Why EBP Training?
In 2016, the County Chief Adulf Probation and Parole Officers Association of Pennsylvania (CCAPPOAP) created the initial EBP Strategic Plan. Since then, every iteration of the plan has emphasized two core commitments: training staff and developing trainers across county probation departments. Training remains essential to successful EBP implementation because it builds the knowledge, shared language, and hands‑on skills officers need to deliver interventions with fidelity. It also standardizes practice across teams, reducing variability that can undermine outcomes, while strengthening data literacy, documentation, and performance measurement for continuous quality improvement. These efforts directly support improved client engagement, reduced recidivism, and consistent ethical and legal compliance. CCAPPOAP is fortunate to have the support of PCCD and dedicated grant funding that sustains statewide EBP training and implementation. Training has focused on the following areas:
EBP Overview
This introductory course provides justice system professionals with a foundational understanding of evidence-based practices, including the principles of risk, need, responsivity, and effective intervention. Through case studies, exercises, and scenario-based activities, participants learn how to apply these proven approaches to support individuals in remaining law-abiding. This course is available in both instructor-led and self-paced eLearning formats.
Motivational Interviewing
Motivational interviewing (MI) is a collaborative communication style that strengthens professional alliance, an essential component of helping people build skills and implement risk-reduction strategies. This hands-on course equips staff with the knowledge and practice needed to increase engagement, identify and elicit change talk, and respond effectively to ambivalence or resistance toward change.
Ohio Risk Assessment System (ORAS)
Developed by the University of Cincinnati’s Center for Criminal Justice Research in partnership with the Ohio Department of Rehabilitation and Correction, the Ohio Risk Assessment System (ORAS) is a dynamic research-based risk/needs assessment used at key decision points across the criminal justice system. This original suite of tools was validated upon creation in 2009 (ORAS 1.0) and underwent a subsequent validation study in Pennsylvania in 2024. ORAS is designed for use with individuals in the community, including those on probation or parole, as well as people in residential facilities and other community-based alternatives.
Four Core Correctional Practices
Skills matter when it comes to reducing recidivism and supporting long-term positive behavior change. This course provides participants with the opportunity to learn and practice the four core competencies shown to improve outcomes: building effective professional relationships, creating meaningful case plans and case management strategies, conducting skill practice to address criminogenic needs, and using appropriate reinforcement and corrective responses to shape behavior.
Case Planning and Effective Management
This course connects the “why” to the “how” of effective case planning and supervision. Participants learn how to engage clients, interpret and share assessment results, identify key drivers and skills to develop, and collaborate with clients to create meaningful case plans that serve as a roadmap for success. Adapted to reflect agency policies and practices, the course builds fundamental skills for staff responsible for supervising, guiding, supporting, and motivating individuals toward positive change.
County departments interested in having officers becoming certified trainers in the above disciplines should contact Helene Placey at heleneplacey@ccappoap.com.
Train-the-trainer
Investing in internal trainers is a financially smart strategy for county departments, offering measurable cost savings and stronger outcomes. By leveraging staff expertise, institutional knowledge, and existing leadership capacity, departments create a sustainable, standards-aligned training model that improves service quality, accelerates onboarding, and reduces long-term costs. This approach also strengthens the case for additional funding or dedicated training roles in larger departments. A recent document, Internal Trainers: A Financially Smart Decision, provides a deeper look at the direct and indirect benefits of implementing a train-the-trainer model.
Incentivizing Trainers
Internal trainers play a critical role in a department’s success; however, yet recruiting and retaining trainers can be challenging. Training responsibilities are often added to existing workloads, and the role requires time, confidence, and specialized knowledge and skills. Recognizing this, many chiefs are exploring ways to motivate staff to become and remain trainers. A recent document, Incentivizing Staff to Become Trainers, outlines a range of financial, professional, and cultural strategies departments can use to recruit and support internal trainers.
