Fall 2021-V2

Texas Probation Fall 2021 The official publication of the Texas Probation Association Special-Themed Issue on Leadership

On the Cover... “Harris County was founded on December 22, 1836 as Harrisburg County and Harrisburgh County. The name was changed to Harris County in December 1839. As of 2000 US Census, the county had a population of 3,400,578 (though a 2007 estimate placed the population at 4,011,475), making it the most populous county in Texas and the third most populous county in the United States. Harrisburg County was formed by the First Congress on December 22, 1836. The lawmakers also named An- drew Briscoe Chief Justice and the infant city of Houston the county seat and national capital. The county encompassed the territory of the old municipality plus Galveston Island (the mainland was attached to Brazoria County) until May 1838, when its modern boundaries were established. In December 1839, Congress changed the name to Harris County, in honor of John R. Harris. The county briefly lost its northwest corner in 1841 when Spring Creek residents tried to form a separate county. The first county court, convened in February 1837, was composed of the chief justice (called the county judge after 1861), the sheriff, the clerk, and two justices of the peace who served as associate justices. Voters in each militia precinct chose two justices of the peace, and between 1837 and 1846 these men annually elected two of their body to serve as the two associate justices on the county court. Later, with statehood and a new constitution, four county com- missioners represented the four precincts on the county court, and justices of the peace exercised their duties only within their precincts. The Congress also established district courts for criminal and civil cases; the first session of the Second District Court met in Houston in March 1837. This court is the forerunner of the Eleventh District Court established after the Civil War. The criminal district court serving Harris and Galveston counties began in 1867 and lasted until 1911, when each county formed its own criminal court. Since the first log court building, the county has built four suc- cessive imposing courthouses on the courthouse square in Houston.” Retrieved from Harris County, Texas: History and Information (ereferencedesk.com) 2

TEXAS PROBATION ASSOCIATION BOARD OF DIRECTORS President Adult Discipline Karma Chambless Greg Dillon, PhD Matagorda Co. CSCD Brazoria Co. CSCD P.O. Box 2279 1524 E. Mulberry, Ste. 200 Bay City, TX 77404 Angleton, TX 77515 (979) 245-4569 979-653-5183 Vice President Kirbie Humble Adult Discipline Jasper Co. CSCD Brandon Sheeley 121 N. Austin, Rm 301 Cherokee Co. CSCD Jasper, TX 75951 303 E. 6th St. (409) 384-4618 Rusk, TX 75785-0259 Treasurer (903) 683-6540 Jennifer Goerig Brazos Co. CSCD Adult Discipline P.O. Box 2015 Jarvis Anderson Bryan, TX 77806 Bexar County CSCD (979) 361-4410 207 N. Comal St. Secretary San Antonio, TX 78207 Donna Damon (210) 335-7320 Bastrop Co. CSCD P.O. Box 751 At Large Bastrop, TX 78602 Winfred Fulce (512) 581-4201 Bexar Co. CSCD Parliamentarian 207 N. Comal Chris Thomas San Antonio, TX 78207 Jasper Co CSCD (210) 335-7320 121 N. Austin, Rm 301 Jasper, TX 75951 At Large (409) 384-4618 Mike Hartmann Juvenile Discipline Caldwell, Comal & Hays CSCD Latricia Coleman 1703 S. Colorado St., Box 9 Jefferson County JPD Lockhart, TX 78644 5326 Hwy.69 S. (512) 398-4307 Beaumont, TX 77705 (409) 722-7474 At Large Juvenile Discipline David Rowan Bennie Medlin Lubbock/Crosby Co. CSCD Tarrant Co. JPD 701 Main Street 2701 Kimbo Road Lubbock, TX 79401 Fort Worth, TX 76111 (806) 775-1234 (817) 838-4600 Juvenile Discipline Alumni Board Member Lisa Tomlinson A.C. Berry Grayson Co. JPD Retired 86 Dyess acberryjr@gmail.com Dennison, TX 75020 (903) 786-6326 Secretariat Angela Semar Correctional Management 3 Institute of Texas George J. Beto Criminal Justice Center Sam Houston State University Huntsville, TX 77341 (936) 294-1640

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Texas Probation Association Committees Adult Legislative Kerr, Bandera & Gillespie Nominations Jasper Co CSCD Andrea Bode Counties CSCD Kirbie Humble Bowie Co CSCD Winfred Fulce Matagorda/Wharton Leighton Iles Tarrant Co CSCD Travis Dykes Toby Ross Denton Co CSCD Co CSCD Brenna Bubela Matagorda/Wharton Advanced Education Vacant Publications Kelli Martin Awards and Resolutions Taylor, Coleman & Callahan Michael Noyes Co CSCD, Bexar Co CSCD, LaTricia Coleman Jefferson Co CSCD Karla Kutch & Hidalgo Co CSCD Dusty Barton Tom Green Co JPD Darin Deutsch University of North Rodolfo Perez Roxane Marek Matagorda/Wharton Steve Henderson TX Brazoria Co CSCD Co CSCD Brazos Co CSCD Travis Co CSCD Taylor Mariam Denton Co CSCD Lubbock Co CSCD, Exhibitors Nueces Co CSCD Ret. Rick Morales Jasper Co CSCD, Kelly Tootle (Ret.) Finance Brazoria Co CSCD Registration Brazos Co JPD Cara Drenner Jefferson Co CSCD Lupe Washington Wharton Co CSCD Jeremy Patin Brenna Bubela Juvenile Legislative Sales Johnson Co CSCD Brandi Nelson Linda Brooke Tarrant Co JPD, Silent Auction Leo Perez, Jr. (Ret.) Ana Rodriguez Hidalgo Co CSCD Cameron Co CSCD Henry Gonzales Harris Co JPD Lisa Tomlinson Grayson Co JPD Ed Cockrell Jefferson Co JPD Technology Rick Morales Membership Harris Co JPD Jeremy Tipton Nueces Co CSCD Iris Bonner-Lewis Nueces Co CSCD Taylor Co CSCD Rick Trevino Brazoria Co CSCD Melissa Trevino Site Selection Matagorda/Wharton Karma Chambless Co CSCD Kim Sanchez Tarrant Co CSCD 5

TABLE OF CONTENTS 9 President’s Letter 12 Spotlight on Staff 14 Juvenile Dispatch—News 22 Texas Leadership Lessons in Probation Supervision During a Global Pandemic: An Interview with Carey Green, TDCJ-CJAD Director 36 Success in the Organization: A Primer for Probation Officers Seeking Upward Mobility by Dan Beto and Dr. Mel Brown 48 A Veterans Day Tribute to TPA Members who Served in the Armed Forces 56 Leadership: Developing the Future Leaders in Probation Special Feature: Leadership Book Recommendations and Nuggets of Wisdom from Probation Executives around the State 64 Empathy, Vulnerability and Humility by Cobi Tittle, Assistant Director, Tarrant County CSCD 72 Personalized Reentry on the Inside with Local Programming on the Outside: Thoughts from those who’ve Successfully Reentered Society by Robert Hanser, Ronald Drummer, and Miles Wood 80 Profile of TPA Members: Leaders from Around the State 90 Racism and Probation: One Person’s Perspective by Steven Henderson, Retired Director of Lubbock/Crosby Counties CSCD 98 Adult Probation Newsflash 112 A National Response to a Global Pandemic in a Decentralized Systems 122 TPA Legislative Conference, Photos and Information

TPA Services Directory Submission Guidelines Advertising ddeutsch@brazoscountytx.gov for Authors Darin Deutsch kmartin@taylorcscd.org General Magazine asemar@shsu.edu The Texas Probation Association produces a quarterly Inquiries ricardo.trevino@nuecesco.com periodical, the Texas Probation magazine, in Winter, Dr. Kelli Martin Spring, Summer, and Fall. The magazine generally General TPA includes a combination of feature articles, special es- Inquiries says, departmental articles from both juvenile and Angela Semar adult community corrections agencies, profile of com- Sales munity corrections staff from around the state, and TPA Membership significant news from the field. Rick Trevino Those submitting articles for consideration should Publication Information note the Editorial Board is looking for original, cur- rent and relevant articles about a variety of issues per- Texas Probation is published quarterly Winter (January), taining directly to or relating to community supervi- Spring (April), Summer (July), and Fall (October). Sub- sion. Original articles are accepted and can also have missions are due on the 1st in the month preceding publi- been previously published elsewhere, but permission cation. Any submissions received after the deadline will to reprint from the author(s) and the other source be saved for the following quarter’s publication. Texas should accompany the submission. Probation is published by the Texas Probation Associa- tion. Submissions must be in English and sent in a Word document following the American Psychological After a long-standing collaboration with Sam Houston Association Style Guide. Use Times New Roman State University, they have indicated they will no longer font size 12, one-inch margins, number the pages and be able to collaborate with us to publish Texas Probation. type single-spaced. In general keep submissions be- Therefore, the publication will solely be published by the tween 500 and 4,000 words, or no more than 10 pages Texas Probation Association and its Editorial Board. All (not including title, author information, references, emails and communications regarding the magazine tables, figures, and so on); longer manuscripts will be should now be directed towards the Editorial Board and considered on a case-by-case basis. Footnotes are its members. acceptable, but are not to be used for references or citations, and are to be used sparingly. Do not include Reprint permissions. For permission to reprint material an abstract. Use tables and figures sparingly and not published in Texas Probation, please contact Executive duplicate information already covered in-depth in the Editor Dr. Kelli Martin at kmartin@taylorcscd.org, kel- text. Each author(s) should send a one paragraph bi- li.martin@bexar.org or to Associate Editor, Dr. Michael ography along with a headshot photo and contact in- Noyes at Michael.Noyes@untdallas.edu formation, including position title, agency, contact phone number and mailing address. *Community Supervision & Corrections Department (CSCD) The Editor and Editorial Board reserves the right to *Juvenile Probation Department (JPD) reject submissions if submissions do not represent the kind of material and information the Texas Probation Association wants published. On occasion, a peer review will be used for certain types of submissions or articles. Opinion pieces are not accepted. The manu- script should be proofread and free of spelling and grammatical errors. Citations not formatted in APA style will be returned to the author(s) for reformatting. 7

