 3 Physical Safety and Stability Screening Explain/Describe Skill Open Question % at 60 % or greater Assessing Motivation and Responsivity Modeling of Skill Reflection:Question Ratio greater than 1 Actuarial Risk and Needs Practice Skill with Feedback Skill Balance of .55 or greater Rules and Schemas Homework Assignment Measure of agent’s ability to elicit change talk from client 14 Focus Elements, Criteria is 7/14 over two observations; MI = 4.0 Spirit and 2 of 5 other criteria

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. . Although an immediate and measurable goal is that of reduced recidivism, our long term goal is that of Desistance.

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 Non-greenlit = same process; Greenlit = coaching to rubric integration of all pieces to model; Assessment = how well staff integrates the anchors of MI fundamental process and spirit with element navigation

DEPARTMENT ROLL OUT LOOKING FORWARD Implementation team has reconvened to discuss strategies for county roll out. We are taken into account the hits, misses, finds and roadblocks identified by the pilot group to aid in this roll out. Currently looking at how to implement smaller pieces of model to increase staff buy-in, decrease staff anxiety, and be responsive to not intimidating staff with the focus shift in how we do our busines

Q & A