These “D-irect, D-own and D-irty” measures focus on specific aspects of employee
performance within regular assessment and case planning functions. For example,
one 3-D measure for assessment interviewing checks whether an interviewer explained
the assessment process sufficiently to reduce offender anxiety, a factor that often
impedes accurate information gathering. This kind of 3-D measure is essential for
getting staff on the same page regarding specific measures of process quality.
After your agency has decided which specific, objective QA and QC measures are essential
to your agency’s goals, the automated, agency-specific Dashboard application provides
precise, graphic presentations of current goal progress. Easy, at-a-glance measurement
allows for quick adjustment of sub-optimal agency processes.
MI training provides your staff with the interpersonal or “clinical” skills they
need to minimize offender defensiveness so staff can get better information for
assessment, classification, and case planning. Assessments conducted without the
use of these research-based interpersonal skills may provide unsound information,
resulting in treatment and supervision classification that may increase recidivism
and waste system resources.
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Trained J-SAT critiquers listen to tapes of your staff’s assessment or motivational
interviews with offenders on their caseload. Interviewers receive graphed and written
feedback and phone coaching on clinical skill use, global interpersonal measures,
and adherence to assessment scoring rules. Agency averages allow supervisors to
see how their staff’s skills compare to Evidence-Based research standards and national
averages.
If you are interested in exploring what the BSC approach to vision and strategy
might do for your agency, we would be happy to give your management staff a 1-day
overview of the BSC process. Contact us
to discuss how the BSC might work for your agency.