What are the common barriers to successful implementation of Aggression Replacement Training® (ART®)?
Lack of staff buy-in from staff and/or administrators.
Ideally, key staff, supervisors, and agency administrators will be involved in developing the plan to implement Aggression Replacement Training® (ART®) from the beginning. Program coordinators and facilitation staff should schedule regular meetings to discuss program progress as well as barriers to implementation or facilitation.
Underestimating the importance of planning pre/post survey administration, data entry, and outcomes reporting
Review the Aggression Replacement Training® (ART®) manual as well as data tools from the EPIS website early in the process.
Identify a key person to oversee this process and answer questions from administrators and instructors.
Lack of adherence to the curriculum, as originally designed
Fidelity monitoring tools should be used as review after every session while trainers are working to become proficient in their program session deliveries.
Program should have a third person trained in the program observe 20% or more of Aggression Replacement Training® (ART®) session to assure fidelity to the model.