Fall 2021-V2

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Lawrence Day Marquish McKinnon McLennan County CSCD Guadalupe County JPD U.S. Army U.S. Air Force Military Police, 101st Airborne Radio Communications Operator Sergeant First Class 1998-2003 1972-1993 Tristan Ward Karalyn Martin McLennan County CSCD Tarrant County CSCD U.S. Air Force United State Marine Corps Operation Iraqi Freedom Operation Enduring Freedom Sergeant, GSE 2007-2012 53

ASSOCIATION ACTIVITIES CONFERENCES The TPA 2022 Spring Conference is set for April 24-27, 2022 in Col- lege Station, TX at the Texas A&M Hotel and Conference Center. The 2022 Legislative Conference will be held August 7-10 in San Anto- nio, TX at the Hilton Pala- cio Del Rio Hotel on the River Walk. 54

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LEADERSHIP: DEVELOPING THE F TPA Editorial Board asked for input from Anthony Sanchez, Assistant Director of Residential members on issues pertaining to leadership. Services for Coastal Bend Regional Intermediate We asked for executives to send in recommen- Sanction Facility recommends several books. dations for books about leadership as well as little “nuggets of wisdom” on leadership they’ve “Extreme Ownership: How US Na- learned over the years. We are pleased to pro- vy Seals Lead and Win” by Jocko vide some great information to our readers. Willink & Leif Babin BOOK RECOMMENDATIONS Trace Hudgins, Director of Upshur-Marion “Leadership Strategy and Tactics Co. CSCD recommends a couple of books. Field Manual” and Tactics by Jocko The first is: Willink “Hal Moore on Leadership: “The Dichotomy of Leadership” by Winning when Outgunned and Jocko Willink & Leif Babin Outmanned” by Harold G. Moore and Mike Guardia “Call Sign Chaos: Learning to “Discipline Equals Freedom” by Lead” by Jim Mattis and Bing Jocko Willink West 56

FUTURE LEADERS IN PROBATION Leadership, a noun, defined as the action of How does one differentiate between those leading a group of people or an organization. It is who are simply “checking a box” by being a lead- not that easy to just become a boss and also a er and those who are leaders whom others can leader. Being a leader is defined as the person look up to, learn from, and strive to be like? Un- who leads or commands a group, organization, fortunately, we can sometimes look around and or country. Is that all it takes? see both of those types of leaders and we must Do we want to “mark off a box” or do we learn to discern between them, to find those pos- want to leave a mark with those we lead in our itive traits one can learn from and adopt. Lead- organizations? Many of us would want the latter, ers and managers across the state were asked … to not only be a \"boss,\" but to also be one that to share their thoughts on leadership and what is impactful, purposeful, respected, etc. Many helped them become effective leaders. In this leaders want, not only want o lead, but also to piece you will find messages, notes, and encour- develop new leaders for the future. Some of aging information from great leaders. It is our the best leadership quotes were posted by hope the information will fall on good ground to Forbes magazine online and are as follows: create even more effective leaders across Texas CSCDs and JPDs. \"You manage things; you lead people.\" Rear Admiral Grace Murray Hopper. Karla Kutch, Deputy Director \"Before you are a leader, success is all Brazos County CSCD about growing yourself. When you become a leader, success is all about growing others.\" Jack Welch. \"He who has never learned to obey can- not be a good commander.\" Aristotle. \"As we look ahead into the next century, 25 leaders will be those who empower others.\" Bill Gates. (Kruse, K. (2012, October 16). 100 Best Quotes On Leadership. Retrieved from https:// www.forbes.com/sites/kevinkruse/2012/10/16/ quotes-on-leadership/?sh=1fd952192feb)

LEADERSHIP: DEVELOPING THE F BOOK RECOMMENDATIONS CON- “Braving the Wilder- TINUED ness” by Brene Brown Greg Sumpter, Assistant “The Culture Code: Director of Secrets of Highly Suc- Grayson Co. CSCD rec- cessful Groups” ommends several great by Daniel Coyle books. “Turn the Ship Around!” by L. David Marquet “Connection Culture” by Mike Stallard “Leaders Eat Last” by Simon Sinek “Start with Why: How Great Leaders Inspire Everyone to Take Action” by Simon Sinek

FUTURE LEADERS IN PROBATION “The Dream Manager” by “Who Moved my Cheese” Matthew Kelly by Spencer Johnson Heather Gifaldi, LCDC Sheila Hugo, Deputy Director Walker, Grimes, Madison & Leon Counties Walker, Grimes, Madison & Leon Counties CSCD recommends several books: CSCD recommends: “Wooden on Leadership: “ The Energy Bus” by Jon by John Wooden Gordon” “Dare to Lead” by Brene Brown 59

LEADERSHIP: DEVELOPING THE NUGGETS OF WISDOM FROM Sheila Hugo, Deputy Director Bexar County CSCD Leadership Book Walker, Grimes Madison & Leon Coun- Club by Bridget Guzman, Deputy Direc- ties CSCD tor Wow! What a year we've had and how Write this stuff down (do not use clients' awesome books are to take you out of your names of course). If I had done this 30 years funk! Bexar County CSCD decided to create a ago, I would have probably been able to land a Leadership Book Club (LBC) in part to bring our great book deal when I retire. On a related management team together in a fun relaxing note…NEVER say you have heard it all or seen environment and to check out the great reading it all. Also, Remember the 5 P's: Proper Prepa- out there. We can all agree the overload of ration Prevents Poor Performance. Next, some- communication, public health directives, and times you may ask, \"Why am I doing this job?,\" lack of personal contact due to the global pan- and may even consider leaving the field be- demic has caused everyone a little stress and cause you feel unappreciated or disappointed tiredness. What better way to get together, albe- that despite all of your efforts people cannot/will it via Zoom, and take our minds off of all the not/do not change. This is sometimes a thank- angst going on in the world. All of the books our less job, but although you may not see it every LBC has covered so far this year has ranged day or with every client, believe me…You ARE from positive morale booster stories to action making a difference in their lives! You may plans applicable to all aspects of life. even hear from them years later and they tell Our Leadership Book Club began in you how much they appreciate what you did for March 2021 and is set up as a member-driven them. Even if that only happens once in your club – meaning each member has the oppor- career, never forget it. It will be enough to keep tunity to pick a book, host the review, and drive you going. Lastly, I may not like my job every the discussion that month. It is a fluid member- day but I love my job every day. When I stop ship so you participate when and if you can. An loving it, it is time to retire. invitation email blast was sent out to the entire leadership team explaining the intention of the LBC, the first book assigned, and first date of review. Normally we meet during the lunch hour 6204 so one can “brown bag” it.

FUTURE LEADERS IN PROBATION LEADERS IN THE FIELD Our first book was “The Servant” by ers – the probationers. James C. Hunter, and was a recommendation The role of the servant leader is not to from our good friend, Joe Serio. It hit the spot. rule like a king but to selflessly serve those Our first book club consisted of 15+ managers within the organization. Now examine the pro- and as we each took turns sharing our views bationer's role, once that individual signs their about the book, we also learned how we could conditions of supervision they are now IN our put Hunter's timeless principles into action. For instance, one idea shared by the author is organization and they take their place in our the New Paradigm which is a shift in thought model; they are our customers and addressing about your organization's model. Picture an their needs is our #1 goal. Wouldn't it be great upside-down triangle with our customers at the if we could all approach our practice in this top of the model, not at the bottom. When one way and treat the probationer, employees, su- pictures this image, one realizes what commu- pervisor/manager, and even the CEO as our nity corrections is all about. It's not about me, customers? It can be done…giving attention the practitioner, me the manager, or even me to people's needs is what community correc- the CEO; it is about the individual across the tions is all about and by serving those needs desk, or lately the video screen. It's not about one develops influence and builds authority making the CEO happy; it is about making the with people. customer happy. The upside-down triangle One of my takeaways from the book is flows from our customers to our employees, the author's illustration of joy and happiness. followed by our supervisors/managers, and at Happiness is described as created by a hap- the point of the upside-down triangle is the pening or an outward situation and is tempo- CEO which is the director of the organization. rary whereas \"Joy is about inner satisfaction If one can imagine this shift in an organiza- and the conviction of knowing that you are tru- tion's model then take it one step further by ly aligned with the deep and unchanging prin- placing yourself in this paradigm, now find the ciples of life. Serving others breaks you free level above you and call them your customers. from the shackles of self and self-absorption For example, if I'm the CEO then the supervi- that choke out the joy of living (pgs. 178-179).\" sors/managers are my customers. By shifting By choosing to make selfless acts you turn your thoughts and actions, the CEO serves them by meeting their needs, much like we your action into love, which is about a behav- ask our employees to do for our main custom- ior or choice, and not a love of feeling (p.97). 61

LEADERSHIP: DEVELOPING THE NUGGETS OF WISDOM FROM This review only touches the tip of the ice- Authenticity in Leadership by Dr. Greg Dil- berg of applicable principles learned from read- lon, Director of Brazoria County CSCD ing this book. I hope that you pick up a copy of How do we create a narrative or succes- “The Servant” and read or listen to this author's sion of leadership in the field of community su- powerful message about servant leadership. pervision while being authentic to who we are The Bexar County LBC has reviewed the and using that information to promote success, following books: “The New One Minute Manag- growth, and positive change? First, it's about er” (Blanchard/Johnson), “The Coffee being comfortable in our own skin and the space Bean” (Gordon/West), and “The Positive we occupy. However, being comfortable is con- Dog” (Gordon). We are meeting in September textual. Our experiences are valuable, meaning and discussing “The No Complaint the successes and the failures in our profession- Rule” (Gordon); another great book about dimin- al and personal lives. It is an important intersec- ishing our instinct to complain and creating a tion that must be balanced. My evolution of positive environment. We all want that, right!? growth personally and professionally was about being real and from the infancy of my career as About the Author an assistant officer to presently as a director, it's still about being real. Authenticity in leadership Bridget Kelly-Guzman is the Deputy Director of Bexar is being comfortable with not attempting to be County CSCD. She was born and raised in Victoria, TX and someone else or imitating someone else's per- earned a BA in Sociology from St. Mary’s University, as sonality. That's exhausting and a likely crum- well as an MS in Justice Policy from UTSA. She began bling facade. Authenticity is contextual in that if working for the CSCD in 1991 and gained valuable experi- your true identity as a leader is harmful to others ence by working in multiple units over her 30 year career. or your organization, ultimately the goals and In addition to taking care of her family, she enjoys reading, walking her dog, practicing yoga and traveling. She can be reached by email: [email protected]. mission of the agency will be non-productive and the concept of authenticity doesn't even ap- ply. Successful leadership requires the trust in an approach which is bottom up, top down, and diagonal, providing all a level of authority in es- tablishing the direction of the agency. It has to 24 be vigorous! If no one is sharing your vision

