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  2. 2014
  3. May
  4. F
  5. FS1s - Time 2
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Questions marked with an * are required Exit Survey
 
 
Evidence-Based Community Supervision Research Project
Informed Consent Form – Field Supervisor 1
RESEARCH PROCEDURES
The purpose of this research project is to understand how different trainings affect the way managers use evidence-based practices within community supervision processes and practices as well as to guide future models of implementing evidence based practices in these environments. This is a research project being conducted by the George Mason University in collaboration with the Criminal Justice Institute. The project involves a new initiative designed to improve assessments, service placements, and management of offenders and staff. The research will study these practices, help identify how they can be made more effective, and test strategies for training staff to make improvements to assessments, service placements, and supervision of offenders in the community. If you agree to participate, you will be asked to take a survey on up to four occasions over a year. The surveys will include questions about assessment, referral, and case management practices employed by MDPSCS staff and your perceptions of the organization. The surveys should take about 30 minutes of your time to complete. You will also be asked to participate in two focus groups over the course of the next year. The purpose of the focus groups is to give the research team your perceptions on how things are going within MDPSCS. Each focus group will take approximately 2 hours. In addition, you and your office may be asked to participate in a yearlong training program that is focused on developing managerial skills. The training that will involve classroom time and personal coaching throughout.
RISKS
The foreseeable risk or discomforts associated with your participation in this study are limited. In answering questions, you may provide information or opinions about your workplace environment that are critical of your agency or may be viewed unfavorably by administrators, your supervisors, or fellow employees, with the small risk that this information or opinions may be seen by others. Research staff will implement procedures to reduce these risks.
BENEFITS
There are no direct benefits to you as a participant other than to further research on evidence-based practices in community supervision.

CONFIDENTIALITY
We will employ a number of procedures to help keep your personal information confidential. We will not inform anyone about who is and who is not participating in the research. If you complete the first survey, your email address will be included on a cover sheet of the survey and you will be assigned an identification number thereafter. The key linking your name to the number will be kept in a secure location and only be accessible to the GMU project director and designated project staff. Signed consent forms and completed survey forms will also be kept in separate locked file cabinets in an office at GMU. Your survey responses will not be made available to anyone at MDPSCS or anyone else other than research project staff. We will use only pseudonyms in the field note accounts of focus groups. Although focus group participants will be asked to keep the contents of the discussion confidential, due to the nature of a focus group, the researcher cannot control what participants might say outside of the research setting. No names will be used in reports or presentations, and we will not provide any information that might allow someone to identify individual respondents. If we write a report or article about this research project, your identity will be protected to the maximum extent possible.
PARTICIPATION
Your participation is voluntary, and you may withdraw from the study at any time and for any reason. If you decide not to participate or if you withdraw from the study, there is no penalty or loss of benefits to which you are otherwise entitled. There are no costs to you or any other party. There are two incentives for each survey period. The first incentive is a catered lunch for the offices with the highest percentage of participants who take the survey during that survey period. In a case of a tie where multiple offices have 100% completion, each office with 100% will receive lunch. The second reward is a $50 gift card given that is potentially given to one staff member in each region. If your region reaches 80% participation in the survey period, than every potential participant (whether they took the survey or not) will be entered to win the gift card. A winner will be randomly selected by the research team within one week after the survey has ended. If a region does not reach 80% participation, they will not be eligible for the drawing. loss of benefits to which you are otherwise entitled. There are no costs to you or any other party.
CONTACT
This research is being conducted by Dr. Faye Taxman, Department of Criminology, Law, & Society, at George Mason University. She may be reached at 703-993-8555 or [email protected] for questions or to report a research-related problem. You may contact the George Mason University Office of Research Subject Protections at 703-993-4121 or [email protected] if you have questions or comments regarding your rights as a participant in the research.

Your participation in the study indicates that: you are at least 18 years of age; the research has been explained to you; your questions have been fully answered; and you freely and voluntarily choose to participate in this research project.
 
