stepping down from the ivory tower: lessons learned in taking theory to practice brian lovins, phd...
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Stepping Down from the Ivory Tower: Lessons Learned in Taking Theory to Practice
Brian Lovins, PhDAssistant Director
Harris County CSCD
Effectiveness of the QWERTY v DVORAK
Some dispute findings but most accept DVORAK 33% fewer errors Guinness Book of World Records
212 words a minute with DVORAK 30 times less stressful to hands Ergonomically superior Alternate hands 70% of the keys used are on one row
Why QWERTY over DVORAK?
QWERTY was more effective for typewriters
Why was it not adopted once technology advanced?
We already know what we are doing.
We have been doing this for so long.
It works the way we are doing it.
It is too expensive to change.
It will take too much to relearn what I am doing.
Harris County Community Supervision and Corrections Department Texas has 124 different probation departments Operated at the local level but funded at the
state level and probation fees (no local budgets)
Director is hired and retained through a majority judge vote
All staff work for the Director
Harris County Community Supervision and Corrections Department 3rd Largest Probation System in the Country
Operate 13 locations 3 Residential Programs Annual Budget of 65,000,000 50,000 offenders any given time 75,000 offenders on supervision annually Serves both Misdemeanor and Felony Population
900 Full Time Staff Approximately 450 Officers 200 Residential Staff 110 Supervisors 120 Fiscal, Human Resources, and Support Staff
Harris County Community Supervision and Corrections Department Operates under 37 Judges
22 Felony 15 Misdemeanor
Oversight Agency (Community Justice Assistance Division) Monitors funding and grant conditions Quality of services Provides technical support to agencies
I WAS WRONG—NEVER LISTEN TO ANYONE IN ACADEMIA
…JUST KIDDING…
There Are Some Things We Got Right
Risk Principle
Need Principle
Responsivity Principle
Fidelity Principle
BUT WE HAVE MISSED THE BOAT ON MANY AS WELL
Organizational Change
1. C - C = C
2. Leadership Matters
3. Common Goals
4. Communication is Essential
5. Given the opportunity, staff want clients to get better (at least most of them)
C – C = C
Context Matters
Most people don’t adopt new training unless you sell them on the why Harris County CSCD
Trained in Motivational Interviewing Level of Service Inventory EPICS Cognitive Skills Trauma Informed Care Therapeutic Communities
First Lesson Learned
People need a reason why we do the work we do
So what did we not do?
We did not bring in training
Changed a Few Things and Kept Many
Restructured our agency’s Human Resource Policy
Trained supervisors in core supervisory functions
Inserted infrastructure to allow for on-going communication, feedback, and support
Made Staff and Supervisors Meet Together
Established a supervision contract between supervisor and supervisee
Created a Supervision Log to document interactions
Mandated at least 30 minutes per month face-to-face contact
Discussed strengths, areas of growth, and next steps
Leadership Matters
All Staff Meeting
Met with all 900 staff (most of them)
Provided overview of RNR model
Discussed plans (broke the why rule for a reason)
Gave them a raise
Leadership Matters
Met with Staff in Small Groups and provided them with some core values of our agency Treat all people with respect and dignity Established a no cussing/yelling/threatening
policy Listened to staff’s concerns Addressed those quickly if possible
Leadership Matters
Established a New Mission and Vision Statement
Agency Mission Harris County CSCD is committed to using evidence-based
strategies to help individuals on community supervision eliminate future criminal behavior and become productive citizens, which in turn, creates a safer community with fewer victims.
Agency Vision To help people placed on supervision eliminate future criminal
behavior by Using interventions that are designed to effectively reduce
criminal behavior Using assessment to accurately identify and target criminal
risk and needs Recognizing the ability of individuals to change Treating all individuals with respect and dignity Creating an environment that encourages learning and
professional growth.
Taught Them How to Think Not What to Think
POSITIVE BEHAVIORINEFFECTIVE
BEHAVIORINAPPROPRIATE
UNETHICAL/CRIMINAL BEHAVIOR
Meeting expectations Timeliness of work Yelling at client Sexual conduct
Timeliness of work Poor documentation Yelling at colleague Unethical conduct
Quality of work Mistakes in workLying about
work/doing their job
New criminal behavior/charges
Taking care of client’s needs
Missing appointments/ Late appointments/
Late to tasks based on specific role
Disrespectful to clients
Failing to report harm to client
Recognizing issues/trends and
bringing to supervisor
Neglecting of job duties
Serious NegligenceFailing to take action
when client is danger to self/others
Problem solving issuesNegative comments
about clients and agency
Refusing a reasonable
request/ insubordination
Harassment
Discrimination
Retaliation
If positive behavior is identified: Do I want the behavior to continue?
Is this a new behavior or a demonstrated pattern of behavior?
If yes---provide a reinforcement. How can I reinforce it?
Select a reinforcement that would be rewarding to the individual staff person
Verbal praise
Written praise Letter to house
Good job card
Coupon for jeans day
Supervisory praise
Praise Board Relief of Duty
Special assignment
Lunch w/ Supervisor or
Admin
Certificate of Appreciation
If unwanted behavior is demonstrated Do I want the behavior to discontinue?
Is the behavior ineffective, inappropriate or unethical/illegal?
Is the behavior a new behavior or a demonstrated pattern of behavior?
Decision Matrix for Supervision
Ineffective Inappropriate Unethical/Illegal
First Time Supervision Supervision HR Contact
Few times Supervision HR Contact HR Contact
Pattern of behaviorPerformance
Improvement PlanHR Contact HR Contact
Common Goal
Established a Purpose for Our Agency
To Make a Difference in People’s Lives
To Help Each Person Get Better
Lines of Communication
Established several layers of communication Executive Team Meeting Strategic Communication Team Leadership Council
Monthly and Quarterly Staff Meetings Monthly Supervision Meetings
8
12
9
Seconds – 2014
Seconds – 2000
Seconds --
Transition not Change
First Time Ever…
Four Generations Working Together Traditionalists
Baby Boomers
Gen X
Gen Y
We Must Communicate Differently
Face-to-Face
Call
Text