FUTURE LEADERS IN PROBATION LEADERS IN THE FIELD and your energy, and his wisdom. Working in criminal justice then who are you and serving in a leadership role is about being leading? willing to learn new things and adjust with the \"everchanging\" environment. It is important to be \"OK\" with not knowing everything while be willing to admit it. The best leaders I have en- countered in my 21 years in probation are those who have an open mind, an open-door policy, and see potential in the staff they work with. Being eager to listen to your officers and Who Knew? By Cherish Rodden, Kaufman open to the ideas they may have not only County CSCD Supervisor builds strong bonds and trust but also encour- Who knew back in 2000 when I entered ages forward thinking. Avoid being the leader the world of probation I would remain in this who thinks they know everything, is certain field not only for 21 years, but be in a position they have the best idea for all situations, and where I would be supervising and influencing will not be open to ideas from others. Doing future probation staff. In the beginning, I was so could cause you to miss some exceptional lucky to be a part of a department who worked forethought for supervision. Empower officers like family. Upper management served as to make decisions independently so they will great leaders, set the bar high and offered in- develop high self esteem and be self-starters valuable advice. They lived with an open-door with their work. policy where questions could be asked, and ideas were welcomed. I learned leadership in the criminal justice field is a never-ending learning process. My first Director with Hunt County Juvenile Probation Services instilled \"Once you think you know everything, you’re dangerous in your field.\" His statement still resonates with me today. His words are never truer, and I owe everything to this statement 63

Empathy, Vulnerability, and Humility by Cobi L. Tittle, Assistant Director of Tarrant County CSCD We have all heard or said at some point in al need to feel safe and a company’s biggest our careers “there is a difference between a lead- strength doesn’t lie in its services, but in its peo- er and a manager.” The overuse of this phrase ple. When the troops are taken care of, the rest has made it a bit cliché. What are we really trying will fall into place. to communicate when we emphatically make the Like Sinek, most leadership experts agree distinction between leaders and managers? there are certain traits key to developing and In 2004, Harvard Business Review made maintaining successful teams. Three of these the claim that managers focus on the process, traits have been a recurring theme for Tarrant they seek control and stability, and they have an County CSCD’s Leadership Development Pro- instinct to solve problems quickly, even when gram. In 2019, leaders throughout the depart- they don’t completely understand the problem. ment began working to create the 12-month On the other hand, leaders can work in chaotic program with the goal of preparing those who situations without much structure, and they will are interested in pursuing a leadership role with- often delay solving a problem until they fully un- in the department. The first group of participants derstand the issue. One may conclude that in will complete the program in December, 2021. most situations, a leader will be far more suc- While the participants have been introduced to cessful long-term than a manager. So, how do several aspects of leadership, the program has we grow as leaders and resist the temptation to stressed the importance of empathy, humility, simply manage? and vulnerability - all traits many top leadership I recently read Simon Sinek’s book Lead- experts agree are necessary for successful ers Eat Last. I was drawn to the book based on leadership. These three traits were chosen be- how Sinek chose the title. He claims leaders are cause they also fit neatly into our chosen pro- willing to give up something of their own for those fession of public service. Our field is not driven they lead. He believes humans have an instinctu- by profit, rather outcomes. We are measured 26 64

by profit, rather outcomes. We are measured by and not react based only on perceptions. Look- our abilities to relate to people and motivate ing for and developing this skill in leaders will them toward change, serve the courts, protect help ensure your employees are seen as human victims, and our stewardship of the resources beings and not just tools within your agency, we have been given. Service is the root of our which may help staff feel valued and motivated profession, which must be driven by our ability to serve. to understand where others come from, admit Vulnerability when we don’t have the answers, and at times, While empathy is one of the human sides eat last. of leadership that makes us relatable to one an- Empathy other, vulnerability acts in a similar manner. Re- Putting yourself in the other person’s searcher and author Brene Brown describes vul- shoes can be powerful. It changes the dynamic nerability in her many TED talks and books as and opens communication. Motivational inter- “uncertainty, risk, and emotional exposure…that viewing taught many of us the skill of reflective feeling we get when we step out of our comfort listening and rolling with resistance. These zones or do something that forces us to loosen skills are effective because the person on the control.” Vulnerability is not about letting go of other end is provided with the sense the listener boundaries, rather having the ability, or courage is fully engaged and understands what he or to admit when we don’t have all the answers. she is saying and feeling; defenses go down Brown believes true vulnerability takes an ex- when the leader begins to empathize. traordinary amount of courage. At the peak of Some leaders have a natural ability to COVID-19, none of our employees would have understand others, but what about those who believed us if we told them we knew exactly need to sharpen this skill? I have personally what to do next and how to respond to the crisis. coached leaders that have struggled with ex- Trust is built through honesty. Staying in con- pressing empathy, but over time have learned to trol, making our employees feel safe, and creat- unpack, if you will, an employee’s motive or ing a plan became more important than having what is actually behind an employee’s behavior. all the answers. A friend of mine refers to this as the “thing be- Humility hind the thing.” It requires critical thinking, Humility is understanding it takes the which may be a less intimidating concept to whole team to be successful and talent comes tackle. Some universities require critical inquiry from every area within the organization. Forbes classes with the goal of producing educated in- magazine reports a number of research studies dividuals that know how to think outside the box have concluded humble leaders are better 27 65

listeners, inspire teamwork, and have a greater All three of these concepts work together ability to focus on organizational goals. and I would argue it is difficult to have one with- Humility must not to be mistaken for a out having some aspects of the other two. As lack of confidence. A 2016 Washington Post we seek to develop leaders within our organiza- article describes humility as the ability of the tions, recruit staff, and work to improve our- leader to assess his/her own strengths and selves, these traits can keep us grounded and weaknesses and understand that he/she is a focused on our goals and the importance of our part of something bigger than himself/herself. positions. They can also bind us as teams and Leaders will use their abilities to contribute, but help us move in the same direction. They will also recognize their flaws so they can grow. assist us in building trust not only amongst our- This type of leader is proud to give the credit to selves, but with our stakeholders. Most im- others when things go well, yet is not afraid to portantly, these are traits that can help us im- be vulnerable and admit when he/she has made prove overall as human beings. a mistake. References Why is it Important that We Get it Right as Brown, B. (2010, December 23). The power of Leaders? vulnerability. TED Talks. https:// www.ted.com/talks/ I once heard someone say that a leader brene_brown_the_power_of_vulnerability ?language=en without followers is just a man out taking a Hyman, J. (2018, November 2). Why Humble stroll. Leaders such as Martin Luther King, Jr., Leaders Make The Best Leaders. John Lewis, and many others, simply would Forbes. https://www.forbes.com/sites/ have been individuals with an idea without their jeffhyman/2018/10/31/humility/? abilities to inspire and lead others. Yet, their ac- sh=7a3a3aa41c80 Merryman, A. (2016, December 8). Leaders are tions have influenced and benefited generations more powerful when they’re humble, new after them. research shows. Washington Post. We chose a profession with tremendous https://www.washingtonpost.com/news/ inspired-life/wp/2016/12/08/leaders-are- responsibility. The situations we tackle daily are more-powerful-when-theyre-humble-new- rooted in pain, trauma, substance use, disabili- research-shows/ ties, poverty, and violence. We literally deal with Sinek, S. (2017). Leaders Eat Last: Why Some Teams Pull Together and Others Don’t life and death situations that can’t tolerate dis- (Reprint, Revised ed.). Portfolio. jointed and dysfunctional teams. We are public Zaleznik, A. (2004, January). Managers and servants, and we owe it to those we serve to be Leaders: Are they Different? Harvard the best leaders we can be. Business Review. https:// hbr.org/2004/01/managers-and-leaders- are-they-different 26 66

About the Author Cobi Tittle is the Assistant Director for Tarrant County CSCD. She is a graduate of Texas Christian University where she earned a Bachelor of Science in Criminal Justice with a minor in Political Sci- ence. She also holds a Master’s Degree in Public Administration from Tarleton State University. Cobi began her career in Tarrant County over 16 years ago when she was hired as a Community Supervision Officer serving the 396th District Court and Criminal District Court #3. She found her passion a few years into her career when she became the senior officer in the department’s Mental Health Unit. Cobi has also served the department as an Auditor in the Quality Development Unit, as a Supervisor, and an Operations Manager over various units including the Sex Offender Unit and Mental Health Unit. She was promoted into her current position five years ago. She is an ac- tive member of TPA, the Tarrant County Suicide Awareness Coalition, the Local Outreach to Sui- cide Survivors of Tarrant County, and the American Probation and Parole Association. 67

