Corrections Community

The Missouri Department of Corrections is going to be adopting Motivational Interviewing and I would like to know how many correctional agencies are currently using this interview technique.  Please let me know how you brought this technique into your system and if you would be willing to share this resource or contact.

 Thank you,

Ed Yahnig
Training Academy
Missouri Corrections

I work for the Dallas County Community Supervision and Corrections Department (Adult Probation) and we are currently using Motivational Interviewing.  My personal opinion is that it is very beneficial to officers.  I also believe it is a great way for officers to facilitate the change process and a way to reduce officer/offender power struggles. 

If you are looking for a person to talk too, Dr. Melissa Cahill would be a great place to start.  She was the Director of the Collin County CSCD in Texas and now works in Missouri with the U.S. Probation Office (Eastern District).  She has experience with MI from both a practice and implementation position.  Her email address is Melissa_Cahill@moep.uscourts.gov and her phone number is (314) 244 6726

If you are looking for a trainer, I recommend contacting Scott Walters.  He is a MINT (Motivational Interviewing Network of Trainers) and I've participated in one of his trainings.  He may be able to give you some advice regarding training structure and training length. 

 Hope this helps!

Charles Robinson 

Thank you.

Our agency receieved training in Effective Communication/Motivational Strategies in Working With Resistant Populations. I was certified as a trainer by Ray Ferns, CEO of Restorative Correctional Services.  He can be reached at Rcogman@aol.com

We have trained most of our staff in MI using this curriculum.  It has been extremely beneficial in the institutions. 

The Pennsylvania Department of Corrections has been utilizing this technique since January 2006. The concept was initially brought into the system through the Alcohol and Other Drugs (AOD) Department. The PA trainers were trained by Thomas Baier, MHS, LPC, CAC, CCS at a PA Department of Health conference. The training lasted for 2 days. In addition, other resources were utilized when putting together the training of the correctional staff, such as the TIP series #35 (Enhancing Motivation for Change in Substance Abuse Treatment), some Prochaska and DiClemente stuff in reference to the Stages of Change, Brief Interventions by Ken Winters, Motivational Enhancement Therapy with Drug Abusers by William Miller, etc. Statewide, all new AOD staff must attend the two day training on MET/CBT. In addition, this has more recently been added as a training piece for all staff working on Special Management Units where inmates are housed who exhibit more problematic behavior. If you would like to discuss how we are using it in our system, you may contact Jamey Luther at (724)465-9630. If you are interested in a trainer, I would recommend Thomas Baier who can be contacted via the Department of Health/IRETA at (412)258-8565.

I have been involved in implementing MI with officers for about 5 years now, based on my experience and discussions with others I feel very strongly that several pieces need to be in place in order to ensure effective implementation of MI.  First and foremost, officers must have the philosopy that it is part of their job to facilitate change in offenders - if they believe that their job is only to monitor, enforce conditions, and/or refer to others for treatment than MI is not for them.  Also, a 2, 3, or 4 day workshop in and of itself will not result in officers learning and using MI correctly.  In fact, there is a fair amount of research indicating that MI skills cannot be learned/sustained unless there is substantial coaching/supervision/followup (I'd be happy to send the article if you'd like).  Finally, I strongly recommend using a MI trainer who knows/understands probation - people who have only trained MI in substance abuse will likely not be as effective in training officers as those who have trained officers (there are several out there).

We are in the midst of implementing a training protocol that includes a 2 day initial training, audio/videotaping of officers' interactions and rating of such to ensure MI adherence, monthly coaching/feedback, 1/2 day to full day "booster sessions" 6 and 12 months out, and training of supervisors on how to coach/supervise MI in officers.  Unless you are willing to commit to a level of training such as this, you will likely not end up with officers understanding/using MI and will have wasted precious training dollars. 