Texas Probation Editorial Board and Publications Committee Kelli D. Martin, PhD Karla Kutch Executive Editor Copy Editor Taylor, Callahan & Coleman Counties Brazoria County CSCD Deputy Director CSCD, Bexar County CSCD, & Hidalgo P.O. Box 1300 County CSCD Angleton, TX 77516-1300 450 Pecan, Ste. 200 979-864-1471 Abilene, TX 79602 karlak@brazoria-county.com 325-674-1247 kmartin@taylorcscd.org Darin Deutsch Advertising Liaison Michael Noyes, PhD Brazos County CSCD Associate Editor P.O. Box 2015 University of North Texas at Dallas Bryan, TX 77806-2015 7300 University Hills Blvd. 979-361-4538 Dallas, TX 75241 ddeutsch@brazoscountytx.gov 972-338-1836 michael.noyes@untdallas.edu Veronica Soto Social Media Liaison/Website Content Steven Henderson, MA Copy Editor Editor Retired Director of Lubbock & Crosby Val Verde County CSCD Counties CSCD PO Box 4249 5809 78th St. Del Rio, TX 78841-4249 Lubbock, TX 79424 830-774-7554 806-928-5891 vsoto@valverdecscd.org sth52853@gmail.com *Community Supervision & Corrections Department (CSCD) Rodolfo Perez, MA Copy Editor *Juvenile Probation Department (JPD) Travis County CSCD Director 411 W. 13th St., Suite #400 Austin, TX 78701 512-854-4600 rudy.perez@traviscountytx.gov 8

LETTER FROM PRESIDENT As the leaves slowly begin to change from green to red and gold, and we prepare for the heat of the summer to fade, our profes- sion also ushers in a \"new year\" in accordance with our fiscal calendar. There are new budgets, laws, statutes, standards, and possibly even some versions of \"New Years' resolutions.\" As a profession, we are all aware that the shedding of the old makes way for the new as we em- brace change and growth. In addition to being essential to our existence as human be- ings, change and growth have been the norm for our society as we have rolled with the waves of the COVID-19 pandemic, watched the forces of nature ravage our neighbors in Louisiana, and witnessed the end to the longest war in American history. During all of this, the ways in which we conduct our business and accomplish the missions of our agencies have forever been altered. It has been said many times \"the only thing that is constant is change.\" Our recent conference themed \"Even in the Storm, We Thrive and Grow,\" provided many opportunities to examine some of the changes and growth that our profession has experienced recently. During this time of respite and networking, professionals from around the state gathered to learn from each oth- er and build lasting bonds. Highlights of this memorable event are included in this issue of the journal so those who missed this fabulous opportunity can see the immense value of our coming together and those who were present can replay the fabulous memories made during that time. While change is vital to growth, we must also be able to sustain what we attain. It is essential for our survival and our well-being at all levels. With so much focus on what we are changing, how we are changing, and why we are changing, perhaps it is time for us to devote some attention to how we can best maintain the changes we have made and work toward some level of mastery of new skills and methods we have developed and acquired. The sustenance of the product of our growth leads to excellence. This issue of our magazine is dedicated to two elements of our society, which not only greatly influence and bring about change, but also display a tireless commitment to sustaining the change for which they are re- sponsible. Our veterans as well as those in our society who are civilian leaders are devoted to meaningful caus- es, willing to risk upsetting the status quo, and are dedicated to sustaining the changes for which they have worked. It is from the work of these individuals and the groups they form that we can learn many lessons about bringing about and sustaining meaningful change at all levels. While we watch our favorite football team and sip our pumpkin spice latte, patiently waiting for that first cool front to drop the scorching Texas temperatures during this beautiful season of change, let's also spend some meaningful time in consideration of how we can sustain the multitude of positive developments that have come to us through all of our recent experiences. Perhaps modeling some of the attitudes, behaviors, and practices of our leaders—both accomplished and those in our day-to-day lives—as well as our veterans who have sacrificed so very much will be the best way to honor them as we pave our way to an improved and bril- liant future, sustaining the positivity we have attained. Karma Chambless,, TPA President Matagorda/Wharton County CSCDE Deputy Director 9

EDITOR’S MESSAGE Hello, Well, I don’t know about anyone else, but I am ready for 2021 to be over! It has been a difficult year for many people. This issue of Texas Probation revolves around leadership. We have had many extraordinary leaders from around the state lead their staff, agencies, and their communities through difficult times with the on- going health crisis and budget issues. We have asked leaders to provide insight and wisdom about leadership; we have asked for book recommendations, and other articles to help probation staff who aspire for promotions obtain valu- able information to help them in this quest. In my search for articles on leadership in community correc- tions, I ran across an article previously published in the former TPA Journal that was written by Dr. Mel Brown and Dan Beto many years ago. It is an excellent article, and although it was written over 20 years ago, the content is still relevant. We hope that our membership enjoys the profile of leaders from around the state and other features of this issue which highlight the great work that community corrections staff are engaged in to help improve the lives of those around them. Kind regards, Kelli D. Martin Executive Editor 10 10

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NEW MEMBERS Welcome New TPA Members (not renewals) Welcome! Megan Aguero — Bexar Co CSCD Ainsworth Lightbody—Harris Co CSCD Hugh Alexander—Montague Co CSCD Claudia Lopez—Dawson Co CSCD Lydia Aragon-Burke—Bexar Co CSCD De’Vaughn Madise —Dawson Co CSCD Perla Arredondo—Harris Co CSCD Matt Marick—Denton Co JPD Demesia Ball—Harris Co CSCD Donald Bell—Collin Co CSCD Wilton Marshall—Harris Co CSCD Kris Mavey—Fannin Co CSCD Jason Bender—Can-Tex Regional JPD Brittney Benford-Ball—Fort Bend Co CSCD Arlyne Mendoza—Bexar Co CSCD Andre Mills—McLennan Co JPD Shanee Breaux—Harris Co CSCD Darla Breedan—Nueces Co CSCD Toni Middleton—For Bend Co CSCD Markisha Brinson—Harris Co CSCD Erica Mora—Lubbock Co CSCD Madison Broussard—Harris Co CSCD Luis Navarrete—Lubbock Co CSCD Cory Burgess—Bell Co JPD Sarah O’Neal—Caldwell Co CSCD Jeanie Burleson—Kerr County CSCD Sabrina Cardona—Nueces Co CSCD Laura Peace—Kaufman Co JPD Melinda Chapa—Nueces Co CSCD Joelle Ramirez—Harris Co CSCD Genesis Ramirez—Galveston Co CSCD Andrea Davis—Bowie Co CSCD Courtney Rhyne—Montague Co CSCD Callie Davis—Bowie Co CSCD Samantha Rodriguez—Galveston Co CSCD Reid Dunagan—Kerr Co CSCD Estevan Saucedo—Judge Mario E. Ramirez, Carlos Escobar—Galveston Co CSCD Ashley Garza—Nueces Co CSCD Jr. Juvenile Justice Center Julianne Gomez—San Patricio Co CSCD Leslie Shavers—Parker Co CSCD Imelda Gonzalez—Bexar Co CSCD Belinda SiFuentes—Nueces Co CSCD Skyler Guzman—Rockwall Co CSCD Joseph Tanbouz—Tarrant Co CSCD Donald Houck—Harris Co CSCD Erika Turcios—Harris Co CSCD Lori Kiehl—Williamson Co CSCD Chelsea Valtierra—Harris Co CSCD Alyssa Lacy—Waller Co CSCD Jorge Vasquez—Atlas Counseling and Christopher Lasalvia—Harris Co JPD Education Aundrea Walls—Harris Co CSCD Kia’rra Williams—Galveston Co CSCD Please invite your colleagues to join TPA by visiting our website at www.txprobation.com and become part of a group of committed professionals whose member dues help pay for our lobbyist to fight for and represent probation 12 concerns to our state government.

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JUVENILE DISPATCH Mid-Summer Texas Knights: A Strange idea behind Mix. Z company By Greg Sumpter, Deputy Director is that life Grayson County Juvenile Services is not easy. How to make sense of and bring together a In fact, life teenage podcast, meditation, a hopeful pop- is usually pretty hard. When we started Z com- music anthem, WWII paratroopers, a rebellious pany, we introduced 4 tips or hacks that can actor and best-selling author, and one of Ameri- help us all navigate life, regardless of how hard it ca’s founding fathers. might get. Getting a teenager, much less a group of (1) There are some virtues or characteristics young men who are in a secure residential facili- – that if we practice them – strive for them ty to be interested in any of the above, is a – if we try to hang on to them – even if we stretch at best. At Grayson County Juvenile Ser- make mistakes at times – that will help vices, particularly in The Grayson Post – the give us and others guidance about who post-adjudication program – that is just what happened over the summer. The Z-Company we are – or at least who we want to be. was formed. We chose two sources of virtues. Our facility sits on over 4 acres of land Rules for a Knight – 20 characteristics of that once was connected to the Perrin Air Force a knight. This book was written from the base. This base went in to full swing as a result perspective of a Knight headed off to bat- of the events of Pearl Harbor, with fighter pilots tle, not sure if he would ever see his chil- being sent into the WWII theater just after those dren again. He writes to them about the events. In some ways, it was that context of 20 things they will need to be worthy of young teenagers headed out into the world being a Knight. knowing there were battles ahead, that set the stage for our beginnings. Book of Virtues – 13 virtues that helped guide Ben Franklin in his ongoing efforts Primarily, the Z company is a discussion to become a better man. based group modeled after the Ben Franklin Cir- cles (The Junto Circles – mutual improvement (2) There is no competition. Or better stated clubs. The idea started with changing yourself, – YOU are your only competition. As a and moved on to changing the world around result – become the best version of you you) that he started when he was around 20 (the possible. Every day. Every moment pre- modern day library and firefighter originated from sents a new opportunity to improve. The Chinese word for crisis/challenge is the ideas sparked in those original clubs). The same one for opportunity. Damon West, 14