 
 
* Name
   
 
 
* Date
 
 
* Email Address
   
 
 
Please respond to the following statements in terms of the degree to which they accurately reflect the climate in your organization.
(from 1=strongly disagree to 5=strongly agree)

In my organization…
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. Ideas and suggestions from employees get fair consideration by management
b. Managers and staff periodically meet and talk about what is working well and what isn’t to improve our performance
c. Learning new knowledge and skills and using them in your job is highly valued by supervisors and managers
d. We systematically measure important outcomes for this office that assess our performance
e. Staff feel comfortable promoting different ideas or suggestions even if they conflict with established policy or practice
f. We have well defined performance outcomes and specific plans in place for how to achieve them
g. The formal communication channels here work very well
h. Opportunities are provided for staff to attend training or other developmental opportunities
i. Innovative actions and initiatives undertaken by staff are highly valued
j. The informal communication channels here work very well
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
k. Employees are always kept well informed
l. Information on new or best practices is made available to staff to use in their work
m. Managers are open and willing to try new ideas or ways of doing things
n. Employees always feel free to ask questions and express concerns at this office
o. There is a share understanding of the changes needed to help our office to achieve its long term objectives
p. There are discussion involving all of the staff about the vision of the office and ways to achieve it
q. Staff generally feel comfortable discussing mistakes errors or problems with supervisors and managers
r. Most staff here believe that they can have open discussion with supervisors and managers about work related difficulties
s. Most staff are aware of and agree about where we should be in the future
t. When mistakes or errors are made managers tend to treat them as opportunities to learn rather than respond by using punishment
 
 
How much do you agree or disagree with the following statements about treatment? (from 1=strongly disagree to 5=strongly agree)
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. Computer information systems are essential for tracking offenders’ assessment history and their involvement in programs
b. Realistically, offenders have very few strengths upon which to build an effective case plan
c. Seriousness of the current offense should be the primary determinant in considering type of treatment
d. Probation cannot address the offender’s motivation for change
e. It is important for prison treatment programs to invest in efforts to link inmates to community-based programs that they can attend after their release
f. Investing time in learning a computer information system is not worth the time it takes away from working with offenders
g. People who use drugs and people who sell drugs should get the same treatment
h. Agents working with offenders after they return to the community should know about the treatment provided to inmates in prison
i. Inmates who complete an intensive prison treatment program generally won’t need further treatment in the community
j. It is necessary to formulate a comprehensive and individualized assessment of each offender’s situation, needs, and goals
k. The main function of computer information systems is for supervisors to keep track of line staff
l. It is not the probation office’s responsibility to motivate offenders to change their behavior
m. It is impractical for probation agencies to provide services that are tailored to individual offenders
n. Offenders can only really be helped if they come to the program motivated and ready for treatment
o. All substance-abusing offenders should participate in the same treatment regimen
 
 
Please indicate the extent to which you agree or disagree with the following statements about your organization.
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. I talk up this organization to my friends as a great place to work
b. Since joining this organization, my personal values and those of the agency have become more similar
c. The reason I prefer this organization to others is because of what it stands for; this is, its values
d. My attachment to this organization is primarily based on the similarity of my values and those represented by the office
e. How hard I work for this organization is primarily based on the similarity of my values and those represented by the office
f. In order for me to get rewarded around here, it is necessary to express the right attitude
g. My private views about this organization are different from those I express publicly
h. Unless I am rewarded for it in some way, I see no reason to expend extra effort on behalf of this organization
i. What this organization stands for is important to me
j. If the values of the organization were different, I would not be as attached to this organization
k. I am proud to tell others that I am a part of this organization
l. I feel a sense of “ownership” for this organization rather than just being an employee
 
