2007 Expanded Basic Skills for Community Corrections

Linda Chaffins, Karen Hall-Green & Harlos Larrowe

            

 

 

 

 

 

 

 

 

 

 

 

 

 

 

December  2006

 

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The Task Force met numerous times, surveyed other states, and developed a survey for Probation Officers, Senior Probation Officers, Deputy Chiefs and Chiefs.  A separate survey targeting newly hired officers who had completed Basic Skills training was also developed.  Various experts were interviewed and studies aimed at job analysis and needs assessments were examined.  The Community Corrections Program Council provided valued recommendations.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The Academy will provide new and innovative rich learning opportunities for staff that will not only be challenging but will also require critical thinking throughout each training phase.  Much of the training will be CCOP based and will require new officers to demonstrate their ability to successfully handle case supervision scenarios they will be faced with in the field.  The newly designed curriculum will actively build new knowledge through a variety of interactive and hands-on approaches.  Emphasis will be placed on assisting new employees to develop skill sets necessary to perform the often complex and demanding elements of their work.  Successful completion of all training phases is now a condition of employment and performance based testing will be taken seriously.

 

2007 Expanded Basic Skills Curriculum

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

OJT Manual to be completed within 12 months of employment.  Completed Rosters should be sent to The Academy for Staff

Development.

 

In addition, 3 Regional Trainer’s, under the direct supervision of the Academy for Staff Development are currently in place.   They will assist with basic skills, develop and deliver in-service programs, teach stand alone courses, conduct training on transition issues, conduct regional training, coordinate with the Training Point Person designated for each district/work site by the Unit Head, identify adjunct trainers, assist with developing Memorandums of Agreement with the local colleges, universities and institutes, and develop additional training sites.

 

Phase 1 consists of two weeks of training that will be completed at the Regional Level.  The Regional Trainers will train this section along with selected Adjunct Trainers.  This section will include an introduction to Community Corrections.  For the Central Region, this training will be held at District #21, Fredericksburg; the Eastern Region will be conducted at the Eastern Regional Office, Suffolk; and for the Western Region, the location will be determined by the area where the majority of new hires originate.

  

VACORIS will revolutionize the way we do our business.  At the present time complete training details have yet to be finalized.  The new basic will include VACORIS but the exact amount of time and Phase is yet to be determined.  Once training methods are finalized, VACORIS training may migrate into Phase II.

 

Phase V is a critical component as it provides an opportunity to exhibit competency while completing the field practicum and OJT Manual. Each district/work unit will designate a Training Point Person.  More information will be forth coming as to the duties and responsibilities of this position.

 

The District’s Training Point Person(s) will serve as a mentor for new staff and will assess their progress as they move through the training phases.  The Training Point Person will work in concert with the Regional Trainer in coordinating and delivering training at the District level that ensures compliance with training requirements.

 

Please note that Districts/Units may refer to the LMS for the start dates for the 2007 Basic Skills Training but new hires will not register through LMS.  The Registration Forms and Tracking Forms will be coming soon to DOCNet and should be available in January 2007 and will be sent to Karen Hall-Green.  Once available, new hires will be able to download these forms.

 

The New Expanded Basic Skills consists of Competency Based Training and Testing that requires new officers to pass as a condition of employment.  Competency Based Training and Testing will allow each individual to achieve competencies required in the performance of essential job functions.  It will build confidence as they succeed in mastering competencies.  In addition, more training time will be devoted to working with participants individually and in small groups.

 

So the question is, Why a new basic skills? Much time energy and money is expended in hiring new staff.  It is critical that they receive the best training so that they can assume their role in providing effective and cost efficient supervision to ensure public safety and assist the offender in becoming a productive citizen. The New Expanded Basic Skills will build morale because Officers will be better prepared to handle the responsibilities of their job.  They will be more satisfied with their performance, have a better understanding of their purpose, and find their work more rewarding and fulfilling, while enhancing their personal and professional growth.

 

The Department expects to continually make necessary adjustments to the training phases in order to meet the changing needs of its employees.  This is a “fluid” approach to this project, meaning the Department remains open to new training methods and ideas.

 

 

 

 

THE JOURNAL IS THE ONLINE PERIODICAL OF THE VIRGINIA PROBATION AND PAROLE ASSOCIATION

 

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n December 2005, a Task Force was convened for the purpose of reviewing the Department of Corrections’ training program for new probation officers.  They were charged with making recommendations for change where needed.  The Training Task Force consisted of Harlos Larrowe, Task Force Chair, Richard Crossen, Linda Chaffins, Jane Reedy, Jenny Pauls, Christine Eacho, Abby Fedor, Jessica Sleppy, Chena Younger and Vincent Combs.

The New Expanded Basic Skills was developed based on the direct recommendations of the Training Task Force. The training program will consist of 6 Phases and will be offered at least four times per year.  The new employee must immediately register for the next basic skills offered.  Until they have completed training, they cannot be solely responsible for a caseload or investigative reports and cannot receive assignments during training.  The idea is that new staff should concentrate on training instead of having assignments that compete for their time.

 

The newly developed shared vision for training is aimed at total immersion into the field of criminal justice in ways that will promote active learning instead of passive absorption of information. 

“The New Expanded Basic Skills consists of Competency Based Training and Testing

that requires new officers to pass as a condition of employment.”