The Coffee Bean guy, said that if you think life is are both small and easily digestible books. We punishment, you are right, and if you think life is also created a binder/journal where they could an opportunity, you are right. Choose opportuni- process their thoughts. There is a society that ty. Author your own story. still holds Junto’s that provides some guides for (3)The biggest tip – throughout life – is the most of the topics we discussed. The format to COMPANY. You are the company you the meetings was structured, and yet pretty infor- mal. -keep. You need good people in your life We started each meeting by referring to (Harvard Grant study – longest running Marc Brackett’s Energy/Pleasantness grid The study showing that regardless of educa- Colors of Our Emotions | Marc Brackett, Ph.D., tion, wealth, status – that satisfaction with where each young person would show some self life was related most closely to quality re- -awareness by identifying where they were in the lationships with others). Benjamin Franklin moment related to energy internally and pleas- created the Junto – a small group of antness towards others. Eventually, we also in- friends – in order to improve himself and cluded identifying a single feeling word that improve the world. summed up how we were feeling in the moment (4) The Eagle and the Crow – who you spend PTF_Endpapers_5-7-19 (marcbrackett.com). We your time around – or who you do not - gave each person the autonomy to participate or matters. DID YOU KNOW? The Crow is pass. We also adopted the rules from Play Ther- the ONLY bird that will peck at the EA- apy and TBRI. We had a stress object that we GLE. The EAGLE could fight back OR the used as the talking piece, and only one person at eagle can simply SOAR to new heights. a time – who has the talking piece – was to talk. The Crow can’t hang at altitude and simp- We also adopted the concepts of no hurts, have ly drops away. No fuss. No drama. Again, fun, and stick together. In group sizes of up to no competition You are either going where 25, sticking together was easily identified by the the eagle is going or you are not. Which group as the most challenging to hold on to. By one are you? Where are you going? the time we made it halfway through the project, The structure of the Z company over the we identified some fun motions to go with our summer was to meet three times per week, with rules. Staff and residents alike were asked to ex- two of those to look at the books (we got a small press themselves. local grant to get books for each resident that We used a podcast created by McColl they could take with them on their departure). Finch Young Knights Podcast — Be Here Now We purchased Ethan Hawke’s Rules for a Knight Mindfulness (thepowerofthepause.org). 15 and Benjamin Franklin’s Book of Virtues. They

JUVENILE DISPATCH McColl was 13 when he started this project. His the need for maturity. There was a scene or two mother is a therapist with a website and she of- that we did not show. With this being about a fers meditation Be Here Now Mindfulness company in the war, there is a lot of language, (thepowerofthepause.org). McColl also started violence, and alcohol and cigarette use. We this as a Covid19 project – where he was home talked about coping strategies that are healthy much more and found some time on his hands. It and useful, and those that do not make life easi- took him much of 2020 and a part of 2021 to er, even if they seem to help in the moment. The complete the project. In the podcast, he takes History Channel produces a nice discussion each chapter of Rules for a Knight, reads the guide for each episode designed for young teens. chapter, offers his reflections on the meaning, A shoutout to McColl Finch and his moth- and then offers a brief meditation. In our weekly er, Jen, for corresponding with us along the way. meetings, we listened to the podcast and at times The end to the summer was followed up by a read the corresponding pages from Ben Frank- Q&A zoom call with McColl, where he answered lin’s book. When that happened, we settled in on questions from the residents about his podcast, a voluntary reading of one sentence at a time. his meditation practice, and life in general. Also, With Ben Franklin’s writings, he uses big words big thank you to Susan Hricko. She co-facilitated and his sentences are long. The meditation was this process and has a special way of connecting brief, and yet the young men were very focused with young knights. Lisa Tomlinson gets props for during this time. We discussed breathing and supporting this project, and also for introducing other strategies to bring our parasympathetic us all to the book. Finally, Jennifer Schwichten- nervous system online. We tried practicing by berg was instrumental in the visioning process breathing through our nose primarily, and by hav- and securing the grant for the books. ing a longer exhale than inhale. For the seven weeks of summer, up to 44 Once a week, the group watched the HBO young men participated in meeting three times series, Band of Brothers. This series, produced per week. As we start the school year, we will fin- by Tom Hanks and Stephen Spielberg, has ten ish up the activities of Z company. We went for- episodes. This series follows a company of para- ward on the ideas that life is hard, but that troopers, Easy Company, from the 101st Airborne healthy relationships, emotional regulation, some from their training days through the end of WWII. decision making skills, and holding to a set of vir- It shows how life is hard, even when you name tues might help us make it on this hard road. At your company easy. It also shows the value of the end of every session, regardless of activity, healthy relationships and teamwork, and some- we ended by singing along to a song by musician times examples where that is not the case. This Andy Grammar, Don’t Give up on Me. We is for mature audiences only – so we talked about

changed one word of the song – to brothers – also needed some basics that the system was but otherwise shouted it out word for word. The not necessarily geared to provide. song is catchy with two bold premises – Please That realization came home to her about don’t give up on me and I’ll do the same by three years ago when she accompanied a newly helping others make it through hard times. We released youth back to her family residence. are a band of brothers, a lucky few. If we can She and the young woman arrived at the fami- learn to change ourselves, we can change the ly’s home just before dinner. “Her mother was world. Though summer is over, our Texas giving the siblings supper and she’d given them Knights will never be the same. cereal,” Coutee recalled. “There were three Ron Jackson Campus Helps Girls with a younger siblings, and everyone was having ce- real – with no milk.” Even though she’d seen Fresh Look for Heading Home By Barbra Kessler, TJJD Communica- dire situations in her years at TJJD, this image tions stuck with her. “A lot of these kids come from poor families After working several years in case manage- and when we send them back, that family has to ment at TJJD’s Ron Jackson campus, Sheri figure out how to feed them and clothe them.” Coutee knew that many of the youth had multi- ple needs. They needed educational help and “That weighed heavily on me,” Coutee said. behavioral therapies and, in some cases, assis- The Ron Jackson community and Brownwood volunteers had been helping. Like other cam- puses within TJJD, they operated a clothing closet to ease a youth’s transition home. But it was limited. The kids were restricted to just a couple articles of clothing comprising one outfit. tance working through family issues. But they When a retirement opened up the position running the campus clothing closet, Coutee seized the opportunity. She’d been observing for years and knew that the community would help her expand and improve this much-needed service. With the help of generous Ron Jack- son employees and the Community Resource Council, Coutee completed that refresh this summer. The clothing closet is now bigger than ever and offers more personal and food items 17

perishable foods, like peanut butter and mac- from the community and also from TJJD staff- and-cheese, things they can take home and ers, the clothing closet, set up in a corner room they don’t have to worry about going to bed hun- near the campus gym, offers solid sartorial vari- gry.” ety. The expanded program recognizes when a “By reaching out to the community, our cloth- kid returns home, the family may have to stretch ing closet has grown,” said Coutee, who now to accommodate them. These teens have likely works as the campus safety manager. outgrown their old clothes and as happy as the “The hardest, toughest kiddo, when it’s time family may be to have them back, their arrival for them to go in there, they’re so grateful, and can be a financial jolt. And for many, the pan- there’s no strings attached. Some of them, they demic has worsened the economic strain. get overwhelmed. They don’t know where to Coutee’s call for more donations during the start, they don’t even know what size they are. pandemic proved to be no problem. The Ron They slip into a bathroom to try on the clothes, Jackson volunteers “have been amazing,” she and they come out and ask what things look said. They’ve sent armfuls of gently used cloth- like.” ing in multiple sizes, and their cash contributions This week, a young woman who’d just filled have covered the cost to buy new packages of her box, lofted it in the air as she left the build- underclothes, shampoos, cleansers, hair ties, ing, shouting, “To a new beginning!” women’s hygiene and grocery items. In addition to helping a child get back on their Now the girls are not restricted to one top game, Coutee said the donations send a mes- and one pair of pants. They can take several sage home to the family that TJJD supports items to wear, which caseworkers collect and t h e i r send in a box or a duffle bag when the teens c h i l d ’ s head home. transi- tion to “The only limit we have is for personal items. the com- You get one Chapstick, one face wash, one munity. shampoo, stuff like that,” Coutee said. “But the clothing racks, we let them get shirts, jackets, pants, shoes. We have basketball and boxer- style shorts - all different sorts of clothing.” The young women are delighted to see that they can pick whatever style fits them, be it 18 preppy or athletic. Thanks to contributions

JUVENILE DISPATCH Coutee’s plans for the program are not quite Tamayo Boys Team Up for Spontaneous complete. She hopes to extend the donations to Rescue Mission include baby wear and a tot toy that can be sent TJJD Staff Report home with the girls who are mothers and reunit- Boys at Tamayo House put some good kar- ing with their children. ma in the bank last week when they put their heads and hands together to help two dogs out She knows the continued support of volun- of a fix. teers will be key and she recently sent a thank you to the council for their good work stocking “We were in the back of the house playing the clothing c l o s e t . basketball, when we all began to hear crying “Some people make choices that change and whimpering from close by,” Coach LeeRoy lives! Thank you for being those people,” she Diaz recalls. “Behind Tamayo house, we have a wrote. “Your donations will help our students re- drainage canal for stormwater. As a few youth turn to their families and communities ready for looked over our cedar fence they heard the cry- success.” ing coming from the canal.” The boys ran back to Diaz, saying they could hear a puppy stuck down below and wanted to investigate. “As we approached, we saw two stranded pups. As soon as they saw us you could see the pups were happy, as they kept trying to jump toward us while whimpering,” Diaz said. “We im- agined they had been down there for a few days 19