 
The leader (supervisor) of this office…
(from 1=strongly disagree to 5=strongly agree)
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. Is able to get others to be committed to his/her vision for this office
b. Leads by “doing” rather than simply by “telling”
c. Gets people to work together for the same goal
d. Insists on only the best performance
e. Takes the time to carefully listen to and discuss people’s concerns
f. Suggests new ways of looking at how we do our jobs
g. Gives special recognition to others’ work when it is very good
h. Provide well-defined performance goals and objectives
i. Stays well informed in what is being done in my work group
j. Provides us with the necessary resources and assistance we need to get our work completed
 
 
To what extent do you agree or disagree with the following statements about crime reduction?
(from 1=strongly disagree to 5=strongly agree)

The best way to reduce crime is to…
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. Show people who use drugs they will be punished severely if they don’t stop
b. Make sure criminals get effective treatment for addictions and other problems while they’re in prison/jail, or on community supervision
c. Keep criminals in prison/jail and off the streets
d. Use the “eye for an eye, tooth for a tooth” principle
e. Deter future offenders by severely punishing criminals who are caught and convicted
f. Provide criminals with treatment to address addictions, mental health problems, or other problems
g. Make sure that the treatment provided is matched to the offender’s needs
h. Keep criminals in prison/jail where they can’t bother law abiding citizens
i. Provide more treatment, jobs, and educational programs to address problems that often contribute to crime
j. Keep drug users in prison/jail and off the streets
k. Punish addicts in prison/jail to stop them from using drugs
l. Deter future criminals by severely punishing drug users who are caught and convicted
 
 
Your work puts you in direct contact with the personal lives of others. As you probably have experiences, your compassion for those you help has both positive and negative aspects. This survey explores your experiences as Field Supervisor. Select a number that honestly reflect how frequently you experienced these feelings in the last 30 days.
Never Rarely A few times Somewhat Often Often Very Often
a. I am happy
b. I am preoccupied with more than one person I help
c. I get satisfaction from being able to help people
d. I feel connected to others
e. I jump or am startled by unexpected sounds
f. I feel invigorated after working with those I help
g. I find it difficult to separate my personal life from my life as a Probation Agent
h. I am looking sleep over traumatic experiences of a person I help
i. I think that I might have been “infected” by the traumatic stress of those I help
j. I feel trapped by my work as a Probation Agent
Never Rarely A few times Somewhat Often Often Very Often
k. Because of my helping, I have felt “on edge” about various things
l. I like my work as a Probation Agent
m. I feel depressed as a result of my work as a Probation Agent
n. I feel as though I am experiencing the trauma of someone I have helped.
o. I have beliefs that sustain me
p. I am pleased with how I am able to keep up with helping techniques and protocols
q. I am the person I always wanted to be
r. My work makes me feel satisfied
s. Because of my work as a Probation Agent, I feel exhausted
t. I have happy thoughts and feelings about those I help and how I could help them
Never Rarely A few times Somewhat Often Often Very Often
u. I feel overwhelmed by the amount of work of the size of my case load I have to deal with
v. I believe I can make a difference through my work
w. I avoid certain activities or situations because they remind me of frightening experiences of the people I help
x. I am proud of what I can do to help
y. As a result of my helping, I have intrusive, frightening thoughts
z. I feel “bogged down” by the system
aa. I have thoughts that I am a “success” as a Probation Agent.
bb. I can’t recall important parts of my work with trauma victims
cc. I am a very sensitive person
dd. I am happy that I chose to do this work
 