Leader isn’t a Title have done. Take notes and make your correc- by Leo Perez, Hidalgo County CSCD tions, this is how you become a leader, by follow- Supervisor and United States Marshals ing in a leaders footsteps. In the event that you Service Violent Offender & Fugitive Of- reach your goal and become a leader in your de- partment, I have two simple suggestions. Never fender Task Force Team Member A leader isn’t always identified by a title, lie to an employee, be straightforward with all of don’t let anyone ever tell you differently. One of your answers, no one likes to be lied to. Find an the most difficult things to do, is to lead while not apprentice after a year or two of being a leader. formally being in charge. New officers will always The knowledge you gain as a leader is useless if look to senior officers for guidance, so be you keep it to yourself. Making future leaders someone's light as often as you can. Try your should be the focus of any true leader. If you best to improve communications between you shine as a leader, your legacy will live on, even and all of the supervisors in your department. after you move on to other opportunities. Volunteer to take on difficult tasks, this will get It’s How you Act you noticed. When it’s time for your department by Karla Kutch, Deputy Director supervisors to move on to other opportunities, shining in this manner is key to moving into a Brazoria County One thing I can share with those who are leadership role. You should always ask your su- aspiring to lead others is to remember that how pervisor for corrective feedback on everything you do your job can leave a huge mark on those that you do. You need to see your profession as you lead sometimes more so than the policies your craft, and you need to enhance your craft by you implemented. One way my mentor helped any means necessary in order to shine. It might me grow as a leader was to trust me to do the be difficult, but it demonstrates that you are not work when he needed me to. But he didn’t only only comfortable with your abilities as an officer, ask me to cover things, he set the example by but that you take your career growth seriously doing the job first in a way that I could learn it. At and are willing to learn from your supervisor in times I made mistakes, but as a good leader, he order to make your work stand out. When you was there for the mistakes. A leader should be are criticized or you make a mistake, own up to there to catch those mistakes and help you grow it. Failure is our greatest teacher. It allows us to from them to become better. At times a leader mold our craft into perfection. Ask your supervi- may have to fall with you, it is during those in- sor to describe what the right approach would stances you both will grow from the mistake; have been in order to correct the mistake, so you good leaders never stop learning. have a clear expectation of what they would 28 68

The way we lead people should allow those others in the workplace. There are different around us to learn from us, be empowered, personalities, thought patterns and back- and grow. One thing I always told officers grounds people are coming from which is why was, \"I want to help you be a better officer, if I using emotional intelligence is necessary, es- can do that, I am doing my job!\" We must al- pecially when wanting to receive buy-in from ways be helping build future leaders. Another staff, community stakeholders, and clients. We thing I can share is, always be honest and re- are stronger together, than separate. These spectful keeping in mind your tone when are a few of my personal values that drive my speaking to staff. A negative or degrading work, commitment, and overall growth. My tone can hurt someone to their core only mak- hope is to share my small nuggets of wisdom ing it at times impossible for them to ever want and learn from yours as well. to learn from you. Have faith in the abilities of Quick Tips on Leadership by Steve those you lead. The assertiveness you Henderson, Retried Director of Lub- demonstrate to them in regards to their abili- bock/Crosby County CSCD ties is not only priceless to them, but huge to help build them up. Leadership in Texas probation is not very different from leadership in other profes- Servant Leader by Markisha Brinson, sions. People who want to be effective leaders Harris County CSCD Supervisor have to exercise important skills to direct the As a Servant-Leader, I believe it is im- people they supervise. The one distinction, portant to be flexible, innovative, and practice however, is that every leader in our business emotional intelligence when engaging with is ultimately responsible to one or more higher others. In our profession things can change authorities who wear black robes and can and frequently at that, so when we make the have a major impact on the direction of a pro- conscious choice to be flexible and welcome bation department. Nevertheless, there are change as appropriate it gives us an ad- some common goals and tasks for successful vantage as we push forward with the important managers to master. Here is a quick list of work we do. It is also vital to be innovative and those important goals. welcome creativity to assist in using effective 1. Have a Vision. Every organization interventions and encouraging professional seems to have a mission statement. Behind growth and development. Last, but certainly the mission statement, though, effective lead- not least, as professionals we must demon- ers need to be clear in their own minds and strate emotional intelligence when engaging 29 69

hearts about what their values and goals are for quent feedback to do their best. One person will their organization. Once leaders are clear about beam when you ask how their family is doing, their vision, then it’s critical to communicate that while another thinks those kinds of discussions vision to the people they’re leading. They need to don’t belong at the workplace. Knowing your reinforce it in every way they can in everything people means understanding their work styles. they do. 4. Employees Are not Probationers. After 2. Get to Know Your People. Whether you’ve working with probationers for years, skepticism grown up professionally in the organization about what people say and what their motives you’re going to lead or you’re coming to it from are serves us well. Supervising colleagues, the outside, it’s essential to get to know the peo- though, requires a different set of skills. It starts ple you’re leading. In small organizations, that with assuming the best about the people who are can mean getting to know every individual. In your colleagues. Trust is a two-way street, and large organizations, that can mean getting to people find it difficult to respect and to follow know the key people with whom you’ll be work- leaders who don’t trust them. To encourage the ing. Regardless of the size of the organization, best from people, great leaders will show trust in though, getting to know the values, vision, and their employees, endeavor to catch them doing goals of people from every level of the organiza- something right, recognize them, and reward tion is a key to understanding what is going on. them. Moreover, never forget that the people who are 5. Value Input from Your People. Top-down administrative assistants often know more about management is easy if you’re an all-knowing ge- key aspects of the organization than anyone nius. If you’re a normal human, though, top-down else. management is a difficult way to build success. 3. Forget the Golden Rule. “Do unto others Wise leaders listen to the people who are per- as you would have them do unto you” is a won- forming the day-to-day tasks of the team or the derful philosophy for personal relationships. It department, and they don’t surround themselves can be bad philosophy for managing people. with “yes” people. If you’re about to walk off a Perceptive leaders realize their own personal cliff, you don’t want to be surrounded by people work style is not the blueprint for everyone else. who say, “Yes, anything you say. We’ll follow you You may be the type of person who wants to be anywhere.” You need critical input from people given a goal with general directions on how to who will say, “Hey, boss, you’re about to walk off get there and then not be over-supervised. How- a cliff.” ever, the person you’re leading may be the type who needs step by step instructions with fre- 28 70

6. Understand That Some People Won’t manage. Since the buck stops on your desk, Like You. Some people haven’t had a happy the problems they create often become your day in their lives, and they aren’t going to start problems to solve. Therefore, it’s critical for a just because you’re their boss. You should still leader to have a colleague or a group of peo- hear them out, but with one condition: if you ple to talk to, to bounce ideas off of, and to have a complaint, you must offer a solution. vent with. Above all, try hard not to take the The term for complaining without offering solu- problems of the office home with you. tions is “whining,” and that should not be al- 10. Let People Have Fun and Let Them lowed. See You Having Fun. Probation is an ex- 7. Be as Objective and Transparent as tremely stressful job. People have to make Possible in Hiring, Job Descriptions, and Sala- critical decisions that affect the lives of other ries. This not only avoids lawsuits, but it also people – offenders, victims, and families. Eve- helps the people know what is expected to get ryone needs to decompress from those pres- hired, get a good performance appraised, and sures of the job. I once had a supervisor who get promoted. A salary scale (i.e., $X for X po- was an ex-Army special forces soldier who sition and X years of service) is a must. Hav- had a cold stare that could instantly freeze ing a mysterious process on who gets paid boiling water. Yet, on Friday afternoons, he what salary and who gets bonuses is a morale routinely walked a toy penguin on a stick down killer. the hallway to put a smile on everyone’s face. 8. Promote by Merit. This goes hand in This is not to say that the office should have a hand with #7. If you want the best team or or- circus atmosphere, but there needs to be ganization, then the quality of a person’s work, room to relax and not take ourselves too seri- thought process, and ability to work with oth- ously. ers should be the primary basis for promo- Professionals in probation have the tions. Length of service may be valuable, but a most critical job in criminal justice. We are re- talented person with less tenure is better than sponsible for helping people who have lived an average person with many years of experi- dysfunctionally for years turn their lives ence. around. Doing that job well takes talent, train- 9. Take Care of Yourself. If you’re consci- ing, and effort. Therefore, having leaders with entious about your job and have excellence as the right skills to bring out the best in those a goal, stress will frequently be nipping at your professionals is central to having successful heels. . .and shoulders and head and stom- departments. ach. The fact is that people can be hard to 29 71