JUVENILE DISPATCH Diaz called the local pet shelter but they were not open yet. Meanwhile, construction workers fixing a road nearby told the group that the dogs had been there for a couple days. “The day was hot and being stuck down there in concrete, I’m sure the pups were dehydrated and hungry. Our boys immediately wanted to help them out,” Diaz recalled. “We looked around and found an area where we could at- tempt the rescue.\" The group assessed how to safely access the pups and extract them and then went into team- Tamayo staffers called the pet shelter the work mode. \"We made sure the youth were safe next day and the dogs were checked for chips at all times as they made their way to the dogs,\" and examined for health programs. Both were deemed healthy, but unfortunately, they were not said Tamayo Supt. Eduardo Garza. Working together the young men were able to chipped and no owners had been by looking for lift the frightened canines to safety. them. Two Tamayo staffers stepped up and each adopted a dog. Diaz and the young rescuers were thrilled. “These puppies will have good homes. Our youth did a good deed and gave these two pups a second chance.” “This is what we try instill in our youth, that regardless of one’s past, everybody deserves a second chance with hope for a better life,” Diaz said. “Ours boys were as joyous as the pups,” Diaz Garza agreed that this exercise in empathy said. “We brought the pups home and the boys and taking action surely affected the youth: \"It is bathed and fed them. It turned out that one pup my firm belief that if they can put themselves in was Blue Heeler, and the other one, a bulldog.” another's shoes -- a human or an animal -- it can But wait, the story gets better. be healing.\" 20

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Texas Leadership Lessons in Probation Super- vision During a Global Pandemic: An Interview with Carey Green, TDCJ-CJAD Director by Michael E. Noyes, PhD Associate Editor of Texas Probation Editor’s Note: sion around three main topics: This original interview was conducted on De- 1). COVID-19 waivers. cember 21, 2020. Since that time, there have been considerable developments in Texas as it 2). Additional financial sup- relates to community supervision and COVID- port from CJAD to depart- 19. To that end, I have placed a recent update ments struggling as a re- at the end of this interview. sult of COVID-19. Noyes: 3). Legislative appropriation “asks” to support CSCDs. Good morning, Carey. Green: Green: Well. I first have to say I have always been im- Good morning. pressed with probation because I feel we are Noyes: always leading the way for the rest of the Tex- as criminal justice system. We had our first Thank-you for agreeing to do this interview for webinar (related to COVID-19) on February Texas Probation – The Quarterly Publication of 28th, 2020. We talked to the probation depart- the Texas Probation Association. ments about what was happening in Europe Green: and if there was a possibility that COVID-19 You are welcome. could come here? And, if that were the case Noyes: what did “we” need to start thinking about? In this interview I wanted to focus our discus- What were some of the policy changes we might need to be looking for? And I remember, 24 22

at the time, even thinking that this may not It was unintentional. But, we started a COVID-19 amount to anything, but at least we will be pre- team here at CJAD with four people at the begin- pared. And, on the webinar, we even talked ning of March 2020, and it was their primary re- about the webinar being the first step and that sponsibility to just do tracking. They created our we would be discussing this more at the April tracking spreadsheet. 2020 PAC / JAC when everybody gets together. Noyes: And then of course in March 2020, this is when What were you tracking? everything started shutting down. Right? Noyes: Green: Right. We are tracking, for example: Total COVID-19 Green: cases by county. We also created a GIF showing where the virus was reported and how it spread I wouldn’t say …. Let me pull up something real all over Texas. We reported confirmed cases. quick… And unfortunately, we had to add the fatalities Noyes: column. The COVID-19 team started the tracking Please go right ahead. spreadsheet about March 6, 2020, and at the Green: time we started there were a total of five (5) con- firmed cases in the state of Texas. I would not say the February 28, 2020 was the Noyes: day that it happened, necessarily, but I do know Wow. Only five (5) COVID-19 cases? this is the first time we started talking to the field about COVID-19. And, I did have a couple of Green: (probation) departments tell me after the webinar Yes. They just kept adding to it every single day. they were really glad we discussed this, mainly They continued collecting these numbers until because this was the first time they had heard of the numbers were published yesterday it and really did not know much about it. And, (December 20, 2020). Then, we started sharing they had not gotten a lot of information from their it with our research director here at TDCJ so that counties. So we (TDCJ-CJAD) were providing a they could do projections across communities lot of first-time information to them. and look at the trends. A lot of the time the com- Noyes: munity numbers will help predict what might hap- That was pretty proactive. pen in local jails / prison. Green: 25 23

Noyes: Noyes: That is very useful. One central repository for So when the departments were giving you this COVID-19 information. information, were they telling you or were they Green: asking you for some type of waiver for a particu- lar supervision standard or standards so that Yes, that spreadsheet has the daily count for they could implement some of these modifica- every county in the state of Texas. We have our tions? total cases and our total fatalities for the state. We also created a tab for the counties, in the Green: very beginning, that had a “shelter in place” di- No. What we did was include the information in rective because (shelter in place orders) were the tracking spread sheet. But, we created a tab not a statewide order at that time. You just had for CJAD waivers and included this information certain counties that were starting to issue for the departments. The first waiver was sent these. Everything was happening so quickly. A out on March 12, 2020. So, we started tracking lot of people just didn’t know who was doing it or cases on March 6, 2020 and, not quite a week where it was happening. So, we had it there for later on March 12, 2020, we issued our first the counties to review. We also have a tab waiver as it related to direct supervision cases— where we also keep track of everything the de- the face-to-face cases. So, basically, what we partments are doing. So, when you pull it up, told the department’s is you can define your there was information on whenever a depart- face-to-face contact. It can even be a telephonic ment would modify their supervision plans, if contact. they are doing video conferencing, if they have Noyes: modified officer field visits, if a department has gone down to just a “skeleton crew,” which de- That is an excellent adaptation. partments are working from home, still accept- Green: ing transfers, etc. There was a little while when It did not have to be video conferencing. It was departments were saying, ‘…well, we can’t take whatever they (CSCD departments) decided. transfers now.’ What is happening with CTFs But, they had to create a policy around it. So, a (Community Treatment Facilities)? So, this department could not just say ‘okay, we are go- spreadsheet has so much information compiled ing to do this,’ but then not have a policy. So, from the departments across the state. they had to create a policy and then send us the policy. Part of that waiver is that you do not need to see people face-to-face. 24 24

You can still claim your contacts as “Direct,” but have it. To tell a department that they need to do you have to have some type of policy in place video conferencing or Facetime, or Skype does and you need to send that to us. So that was ac- not fit every department’s abilities or resources. tually the first waiver that we issued. That is why we told the departments to define Noyes: how they were going to see people and how they were going to see those direct cases. The position of CJAD, then, was that you were going to be “fluid” and you were going to do your Noyes: best to assist those counties with their individual Thus, Harris County, Bowie County, Taylor needs. And, recognizing that different counties County, all of these counties would have to have had different resource needs, CJAD was going different standards, per say, and CJAD would to be as flexible as possible dependent on each allow for them to modify existing standards as county’s needs. long as they were in the best interest of their cli- Green: ents/community and that they had a policy outlin- ing the why and the need to deviate from the That is definitely true. And, at the beginning you standard? had some larger departments that basically shut down because of local orders. Green: Noyes: Yes. Now, on our tracking report we have the Very true. CSCD operations tab AND we had a tab for Green: CSCD COVID-19 testing tab for those CSCDs that were reporting positive test results to us. The larger counties had huge restrictions be- There was no other way for CJAD to find out cause of local orders. And, you had other pock- how COVID-19 was affecting the department. ets within the state that did not have any (COVID Now, I do not know if that tab is 100% sent us -19) cases. They weren’t making any changes. those results. I know that they report all of those They didn’t need to make any changes. They on their employees’ test results. But, I am not were not doing anything differently. So, it really sure whether or not they send us those on their could not be a “one-size-fits-all” waiver. And, we probationers. We do have good results on our really did not want to tell the departments how or inmate population. They are a confined group. if they needed to do it this way. In smaller coun- We are giving them the tests and we know the ties you can talk about video conferencing all results. you want, but it is not hardware or the software needs. It is the internet service. They do not 25 25

Noyes: We also have a tab with a couple of surveys we Yes, I have reviewed the TDCJ COVID 19 dash- got from some of our freshman legislators ask- board, and it is pretty specific on incidents of ing what is happening with the departments? COVID 19 impacting staff, inmates, and at We went ahead and put some information in which specific facilities. here about FEMA (Federal Emergency Manage- Green: ment Agency) for departments so they would know what to do and who to contact. We also Right. Then we have another tab on every exec- put information in the tab relating to obligation utive order that was issued by the governor. The and de-obligation of funds. My tracking team al- first one was March 13, 2020. This tab was one so put together a resource tab specifically for place all the departments could go to in order to Austin at first. It answered questions such as: see every (executive) order that had been is- Where do you go? Who was doing food deliv- sued by the governor. Now, we did have a peri- ery? Remember, this was very early on. How od of time where TDCJ was not accepting in- could you get information as to what was hap- takes from certain jails. We had a list / tab of pening with the schools. As this progressed, we jails where we would not take intakes and we posted information on how to get information on had a list of those jails. Then it got to a point your stimulus checks. We put so much infor- where we were not doing any intakes statewide. mation out there. It was a wealth of information. So, at that time, a department could go to the tab / list and see if intakes were being accepted from their jails and this included SAFPFs. But one of the challenges was you just don’t Noyes: know where the information is and where to find it. This is what our COVID-19 team did, they put That brings up another question. Currently, has together this list of statewide resources. Includ- TDCJ stopped intakes from jails, again? ing the links to all the information they gathered. Green: There were travel restrictions issued by states. You could not just travel here and there. That No. We are accepting intakes from everybody at information was listed. We listed information re- this time. lated to the Austin school districts. Information Noyes: from the mayor’s offices of the cities within the Okay. county. Green: 24 26

