Home Forums EBP Tools for Supervisors & Managers Using Probation Officer Strengths and Skills to Assign Caseloads

This topic contains 0 replies, has 1 voice, and was last updated by erinking erinking March 02 , 2016.

Viewing 1 post (of 1 total)
  • Author
    Posts Print Friendly Version of this pagePrint Get a PDF version of this webpagePDF |  
  • erinking

    Recently, a colleague asked if The Carey Group knew of any assessments that could help identify the strengths of a probation officer (P.O.) to better match their strengths with the characteristics and needs of an offender.

    Of the Four Core Competencies, Professional Alliance is the first one we introduce and emphasize. This is with good reason. A productive relationship between a P.O. and an offender has been shown to reduce risk.

    (The quality of the interpersonal relationship between staff and the offender, along with the skills of staff, may be as or more important to risk reduction than the specific programs in which offenders participate.

    • Andrews, 2007; Andrews, 1980; Andrews & Bonta, 1998; Andrews & Carvell, 1998; Dowden & Andrews, 2004)

    Revising the manner in which cases are assigned to P.O.s has been one strategy that agencies around the country are considering as part of their efforts to align more closely with evidence based practices. Attached are four examples of assessments to consider.

    For the agencies that have the Carey Guides, there is a self-assessment in the Guide called What Makes an Effective Corrections Professional that is helpful to discover P.O. attributes for improved matching.

    Have you used this strategy in your agency? If so, what assessment did you use? Please share your experiences!

    You must be logged in to view attached files.
Viewing 1 post (of 1 total)

You must be logged in to reply to this topic.