Feel free to contact me if I can be of further assistance.  Melissa

I am teaching at a local community college and do some consultation with the Department of Corrections here.  I am interested in how various states have implemented Motivational Interviewing training in various departments.  While there is a great deal of information on basic skills and application, I am particularly interested in how the coaching/supervision/follow up is implemented.  There is considerable apprehension about taping interactions and even role playing is often met with considerable resistence.   I am also wondering how well cross training is implemented (training officers, agents, teachers, supervisors together).  Any suggestions on implementation and followup plans would be greatly appreciated.   Thanks,

Joel Frank
Milwaukee Area Technical College
frankjg@matc.edu

 

Ed,

Since this post is not recent, I would like to know how your efforts have panned out- Wyoming Department of Corrections is now in the process of adopting MI for caseworkers, probation/parole agents, etc. but we are also bringing it into our pre-service academy for which I am now a training sergeant after 7 years in casework. If you'd like to share how your department's efforts have gone I'd really appreciate it. I am particularly concerned with ensuring that our line staff brand new COs are going to have some level of buy-in. Part of that for our academy staff will be really stressing the "everyone's role in re-entry" (programming, etc) philosophy- but I am sure I will meet at least some resistance. Any tips would be great!

Anyone else going through this process, I would really appreciate hearing from you as well.

Jen or Ed,

Any information you have on outcome effectiveness specifically with offenders would be appreciated.  I have the information regarding Micheal Clark's work but am looking for more outcome research both in correctional settings (jail, prison, half way houses...) and community correction programming.  Any states who have adopted this model and have outcomes, your information would be greatly appreciaed.  Thank,  Joel

Joel Frank

Joel- have you contacted Michael Clrk on this? You probably know he has a website, but I bet he or one of his staff members could point you in the right direction for the outcome information you're looking for. If you do get some good research please share- I'd be interested to know how many DOCs are using MI so that I have some ideas where to start networking- no sense reinventing the wheel if we can learn from each other.

There is not much outcome research yet on MI in corrections, partly b/c most agencies/institutions are not measuring whether people are in fact doing MI, which you have to establish before deciding whether it has an impact.  Brad Bogue in Colorado has a little research, contact me backchannel (melissa_cahill@moep.uscourts.gov) if you want more info. and I'll see if I can get you his articles....Melissa

Here is a link for the booklet "Motivating Offenders to Change: a Guide for Probation and Parole" http://nicic.org/Library/022253

And the link to the video "Two Probation Officer/Offender Contact Sessions" http://nicic.org/Library/022005

Thanks for the links.  Both are great resources.  The video has been especially useful here in demonstrating the difference in using an MI approach.  Appreciate the response.   Joel

 

The Sedgwick County Department of Corrections - Community Corrections Division have trained their high risk and reentry team in Motivational Interviewing. As the Skills Developer, I provide a series of refresher trainings, mini skills trainings, observations, consultations, as well as, reinforce Intensive Supervision Officer's (ISO's) knowledge by issueing each with an MI Desk Reference Notebook.  I developed a four phase audit system for formal auditing of skills. I also created a "Pick the Script" training which is a 30 minute, lunch time session that an ISO's choose the skill they are struggling with and co-faciliatate for better understanding, this is a less formal training. My every interaction with staff is from an MI perspective so they respond to me accordingly, this reinforces the skills for all of us. I am creating a facility newsletter called "Changing Times" to spotlight a skill or training issue. I am always seeking ideas on how to best provide the ISO's with trainings and tools to reinforce their skill development.  Please let me know how you are using MI and stages of change in your programs. If you are interested in knowing more about what our program is doing in this area, please feel free to email or call me. I would appreciate hearing from you. 

Bridgette G. Franklin, Skills Developer/Intake & Employment Supervisor

bfrankli@sedgwick.gov

Wichita, Kansas: 316-660-7092

My name is Dale and I have been working with Dr. Scott Walters for about 4 years doing M/I training here in Dallas Texas. I have trained with Dr. Miller, Dr. Moyers, and Ray Gingrich and Francis Cox. I was involved with Dr. Cahill here in Dallas setting up Thinking For a Change and have facilitated the course for about 5 years. I am going to MINT training next week in Ohio, and plan to train Probation Officers in M/I now and in the future. Let me know if I can assist in anyway as I am from Missouri originally and would love to help train your officers.

