This article identifies changes and related demands on probation and parole officers under the evidence-based model of RNR (Risk, Need, Responsivity), with attention to some of the common personal learning hurdles as corrections organizations implement these evidence-based practices.
The evolution from case management to change agent has made significant demands on the daily work of probation officers and also on their continuing education and professional development. The skills, practices, and attitudes required to implement the RNR model, however, do not come with only attendance at a traditional "one-shot" workshop, but rather develop over time with ongoing clinical support, performance consultations, coaching, and feedback. Organizations and trainers can provide the opportunities and support, but officers must decide what the evidence-based model requires with each client. Officers must strategically plan supervision sessions before seeing each client. At the beginning of change efforts, this process may take more time and analysis of each client's risk level and needs as the basis for supervision styles and emphases. Perhaps the most difficult change is the development of confidence that the principles of RNR and the training strategy will work. Initially, there may be some skepticism that the changes being promoted will work for an agency and with certain clients. Confidence in evidence-based practices will come as officers develop the required knowledge and skills and begin to experience changes in clients over the course of casework based in RNR principles. 27 references