OBJECTIVESThis study evaluates the effects of a prison-based addiction intervention program. The evaluation is based on a multidimensional data collection that draws a portrait of the respondents’ substance use, and of their psychological/emotional, social, and judicial spheres. It measures the changes, or lack thereof, in substance use; the psychological/emotional, social, and judicial spheres; as well as the post-treatment services used.METHODA quasi-experimental repeated measures design (0, 6 weeks, and 6 months) was used. Effects of the program were identified by comparing the results obtained by a group of inmates who had participated in the program (n = 80; experimental group) with those of another group who had received no intervention (n = 70; control group).RESULTSThe preliminary results suggested a certain treatment effect related to impulsivity and psychological distress.CONCLUSIONAlthough the preliminary results were promising, the experimental and control groups did not differ significantly when more robust analyses were used.

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PurposeThis paper aims to explore and document how the question of continuous training/education is presently being dealt with in the area of public services and private security providers and trying to assess best and wrong practices of discussions and negotiations regarding this same question.Design/methodology/approachThis research relied on content analysis of all 65 working agreements that have been negotiated in both the police and the private sectors in the province of Quebec within the last few years. In‐depth interviews were also conducted among 91 representatives of both employers and employees in order to explore more deeply the different contexts into which negotiations and discussions took place about the question of continuous training/education provisions.FindingsWhat clearly emerged from interviews conducted with police organization representatives, employees and employers alike, is that a confrontational attitude rather than a more collaborative standpoint is the norm in negotiations. There is, however, one element on which both parties agree – the idea that training must be of immediate relevance to the job. In this respect, police employers and employees are often united in their resistance to new and higher training standards imposed by governments and public sector professionals, who are often suspected of not knowing much about the “reality” of police work. Field interviews revealed that negotiations generally favor employers, while employee unions, when present, do their best to defend previously gained conditions, particularly those pertaining to seniority in determining who is eligible for training.Practical implicationsHaving documented the limitations imposed by the confrontational approach that is still being used in negotiations and discussions on the object of continuous training/education in the area of both public and private security sectors, we propose, as a final remark, that both employers and employees should envision the possibility of exploring new discussion and negotiation modalities which rest on a more consensual approach. This could help to give training and education its true value in this sector in an ever changing and globalizing economy.Originality/valueThis exploratory study is the first one being conducted in Quebec's security sector about a question that is at the heart of the competition capacity in a fast changing economy; lessons learned through this research should help this sector to better its negotiation practices regarding training/education as well as other crucial elements of its social mandate.