The National Institute of Corrections (NIC) and People in Charge LLC are pleased to present the Achieving Performance Excellence (APEX) Change Team Training Curriculum – part of the APEX Initiative. The APEX initiative incorporates culture, leadership, performance measurement, results, and a change management strategy to help corrections agencies use their resources wisely to improve their organizational performance …
The APEX Change Team Training will provide correctional agencies with capacity-building training in the APEX systems approach to organizational performance improvement. This training is designed to create teams of internal change agents in all sectors of corrections. It will enable participants to build their skills and take the APEX components out to their agencies and successfully implement the APEX processes: assisting their agencies as they go through the culture and change management processes, developing integrated and holistic implementation plans to meet any identified gaps, developing comprehensive communications plans, and working toward sustaining the change efforts.
Modules include: • Welcome and Program Overview; • APEX Public Safety Model; • Change management and organizing people; • Agency assessment: laying the groundwork for change; • Define the goal; • Build the implementation plan; • Communications planning; • Implement and sustain changes; • Workshop close. Includes copies of the PowerPoint presentation slides.
<p>Findings from a report which "assesses the outcome of the training [program] in terms of the leadership-related behaviors of participants" are presented (p. 4). This evaluation contains the following sections: executive summary; background; program description; research design; findings according to -- overview of participant training manual, analysis of participant program evaluations, on-site observations of researchers, focus group feedback, and survey results; and conclusions and recommendations. "Overall results clearly indicate an extremely positive endorsement of NIC's efforts" (p. 5)</p>
The development and implementation of an in-house leadership and management development system (within existing agency parameters) are discussed during this 30-hour course. Sections of this manual include: training program introduction; setting a context and identifying trends; trainer and training function self-assessment; strategies for getting management buy-in; establishing a design team and advisory board; identifying candidates for your program; competency development and assessment of managers; leadership development/training deliver options; designing and developing leadership training and development strategies; developing training budgets for leadership ddevelopment using cost benefit analysis; how to evaluate available resources; marketing the leadership development program; and additional resources.
Duties with corresponding tasks are provided in this DACUM profile of a Warden/Superintendent. Characteristics associated with worker traits and attitudes, and general knowledge and skills are also listed
Characteristics that result in the best performance of executive and senior level leaders are identified along with the key skills, knowledge, and attributes of effective and successful leaders which are then linked to a set of specific behaviors. Following an executive summary, this manual provides an exploration of: managerial profiles; self awareness; ethics and values; vision and mission; strategic thinking; managing the external environment; power and influence; strategic planning and performance measurement; collaboration; and team building.
Characteristics that result in the best performance of correctional managers and supervisors are identified along with key skills, knowledge, and attributes of effective and successful leaders which are then linked to a set of specific behaviors. This manual includes an executive summary and the following chapters: managerial profiles; ethics and values; interpersonal relationships; oral and written communication; motivating others; developing direct reports; managing conflict; team building; collaboration; problem solving and decision making; strategic thinking; managing change; program planning and performance assessment; and the criminal justice system.
Training and practical experience in the techniques and skills of Co-Active coaching as the foundation of a leadership culture are provided during this 36-hour program. Topics covered include: leadership culture; coaching principles; commitment and high performance; Co-Active leadership coaching; listening levels; coaching practice; learning steps; powerful questions; complete requests get action; action and awareness create continuous learning; values; assumptions and interpretations; the "gremlin" concept; talents; a typical six-month coaching engagement; foundation checklist; career discovery questions; designing the coaching relationship questions; and acknowledgement.
Contents: Part 1: The Manager's Role--Part 2: The Trainer's Role.
Making the transition from line staff to supervisor calls for developing new skills and competencies as well as a major shift in mindset from doing one’s own work to supervising the work of others.
This program focuses on core competencies for supervisors. These competencies include developing personal and professional goals, demonstrating leadership, solving problems, thinking critically, making decisions, managing conflict, coaching, counseling, providing discipline, and encouraging staff performance. The DVD package includes:
DVD 1: Group Edition (36-hour training program)
This disc is for facilitators wishing to lead a group through this program and contains videos, a facilitator guide, a participant guide, presentation slides, and supplemental material.
DVD 2: Self-Directed Edition (3-hour program)
This disc is for individuals wishing to go through this program independently. No instructor or group experiences are required for this edition.
"The Evidence-based Practice Skills Assessment (EBPSA) is a self-report measurement tool designed to gauge the extent to which correctional staff demonstrate the skills necessary to successfully implement Evidence-based Practices (EBP)” (p. 5). The EBPSA guide summarizes how using the EBPSA can enhance an organization’s ability to become a more effective evidence-based organization. A brief overview describes the development of the EBPSA. Additional sections address reliability analysis, scoring keys for each EBPSA form, and how to utilize the information obtained from the assessments.