Personalized Reentry on the Inside with Local Programming on the Outside: Thoughts from those who have Successfully Reentered Society By Robert Hanser, Ronald Drummer & Miles Wood There has been a great deal written each of these men completed the initial twelve- about offenders who leave the custodial envi- week program, followed by the year long mentor ronment and ultimately reintegrate back into so- program, with an additional stay in the therapeu- ciety. It would seem this would likely continue tic community until their ultimate release on pa- well into the future. However, the perspective of role. Both men stayed in touch with Robert those who have successfully made this transi- Hanser, the director of that program, throughout tion has been infrequently showcased. Rather, the remainder of their stay at Richwood Correc- the majority of published material on this subject tional Center, and later after leaving prison. is written by people and professionals who have Countering Convict Logic & Becoming a never actually served time. As authors, we wish Mentor in the Blue Walters Program to present ideas from the vantage point of What seemed to be most instrumental, someone who was once on the inside and now has been successful on the outside. Along the initially, for both men was the organization of the way, the unique relationships that can develop therapeutic dorms of the BWP. This program between staff involved in the reentry process consisted of 20 inmate programmers along with and those who experience that process is an up to 20 inmate mentors, at the discretion of the additional theme presented within this article. director. These dorms consisted of a number of group requirements, three psychotherapy First and foremost, it is important to note groups a week and over five required peer- the two key contributors, Ronald Drummer and support programs. In addition, educational pro- Miles Wood, were both programming inmates in gramming such as Hi-SET and college courses the Blue Walters Program (BWP) for Substance were offered to these programmers Abuse Treatment at Richwood Correctional Center, in Monroe, Louisiana. At different times,

who were interested. The physical space of the forms of logic run counter to one another, being dorms and treatment rooms were separate from diametric opposites in intent. Prison logic is un- the remainder of the facility, providing a full im- fortunately reinforced due to both the inmate mersion experience in treatment and reentry subculture and the nature of incarceration itself. planning. Through necessary but extensive controls on However, not only did the schedule of access to freedoms, goods, and services, the programming and orderly atmosphere during deprivations of prison life generate desperation the day seem to make an impression, but it was which, in turn, leads to manipulation and under- the additional atmosphere of compliance during handed behavior to alleviate the experience. Mr. the nights and weekends that also made a dif- Wood notes that “it is important to understand ference. When lights went out at night, the typi- that for many inmates, it is often difficult to cal behavior that went undetected in many change in the prison environment because they dorms simply was not allowed to occur here. are trying to survive, and survival very often This was, in part, due to the treatment culture means conforming to prison norms.” Thus, it is maintained by the mentors in each dorm. In ad- important to not expect an environment to re- dition, it was not totally uncommon for Hanser duce future recidivism when, in fact, it further himself to visit and walk through the dorms at perpetuates the type of thinking that encourages odd hours of the night or very early morning maladaptive means of coping for basic survival (e.g. 3:00 a.m.), after observing behavior (Hanser, 2020). through the key control, to ensure the treatment Pre-release Programming at Blue Walters community fostered positive behavior, day and Upon taking the mentor position, Drum- night. In addition, officers assigned to the area mer noted that “This job helped me transitions were usually those who were more treatment- minded, further enhancing the alliance between from a street mentality to one of a leader. I learned to take responsibility and when to give treatment staff and security staff to create an it.” This was a precise goal of the program, with environment that produced positive change the ability to take responsibility and also know among programmers. how to lead a group toward a prosocial goal- Before becoming a mentor, the individual directed behavior. It was thought that these is screened through a variety of means, both skills would prove most beneficial to offenders assessment and interview in nature. It was im- who later entered society. When reflecting on portant because the position of mentor was one the role of mentor, Wood added that that was not easy and often required offenders “mentorship in the BWP was at times both excit- to overcome prison logic and adopt the logic of ing and challenging—the role came with its a law-abiding citizen; in most cases, these two 73

perks but required appropriate role-modeling gain will be very short-term from an evaluative behaviors.” Again, this demonstrates how the standpoint. These points are perhaps best de- leadership position required both individuals to scribed by Mr. Drummer who, upon reflection, self-regulate their own thoughts and behaviors noted that: on a routine basis. Thus, the leadership role When I first met Dr. Hanser I was fooled. that both played proved to be one that required I’ve seen many therapists conduct change, sharpening of problem-solving abilities, groups within my 20-plus years of prison and ultimately proved therapeutic for each. experience. Just as the prison population can be predictable, so can prison profess Aside from the therapeutic value of grow- sionals. Dr. Hanser did what I later de- ing-through-leadership, there are a couple of fined as a strategic move. During his first other key facets that made their programming introductory group he didn’t pound text experience effective. The first is that any pro- book stuff at us nor did he stretch before us a bunch of statistics or theories. He gramming with offenders must be provided by a was simply a guy. He let us be whoever truly seasoned clinician who is well-versed on we wanted to be, which made us feel convict logic and ‘street mentality’ and can re- free… the guys got so relaxed that they lated to those ways of thinking while, at the talked about things they shouldn’t have, as I glanced at Doc, he would laugh right same time, not yielding to that lifestyle but ulti- along with them… but I kept feeling like I mately is able to demonstrate to programmers was missing something important… that how these reactionary lifestyles are short-sided night, after our first group I replayed the and ineffective, in the long-run (Hanser & Mire, events over and over in my head. I have never seen anyone get a group of 2010). This has to be done in a manner that offenders to open-up that fast (Drummer, reaches the offender emotionally and personal- 2021). ly, and it also must be grounded from their per- This statement is significant be- spective where the evidence seems to indicate cause it demonstrates the best means of that the ‘code of the streets’ pays off (Anderson, rapport-building with people who have 1999). This is because these individuals do get traumatic histories and are immersed in short-term rewards from their own reference criminogenic cultures. While the clinician groups. But many of these reference groups are should be grounded in this approach, it precisely opposite of those with whom the of- also helps that, oddly enough, they also fender should associate. This has to be demon- have a strong academic or clinical back- strated from their own worldview for the lesson ground as this ultimately demonstrates to stick on a long-term basis when the individual their expertise and clarifies the whole is released into the community, or the treatment reason why, in reality, they are worth 20 74

worth listening to. Indeed, Mr. Wood not- you have to play both sides of the fiddle when ed the following: shaping your identity. The first day that I met Dr. Even further, the work conducted with Hanser, he spoke with authority Mr. Wood ultimately went to publication, with and competence. I immediately special thanks to Mr. Wood and several other wanted to learn all that I could un- inmate mentors at Richwood Correctional Cen- der his leadership. Dr. Hanser ter (See Hanser, Kuanliang, Horne, Hanser, & was looking for several program- Horne, 2019). This ultimately brought a sense mers to help facilitate a new moti- of pride and prestige to the program in the eyes vational program that was under of future programmers. study for its effectiveness within the prison setting, and I happened In addition, there are some common to be familiar with the program threads that should be emphasized with men due to exposure at another prior who have heard everything from “they need to facility. I had some experience in have a life of balance” to “they must be good scientific reasoning via the col- father” to “watching people, places, and things” lege degree that I was pursuing at when in the community. Drummer notes three RCC, so the opportunity to assist things his experience with Hanser and the pro- in the beta-testing and evaluation of this curriculum was intriguing to me (Wood, 2021). The fact that the director of the program gram that he found invaluable, pointing out that engaged in active research and had credentials these three things aided him later in the work- that were more than simply understanding com- force, family life, and recovery process when in mon approaches to providing programming re- the community. These three points are as fol- sulted in a degree of credibility and validity lows: among the offender population that a 1. Do not get in a debate over some- ‘streetwise’ person cannot usually achieve. thing that is not significant. This is a Likewise, a typical ‘touchy-feely’ therapist or distraction that generally just breeds traditionally ‘stodgy academic’ would not likely conflict with people who are rigid and be able to build a rapport based in mutual re- unyielding, usually developing into spect. Instead, they would be perceived as be- additional resentment or other prob- lems. ing weak and open to manipulation. Rather, the 2. Stick to what really matters. Those best clinician understands the ‘con’ and under- pursuits that develop us educational- stands the ‘nerd,’ simultaneously, and will ef- ly, spiritually, or allow us to take re- fectively utilize both roles to gain legitimacy and sponsibility and be a positive influ- respect among the prison population. In short, ence are what generally matter. 75

3. Stay busy, stay busy, and stay busy! ultimately lose credibility in the eyes of those This is a key concept that actually professionals (Hanser, 2020). This takes exper- should be the first principle for those people who enjoy idle time playing tise, nerve, and a willingness to have one’s Spades and Checkers on the dorm. It therapeutic work put to the ultimate evaluative is not enough to get a job, you need test; their own name is on the line and the out- to have a second job, civic responsi- come will be followed and remembered by pa- bilities, and additional pursuits. Idle time allows for negative thoughts and role board members. Mr. Drummer supports goals to emerge. To this day, 7 years this point by stating the following: after his release, Mr. Drummer has Doc. Hanser had me well pre- two jobs, his own business, church pared. As he stood before me with involvement, and he runs support minutes until my name was called groups at night. for my hearing, I had all kinds of The Parole Board Hearing Experience thoughts, feelings, emotions, and ‘what-ifs’ that were constantly at Hanser was at the parole hearing for the outskirts of my consciousness. both men and also served as a mentor for each I remember Dr. Hanser speaking during the months and years that followed. This to the board. He spoke of his cre- dentials and professionalism in is an important part of the process when aiding the field of rehabilitation. He ex- offenders to reenter society, both symbolically plained to the board that I was and from a practical perspective. Symbolically more than fit and ready for re- speaking, this provides the ultimate statement lease into society. He spoke of how he personally worked with of support when the person who has guided the me in group and one-on-one ses- rehabilitation of an offender faces those who sions to prepare me for life on the essentially ‘grade’ the quality of their work by outside. But what I remember saying ‘this one is ready, I know because they most was that fact that he put his name and reputation on the line are a product of my work.’ Some agencies or for me, priceless (Drummer, programs may frown on this and many clini- 2021). cians are hesitant to do this, but the willingness Both Drummer and Wood have of treatment staff to provide this support when reflected on this experience. It is one they are confident in their appraisal, speaks vol- that goes by quickly, all in a matter of umes to those who must make decisions to re- minutes, with days, weeks, and lease. From a practical perspective, however, months of waiting prior to, an either the clinician must establish a track record of an anticlimactic or joyous outcome, at success known to the parole board, or they will the end. Essentially, everything hing- 20 76