 
The following survey is designed to provide you with an indication of the extent to which various individual-level stressors are sources of stress to you. For each item, you should indicate the frequency with which the condition described is a source of stress.
Example, 1= the condition described is something that is never a source of stress.
Never Rarely Occasionally Sometimes Often Usually Always
a. My job duties and work objectives are unclear to me
b. I work on unnecessary tasks or projects
c. I have to take worked home in the evenings or on weekends to stay caught up
d. The demands for work quality made upon me are unreasonable
e. I lack the proper opportunities to advance in this organization
f. I am held accountable for the development of other employees
g. I am unclear about whom I report to and/or who reports to me
h. I get caught in the middle between my supervisors and my subordinates (clients)
i. I spend too much time in unimportant meetings that take me away from my work
j. My assigned tasks are sometimes too difficult and/or complex
Never Rarely Occasionally Sometimes Often Usually Always
k. If I want to get promoted, I have to look for a job with another organization
l. I am responsible for counseling with my subordinates (clients) and /or helping them solve their problems
m. I lack the authority to carry about my job responsibilities
n. The formal chain of command is not adhered to
o. I am responsible for an almost unmanageable number of projects or assignments at the same time
p. Tasks seem to be getting more and more complex
q. I am hurting my career progress by staying with this organization
r. I take action or make decisions that affect the safety and well-being of others
s. I do not fully understand what is expected of me
t. I do things on the job that are accepted by one person and not by others
Never Rarely Occasionally Sometimes Often Usually Always
u. I simply have more work to do than can be done in an ordinary day
v. The organization expects more of me than my skills and/or abilities provide
w. I have few opportunities to grow and learn new knowledge and skills in my job
x. My responsibilities in this organization are more for people than for things
y. I do not understand the part my job plays in meeting overall organizational objectives
z. I receive conflicting requests from two or more people
aa. I feel that I just don’t have time to take an occasional break
bb. I have insufficient training and/or experience to discharge my duties properly
cc. I feel that I am at a standstill in my career
dd. I have responsibility for the future (careers) of others
 
 
Please indicate the extent to which you agree or disagree with the following statements about efforts to make changes in the organization in which you work.
(from 1=strongly disagree to 5=strongly agree).


Ability to make changes in the office in which you work…
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. I’ve pretty much given up trying to make suggestions for improvements around here
b. Changes to the usual way of doing things at this facility/location are more trouble than they are worth
c. When we try to change things here they just seem to go from bad to worse
d. Efforts to make improvement in this facility/location usually fail
e. It’s hard to be hopeful about the future because people have such bad attitudes
 
 
To what extent do you encourage your staff routinely use the following in creating treatment service plans for clients on their caseload? (Please check one for each row)
Not Used Used some of the time Used about half of the time Used most of the time Used all of the time
a. Court-ordered evaluation report or social history.
b. Screen or assessment done upon probation placement
c. Meeting with clinician/evaluation specialist
d. Reports provided by clinician/evaluation specialist
d. Interview with client’s family
e. Interview with client
f. Other, please specify below
 
 
If other, please specify
   
 
 
To what extent do you use the following case management practices with clients on your caseload?
Never Some of the time About half of the time Most of the time Always
a. Provide the client with a written plan that includes rules and conditions of supervision and addresses their criminogenic needs
b. Review the written plan with the client
c. Client signs a written copy of plan
d. Graduated sanctions
e. Graduated incentives
 
 
To what extent do you employ each of the following procedures in referring and monitoring clients on your caseload to non-residential treatment or services?
Never Some of the time About half of the time Most of the time Always
a. Schedule a specific date/time for the client's initial appointment with service/program
b. Discuss with the client what to expect at initial admission to program (e.g. paperwork needed, who client will meet with, how to behave, etc.)
c. Accompany client to admission/intake appointment
d. Establish a schedule with the service provider to report the client's progress and attendance in the program/service
e. Talk or meet in a 3-way conversation with client and service provider
f. Clients returns and submits to me slip or other documentation of attending program/service
 
