Why EBP?
In 2019, Lehigh County Adult Probation began implementing evidence-based practices (EBP). Lehigh County does not believe that an evidence-based approach is “soft” on crime. On the contrary, it often requires individuals to confront and change deeply rooted attitudes and behaviors—an undertaking that can be far more challenging than serving a sentence in prison or completing traditional community supervision.
After navigating the challenges of COVID-19 and completing as much EBP training as possible while working remotely, the department fully implemented the Ohio Risk Assessment System (ORAS) in January 2022. Following implementation, caseloads immediately decreased. With smaller caseloads, officers were able to pursue more meaningful contacts with individuals on supervision. The department’s goal shifted toward teaching skills and targeting criminogenic needs. To support this effort, the Driver Workbook, Carey Guides, and Brief Intervention ToolS (BITS) were incorporated into supervision practices.
Before implementing these tools department-wide, a six-month pilot program was conducted from April 2023 through October 2023. The pilot was facilitated with assistance from The Carey Group and funded by the EBP Planning Learning Site Grant through PPCJI.
Twelve probation officers were selected to participate in the pilot. The group included officers who embraced evidence-based practices, those who were undecided, and those who were initially resistant. Each officer was required to attend an orientation meeting with their supervisor, followed by a three-day virtual training (conducted in half-day sessions) on the use of the tools. After completing the training, officers were required to use two to three tools per month and document their use on a log sheet. Individuals on supervision completed a survey following each activity. Surveys could be completed anonymously and returned directly to the probation officer or placed in a secure lockbox located in the probation department lobby.
At the conclusion of the six-month pilot, survey responses from individuals on supervision were overwhelmingly positive. Many reported feeling respected by staff, believed that officers genuinely wanted them to succeed, and expressed interest in continuing the activities. One individual commented, “I like that my thoughts and concerns are heard and justified. I appreciate the suggestions for future success.”
Throughout the pilot, probation officers participated in monthly Zoom meetings with the trainer and their supervisor. These meetings were used to discuss challenges, share positive interactions, determine appropriate use of the tools, review assessment results, and refine engagement strategies. Officers also completed monthly surveys. Initially, survey responses from officers were largely negative; however, as the pilot progressed, many officers began to accept—and eventually embrace—the use of the tools.
The monthly meetings proved invaluable. Officers were able to openly discuss challenges and collaboratively troubleshoot solutions. For example, officers reported difficulty persuading individuals to complete the tools. In response, they learned to introduce the tools as “activities” rather than “homework” and were encouraged to begin the activities together during office visits instead of assigning them for completion on the individual’s own time.
Overall, the pilot was deemed a success and was rolled out department-wide in early 2024. Remaining staff received in-person training and were initially required to complete one tool per month. Currently, all probation officers utilize the tools in supervising their caseloads. Additionally, the department uses the Impaired Driving Carey Guide to supplement programming within Alcohol Highway Safe Driving School and the Empathy and Moral Reasoning Carey Guides in the Domestic Violence program.
Advice for Conducting a Similar Pilot Program:
- Avoid selecting staff who are not receptive to evidence-based practices. Resistance made monthly meetings more challenging and likely delayed the program’s success.
- Provide training in person rather than virtually. Although the same trainer conducted both formats, in-person training was significantly better received by staff.
In conclusion, the pilot program highlighted the importance of intentional engagement between probation officers and individuals on supervision. By shifting the focus from compliance-driven supervision to skill-building and behavioral change, the department observed increased participation, improved officer buy-in, and more meaningful interactions. These outcomes affirm that evidence-based practices are not only effective, but essential to fostering long-term success and accountability.