Where to pick up curbside meals. We listed partments ask TDCJ / CJAD, what they could do where you could go for groceries and supplies. to assist in covering these losses? We also put information out on who was hiring Green: (HEB was hiring temporary workers to restock shelves and Amazon was hiring for their ware- Probation actually represents 52% of the total house), on FEMA disaster relief, and an unem- corrections population in Texas which includes ployment information fact sheet. We also had a probation, prison ,and parole, and a lot of people listing of free and discounted community ser- are not aware of that. Probation is actually the vices (for HEB curbside pick-up and Doordash). largest part of the system. Now, the most fund- Harris County has a free library card for all Tex- ing intensive part of the system is the prison. It ans, regardless of where you live, for their online costs a lot more when people are incarcerated. library. And so many other needed community Noyes: information. It absolutely does. There are considerable safety Noyes: and security concerns. That is perfect. What a great resource. It was Green: very proactive to have all of that needed infor- Exactly. But, if you look at supervision fees and mation centralized so all CSCDs across the state collections from March 2020 – August 2020, su- would have access to this information and could pervision fee collection went down by $8.6 mil- pull from it what was pertinent to their depart- lion. And, at the same time, our probation popu- ment, their community, and their probationers. lation also went down. We had a lot fewer proba- Green: tioners sentenced to community supervision. Correct. The courts were essentially closed. There was Noyes: about a sixty (60) percent drop. Our courts were not hearing cases and they are not even receiv- As COVID-19 continued in strength, adult proba- ing cases on their dockets. All they are doing is tion departments began to recognize since they working pleas. Now that was a huge contributing were not seeing their clients face-to-face, it is factor. going to be difficult to collect supervision fees Noyes: from clients. And, then, when you start projecting collections across months you begin to recog- Those are huge numbers. How could a CSCD nize how this was going to financially impact de- sustain such losses of revenue? partments….all departments. Did you have de- 25 27

Green: tioners. Under these two categories, we were As a result, I did a webinar for all the judges in able to issue about $1.5 million during the sum- the state. This was very unprecedented. I usual- mer of 2020. In addition, we were also able to ly leave communication between the chiefs and do a webinar that was very specific to federal the judges; that is their relationships. But, I did a FEMA and CARES Act resources. webinar just to explain the funding mechanisms The CARES Act is one of the things I talked to for the probation departments so the judges un- the judges about. I really wanted the judges to derstood when the probation department is not understand. So, I sent an email to all of the getting people placed on probation, the depart- judges—all of the State District Court judges ments are actually losing a source of revenue. It and the County Court of Law judges within the sounds pretty harsh. You do not want to say that state. The email stated that the probation de- probation fees are part of the funding system, partments, for purposes of CARES Act funding but that is the way the legislature created them. and applications to the Governor’s Office, were It was designed as public retribution for individu- classified as a county entity. And probation de- als that had broken the law and placed on com- partments needed to be included in a county ap- munity supervision. plication. I even had a couple of county HR peo- Noyes: ple call me and go ‘no, no they are your employ- It is harsh, but it is the fiscal truth. ees, they are state employees. This isn’t right.’ And, I said, “No, you are incorrect. That is not Green: true.” Then I’d talk them through all of it. To assist departments, we have de-obligated In total, we actually did thirty-five (35) statewide grant funding and re-obligated funding. We have webinars from March 2020 – August 2020. two different categories of funding: one was Noyes: COVID-19 specific which we considered an ur- gent request. Such as a department is unable to Wow. That is phenomenal. make payroll. Or, they have another severe or Green: looming crisis that is a direct result of COVID- It was. They were all specific to the COVID-19 19. And the second category is the routine item pandemic and funding. And how were the de- that you might just need a one-time funding infu- partments going to be able to stay afloat? sion. Such as, if you have a waitlist for your fa- cilities and you need to incur some other addi- tional contract services to serve these proba- 24 28

Our Covid-19 team was also providing infor- they did. That was $15.8 million over the bienni- mation and doing thing around wellness. Such um. Now over May – June 2020, state leadership as: How do you take care of yourself? How do also requested the state agencies reduce their you take care of family members? I also did fifty- current biennial budgets by an additional five (5) five (55) of my “Coffee with Carey” webinars percent. That was roughly another $15.8 million. over the same period of time. I was trying to get Noyes: as much information out to the field as possible. We wanted to assist with questions and help an- That is similar to what they did eight to ten years swer questions about funding. We knew we ago. could not fill all of the funding gaps, but we want- Green: ed to provide for resources in order to help de- Right. As I said earlier, for the probation depart- partments. ments that would be $15.8 million. Now, Mr. We also issued about fifteen (15) statewide (Brian) Collier (TDCJ Executive Director) was waivers for various standards so that probation very much aware of the immediate impact of su- departments could have more flexibility in re- pervision fee collection on the probation depart- sponding to COVID-19 and also supervising pro- ments. What you pay today in fees is what you bationers in the community. pay tomorrow in salaries. At the state, we were Noyes: not feeling the direct reduction in revenue, imme- diately. The probation departments were. It basi- My compliments to CJAD. Your department was cally went from regular business as usual to no very active in support of CSCD’s across the business in virtually a matter of days. So TDCJ state, which brings me to another question. made the decision to actually absorb that $15.8 With the de-obligations and re-obligation funding million for the probation departments. supporting probation departments in need, what Noyes: can be done this legislative session to help “shore up” these funding deficiencies that were That was quite a commitment. compounded by the COVID-19 pandemic? Green: Green: TDCJ has issued its LAR (Legislative Appropria- So, TDCJ was able to absorb the $15.8 million tion Request). And, state leadership has said that should have been reduced for 2020 -2021 when we submit that request that it have a re- duction by five (5) percent of the baseline. And, 25 29

budget. And, we were able to do an additional deed affected the state very differently and dis- $1.5 million during the Summer of 2020. We proportionally. The departments that have been were also able to de-obligate and re-obligate hit the hardest have been Harris County and monies and serve as a resource for other fund- Dallas County. ing sources. That being said, TDCJ could not Noyes: absorb an additional $15.8 million. During the summer (2020), correctional officers were actu- So, moving forward to the upcoming legislative ally exempt. They are not exempt for fiscal year session. Is there a fix? A plan, financially, to 2022 and 2023. So that means the amount of support CSCDs going forward given that COVID funding TDCJ is reduced goes up pretty sub- 19 will probably have continued impact in the stantially. The agency (TDCJ) was able to ab- future? Such as, making fiscal resources more sorb the initial $15.8 million, but it cannot do so flexible for probation departments. again moving forward. Our first exceptional item Green: request is the restoration of the base. Of course, I wish. It is going to be a hard session. Every- delineated in that is probation. And the need to body is going to be fighting for those dollars. restore that $15.8 million to probation and main- Noyes: tain the system balance. Noyes: Of course. Every agency took a hit as a result of COVID-19. In otherwards, attempting to make departments Green: whole again because of extra ordinary circum- stances. Everybody is hurting. Transportation. Schools. Green: Long-term care facilities. It doesn’t matter what agency or where you are, you have been affect- Whole again from a state perspective. ed by COVID-19. Of course, we want to restore Noyes: the base. But as far as any new funding, I think Right. that would be unrealistic to either request or ex- Green: pect any new money with everything being so tight. That being the case, I will tell you I also Not necessarily from a supervision fee collection think it is important for us to consider perspective, but there are a couple of depart- ments where supervision fees are actually very good and are coming back. COVID 19 has in- 24 30

and remember all of the things we have learned (programs) that we probably couldn’t have start- from COVID-19. ed because the public would be asking ‘what are One of the things I am doing with some of the you doing?’. But now, with COVID-19, we have departments is the establishment of some pilots an opportunity. And we would be remiss if we did (programs). You do not have to have a particular not take advantage of that fact. model, and/or I am not thinking of a particular Noyes: model. I want them (CSCD Departments) to take Absolutely. Your read is certainly more focused the things they have learned from the COVID-19 than mine. But, from my view, there are going to pandemic and come up with their own pilot be a lot more hands out during the budget pro- (program) they could do inside of their depart- cess due to COVID-19. Will CSCD’s get any ment. traction with regards to appropriations? Think of it this way, (regarding pilot programs) Green: not only am I saying the ‘ball is in your court’, I am saying you even get to ‘pick the game’ and Definitely more hands. So, if we can get the figure it out. We have a pretty diverse group of state funding restored to the base that is definite- pilot (programs) now. Some are starting, and ly a win. some are taking a little bit longer to get going be- Noyes: cause of COVID-19 and how quickly cases will It can also be argued you are not going to see move out of the court. But my plan is, based on any significant criminal justice legislation be- these pilot (programs), we will use that to devel- cause of the shear need to address COVID-19’s op state policy and decisions. We are going to fiscal and overall impact on the State of Texas. put research behind it with regards to approving Green: the pilots (programs) to see what the depart- ments can do with the resources they have. Well, I believe your statement makes sense. But What makes sense from a supervision and a I think you are still going to see bills being filed community aspect. And then what we will do is based on other issues facing Texas and the na- then use that information to drive the policies tion. Now the movement of bills through calen- that are put out by the state for the rest of the dars and committees may be where you see a departments to follow. So, I am really hoping this bottleneck or a filter for legislation that actually will give us a wealth of information to help push move through the chambers. Budget and appro- us in another direction. Under normal pre COVID priations will certainly be the priority. -19 circumstances, we are starting pilot 25 31

