NCJ Number
237705
Date Published
2011
Length
14 pages
Annotation
This Step-By-Step Planning Guide assists community corrections agencies in building and sustaining an agency whose management and operations are based on evidence-based practices (EBP).
Abstract
The six phases of this effort are preparation for implementation, building a foundation for risk reduction, beginning stakeholder collaboration, mastering the core correctional competencies, implementing continuous quality-improvement processes, and developing infrastructure support for maintaining EBP. Preparing for implementation (phase one) involves achieving leadership commitment; creating an EBP planning team to create an EBP master plan; preparing front-line supervisors and middle-management personnel for their role as coaches; training all staff on risk, need, and responsivity; and creating an 18-month action plan. Building a foundation for risk reduction (phase two) involves selecting and validating a risk/need assessment and differentiating supervision by risk level. Beginning stakeholder collaboration (phase three) consists of collaboration with stakeholders who have vested interest in agency changes. Mastering the core correctional competencies (phase four) involves the development and implementation of a case plan designed to reduce the risk of reoffense; training supervisors and staff on the four core correctional competencies and effective one-on-one interactions; and conducting a gap analysis and developing interventions that address criminogenic needs. Implementing continuous quality improvement processes (phase five) consists of developing and implementing a continuous quality improvement plan, identifying risk-reduction outcome and performance measures in a user friendly manner, and partnering with contracted service providers to ensure EBP services are in place. Developing infrastructural supports for sustainability (phase six) involves creating a learning organizational culture; creating structural supports that make EBP easier to incorporate into agency operations; aligning recruitment, hiring, and promotional processes with risk-reduction competencies; and revising staff development plans.