DH

Dale House again, we are also involved in a grant Study through NIC on M/I in the crininal Justice setting. I am assisting in the training of the officers and taping and review. I will keep you posted on progress and the published outcome if you are interested.

DH

Hi Jen and Ed! It’s been my experience that most two day one time MI training events aren’t very helpful, and all too often the trainer is someone who has little or no correctional background. The material I developed called “Effective Communication/Motivational Strategies” was developed for correctional staff; designed to address staff resistance (based on stages of change concept) covers foundational material that helps practitioners understand why these skills are important and takes participants through a process of making and sustaining changes in themselves as they learn how to support change in others. Once participants have gone through this 4.5 day learning event, their resistance to using the MI skills and techniques is significantly diminished and they are internally motivated to learn and apply the MI Skills and Techniques. The last two days of the training focus on practice and competency development in the basic MI Communication Skills and Techniques. As good as the ECMS material is it’s been my experience that to develop competency in the skills and techniques, staff still need more guided coaching and practice. So, in Virginia, as one of the consultants that assisted that Department in planning for and applying EBP, we designed a strategy to develop specific staff within the department (Subject Matter Specialists) and “Learning Team Meetings” to address staff competency development. Basically, the SMS go though more intensive MI training, until they reach a specific level of mastery or competency in the MI skills. Then those staff coach and facilitate weekly or bi weekly staff meetings (learning team meetings) where staff practice and receive feedback on the use of their skills. My experience in Virginia in probation was that after 6 months, staff at each of the four pilot sites where we designed this process were able to become competent in MI material. If you would like to learn more about the Virginia experience I’d recommend contacting Lester Wingrove, Chief PO for the Williamsburg Office. Lester.Wingrove@vadoc.virginia.gov Hope that helps? Ray Ferns, CEO Restorative Correctional Services

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Missouri has been presenting a 2 day MI basic since May of 2008 and in June of 2009 we released a 1 day skill builder as a follow up to the Basic. So far the majority of evaluations that we have received have been very positive. We have even gotten some mail from practitioners in the field who have said how well the technique works and how they feel that their interaction with the offenders have improved. We intend to continue using MI and we expand case management.

I train for the Los Angeles County Probation Department.  I was introduced to MI in January 2008.  Eleven others and I received MI basic training (Introduction to MI and a T4T).  We were put into the trenches to train others and received a the briefest of feedback.  We did not receive enough follow-up and feedback during this learning process, so each of us went our way as best we could, training or mis-training others in the name of MI.  We did not have a very good training package and it was frought with error.  Knowing I had not received enough support and training, I enrolled in online courses and read everything I could get my hands on.  Since that time, I have stayed in touch with, collaborated with, and co-developed courses with my MINT Trainer-Mentor, Ali Hall.  I was able to attend the MINT Conference and Forum in Albuquerque, NM, in 2009, and have been developed as a MITI Coder, also through my mentor Trainer.

I was fortunate to have been given the opportunity to collaboratively develop a MI-Master Trainer Course, a MITI-3.0 Coding Course, and an Introduction to MI-2009 Course this past year.  We have "trained" Trainers in three Bureaus (Juvenile, Adult, and Placement).  Until yesterday, we did not have the feedback portion of their training in place.   It was merely a 20-hour introduction to the material and a 20-hour T4T.  We have just now been approved to provide the feedback portion of training!  But, at least now our would-be Trainers will have the opportunity to hear their interview tapes, receive coaching and have live feedback from their next efforts.  We can only improve from here!

Hats off to everyone out here who is doing this with a real heart and passion for fidelity to the model.  It isn't easy staying true.  Changing ourselves is the hardest part.