es on this moment and though it is fast-paced, new, different foreign and in some in reality, it can seem like an eternity, while the cases intimidating. One of the offender experiences the process. hardest feelings for me to shake was feeling like I did not fit in. The Release from Prison, the Parole Office, & first time I went to Walmart anxie- Adjusting to the Free World ty hung over me like a blanket. I tried hard to focus. Too much The Monroe, Louisiana region consists stimulation (Drummer, 2021). of a city with a population of no more than In many respects, the challenges of 60,000, with a strong rural culture that per- reentry have more to do with the negative self- vades the area. In the case of both Mr. Drum- perceptions that individuals may develop of mer and Mr. Wood, their experience with their themselves, in addition to the external factors parole officer was from the perspective of a that may impact them. For instance, Mr. Wood small-to-midsized department located within 3 stated he suffered from “the socially construct- to 4 miles of where each were located. In addi- ed idea that I would always be subpar because tion, Hanser had inroads with most of these of- of my past decisions” and noted many men get- ficers as several had graduated from the crimi- ting out of prison would experience, at various nal justice program where he was a long-time levels, societal rejection, and stigmatization. He faculty member. This allowed for optimally sup- added that “levels of rejection range from being portive relationships and helped to integrate ostracized by one’s family and friends to being community supervision and therapeutic objec- shunned by society in general.” From this, it is tives for both men. important that persons who are transitioning from the incarceration experience have a social At this point, this is where all the years of network of supportive peers and professionals work with programmers is put to the ultimate alike (e.g. a supportive parole officer, treatment test. In describing the process, Hanser recalled staff, teachers and professors, religious lead- his adjustment from leaving as a veteran of De- ers, and so forth) who are accepting, empathet- sert Storm to returning to civilian life. Every- ic, and non-judgmental (Hanser, 2018; Hanser thing in the United States seemed different and & Mire, 2010). the stimuli (bright colors, freedom of movement, meeting the opposite sex, the variety of cuisine, Lastly, it should be noted both Mr. Drum- and lack of regimentation) seemed overwhelm- mer and Mr. Wood have worked as house man- ing. Drummer describes the same type of expe- agers upon their release from prison. Upon ob- rience as follows: taining parole, Mr. Drummer went to the Freed- After a decade, everything looked men Ministries home and, after a few months, 77

was elevated to house manager. He successful- 107. ly ran this home for over 3 years, aiding men Hanser, R. & Mire, S. (2010). Correctional counseling. Upper Saddle River, NJ: and women who were reentering society, be- Prentice Hall. fore leaving and moving onward to start his own business in California. Mr. Wood, upon making About the Authors parole, ultimately resided at Continuity House Robert D. Hanser, Ph.D. is a professor and the and has been the house manager for nearly 2 coordinator of the Criminal Justice Program at years. The house successfully aids persons who the University of Louisiana at Monroe. He has are homeless, in reentry, and/have mental also been involved with prison work and reentry health or substance abuse problems. For both programming for close to 30 years. Mr. Drummer and Mr. Wood, their experience as mentors in the Blue Walters Program gave them Contact Information: Rob Hanser, University of Louisiana at Monroe, 700 University Avenue, perspective and leadership experience that Strauss Hall #214, Monroe, LA. 71209. Phone #: proved useful when managing their houses on 3 1 8 - 3 4 2 - 1 4 4 3 . E m a i l : r o b - the outside. Both men have been successful in [email protected]. their recovery and their reentry as of the com- pletion of this manuscript, providing leadership to others in need and being active and engaged contributors to the community to which they be- long. References Anderson, E. (1999). Code of the street: De- cency, violence, and the moral life of the inner city. New York: Norton. Hanser, R. (2020). Brief introduction to correc- tions. Thousand Oaks, CA: SAGE Publi- cations. Hanser, R. (2018). Essentials of community corrections. Thousand Oaks, CA: SAGE Publications. Hanser, R., Kuanliang, A., Horne, A., Hanser, G., & Horne, A. (2020). The impact of a motivational curriculum upon criminal thinking among incarcerated men. Jour- nal of Correctional Education, 71(1), 90- 24 78

Miles Wood received his bachelor’s degree in Ronald (Rau’l) Drummer was born in New Orle- human psychology from Loyola University New ans and now lives in California where he is the Orleans, graduating summa cum laude and re- owner of Drumrollfit, a small business providing ceiving Dr. Paddy Ann Doll Psychology Senior fitness and wellness consulting. He also works Academic Achievement Award in 2021. Further, as a substance abuse manager at Archway Re- he begins graduate school in the Fall 2021. In covery Services. addition, Mr. Wood is a counselor-in-training and Contact Information: Ronald Drummer, 3001 N. the manager of Continuity House, where he Texas Street, Fairfield, CA. 94533. Phone #: 318 works with the underprivileged. When time per- mits, he enjoys playing basketball, boating, -331-3294. Email: [email protected]. swimming, playing guitar, and spending time with his family—especially his daughter. Contact Information: Miles Wood, Continuity House, 1900 Garrett Road, Monroe, LA. 71202. Phone: 318-582-5590. Email: livingthedichoto- [email protected]. 25 79

PROFILE OF TPA MEMBERS LEADERS FROM AROUND THE STATE 6080

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PROFILE OF STAFF Dustin Fore, Casework against re-enlisting and finished Supervisor his tour at Ft. Carson, Colorado. Angelina County CSCD Dustin attended Angelina College in Lufkin, Texas. After receiving an Associate of Applied Science in Dustin Fore was hired by the Angelina Criminal Justice, he enrolled at Stephen F. Aus- County CSCD in July 1996. He started his su- tin State University in the nearby town of pervision career as a misdemeanor casework Nacogdoches, Texas. He received his Bache- officer before progressing through periods as a lor of Arts in 1995, with a major in Criminal Jus- felony casework officer, chemical dependency tice. While employed as a supervision officer, officer, and drug court officer. He assisted in Dustin realized his criminal justice education the creation of Angelina County's current Drug taught him little about addiction and the effects Court and SAFPF Re-Entry Drug Court. In of drugs. He enrolled in Angelina College and February 2006, he was promoted to the position received a Certificate of Completion in Human of casework supervisor, where he has served since. Dustin currently supervises the depart- ment's specialized officers, along with serving as the CSCD's policy coordinator, safety office, OC and control tactics instructor, warrant and search team leader, TCOLE and Crime Stop- pers liaison, backup flash notice coordinator, and ICOTS administrator. Dustin joined the United States Army while in high school and left for basic training upon graduating. He was stationed in Wurzburg, West Germany during the Cold War and was in country when the Berlin Wall fell. In November 1990, Dustin was deployed to the Persian Gulf in support of Operation Desert Shield. He remained deployed through Opera- tion Desert Storm before returning to a unified Germany. After four years, Dustin decided 82

Substance Abuse. In 2002, Dustin was accept- Restitution Center & Bootcamp) then went on to ed into graduate school at Stephen F. Austin supervise regular caseloads, Mental Retarda- State University and completed a Master of Pub- tion/Dual Diagnosis (MR/DD) Caseload, Sex Of- lic Administration. fender Caseload, and the Courts Branch. Dustin has been a member of the Texas George was promoted in December 2009 where Probation Association since 1997. He previously he now serves as the supervisor of the Mentally served as the chair of its Exhibitor Committee Impaired Caseload Unit and the RISE Program, and is a recipient of the Terry L. Jacks (2000) a specialty court for trauma survivors with prosti- and Roy H. Williams Sr. (2011) awards. Dustin tution issues. If you ask him where his passion held a board position with the Texas Association to help people with mental and physical disabili- of Drug Court Professionals from 2007 to 2013. ties originated from, he will share the story of He has taught several sessions at both Associa- him tutoring a young child. This young boy unfor- tions' conferences, typically on the topic of officer tunately picked up a bomb he had mistaken for a safety. ball. This \"ball\" exploded and left him blind, and he eventually had to amputate his limbs. Due to Dustin has been married to his wife for 21 his physical disabilities, George would read the years. They have two beautiful girls, in addition books to that child, and he would type the les- to a small \"farm\" consisting of six horses, five sons in braille. During his tutoring, George dogs, two cats, three rabbits, nine chickens, two would hear a band playing next door; he joined goats, a bee hive, and a rotating mix of foster and became their main drummer. He considers dogs. In his \"spare\" time, Dustin enjoys riding his success as a blessing from the heavens and horses with his family; training Songahm is convinced God rewarded him for his work with Taekwondo with his oldest daughter; and helping that child. George is strong in his Christian faith, coach his youngest daughter's soccer team. and he treats everyone with dignity and respect. George Ateek, Mental People gravitate to him and enjoy his positive, Health Unit Supervisor, easy going personality and positive outlook on RISE Court Supervisor life. Tarrant County CSCD George was born in Nazareth; he claims to have walked in underground tunnels that only George has worked for Tarrant County Jesus and he had walked. George is a Christian CSCD since 1995. He started his career as a Arab, a Palestinian with an Armenian grand- probation officer supervising offenders amended mother, an American and Israeli citizen. claims to the Mansfield Correctional Facility (SATF, to have acquired his good looks from 83

sent to jail for one night until the police de- clared the walkie talkie was a toy and that George was not a terrorist. George said this encounter started his passion to work in the criminal justice system to ensure people are treated better than he was on that Christmas Eve. From his past experiences, George has learned the importance of treating people with kindness and upholding the American value that one should be considered innocent until proven guilty. His passion for helping others is evident, and he is often approached by others who are looking for ad- vice. One may consider him to be somewhat of a father figure, as he gives good advice while the Armenian side of his family. George is flu- maintaining profession- ent in the Arabic and Hebrew languages and is alism. very proud of his heritage. He likely has a cousin in every state of our great country, USA, and at least one in every other country in the Annalisa Davila, Deputy world! George loves to travel and has visited Directorover 50 different countries. He has a book on his office desk titled, \"1,000 Places to See Be- El Paso County CSCD fore You Die,\" and he plans to visit them all. George tells the story that at the young Annalisa Davila was born and raised in age of eleven years old on Christmas Eve, he El Paso Texas. Her father worked as a Fire- was playing with a walkie talkie, in the streets man for the City of El Paso and her mother of Nazareth, a gift he received from his brother worked as an Accounts Payable Supervisor who had returned from his visiting family in the with the Socorro Independent School District. United States. George was arrested and 84