Noyes: The below is a synopsis of that interview. The Thank-you so much for your candid remarks as topics below are the major themes addressed in they relate to the unique circumstances CSCDs my first interview on December 21, 2020. Below find themselves dealing with as a result of the each of the categories are a synopsis of Ms. COVID-19 pandemic. Green’s updated responses. Green: And I wanted to add one more thing. We also I. COVID-19 Waivers from TDCJ-CJAD have a team here at TDCJ-CJAD responsible Standards. for distributing PPE (Personal Protection Equip- Since our last discussion TDCJ-CJAD ment) to the CSCD departments. So far, we has let all our statewide waivers expire. The last have sent out 21,000 items of PPE to probation statewide waiver expired on, August 31, 2021, departments including items such as masks, and it was related to direct face-to-face con- shields, gowns, and those sorts of items. tacts. It is TDCJ-CJADs position, at this point in Noyes: the pandemic, it has become clear we as com- And those are costs that did not have to be ab- munity corrections professionals need to learn sorbed by CSCDs. Am I correct? how to provide supervision services and man- Green: age our departments during these continued COVID-19 challenges. And, of course, TDCJ- Yes. These items were manufactured within or CJAD will continue review all special circum- purchased by TDCJ. stances requests, on a case-by-case basis, from Noyes: individual departments as they relate to waivers Excellent. Thank-you so much. from standards. Green: You are most welcome. II. Special COVID-19 Team and Webinars. __________________________________________ The TDCJ-CJAD - COVID-19 Team was developed early on at the beginning stages of the pandemic. Because information and re- Interview Addendum sources were changing daily (sometimes multi- ple times in the day), TDCJ-CJAD developed a Editor’s Note: On Wednesday September 1, tracking spreadsheet with numerous points of 2021, I again had the opportunity to “re- COVID-19 information that included (but was interview” Ms. Carey Green for the purpose of not limited too): updating our original interview. 24 32

1). State and county executive orders quests for the FY20-21 biennium, as follows: 2). State and county closures. $2.3 million — specific to COVID, 3). Daily COVID-19 case numbers and fatali- and ties by county. $5.7 million — other CSCD opera- 4). Individual Department Adaptation to the tional needs COVID-19 pandemic. Supervision fee collection on existing cas- 5). COVID-19 related resources for counties, es have also improved. TDCJ-CJAD believes communities and CSCDs the increase in payment of supervision fees may be directly related to probation clients receiving In the early stages of the pandemic, this federal stimulus dollars. Some counties have ex- was a huge resource for the counties and the perienced “record” collections. However, some CSCDs. It was a central repository of infor- counties have not been as fortunate. mation, current information, and feedback from the chiefs was that it was an invaluable tool. TDCJ-CJAD offered CSCDs the oppor- tunity to develop “pilot” programs proposals that Today, needed information is much more we would review and possibly subsidize. As I abundant, and the spreadsheet serves mainly as said earlier, you do not have to have a particular a resource for departments. model and TDCJ-CJAD was not advocating for a We are also not doing as many COVID-19 particular model. We wanted CSCDs to take related webinars today. Again, early in the pan- what they have learned from the COVID-19 pan- demic, things were changing so rapidly, CJAD demic and devise with their own pilot (program) was doing daily webinars if not multiple webinars that could best benefit their probationers and for the CSCD departments, our judges, legisla- their department. I asked of CSCDs to think of it tors, and our community partners. this way, not only is TDCJ-CJAD that the “ball is III. Additional Funding for COVID -19 Impact- in your court”, but we are also saying that you ed CSCDs. even get to “pick the game” and establish the rules. Interested CSCDs would send a written TDCJ-CJAD is still de-obligating and re- program proposal to TDCJ-CJAD to be re- obligating grant dollars as needed on a case-by- viewed. case basis. To date, we have 15 departments. Each pro- Currently, CJAD re-obligated over $8 mil- gram is different. Some are doing a program. lion in response to CSCD one time funding re- 25 33

Others are transforming their whole department tives to Incarceration Program (TAIP) funding based on the lessons learned so far by Covid- remained at FY20-21 appropriation level. 19. IV. 2021 Texas Legislative Session Additionally, with the courts opening, a lot TDCJ-CJAD was able to convince the of jurisdictions are experiencing a surge of new legislature to restore the required 5% cut asked defendants being placed of probation. And a lot by leadership prior to the beginning of the 2021 of jurisdictions do not have the human or fiscal Legislative Session. This means that $15.8 mil- resources to process this surge of cases. TDCJ- lion (across the biennium) was returned to make CJAD is tracking this “surge” of placements. If the statewide base whole. the numbers become significant, TDCJ Execu- tive Director, Brian Collier, will approach the Legislative Budget Board (LBB) and request a Supplemental Appropriation to assist those de- partments in need. Specifically, the Texas Department of Criminal Justice-Community Justice Assistance Division (TDCJ-CJAD) has released FY22 fund- ing amounts for community supervision and cor- rections departments (CSCD). In summary, the statewide biennial appropriations are as follows: Basic Supervision (BS) funding de- creased by approximately $6.6 million (4.8%) based on population projections; however, TDCJ-CJAD is tracking statewide actual FY2022 misdemeanor placements and average felony directs. In the event cases exceed current funding levels, TDCJ will engage with the Texas Legislative offices to resolve any differences. Community Corrections (CC) funding, Diversion Program (DP) funding, and Treatment Alterna- 24 34

About the Author Dr. Michael E. Noyes is a lecturer at the University of North Texas, Dallas Campus. Professor Noyes earned a Ph.D. in Criminology from Indiana University of Pennsyl- vania. He has spent a great deal of his career in the corrections field, serving as the Director of Juvenile Court Services and then as the Director of Community Correc- tions in Butler, Pennsylvania. He also served as the Director of Dallas County (Texas) CSCD. Dr. Noyes is the founder and past president of the Community Cor- rections Improvement Foundation, whose purpose is to support the training of com- munity corrections professionals and the needs of specialty courts. 25 35

Success in the Organization: A Primer for Probation Officers Seeking Upward Mobility by Dan R. Beto and Dr. Melvin Brown Each year a number of young college for in candidates when filling supervisory and graduates – many quite talented – enter the pro- management positions in our respective organi- bation profession eager to serve the courts, fur- zations. Our response, while not identical, tend ther the cause of justice, and to assist in redi- to focus on several common characteristics recting the lives of errants. Some are success- which, for the purpose of this article, we have ful and make significant contributions in the entitled “The Twelve Cs.” These twelve quali- community corrections field. Still others, howev- ties or characteristics, while applicable to com- er, bring with them unrealistic expectations and munity corrections, could apply to any organiza- unclear goals. As a result, they find the work tion or enterprise. unsatisfying, and their careers blocked by a lack We hasten to add these twelve character- of opportunity for advancement. What is it that istics are by no means inclusive of all the quali- separates these two groups? Why is one group ties we desire in employees, but they certainly successful in finding satisfaction and opportuni- are those that enjoy high priority when we are ties for greater challenges while the other expe- The Twelve “Cs” riences burnout and disillusionment? Competent The difference between the successful Clear and Curious Mind Composed Committed and t hose less so in the field of community cor- Compulsive rections is the same as it is in any other occupa- Competitive Considerate tion. The successful possess certain traits em- Cooperative ployers are seeking and which cause others in Consistent the field to look to them for leadership. Courageous Communication Skills Character On occasion too numerous to recall we have been asked what characteristics we look 24 36

are engaged in the hiring process and selecting capable of recalling relevant data but analyzing it employees for promotions. as well. They must be able to ferret out the Competent. One of the first characteristics em- wheat from the chaff and distinguish the minor ployers see is competence. In addition to meet- issues from the big picture. ing the academic and experience requirements, Too, they must possess active minds that persons desiring greater responsibility must pos- continue to absorb new information and subse- sess the intelligence and the heart for the job. quently translate that information into problem Likewise, because the new position will require solving strategies. Many years ago – far more them to learn new techniques in dealing with than we wish to remember – International Busi- people and will call upon them to use talents not ness Machines, commonly known as IBM, initiat- fully exploited as a line officer, new supervisors ed a practice of placing signs on the desks of its must be trainable and willing to learn. The skills employees, and these signs contained a single that made them competent front-line employees word – “Think.” The company’s motive was obvi- may not meet the demands of the new position. ous; it wanted tis employees to be creative, to Being competent includes having a vision, develop new strategies, and, as a consequence, and that vision should be consistent with that of make the company more profitable (Beto, 1990.) the organization to which they belong. In addi- While this practice was implemented in a corpo- tion, they must be able to communicate that vi- rate setting it is one which may be fittingly ap- sion to their subordinates. plied to those entities that make up the criminal justice system. The ability to think strategically – Finally, competent supervisors are those considering an issue from different perspectives who exhibit control, particularly self-control. – is an essential quality for supervisors and man- Charles Gandy, a prominent Texas attorney liv- agers (de Bono, 1985; Nanus, 1992). ing in the Brazos Valley, is known to say: “Don’t start a fight you don’t need to win.” While it is Far too many employees attempt to attain frequently difficult to adhere to this admonition, advancement within their organization by work- good supervisors, nevertheless, should be ex- ing harder. While hard work is admirable and pected to practice sufficient self-control to avoid should not be discouraged, those who work unnecessary conflict. smarter rather than harder and are viewed as problem solvers tend to rise faster within the or- Clear and Curious Mind. Supervisors ganization. Imagination and creative conceptu- must be endowed with clear and inquisitive alization are essential qualities sought in manag- minds - minds driven by common sense not only ers and supervisors. 25 37

