1. Ramsey County Community Corrections Supervision Practice Model Overview
EBP FORUM
April 9th, 2013

2. 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

3. 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.”

4. 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

5. 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

6. 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

7. 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

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

9. 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.

10. 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)

11. 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.

12. 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

13. 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

14. 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

15. 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.

16. 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

17. 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

18. Q & A