justice involved. After her internship was com- pleted, she continued to volunteer with the West Texas Community Supervision and Cor- rections Department’s Pre-Trial Diversion Pro- gram. In 1992, Annalisa began her career after she was hired by the West Texas Community Supervision and Corrections Department as a Pre-Trial Diversion Caseworker. In 1994, she was promoted to a Deputy Probation Officer. It was at this time in her life Annalisa re- alized she wanted to further her education. She began and completed her graduate stud- ies. She graduated in 1996 with a Master of Art in Organizational Management. She spent sev- eral years working in regular supervision before she transferred to the Substance Abuse Felony Punishment Facility (SAFPF) caseload at the Special Programs Division. After she became While attending Socorro High School, Annalisa familiar and proficient at supervising a special- participated in track, cross-country, and cheer- ized caseload, Annalisa then decided it was leading. At a young age Annalisa knew she time for a change and transferred to the depart- wanted to help underserved populations. ment’s Court Services Division. After graduating high school, Annalisa Annalisa’s time in the various divisions of began working at the Hilton Hotel in El Paso. the department, allowed her to gain the wealth She also began attending the University of Tex- of knowledge necessary to assist her in her as at El Paso where she earned her Bachelor’s next goal of becoming a part of the manage- Degree in Sociology with a minor in Criminal ment team. She achieved this goal when she Justice. While attending the university, during was promoted to a Senior Community Supervi- her senior year, she participated in an Intern- sion Officer within the department’s Intake Sec- ship at the West Texas Court Residential Treat- tion. After a short stint at the Intake Section, ment Facility in El Paso. It is here that she real- she was promoted to Supervisor of one of the ized she wanted to work with persons who were department’s largest field offices. 85

she was promoted to Supervisor of one of the department’s largest field offices. In 2011, the department underwent a change in leadership and a new Chief was ap- pointed. At this time Annalisa was promoted to Deputy Director over Operations, Fiscal and Di- version Programs. She continues in this capac- ity to date, however, she continues to work in close contact with justice involved individuals. Annalisa is very grateful to the depart- ment for giving her the opportunity to achieve the goals she had with regard to her career. Jessica Graham, Court tion Reports, had the SAFPF Caseload, and Services Supervisor spent a short time in the Coleman County satel- Taylor County CSCD lite office. Jessica was promoted to Auditor in Jessica Graham grew up in a small West May 2010. As Auditor she completed internal Texas town her entire life. She moved to Abi- case audits and conducted new officer training. lene to attend Hardin-Simmons University She gained knowledge in departmental polices where she graduated in May 2003 with a BS in and procedures. She also completed Motiva- Corrections and Minor in Sociology. She com- tional Interviewing Training for Trainers. Ms. pleted two internships with Taylor County Graham became a Supervisor in August 2017 CSCD prior to graduating. Jessica was hired as supervising newly hired CSOs and Sex Offend- a Community Supervision Officer in February er officers for three years. She enjoyed having 2004. She was a CSO for six years supervising new officers, because she still was able to train a regular caseload, worked in the Court Ser- on a daily basis. She also became educated in vices Unit on the Court Supervised Release sex offender registration laws, polygraphs, and Bond Program, wrote Pre-Sentence Investiga- sex offender treatment. 86

She now Supervises the Court Services Unit in- Jeremy Patin, cluding Pre-Trial Diversion, Court Supervised Unit Supervisor Release Bond Program/Pre-Sentence Investiga- Jefferson County CSCD tion, JP Bond cases requiring interlock, and all cases with a pending Motion to Revoke. Jessica was given the task to pilot the in- stant STAT Hair test in September 2019. The pilot had great success and Taylor County CSCD was the first department to implement the rapid hair test into daily supervision practices. She has helped train numerous adult and juve- nile departments on the hair test. Ms. Graham has gained knowledge in every aspect of drug testing to better supervise defendants and to help guide officers in dealing with substance abuse issues on their caseloads. She recently was asked to help present \"Hair Drug Testing - Pros/Cons, Trends & New Instant Test Technol- ogy\" at the American Probation and Parole As- sociation's 46th Annual Conference in Boston Jeremy Patin was born and raised in Port this past August. She hopes to continue ad- Arthur, Texas. He graduated from Nederland vancing her career in Community Corrections. High School in 1995, where he swam on the school's varsity swim team and was a founding Her favorite thing to do on her time off is to member of the school's criminal justice club. spend it with her two daughters. She enjoys to From early on, Jeremy knew he wanted to work cook and bake for her family and friends. Over in the CJ field as he saw it as a way to help oth- the past few years, she has developed a pas- ers in his community. sion for overall health and fitness. Jessica loves spending time outdoors and including her girls After graduating high school, Jeremy en- any time she can. rolled at Lamar University (Peck em Cards) where he earned his BS in CJ and then attended the Lamar University Regional Police Academy, where he graduated valedictorian of his class. 87

Upon graduation from the academy in ed to Unit Supervisor, the position he currently 1999, Jeremy went to work as a patrol officer holds. He supervises a unit of eight officers and with the City of Orange Police Department. Af- the department's CSR Coordinator. In addition ter a year on patrol, Jeremy left the department to those duties, Jeremy serves as the PREA for employment with the Jefferson County Juve- Coordinator for the 40 bed women's CRTC the nile Probation Department. Over the course of department operates and teaches the 8-hour the next 4 years, he would serve in a variety of PREA course required for all new center staff. capacities to include detention officer, CSR co- When not at work, Jeremy enjoys hiking/ ordinator, and ultimately juvenile parole officer backpacking, car camping, kayaking, and gen- under contract with the Texas Youth Commis- erally any outdoor activity. He is a member of sion (TYC). the Golden Triangle Sierra Club and is currently In 2004, Jeremy left the department for going through the process of becoming a certi- employment with the Texas Youth Commission fied Texas Master Naturalist. at the now closed Al Price State School in Jeremy is married to his beautiful wife, Beaumont. Over the next 6 years, he would Rebekah and they recently celebrated 20 years serve as a case manager working with youths of marriage. Together they have one son, Jo- committed to the agency for sex offenses, pro- seph, who is away at college at Southern Illinois gram specialist over a general population dorm, University (SIU). and then ultimately the program specialist over all case managers at the facility. In late 2010, Jeremy left TYC to accept the position of com- munity supervision officer with the Jefferson County Community Supervision and Corrections Department (JCCSCD). He began his tenure there in the Port Arthur satellite office managing a general caseload of felony and misdemeanor clients. He assisted in the department's pilot program of the TRAS and the department's use of motivational interviewing (MI) associated with that pilot program. He also became a certified Natural Response Control Tactics (NRCT) in- structor and continues to train this as well as general office safety. In 2016, Jeremy promot-

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Racism and Probation: One Person’s Perspective by Steve Henderson Lubbock/Crosby Counties CSCD Director (Ret.) (The following is an opinion essay. The content reflects approach clients, how we judge their ability to the views only of the author and should not be construed succeed, and the rewards or consequences we to represent the views of the Texas Probation Associa- choose to use with the people we supervise. tion, its board of directors, the Texas Probation Journal, or the publications committee.) Our society has made significant strides Discussions of racism can be painful, in race relations in the last 60 years. Within my disconcerting, and divisive. They can also be lifetime, we have moved from racism being per- enlightening, rewarding, and healing. Much of fectly acceptable, to racism being one of the the pain of racism has come from its long histo- worst things someone can be accused of. ry in our country as it has haunted us since the Nevertheless, there are still periodic jarring re- earliest days of our republic. Still, in spite of all minders that grab the nation’s attention that we the lives lost, the laws enacted, and the best have a long way to go to reach the ideals that intentions to eradicate it, racism has continued we want to uphold. Those incidents are easy to undermine our highest ideals not only in to recognize as evidence of lingering racism. overt actions, but also in subtle ways. As However, many white people fail to recognize trained specialists who work with all kinds of the subtle, overlooked aspects of racism that people, it’s critical for those of us in probation linger just beneath our consciousness. Former not only to understand racism’s corrosive im- U.S. Speaker of the House Newt Gingrich (who pact on society, but also to eliminate it whenev- has never been accused of being a bleeding er we see it in our professional activities. The heart liberal) has said, “It took me a long time, assumptions, preconceptions, stereotypes, and and a number of people talking to me through biases we bring to the job can affect how we 90

the years, to get a sense of this: If you are a ple regardless of their race or ethnicity, there normal white American, the truth is you don't un- have been others who have joined in the racism derstand being black in America and you in- that has all-too-often permeated our society. In stinctively under-estimate the level of discrimi- Georgia, Sam Roper, the second director of the nation and the level of additional risk. It is more Georgia Bureau of Investigation (GBI), recruited dangerous to be black in America. It is more Ku Klux Klan (KKK) members for his depart- dangerous in that they are substantially more ment. When he left the GBI, he became the likely to end up in a situation where the police Grand Wizard of the KKK. In Alabama, Birming- don't respect you and you could easily get killed. ham Police Chief Bull Connor infamously un- And sometimes for whites it’s difficult to appreci- leashed attack dogs and water hoses on peace- ate how real that is and how it’s an everyday ful civil rights marchers. In Mississippi, the po- danger.” lice who were supposed to provide a nightly pro- Over the last year, the criminal justice tective escort home for civil rights activist Med- system has come under intense scrutiny over gar Evans mysteriously failed to show up for du- grave errors involving race. The deaths of ty one evening. Mr. Evers was subsequently George Floyd and several other African Ameri- murdered that night in his driveway. can citizens at the hands of law enforcement But that’s all the deep South. That’s not officers have resulted in a bright spotlight being Texas, right? Sadly, Texas has had its share of directed on all areas of criminal justice. When racist incidents in the history of its criminal jus- faced with this scrutiny, some colleagues in our tice system. In the farming village of Porvenir, profession have bristled with defensiveness and just north of the Big Bend area, Texas Rangers denial. Others, however, have realized that pro- once rounded up 15 unarmed Mexican Ameri- bation is no different from other professions. can men and boys and executed them (no trial, People from all kinds of backgrounds serve in no due process) in retaliation for the murder of our departments, so people in the field will natu- three Anglos by Mexican bandits. In Waco, right rally reflect our society: the good, the bad, and after defendant Jesse Washington was found the ugly. Therefore, we’re duty-bound to exam- guilty of the murder of a white woman, a mob ine ourselves and our agencies, and make dragged him from the courtroom, tortured him, changes when needed. and slowly burned him to death by lowering and The criminal justice system has a very raising him over a bonfire. The McLennan Coun- mixed history when it comes to racism. For eve- ty Sheriff and the Waco police chief saw this ry time criminal justice professionals have put happening. They did nothing to stop it. their lives on the line to protect and serve peo- 67 91