Management expert and prominent industrial tive conceptualizer. The mental character- leader Clarence B. Randall (1962) wrote of the istics which seem to make one creative importance of imagination in an administrator: not only are available in idea-having, but also better equip one to find and define “He must be able to foresee what is likely problems and implements the resulting to happen before it does. He must sense solutions.” the significance of the forces that work It is also critical that supervisors be deci- about him and be able to evaluate their probable impact upon his decisions. Half sive. After analyzing available data from a glob- a poet at heart, he must dream dreams al perspective, they must possess the ability to and see visions. He must have the gift of building castles in the air without waiting make a decision and be prepared to stick with it. for brick and mortar.” In addition, the action plan they adopt should in- clude incremental steps that will lead to the suc- Evaluating the probable impact of forces around cessful fulfillment of their objective (DuBrin, them requires supervisors to view problems in a 1995; Weinberg, 1995). variety of ways. Marlene Wilson (1981) points out: Finally, a necessary and complementary component of a clear mind is good judgment un- “Too much valuable time goes into solv- der pressure. Academic achievement is a poor ing the wrong problems, and dealing with substitute for good judgment. During our ca- things that should have never been allowed to become problems, or dealing reers we have seen many who appear academi- with the results rather than the causes of cally suited for increased responsibility fail be- problems.” cause of their inability to exercise sound judg- In addition, James Adams (1974) suggests: ment in decision making situations. “Few people like problems. Hence the Composed. Composure is an essential natural tendency in problem solving is to pick the first solution that comes to mind ingredient for success in an organization. Su- and run with it. The disadvantage of this pervisors and managers must be self-assured approach is that one may either run off a and assertive, balanced with a good demeanor. cliff or into a worse problem than the one This balance is important, for many people in started with. A better strategy in solving problems is to select the most attractive supervisory positions, particularly those early in path from many ideas and concepts.” their careers, tend to become enamored with a The key to problem solving is the ability to sense of self-importance, and this can easily conceptualize many solutions as possible from cause their downfall in an organization and with which to choose. Adams stresses: the external environment. Jesse E. Clark, who “A good conceptualizer must be a crea- served as an Assistant Warden with the Texas Department of Corrections, a U.S. Probation Of- 38 ficer, and, at the time of his untimely death, U.S.

District Clerk for the Southern District of Texas, ment. You are here to enrich the world one gave a group of young probation officers this and you impoverish yourself if you forget valuable piece of advice: “Don’t take yourself too the errand. seriously because no one else does.” A healthy Commitment is also demonstrated sense of humor – even humor that at times is self through a sense of loyalty to the employer. A -deprecating – can serve supervisors and man- particularly favorite admonition used by Dr. agers as well. George J. Beto, a clergyman, educator, and cor- rectional administrator, which he drew from the In addition, supervisors must exhibit a ma- writings of Edmund Burke, was “Don’t bite the ture demeanor. No one, particularly subordi- hand that feeds you.” Found in that brief sen- nates, respects or likes persons who appear to tence is the message that one should be loyal to be immature. one’s employer. This is particularly true of su- Finally, a part of composure is appear- pervisors in an organization who are charged, to ance, and persons in supervisory positions a great degree, with carrying out the agency’s should dress as well as their financial circum- mission. stances permit. Steve Robinson, Director of the Probably one of the greatest correctional Texas Youth Commission, once made the obser- administrators was the late Joseph E. Rage, vation that a well-dressed person with average who, while serving as a Warden of the Stateville intelligence will likely enjoy better career opportu- and Joliet prisons in Illinois, presented his em- nities that a highly intelligent person who dresses ployees with the following homily (Ragen & Fin- poorly. While this may not be fair, it is, nonethe- ston, 1962; Jacobs, 1977; DiIulio, 1987): less, a fact of life; persons who dress well tend to command a greater degree of respect, and op- If you work for a man, in Heaven’s name portunities for advancement will come easier to work for him. If he pays you wages that supply you bread and butter, work for him, them. speak well of him, and stand by him, and Committed. One of the more important stand by the institution he represents. qualities supervisors must possess is commit- If put to a pinche, an ounce of loyalty is ment – commitment to the employer, the agency, worth a pound of cleverness; if you must and the agency’s mission. Truly committed su- vilify, condemn, or eternally disparage, pervisors, particularly those in agencies that de- resign your position. liver human services as probation departments But as long as you are part of the institu- do, view their position as their life’s work. tion, do not condemn it. If you do, you are loosening the tendrils that hold you to the You are not here merely to make a living. institution, and the first high wind that You are here in order to enable the world comes along, you will never know why. to live more simply, with greater vision, with a finer spirit of hope and achieve- 39

Warden Ragen’s admonition is one which should changes.” Supervisors should strive to see that be totally embraced by front line employees who the scenery always changes, not only for them- hope to succeed as supervisors and managers. selves but for their subordinates as well. Finally, commitment is demonstrated Two essential components of a competi- through professional involvement. It is axiomatic tive spirit are patience and perseverance. A per- that persons who excel are usually involved in fect example of this is Abraham Lincoln, who organizations that promote their profession. A sought public office on a number of occasions cursory examination of community corrections only to suffer disappointment (Leish, 1986). Be- leaders throughout the United States will show cause he never gave up hope and never lost that most are active and contributing members sight of his objective, he persevered and was of professional organizations. In addition to eventually elected President of the United making a contribution to their profession and de- States. veloping a sense of ownership, persons in pro- Cooperative. Competitiveness should not fessional organizations establish relationships lead to a “win at all cost” mentality. Successful that, with time, serve to further their careers. leaders are those who cooperate with others, Compulsive. While this particular charac- negotiate compromise when necessary, and teristic has some negative connotations, for the constantly seek mutual benefits in their interac- purpose of this article the term “compulsive” re- tion with others. They seek a balance between fers to the desire and ability to bring closure to competition and cooperation. According to Ste- an assignment, project, or issue. All too fre- phen R. Covey (1989): quently supervisor have difficulty bringing clo- Competition has its place in the market sure to a particular initiative, and their inability to place or against last year’s performance – do so can cause irreparable harm to an organi- perhaps even against another office or zation. Persons who demonstrate that they can individual where there is no particular get things done, and done right, are a valuable interdependence, no need to cooperate. asset to an organization. But cooperation in the workplace is as important to free enterprise as compete Competitive. High energy and a competi- tion in the marketplace. tive spirit are qualities sought after in supervi- For an organization to be effective, its sors. No supervisors will be successful if they employees must cooperate with one another. are satisfied with the status quo, being just an- Supervisors who can generate cooperation other member of group, or lack the desire to be among employees will contribute significantly to the very best. Another saying of Dr. Beto’s was the success of the organization and will quickly “If you are not the lead cow the scenery never gain the attention of management . 32 40

Too, persons who consistently seek win/ lar situations for all parties concerned. win relationships in all situations will realize the Thus, a consistent manager would not dis- support of subordinates, peers, and manage- cipline one subordinate when the person ment, and this support may well serve as the ve- makes a costly mistake but not another hicle for advancement in the agency. staff members, and vice versa. It is also important for managers to treat their sub- Considerate. On a daily basis persons ordinates the same way in similar circum- employed in probation and community correc- stance even when it is inconvenient – tions deal with people with problems. In addition when they don’t have time or when they don’t feel like it. to providing services to offenders and their fami- lies, probation personnel are called upon to ad- Supervisors and managers who fail to be dress the needs of victims, law enforcement of- consistent will not be able to provide clear direc- ficers and court officials, colleagues, and em- tion to their staff. ployees of agencies charged with delivering hu- Equally important as being consistent in man services. Many of these people are ill- the manner we relate to others is that our actions equipped to handle their duties and responsibili- be consistent with what we say. Kotter (1990) ties effectively, lack vision, are frustrated and un- stresses: happy with their stations in life, and feel over- Few things can undermine the credibility whelmed by the demands of our complex socie- of communication faster than a problem ty. Supervisors should be considerate when with consistency. People usually assume dealing with these people and should be sensi- that actions do speak louder than words. tive to their problems. Consideration of the plight As a result, one regularly finds in an effec- of others and a firm yet charitable nature will en- tive leadership process a remarkable de- hance the effectiveness of supervisors and man- gree of congruence between the actions agers. of key players and the message they com- municate. Consistent. It is imperative supervisors be Courageous. Closely related to consist- consistent with those whom they supervise. Ac- ence is courage, a quality that all successful su- cording to Randall (1962), when dealing with pervisors possess. Quoting from Randall (1962): people and in making decisions, supervisors must “have one eye on what has gone on before Good ideas are not self-executing. They and the other on what lies ahead.” Hersey and become effective only when there is be- Blanchard (1988) write: hind them the driving force of a man who believes in them so fervently that he ac- To be really consistent (in our terms) man- cepts all risks and surmounts all obsta- agers must behave the same way in simi- cles. Such high courage, upon which all 33 41

stacles. Such high courage, upon which friends among their co-workers, because their all industrial leadership must rest, has two relationships will change within the organization. sources; one is humility, the other is in- sight. Communication Skills. A key ingredient in the Courageous supervisors are driven by principles formula for successful supervision and manage- and are willing to take stands on critical issues, ment is the ability communicate, both in the writ- regardless of their popularity. ten and spoken word (de Mare, 1968). It has been our observation that far too many people In addition, courage is required of new entering the probation profession cannot com- supervisors because their role in the organiza- pose a decent sentence; in most cases, this ina- tion will have changed, in that they will be re- bility to write is not entirely their fault. They are sponsible for directing people who formerly were the products of a generation where reading is their peers. This newly assumed role will prove not stressed in the home, w here the television, to be very challenging and frustrating to the su- with its inane programs, dominates leisure time, pervisor. In The Prince, a treatise on power writ- and where our educational institutions place in- ten in 1513 and printed posthumously in 1532, sufficient emphasis on the importance of reading Niccolo Machiavelli (1990) provided the following and writing. words of caution to new administrators: Effective leaders are able to communicate It ought to be remembered that there is nothing more difficult to take in hand, their vision in a way that it is easily and immedi- more perilous to conduct, or more uncer- ately understood and translated into action. Per- tain in its success than to take the lead in sons with good communications skills are able to the introduction of a new order of things. develop consensus on issues, and this is partic- Because the innovator has for enemies all ularly important for managers and supervisors. those who have done well under the old As Covey (1989) points out: conditions and lukewarm defenders among those who may do well under the When you can present your own ideas new. clearly, specifically, visually, and most im- While Machiavelli’s cautionary advice was portant, contextually – in the context of a deeper understanding of their paradigms written for Renaissance nobility, it is applicable and concerns – you significantly increase today to anyone assuming a position of authori- the credibility of your ideas. ty. New supervisors and managers in communi- ty corrections would do well to remember the po- There is no substitute for a good command of tential pitfalls envisioned by this Italian political the English language. philosopher and stateman and act accordingly. Too, they should be prepared to develop new 42

