If individuals under supervision are players in the game, then community supervision officers and agencies traditionally have been shaped to act as referees. Referees make sure players are following the rules, call out rule violations, and give out penalties. Currently, community supervision agencies expect officers to act like referees and focus their efforts on watching for violations. This focus on rule violations does not consider why individuals may violate the rules. Often individuals violate the rules because they are also navigating substance use disorder, mental health diagnoses, houselessness, challenging family dynamics, or unstable employment; and many of these realities at the same time. This focus on rule violations and the lack of focus on supporting behavior change of individuals under supervision makes it even more difficult for people to complete supervision successfully.

The Coach (Referee) Model for Change (CRMC) changes the community supervision experience to help agencies return to the job to be done – helping people thrive.

The CRMC is based on two core beliefs. First, people have the capacity to change, to grow, and to thrive. Second, community supervision staff who work with individuals under community supervision are responsible for helping these individuals develop pathways to improve their lives and thrive.

The CRMC starts with transforming the community supervision officer-individual relationship while demanding that community supervision agencies, and their way of doing business, must change too. The Coach(Referee) Model for Change provides the structure and support needed for a complete organizational transformation.

By emphasizing surveillance and rule enforcement, the day-to-day work, the current community supervision system is actively working against the job to be done. The current system offers little opportunity for personal growth and sustainable change for either individuals under supervision or staff who work in these agencies. In contrast, agencies who use the Coach(Referee) Model for Change return to the job to be done by prioritizing getting to know individuals, focusing on skill development, and celebrating incremental progress. When agencies are ready to coach individuals to success rather than play referee, they’re returning to the job to be done while investing in different.

Tune into JSP Dr. Brian Lovins‘ TedX to learn more about why we need this new approach to community supervision.