Even though these were early 20th cen- Water Safety Act. The two sheriff’s deputies tury events, highly questionable actions involv- and the probation officer were found not guilty. ing criminal justice professionals and people of Years later, the incident still creates raw emo- color have happened in Texas to the present tions for some African American residents day. In 1981 in Limestone County, a deputy around Mexia. sheriff, a reserve deputy, and an adult proba- Probation also had an indirect role in an tion officer arrested three African American infamous case of racism in Texas. In 1998, an teens for possession of marijuana at a African American man named James Byrd ac- Juneteenth celebration on Lake Mexia. They cepted a ride home from three white men that handcuffed the teens, marched them to a 14 he knew. It turns out they were white suprema- foot aluminum boat, loaded everyone into the cists, and they didn’t take him home. They boat (with no life preservers for anyone), and beat him, spray painted him, did some other tried to cross the lake. The vessel was not built unspeakable things to him, and then tied his to hold six adults, so about 40 feet from shore, feet to a chain that they attached to a pickup. water poured into the boat and it sank. The He was still alive as they started dragging him three officers survived. The three black teens along an asphalt road and over a culvert. drowned. There was a dispute about whether Three miles later, they dumped his body at a the officers had removed the handcuffs from church and then went to a barbeque. The con- the teens because some people claimed to nection to probation in all this? One of the per- have seen they were still handcuffed while in petrators was on probation when he committed the boat. The district judge called for a court of the offense. inquiry, and one was held with African Ameri- Isolated, anecdotal evidence such as can prosecutor (later Criminal District Judge) Larry Baraka of the Dallas County District Attor- these events is disconcerting, but it doesn’t re- ney’s Office leading it. At the conclusion of the ally show a systemic pattern of racism in proba- inquiry, Mr. Baraka said that the evidence sug- tion. There have been studies, though, that gested the teens were not handcuffed in the raise some troubling questions. boat, and the officers “had acted without crimi- Statistical reviews of criminal justice nal or racist intent.” He further stated, though, populations in the United States consistently that their actions showed they had acted “with show African American and Hispanic men are rampant incompetence” and “gross negli- placed on probation in far greater proportions gence.” Ultimately, a grand jury charged the than they represent in the general population. three officers with misdemeanors of criminally negligent homicide and violation of the Texas 92

While 1 out of every 81 White males is under cess on probation, and also lead to fewer plea probation supervision in the U.S., 1 out of every bargains with the prosecutors. 23 Black males is under probation supervision. The people who were interviewed for the Moreover, a number of studies have shown race study saw little evidence of bias in the probation and ethnicity have a significant relation to revo- process in their jurisdictions. They tended to cation rates. believe they acted on facts, objective assess- In a study published in 2014 by the Urban ments, and sanctions grids to make decisions. Institute, researchers found disparities in the Nevertheless, the authors pointed out that, “A revocation rates of Black, Hispanic, and White few respondents at each site. . .discussed times probationers. The authors looked at four sites in when they believed they had witnessed racial their research: New York City, Multnomah and ethnic bias within their department.” County (Portland), Oregon, Iowa’s sixth judicial A number of other studies have shown a district (Cedar Rapids), and Dallas County, Tex- disparity in outcomes for African American and as. The authors concluded, “In every study site, Hispanic offenders vs. White offenders. In one black probationers had substantially and statisti- study from 2015, Kevin Steinmetz and Jamilya cally significant higher odds of revocation than Anderson analyzed over 14,000 probation cases white or Hispanic probationers. The odds of rev- and found that race/ethnicity were “significantly ocation for white probationers were between 18 and positively associated with probation failure and 39 percent lower than for their black coun- outcomes.” These negative outcomes included terparts after controlling for available factors….” technical violations, new felonies and new mis- Interviews with probation staff, leader- demeanors. In another research article, Kevin ship, and judges in the study consistently Steinmetz and Howard Henderson found results showed that they believed that bias was often that suggested, “being an African American and present in other areas of the criminal justice sys- male is a significant predictor of probation fail- tem, but not in probation. They tended to believe ure. Additionally, being a Hispanic felon was that if there was bias, it resulted from law en- also statistically significant.” The authors cau- forcement often targeting minority communities, tioned in the interpretation of these results be- which means there was more contact with po- cause the severity of the offense and the risk lice, resulting in more charges and more arrests. assessment scores were also very significant. The study found that probation officers scored One of the points researchers frequently black probationers as higher risk in significant make is that disparity in outcomes does not nec- numbers, and this was driven in part by the essarily equal discrimination. Some chronic number of arrests the probationers had. Higher conditions exist that are beyond the control of risk scores correlate to lower chances for suc- 93

individual probation officers. As one author and income falls on some groups harder than stated, “Probation policies pertaining specifical- others (i.e., people below the poverty line), then ly to technical violations, (including unpaid the impact on those groups will tend to be more fines, maintaining gainful employment, avoiding severe. bThis would be true especially in small- contact with police), find poor probationers of er jurisdictions and rural areas that have fewer color more likely to violate these terms, and resources to address those problems. more likely to experience negative probation So, what do those of us in probation outcomes.” If employment is related to income, need to do with this information? and income is related to the ability to pay fees Discussions of racism can be decidedly and fines, then unemployed, impoverished pro- bationers have two strikes working against volatile. Part of the problem is that our society them from the beginning. Texas law mandates has successfully put racism in its deserved employment and payment of fines/fees as con- place as appalling behavior. The irony is that ditions of probation, so if an identified group of we have done so well at putting racism in its probationers has a higher unemployment rate rightful place that too many of us now believe for jobs (i.e., jobs with a living wage), that that only bad people have racist beliefs; i.e., group is at a disadvantage for completing pro- racism exists only among those people who bation successfully. An individual probationer’s wear white robes and burn crosses. Conse- unemployment and poverty are beyond the quently, if there’s a suggestion that we (or even control of any given officer or probation depart- our society) might have unintentional, unrecog- ment, and they cannot be attributed to racist nized racist beliefs, many people immediately attitudes. However, unemployment and pov- get very defensive and erect roadblocks to un- erty may very well be biproducts of historic rac- derstanding what is going on. This defensive- ism. ness has risen to the point where even discuss- ing certain racial matters in schools is now Employment and poverty, in fact, have against the law in Texas and other states. been found to be major driving factors in proba- The solution to this blindness is the tion successes and failures. One study of a metropolitan adult probation department in Tex- same solution so often needed in human rela- as found that employment and income were tionships: listen, listen, listen. . .and learn. For more significant factors in the successful com- those of us who are white, we need to lay our pletion of probation than any association be- defensiveness aside and be open to what other tween race and the successful completion of people have said and written. The subtle ways probation. However, if the lack of employment racism may have permeated a person’s sub- conscious attitudes and beliefs do not make 94

them painfully human. Still, our whole profes- search are scarce, but it can be done, and there sion is based on the cornerstone that people are professionals in academia and in the field can change. That change must include us. willing to assist departments in that research. That change can begin by us listening to For educating the members of our staffs, our colleagues in honest and open dialogue. there are mountains of resources to read/watch/ The caution that accompanies that, of course, is listen to if people want to heed the voices trying one person does not and should not be asked to to help us understand the nature of race rela- represent a whole group. One Black, one His- tions in the early 21st century. Unfortunately, in panic, one Asian, or one White person does not today’s climate we often encounter commenta- represent all Black, Hispanic, Asian, or White tors from the far ends of both sides of the politi- people. However, many of us have common cal spectrum whose inflammatory language experiences we can discuss, and those experi- seems dedicated to raising tensions instead of ences taken as a whole can help us learn and building understanding. To be sure, some of understand one another better. Departments these resources on racism can be jarring, but if may want to consider open and honest discus- we resist being defensive, if we remember not to sion on the impact of racism on the lives of both take things personally, and if we avoid the trap their employees and the people they supervise. of thinking only in terms of “us and them” or It would require careful, sensitive planning, but it “good and bad,” we can learn about the impact could be done. of racism on ourselves and on the criminal jus- Departments may also want to look at tice system. With open honest studies, the pro- their data, as researchers did in the articles not- bation profession can be part of the bridge ed above. Are there trends related to sanctions, across the ever-changing divide of racism in our consequences, or revocations that need to be society – or at least not be part of the road- examined? If there are trends related to race, blocks. Here are some of those resources. the most difficult question to answer would then • Ijeoma Olua, So You Want to Talk About be, “Why?” The intellectually lazy response Race? would be to jump to conclusions one way or an- • Robin Diangelo, White Fragility other by 1) denying the trends could be related • Ta-Nehisi Coats, Between the World and Me to racial attitudes or 2) by saying the trends • Matthew Kay, Not Light, but Fire: How to must be related to racial attitudes. That is why Lead Meaningful Race Conversations in the research is such a critical task for truly profes- Classroom sional juvenile and adult probation departments • to undertake. To be sure, resources for such re- Emanuel Acho, Uncomfortable Conversa- tions with a Black Man (audio and You Tube) 95

