Partnerships with nations (e.g. Tribes), agencies, communities (e.g. African Training and time to supervisors do field American, Latina, various refugee) are established by leadership and are given training with their units. information about the CPM so that they can contribute to its creation and Regularly scheduled integrated training with execution (not putting the communication burden with other entities solely on partners. front line staff). Interactive, focused training. Encourage courts to make structural changes to be more family friendly; judges not Support for an Implementation Team. wearing a robe. Additional staff to coordinate and guide CPM since Staff at all levels have opportunities to build and participate in learning circles. spread too thin now. Strong working relationships with systems partners and clarity about how agency SACWIS changes. partners work together. and long term TA to assist regional and Implementation teams and state/county partnership for continuity, consistency of statewide opportunities for shared learning etc. implementation. Support partners from foundations, RTAs, policy Change to structure of transferring cases; cases should be intentionally matched organizations to keep implementation focused and with workers; a different structure. moving forward. Changes to transitions from workers to workers; highlighted the pre-assignment of TA to support the development of the cases from detention to continuing worker has partial assignment. implementation team. Eliminate must have linkages. DIMENSION: WORKFORCE Staff Recruitment, Selection and Onboarding (orienting to culture and practice) Resources Necessary for Implementation HR and internal agency selection and hiring procedures and values with hiring Time and funds to create and execute people at all levels who are best suited to carry out and support the CPM with training and dialogues for and with HR and fidelity. other staff involved in recruitment and Cultural humility; selection of staff in CPM, best practices Openness to EBP; and proper use of tools developed to Openness to learning; improve hiring processes in support of the Engagement skills; CPM. Conflict management and resolution skills; Time and funds to ensure best practices in recruitment, selection and onboarding are
Partnerships with nations (e.g. Tribes), agencies, communities (e.g. African American, Latina, various refugee) are established by leadership and are given information about the CPM so that they can contribute to its creation and execution (not putting the communication burden with other entities solely on front line staff). Encourage courts to make structural changes to be more family friendly; judges not wearing a robe. Staff at all levels have opportunities to build and participate in learning circles. Strong working relationships with systems partners and clarity about how agency partners work together. Implementation teams and state/county partnership for continuity, consistency of implementation. Change to structure of transferring cases; cases should be intentionally matched with workers; a different structure. Changes to transitions from workers to workers; highlighted the pre-assignment of cases from detention to continuing worker has partial assignment. Eliminate must have linkages. Training and time to supervisors do field training with their units. Regularly scheduled integrated training with partners. Interactive, focused training. Support for an Implementation Team. Additional staff to coordinate and guide CPM since spread too thin now. SACWIS changes. and long term TA to assist regional and statewide opportunities for shared learning etc. Support partners from foundations, RTAs, policy organizations to keep implementation focused and moving forward. TA to support the development of the implementation team. DIMENSION: WORKFORCE Staff Recruitment, Selection and Onboarding (orienting to culture and practice) Resources Necessary for Implementation HR and internal agency selection and hiring procedures and values with hiring people at all levels who are best suited to carry out and support the CPM with fidelity. Cultural humility; Openness to EBP; Openness to learning; Engagement skills; Conflict management and resolution skills; Time and funds to create and execute training and dialogues for and with HR and other staff involved in recruitment and selection of staff in CPM, best practices and proper use of tools developed to improve hiring processes in support of the CPM. Time and funds to ensure best practices in recruitment, selection and onboarding are