1. CHAMPS: CHanging Attitudes and Motivation in ParoleeS
Training and Project implementation
Robbye

2. The NIC Team
National Institute of Corrections, Project Officer Robbye Braxton, Washington, DC Curriculum Design Team Susan Yeres, California Frances Gurnell, South Carolina Susan James-Andrews, Maryland Site Advisors Susan James-Andrews Susan Yeres
Robbye
Intro of team and their roles

3. Intervention Overview
NIC provides a series of trainings, site advisement and fidelity monitoring through a variety of strategies (eCourses, webinars, classroom instruction, on-site observation and feedback)
Within the framework of desistance, the trainings blend core correctional practices, motivational techniques and cognitive behavioral skills

4. A closer look at desistance

5. The Desistance Framework(
Discuss overview and concept , project overview of what we hope to accomplish
NIC was tasked with developing a continuum of training ….. Which included a requirement to have Motivational enhancement therapy and the cognitive based model thinking for change …. The trainings were designed to address adult learning styles blah blah blah. Each component of the training included reading materials on desistance and core correctional practices,

6. Desistance
eCourse
Desistance Coach eCourse
WebEx
3 day face-to-face
Coach Training
Booster Sessions
Coaches and Supervisors Community Supervision Officers (POs) Service Providers
Desistance eCourse
WebEx
3 day face-to-face
Booster Sessions
Desistance eCourse
Thinking for a Change Training
MET Training
NIC fidelity monitoring & support
Mention technical assistance here or add to graph
Training Components

7. Desistance eCourse
With the exception of the participants in the Control group, all site participants are required to take the Desistance eCourse before any training they receive. The eCourse serves to create a common foundational understanding of the desistance framework that blends within the components of core correctional practices

8. Agents of Change: The Next Generation of Community Supervision
Next generation course begins with an interactive on line web ex and then a face to face training that incorporates social learning theory with various role plays, problem solving amongst other areas. The overall model is similar to a rubric assessment, where performance is monitored and skills are enhanced through the use of tools, activities and coaching
Live Online Session
3-day Classroom Training

9. TOOLS ………………………
Parole Officers are introduced to new tools and resources for their tool box, to aid in managing clients in their role as
“agents of change”
The tools are designed to empower and engage the client. Some of the tools may look at internal or external motivators or stabilizers and destabilizers. Other tools can assist them with problem solving. The tools are something the client can keep, use as homework or while waiting to see their assigned officer. The officer is trained to use the tools as a way to reinforce various strength based concepts

10. Officers are encouraged to use a variety of communication techniques that reflect nonverbal communication (body language, facial expressions as a way to become more aware of their own behaviors when interacting. This is one of the reasons that video recording instead of auditory recordings are so important. It aids in addressing dynamics that an agent of change may not be aware

11. Coaching through a Desistance Lens eCourse
90%
25%
10%
Coaches are provided additional training to learn how to reinforce components learned in training, provide feedback and officers/agents are able to feed forward there thoughts on the use of their various skills and techniques. The trained coach develops coaching plans, for the officer. The coaching concept is not a supervisory model. Another words it does not influence the officers job performance, nor are the coaches the supervisors of the PO.
Making it Stick - Coaching for Fidelity
2-day training

12. Feedback Feed forward/ modeling

13. Motivational Enhancement Through a Desistance Lens
T4C
Thinking for a Change (T4C)
Add information on the difference of MET and during the training we changed the name since there was confusion for many of the providers to distinguish this model from the original MET model developed for project match.

14. PO Skill Development
Describe the coaching process?
Direct observation and video recorded PO/Client Sessions

15. Coaching Process
Not a mentoring concept. Focus is on the site coach building and enhancing their skills so that they can model on site the behavior they should follow.

16. NIC Fidelity Monitoring
Following the model
Feedback & support
TA if indicated
The NIC fidelity monitors’ conduct site visits and observe individual sessions and provide feedback using observation forms that are given to the facilitators to ensure implementing the model as intended and they are doing what they are supposed to do.
We have learned that most folks were not implementing T4C correctly using some her and there and then changing. We are also reinforcing that MET.DL includes more than motivational interviewing, but structured phased system that blends focuses on enhancing motivation through the use of the desistance framework.

17. Collaboration Plan Initial Client Session On-going supervision
Risk and Need Assessment
Re-entry Plans
Parole Conditions
Identify stabilizers and de-stabilizers
Assess client's internal and external motivators
Prioritize risk, needs and desistance factors
Identify and prioritize services
Include re-entry plan and parole conditions
Following specified T4C and MET sessions
Monthly staffings
Progress
Motivation to change
Client identified events
Completion
Termination
Issues and challenges
Client Assessment and Review
Case Plan Development and Implementation
Trigger Events