What I’ve written is just one perspective Jake Horowitz and Connie Utada, “Community Supervision Marked by Racial and Gender Disparities,” Pew Research Cen- from a retired white guy. I’m still a work in pro- ter, December 6, 2018. gress with many blind spots. My colleagues Jesse Jannetta, Justin Breaux, Helen Ho, and Jeremy Porter, “Examining Racial and Ethnic Disparities in Probation Revoca- with other backgrounds (African American, His- tion: Summary Findings and Implications from a Multisite Study,” The Urban Institute, April 2014, p.4. panic, Asian, Anglo, etc.) may have quite differ- Ibid., p. 5. ent perspectives of the existence or the ab- Ibid., p. 3. sence of racism in probation. Nevertheless, it is Kevin F. Steinmetz and Jamilya Anderson, “A Probation Profa- nation: Race, Ethnicity and Probation in a Midwestern Sam- incumbent for all of us to look at ourselves to ple,” Race and Justice, Volume 6, Number 4, pp. 325-349. Kevin F. Steinmetz and Howard Henderson, “On the Precipice ensure we are promoting and maintaining the of Intersectionality: The Influence of Race, Gender, and highest possible standards for our profession. Offense Severity Interactions on Probation Outcomes,” Crimi- nal Justice Review, Volume 40, Issue 3, pp. 361-367. Laura D. Murphy, “Disparity or Discrimination, Interaction At the same time, we need to realize rac- Effects of Race, Ethnicity and Gender on Probation Failure in a ism is not just an individual problem. It’s often Midwestern Sample,” Masters Thesis, Kansas State University, 1981. something that exists from historic realities Texas Code of Criminal Procedure, Article 42A.301(b) (6) and Article 42A.652(a). In fact, Article 42A has provisions for no we’ve inherited. If we look at those realities and fewer than six other fees for probationers to pay, in addition to say, “I didn’t do that. It’s not my fault,” then we fines a court may impose. According to TalkPoverty.org, 14.7% of all Texans live below are acquiescing to an inexcusable status quo, the poverty line. That number is 19.0% for African Americans and 20.7% for Latinos. and we are not being part of the solution. Ulti- Kelli Stevens-Martin, Olusegun Oyewole, and Cynthia Hipolito, mately, what we do (or don’t do) can directly af- “Technical Revocations of Probation in One Jurisdiction, Uncov- ering the Hidden Realities,” Federal Probation, Volume 78, fect the lives of the people we supervise and the Number 3, pp. 16-20. quality of life in our communities. The potential If we have a young child who points at an attractive woman and says, “Look, she has pretty hair,” many parents are going rewards of honest discussions about racism, to affirm that by saying something like, “Yes, she does.” If we have a young child who points at a woman and says, “Look, she though, could be in the lives changed not only has black skin,” some parents may say something like, “Sssh, with the people we supervise but also with our you aren’t supposed to say things like that.” In a subtle way, that child has just been told that something is not right about friends and colleagues in the profession. having black skin. The parent’s intent was not racist, but the unintentional subtle message was. Endnotes 1 I can recall going to a department store in downtown Colum- bus, Mississippi, when I was eight years old and seeing water fountains marked “white” and “colored.” When I was living in Montgomery, Alabama (on the same street where Rosa Parks rode a bus), Governor George Wallace was cheered by crowds when he vowed in his 1963 inauguration, “And I say segrega- tion now, segregation tomorrow, and segregation forever.” Aaron Gould Sheinin, “Newt Gingrich: White Americans ‘Don’t Understand Being Black in America,’ The Atlanta Constitution Journal, July 8, 2016. Michael Hall, “The Ghosts of Comanche Crossing,” Texas Monthly, June 2021, pp. 110-120. 96

About the Author Steve Henderson is a retired CSCD Director from Lubbock/Crosby Counties CSCD after more than 36 years in the field of criminal justice. He obtained his Bachelor of Arts degree from East Texas State University in 1975 and a Mas- ter’s Degree from Harvard University Divinity School. He also received a Master of Arts at East Texas State University, (now known as Texas A&M – Commerce) in 1982. In 1985, he was hired as an adult probation officer for the Dallas County Adult Probation Department where he also assisted in new officer training, then worked for McLennan County Adult Probation Department as a specialized officer for an Alcohol and Drug Abuse Caseload. Mr. Henderson also served as a Resource Training Officer for Texas Department of Criminal Justice-Community Justice Assistance Divi- sion’s (TDCJ-CJAD) Community Supervision Officer Certification. In 1990 he began working at TDCJ-CJAD as an auditor. Two years later he was promoted at TDCJ-CJAD to help implement the Substance Abuse Felony Punishment Facility (SAFPF) program and served as the first CJAD Administrator of the SAFPF program. Again, Steve was pro- moted at TDCJ-CJAD to be the first Director of Residential Programs and helped create the first performance outcome studies for community corrections facilities. He was the Director of the Concho Valley Community Supervision and Corrections Department in 1999 and helped start the first Drug Court in Tom Green County. Then in 2003, he was ap- pointed as the Director of Lubbock – Crosby County CSCD. Since 2016 Steve Henderson has served as a Co- Editor for the TPA publication. He also served on the TPA Board of Di- rectors from 2011-2017 and on the Probation Advisory Committee for Re- gion 9. 97

ADULT NEWS FLASH Brazos County CSCD Celebrates Pretrial, rie View A&M and Texas A&M are (pictured left Probation & Parole Week Like You Wouldn’t to right): Dayana Martinez, Darin Deutsch, Believe! Brazos County CSCD celebrated Na- Lourdes Gray, John Latson, Kim Casanova, tional Probation/Parole/Bond Officer Week. To Oscar Davenport, Edith Valadez, Chris Arre- show our Department’s appreciation for its hard dondo and Angela Sullivan. Thank you to these working officers, there was a full week of activi- officers and all the officers for your hard work ties including drawings for door prizes, break- and for the difference you make in the lives of fast tacos, donuts, ice cream, snow cones and your folks and in the community. a luncheon to end the week. Each day was a different theme including college teams, 80’s day, and professional sports teams days. Rep- resenting Sam Houston State University, Prai- 98

McLennan County CSCD would Like to Recog- time, he re- nize an Employee for Veterans Day ceived six (6) SFC Retired Lawrence Day served 21 Army Achieve- years in the U.S. Army. He joined the Army Au- ment Medals, gust 30, 1972, and completed basic training at an Army Commendation Medal and was award- Ft Ord, California. He completed Infantry Train- ed the Army Recruiter Ring for outstanding re- ing at Ft Polk, Louisiana and then Airborne sults in recruiting quality recruits. Training at Ft Benning, Georgia. His first duty Lawrence (Larry) Day’s service to our station was at Lee Barrick in Mintez, Germa- County undoubtedly prepared him for his cur- ny. He was then assigned to the 509th Airborne rent role as the first CSO to serve as part of the Battalion, until his unit was reassigned to Vicen- inaugural McLennan County CSCD Veterans za, Italy where he spent two years before going Treatment Court. to the 101 Airborne Division until August 1976. In 1978, he re-enlisted to the Army and went to Ft McCullum Alabama to complete Mili- tary Police (MP) Training. After completion of MP training, he worked as MP Patrol and Inves- tigator, as well as NCOIC (Non-Commissioned Officer in Charge) of the MP Investigation Office in Korea. He worked as a Squad Leader, Pla- toon Sergeant, and as an observer/controller training MP Platoon in combat mission and mis- sions other than war at the training center in Hoenifles, Germany. He was also in charge of running a refugee camp in Guantanamo Bay, Cuba. During his time in the MP Corps, he re- ceived two Army Commendation Medals. From 1982 to 1990, SFC Day was as- signed to the US Army Recruiting Command Station in Dallas, Texas. He held positions of Recruiter, Station Commander (small to medium size and large recruiting station). During this 99

Harris County Will Hire 3 Visiting Judges To due to the closure of courts after Hurricane Help Reduce A 100,000-Case Criminal Court Harvey and aggravated by court closures in the Backlog by Andrew Schneider, Houston PBS wake of the COVID-19 pandemic. About Passport (July 20, 2021) 40,000 of those are “well past” national stand- The judges, who should be in place by ards for length of wait time, including an in- the end of August, will work on some of the crease of more 40% since Harvey struck, Hi- most intractable cases in the county’s criminal dalgo said. court backlog. Of those 40,000, Hidalgo said about Harris County Commissioners Court on 1,000 are among the oldest and “most danger- Tuesday voted unanimously to spend $2.5 mil- ous” cases. lion on three emergency response dockets, in “We're talking around three years old,” an effort to reduce a massive backlog in crimi- Hidalgo said. “We're talking murders, rape, ag- nal court cases. gravated assault. Those are cases that are sit- The funding will be used to hire three ting in our dockets right now, and more must visiting judges and support staff to work be done there.” through 1,000 of the longest outstanding crimi- The measure received bipartisan sup- nal court cases. It will also be used to cover port: Democratic County Commissioner Adrian office space and hire additional attorneys to Garcia offered the motion supporting the pro- help work through the backlog. posal, while Republican Commissioner Tom In a press conference ahead of the court Ramsey seconded it. session, Democratic County Judge Lina Hidal- Underlying much of the discussion was go said she expected to be able to have the concern about judges issuing multiple bonds to visiting judges in place by the end of August, people accused of repeat violent offenses. That for a total of six months. issue is the focus of the Republican- “This is an emergency initiative. It is to backed Senate Bill 6, currently before the spe- break a vicious cycle of crime and incarcera- cial session of the Texas Legislature, which tion, and make a meaningful dent in our crime would make it more difficult for people accused rate,” Hidalgo said. “We need to invest in what of certain crimes to bond out. works.” SB 6 is effectively dead as a result of The county currently has a backlog of the walkout of House Democrats, but Gov. roughly 100,000 criminal court cases, partly Greg Abbott is likely to include it in a call for a future special session.