Establish caseload sizes that allow supervision officers to focus resources on people who are most likely to reoffend
- Use risk and needs assessments to prioritize supervision resources for people who are most likely to reoffend.
- Set goals for the number of people on officer caseloads who are at a high risk of reoffending.
- Hire officers, as needed, to meet caseload size goals that allow officers to provide differentiated and tailored supervision.
- Create reduced supervision strategies for people at a low risk of reoffending.
- Align supervision terms with the period when people are most likely to reoffend.
- Incentivize compliance with conditions of supervision through earned time credits.
Improve supervision workforce practices, such as hiring, training, and evaluation.
- Revise supervision officer recruitment and hiring practices to target people who are interested in helping people change their behavior and holding them accountable.
- Require supervision staff to receive training on RNR principles and CCP as part of onboarding and periodically thereafter.
- Include use of CCP in supervision staff’s performance reviews and promotion consideration.
Provide supervision officers with tools to respond swiftly and appropriately to the behavior of people on supervision.
- Require supervision officers to use of a range of incentives for good behavior on supervision.
- Promote using a greater proportion of incentives than sanctions to encourage behavior change on supervision.
- Permit the use of a range of sanctions, including short jail stays, when appropriate, to respond to supervision violations.
- Establish specialized caseloads, where appropriate.
- Provide supervision officers with necessary technology.
- Track performance measures and recidivism outcomes.