Transcript MOTIVATIONAL INTERVIEWING INTERNAL CERTIFICATION PROCESS

MOTIVATIONAL INTERVIEWING
INTERNAL CERTIFICATION PROCESS
Allen County Community Correction
Design
Motivational Interviewing training for all staff
has been implemented at ACCC. This
report is intended to inform the executive
team of the progress of training and of
what is known regarding staff proficiency
levels.
BASIC TRAININGS
All staff shall attend a basic training of
Motivational Interviewing.
BASIC TRAININGS
Continued
Following the basic training, there will be an exam.
The exam must be completed with a minimum
passing score of 90%.
BASIC TRAININGS
Continued
Those who test below the minimum standards will be
placed on a waiting list to re-take the basic training.
Basic trainings will be held quarterly (January, April,
July, and October) at the Allen County Community
Corrections facility.
SUPPORT and TRAININGS
Monthly support trainings are scheduled to take place
on the fourth (4th) Wednesday of each month. Each
month is designed to support a specific motivational
interviewing skill.
MOTIVATIONAL BULLETIN
BOARD
A bulletin board has been developed to update staff
on up coming events and new studies on motivational
interviewing.
Staff will also use the board to sign-up for trainings and
to address questions or concerns.
INTERNAL CERTIFICATION
Motivational Interviewing (MINT) does not currently
offer certification or accreditation; however, Allen
County Community Corrections has developed an
internal certification for staff development purposes.
INTERNAL CERTIFICATION
Continued
In order to measure skills within the agency to reflect
proficiency in a measurable manner, Three (3) levels
of motivational interviewing were developed.
Motivational Interviewing
Level One (1) requirements
Completion of the basic training for staff and pass the
basic exam.
MINT trainers will provide a two day Basic Training.
One week following the training, a basic exam will be
administered.
Motivational Interviewing
Level One (1) requirements
Continued
Staff shall achieve the Level One status following the
training and successfully completion of the exam with
a minimum score of 90%.
The expectation for this level is KNOWLEDGE about
Motivational Interviewing.
Motivational Interviewing Level
Two (2) requirements
Successful completion of MI Level 1 and completion
of a live (observed) interview with a client.
Motivational Interviewing Level Two
(2) requirements
Continued
Staff will need to provide the trainers with a
date/time of the interview.
 Staff will need to provide a written summary of the
client’s situation and the overarching goals of the
motivational interviewing session.
 A transcript of the interview will be reviewed and
written feedback will be given to the staff.

Motivational Interviewing Level Two
(2) requirements
Continued

The staff person will then be given a separate
written scenario in which to code motivational
interviewing responses.
This will provide an opportunity to use specific skills and
to identify change talk.
Motivational Interviewing Level Two
(2) requirements
Continued

The trainers will review the interview to see the
demonstration of proficiency.
This level of skill demonstrates the ABILITY to use
motivational interviewing.
Motivational Interviewing
Level Three (3)
Successful completion of motivational interviewing
Level 2 and staff person will turn in a 20 minute taped
interview to be scored by the MITI.
This level of recognition will require that individuals
score in the Competency rating of the MITI
Motivational Interviewing
Level Three (3)
Continued
The tape will need to be transcribed for proper
scoring.
Also, the staffer will then participate in a live scenario
with a trainer to demonstrate the COMPETENCY of
motivational interviewing skills.
Motivational Interviewing Trainer
As it is in the agency’s best interest to continue to
develop new trainers, select motivational interviewing
level three staffers will be trained in “how to train” and
how to score the MITI.
This will empower staff to help support each other as a
team.
TRIADS
Finally, to keep discussions and ideas rotating
freely among the staff, we would suggest
organizing the entire staff into triads.
The idea of cross division triads is believed to support
the team approach at ACCC. Certain guidelines will
need to be developed with the EMTs instruction in
order to prevent the triads from becoming a
hindrance to the workload.
QUESTIONS?