2014
DOI: 10.1080/1478601x.2014.947811
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Improving probation officer effectiveness through agency–university collaboration

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Cited by 5 publications
(17 citation statements)
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“…For the practice partner, these benefits include access to methodological expertise (e.g. evaluation methods) (Drawbridge et al, 2018;Clodfelter et al, 2014;Nilson et al, 2014;Secret et al, 2011;Cunningham, 2008), extra resource or expertise in areas where there is limited capacity (Clodfelter et al, 2014;Nilson et al, 2014;Cunningham, 2008), information which helps improve services and decision making (Nilson et al, 2014) and intellectual stimulation (Cunningham, 2008). There are noted benefits for the academic partner also.…”
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confidence: 99%
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“…For the practice partner, these benefits include access to methodological expertise (e.g. evaluation methods) (Drawbridge et al, 2018;Clodfelter et al, 2014;Nilson et al, 2014;Secret et al, 2011;Cunningham, 2008), extra resource or expertise in areas where there is limited capacity (Clodfelter et al, 2014;Nilson et al, 2014;Cunningham, 2008), information which helps improve services and decision making (Nilson et al, 2014) and intellectual stimulation (Cunningham, 2008). There are noted benefits for the academic partner also.…”
mentioning
confidence: 99%
“…There are noted benefits for the academic partner also. The partnerships provide an opportunity for researchers to apply knowledge to real life problems/testing and refining theories in situ (Drawbridge et al, 2018;Clodfelter et al, 2014;Nilson et al, 2014). A better understanding of practice environment for both researchers and students is developed (Kerrison et al, 2019;Clodfelter et al, 2014) and researchers are able to collect data from the field and new and alternative data sources (Nilson et al, 2014).…”
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confidence: 99%
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“…Training involved role-playing, coaching, booster sessions, and other strategies noted as essential to effective skill development (see Chadwick et al, 2015; Clodfelter et al, 2016; Crime and Justice Institute, 2009; Taxman et al, 2005). STARR “proficiency” was determined by the district leadership based upon a skill proficiency instrument developed in collaboration with external researchers (see Clodfelter et al, 2014). The proficiency instrument provides a two-factor score (technical and global skills) and officers must meet minimum thresholds on both factors to be determined proficient (Clodfelter et al, 2016).…”
mentioning
confidence: 99%