Finally, essential to communication skills sense, and whose presence in an organization is knowing when not to speak. Most problems can do nothing but enhance it. encountered by people are caused by quick and In summary, probation officers possessing ill-considered responses (Spence, 1995). the qualities described in this brief article are in Character. Probably the most important an excellent position to become the future lead- quality supervisors can possess is character, ers of the criminal justice system, and the type of what James Q. Wilson (1993) simply calls leaders that are sorely needed. “ethics.” It is this quality that all ethical employers References seek in candidates for management and supervi- sory positions. Again, quoting from Randall Adams, J. L. (1974). Conceptual blockbusting. (1962): Stanford Alumni Association. Beto, D. R., & Baker, J. E. (1990). Thinking “Character” – one of the greatest words in one's way out of correctional chaos. the English language – defies both analy- Federal Probation, 54(3), 84-84. sis and definition. Yet, no talent for ad- Covey, S. R. (1989). The 7 habits of highly ministration, however brilliant, can long effective people. New York: Simon & endure in a man without it. The fine exec- Schus ter. utive invariably possesses a code of val- deBono, E. (1985). Six thinking hats. Toronto: ues which he himself has established. Little, Brown & Company. They sprang from this ethical and spiritual de Mare, G. (1968). Communicating for leader life and hold him staunchly true in the face ship: A guide for executives. New York: of each new challenge, and all who know The Ronald Press. him sense this. Because of the trust and DiIulio, J. J. (1987). Governing prisons: A com- confidence which he inspires in his asso- parative study of correctional manage ciates, he issues few commands. They ment. New York: The Free Press. will obey, but that is not the relationship. DuBrin, A. J. Getting it done. (1995). Princeton, They follow with enthusiasm and zeal. NJ: Pacesetter Books. According to Covey (1989), “Character is Hersey, P. and Blanchard, K. H. (1988). Man- agement of organizational behavior. the foundation win/win, and everything else Englewood Cliffs, NJ: Prentice Hall. builds on that foundation.” If, in responding to Jacobs, J. B (1997). Stateville: The penitentiary those who have asked what characteristics we in mass society. Chicago: University of look for in a candidate for a supervisor or man- Chicago Press. Kotter, J. P. (1990). A force for change: How agement position in our organizations, we were leadership differs from management. able to mention one quality, it would be charac- New York: the Free Press. ter. Because the person with character is the Leish, K. W. (1968). The American heritage pic- person with integrity, credibility, and a moral torial history of the presidents of the presidents of the United States. New 43

Machiavelli, N. (1990). The prince. Oxford: Oxford University Press. Maxwell, J. C. (1993). Developing the leader within you. Nashville, TN. Thomas Nelson Publishers. Nanus, B. (1992). Visionary leadership. San Francisco; Jossey-Bass. Ragen, J. E., & Finston, C. (1962). Inside the world's toughest prison. Charles C Thomas Pub Limited. Randall, C. B. (1962). Making of an Administra- tor. Dun's Review and Modern Industry, 80, 43-7. Scuryal, S. S. (1992). Ethics in criminal justice. Cincinnati, OH: Anderson Publishing Company. Spence, G. (1995). How to argue and win every time. New York: St. Martin’s Press. Weinberg, N. (1995). Think globally, act incre- mentally. Forbes, 155(13), 88-89. Wilson, J. Q. (1993). The moral sense. American Political Science Review, 87(1), 1-11. This article was originally published in the former Texas Probation Journal, Vol. XI, Issue 2 in 1996. Although it was written many years ago by two iconic figures in community corrections in Texas, Mr. Dan Beto and Dr. Mel Brown, its message is still very relevant today. We thought it appropriate to republish this article in line with our theme of leadership, and it being written by these two transformative figures in our field was a way to honor their commitment, dedication and leadership in community corrections in Texas. We are including the original photos of the au- thors when the article was published 25 years ago. 44

About the Authors… DR. MEL BROWN Dr. Mel Brown is a nationally rec- ognized professional as an administrator, teacher, trainer, consultant, and author. Af- ter a more than four-decade career of suc- cessfully working for governmental agen- cies, he left the public sector to form his own consulting company. In addition to his work as a public speaker, trainer/consultant and Executive Coach, Dr. Brown: • Is a Past-President of the Board of Trustees for Conroe Independent School District which has 60 campus- es, more than 60,000 students, and more than 6,000 full-time employees; • Has served as an adjunct faculty member in the Criminal Justice Department at the University of Texas at Arlington, in the College of Criminal Justice at Sam Houston State University, in the College of Juvenile Justice and Psychology at Prairie View A&M University and in the Social Work Department of The School of Religious Education at Southwestern Baptist Theological Seminary; • Has written extensively for state and national publications; • Served on the Texas Governor’s Juvenile Justice Advisory Committee during the terms of Republican Governor William P. Clements and Democratic Governor Ann Richards; • Served as a member of the Commission on Accreditation for Corrections (an accrediting body for prisons, probation agencies, parole agencies, juvenile detention facilities, jails, halfway houses and other correc- tional programs); • Served as a member of Texas Judicial Advisory Council—appointed by the Presiding Judge of the Texas Court of Criminal Appeals, and; • Has provided expert testimony in court cases, as well as before committees of the U.S. Senate, the Texas Senate and the Texas House of Representatives An avid learner, he has earned five academic degrees including a doctorate and three masters degrees. His graduate studies are reflective of his diverse interests and include courses in the fields of education, crimi- nal justice, social work, theology, psychology, counseling, and administration. He is also a John Maxwell cer- tified speaker, trainer and coach. Dr. Brown’s humorous and informative presentation style has made him a popular speaker at civic club luncheons, professional conferences and retreats and organizational training events across the United States. 15

DAN RICHARD BETO Dan Richard Beto has spent more than four decades working in the criminal justice system. He has been employed as a juvenile probation officer in Harris County, Texas, a Federal Probation Officer for the Southern District of Texas, and as director of two community supervision and corrections (adult probation) departments, first in Brazos County, Texas, and later in Walker County, Texas. He is the founding Executive Director of the Correctional Management Institute of Texas at Sam Hou- ston State University, a position he held from 1994 to 2005, when he retired. As head of the Institute, Mr. Be- to directed a staff charged with the responsibility of providing training and technical assistance to institutional and community corrections personnel. As part of his duties, Mr. Beto served as Director of several grant funded initiatives, including the Texas Probation Training Academy, the Center for Project Spotlight, and the National Resource Center for Police-Corrections Partnerships. Under his direction the Institute provided secretariat services to the Texas Probation Association, Tex- as Jail Association, Texas Association for Court Administration, and the National Association of Probation Executives. Mr. Beto is a past President of the Texas Probation Association and the National Association of Probation Executives. He has served on the Board of Directors of the American Probation and Parole Associa- tion and as a member of the Delegate Assembly of the American Correc- tional Association. Moreover, he was a member of the Reinventing Pro- bation Council of the Manhattan Institute and served as convener and facilitator of the Texas Reinventing Probation Strategy Group. Currently Mr. Beto is Chair of the International Committee of the Na- tional Association of Probation Executives. In addition, he is a member of the following: Board of Directors of the Hospice Brazos Valley Foundation; City of Bryan Cemeteries Advisory Board; and Bryan/ College Station Habitat for Humanity Faith in Action Committee. Mr. Beto, who possesses a bachelor’s degree in sociology and a Master of Arts degree in criminology, both from Sam Houston State University, is widely published in journals peculiar to the criminal jus- tice arena. For more than two decades he served as editor of Executive Exchange, the publication of the National Association of Probation Ex- ecutives; he currently serves on the editorial board of Federal Proba- tion. Mr. Beto has served as a consultant on projects funded by the Bureau of Justice Assistance, the National Institute of Corrections, and several other agencies and organizations. In addition, as President of Beto Strategic Partners he continues to consult on a number of interna- tional initiatives. 14

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Veterans Day is a Federal holiday ob- orably in the military—in wartime and served on November 11, which Con- peacetime. Veterans Day is mainly in- gress made an official holiday in 1938. tended to thank “living veterans for their Veterans Day is sometimes confused service. with Memorial Day. The Department of We had originally asked that those Veterans Affairs explains that Memorial who had not submitted their photos and Day is a day for remembering and hon- information last year send in their infor- oring military personnel who died in the mation, but decided to honor and recog- service of their country, particularly nize those TPA members and communi- those who died in battle or as a result of ty corrections staff who had also submit- wounds sustained in battle. While Vet- ted their information last year. erans Day is a day set aside to thank and honor ALL those who served hon- 48

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Shalonda Lee Sheronda Lee Anthony Sanchez Jefferson County CSCD Jefferson County JPD Coastal Bend Regional ISF, Asst. Dir. United States Navy United States Navy United States Navy Third Class Petty Officer Hospital Corpsman Third Class Petty Officer Feb. 2011 – Mar. 2015 Feb. 2011 – Mar. 2015 2nd Class Petty Officer 1997-2006