 
Please indicate the extent to which you feel comfortable doing the following.
Very Uncomfortable Uncomfortable Neutral Comfortable Very Comfortable
a. Praise the offender for successful completion of a task or for achieving a goal
b. Establish or review a behavioral contract for services control
c. Remind the offender that he/she should be more committed to change
d. Let the offender know that they have a valid point
e. Tell the offender that they have to tell their family and/or friends about their problems
f. Ask questions that allow the offender to comment on their progress made
g. Summarize what the offender said to allow him/her to hear their own ideas
h. Repeat the exact words that the offender said to get feedback from him/her
i. Tell the offender that he/she needs to change their behavior or they will be violated
j. Reiterate to the offender an area that they should desire to change
Very Uncomfortable Uncomfortable Neutral Comfortable Very Comfortable
k. Work at getting the offender to discuss change
l. Explore how the offender can strengthen their commitment to change
m. Indicate to the offender that what they are doing is not right
n. Help the offender see the difference between where his/her life is and where the offender wants to be in the future
o. Ask the offender to identify different ways that they could handle a difficult situation in the future
p. Tell the offender to take your advice since you have handled many problems in the past
q. Ask of specific questions to avoid getting into a lengthy discussion
r. Remind the offender that he/she is under supervision and needs to be more careful in his/her decision
 
 
Please indicate how much you agree or disagree with each of the following statements about the need for additional guidance or training in your unit. (Check  one for each row)

My office needs additional guidance or training in…
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. Matching offender needs with services.
b. Developing more effective case management strategies.
c. Using offender assessments to guide case management decisions.
d. Using offender assessments to track their progress.
e. Assessing offender’s problems and needs.
f. Increasing offender participation in treatment.
g. Monitoring offender progress.
h. Improving rapport with offenders.
i. Workplace communication within an office
j. Conflict management in the workplace
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
k. Time management
m. Project management
n. Effective monitoring and processing of cases
o. Use of technology in the workplace (e.g. OCMS, KIOSK)
p. Motivating your team
q. Team building and mentoring
r. Developing performance goals and standards for your office
 
 
 
Training Assessment
 
 
 
Who was your trainer?
 
Mike Collins
 
Lisa Brooks
 
Neither
 
 
 
Which training did you attend?
 
General Leadership Academy (Jan 16, 17; Mar 4,5; Apr 28,29)
 
Specialized Skills Training (Jan 13,14; Mar 18,19; May 1, 2)
 
Neither
 
 
If you attended either the General Leadership Academy or the Specialized Skills Training, please indicate how much you agree or disagree with each of the following statements about the training. (Check  one for each row).
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree N/A
The content presented was relevant to my job as an FS1
I think that other FS1s would benefit from taking this training
The material I learned in training will help me promote quality supervision of offenders in my office
The material I learned in training will help me work with central administration more effectively
The material from the training will help me manage my staff more effectively
The material from the training will be useful to me throughout my career
The material from the training will help me work with external stakeholders such as the court, service providers, or the parole board more effectively
This training has taught me things that I will use in my day-to-day job
The department will support me using the techniques and lessons I have learned in this training
The ratio of lecture to discussion and classroom activities was appropriate
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree N/A
The goals of the training were clearly defined
The objectives of each training class were clearly explained
The training materials were interesting
The length of the training (6 class days) was appropriate
The handouts provided were helpful
The assignments that I had to work on out of class were helpful
The facilitator was knowledgeable about the training materials
The facilitator was prepared for each class
I was able to get all my questions answered in a satisfactory way
The facilitator was successful in helping me understand the content they were presenting
Overall, I'm satisfied with the training
Overall, I'm satisfied with the trainer
The goals of the training have been met
If I had to rank this training, it would be one of the best I have ever taken
 
 
 
Did you participate in any of the outside of class coaching?
 
Yes
 
No
 
N/A
 
 
 
If so, did you find it helpful?
 
Yes
 
No
 
N/A
 
 
 
Did you participate in peer mentoring with other FS1s?
 
Yes
 
No
 
N/A
 
 
 
If so, did you meet with your peer mentor outside of class?
 
Yes
 
No
 
N/A
 
 
 
Was your peer mentor helpful?
 
Yes
 
No
 
N/A
 
 
 
Sometimes organizations use peer-learning groups or peer coaching when they are implementing a training program. This usually involves one person from within the organization who is trained as a “specialist” in a particular area or group of areas and works with a team of staff on that area or areas. Do you think that peer-learning groups or coaching groups would be helpful to you and your staff?
 
Yes
 
No
 
 
 
Here are some possible learning group topic areas. Please check off any that you feel would be helpful to your office.
 
Office Relationship building/Relationship rapport
 
Communication skills
 
Providing feedback to your staff on job-related activities
 
Risk assessment and management skills
 
Engagement with offender skills
 
Problem solving skills
 
Working relationship with offender skills
 
Case planning
 
Evidence based supervision practices
 
Other
 

 
 
If you took either training, please indicate how much you agree or disagree with the following statements about how you feel after taking this training.
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
a. I have learned more about how my department works
b. I better understand the goals and priorities of the department
c. I better understand the rationale for certain policies that may seem confusing or unnecessary
d. I better understand how policy decisions are made and passed down through the chain of command
e. I am up to date on the latest changes that have been going on in my department
f. I understand why I was asked to participate in this training
g. I better understand the changes to the department that resulted from the reorganization
h. I better understand the direction that the new leadership is taking this department
i. I better understand how the department has been handling the challenges with technology, such as the OCMS program
j. I feel appreciated by the department
Strongly Disagree Disagree Neither Agree nor Disagree Agree Strongly Agree
k. I feel that the administration has listened to my concerns and cares about them
l. I feel that I am better able to supervise my staff after taking this training
m. The department understands the challenges that we go through and is actively working on them
n. I am better equipped to help my staff understand policy changes
o. I feel that communication within this department has improved since I started this training
p. I am still confused about a lot of things that go on in this department
q. I feel that nothing has changed
r. I feel that the department has supported me through this training process
s. I feel that the department supports the goals of the training I just received
t. I feel that I have a better relationship with my supervisor(s) after taking this training
u. As a result of this training, I feel more support by the department to do my job
 
 
 
Have any of the following events ever occurred under your supervision? Please check all that apply.
 
Probationer Suicide
 
Violent re-offense resulting in the death of a victim
 
Violent re-offense using a weapon
 
Violent re-offense resulting in victim hospitalization
 
Crimes involving child victims
 
Sexual recidivism
 
Agent suicide
 
Homicide of an agent
 
General threats by probationers
 
Threats of violence/murder by probationers
 
Violent death of a probationer

 
 
 
What is the exact title of your position?
   
 
 
 
What office are you currently located in?
   
 
 
 
What is the name of your supervising FS2?
   
 
 
 
What types of cases do your staff supervise (e.g. sex offenders, domestic violence, VPI)?
   
 
 
 
On average, how many hours do you work per week?
   
 
 
 
Which region do you work in?
 
North
 
South
 
Central
 
 
 
What is your highest level of education? (Check one)
 
High school
 
Associate degree
 
B.A./B.S.
 
Some graduate studies
 
MBA/Masters
 
J.D.
 
Ph.D./Ed.D.
 
M.D.
 
Other
 
 
 
 
In what field is your highest degree? (Check one)
 
Business
 
Criminal Justice
 
Law
 
Medicine
 
Political Science
 
Psychology
 
Sociology
 
Social Work
 
Other
 
 
 
 
Are you:
 
Female
 
Male
 
Other
 
 
 
 
What year were you born?
   
 
 
 
Are you: (Check all that apply)
 
White
 
Middle Eastern
 
Hispanic/Latino
 
Asian/Pacific Islander
 
American Indian/Alaskan Native
 
Black of American American
 
Other
 

 
 
 
Have you worked in any of the following fields? (Check all that apply)
 
Law enforcement 7
 
Military
 
Prosecution
 
Substance abuse treatment
 
Defense
 
Social work
 
Judiciary
 
Public health
 
Juvenile justice
 
Political activities
 
Criminal justice policy
 
Correctional Officer
 
Other
 

 
 
 
How long have you been with this department (years)?
   
 
 
 
How long have you been in your current position (months)?