II. Interview Structure

Three steps are useful in structuring the Set-Up::

First, staff should tell the offender the purpose of the meeting and how long it is likely to last. By explaining to offenders what the meetings are supposed to accomplish, staff can immediately begin to reduce some of their anxieties. Offenders seldom have confidence in the criminal justice system or its representatives, and this lack of trust often leads to second-guessing staff's motives. A basic, straightforward explanation of the purpose and scope of the interview can establish an amicable climate for the meeting as well as subsequent interactions between staff and offender throughout subsequent meetings.

All explanations should be general, positive, and in layman's terms rather than technical jargon, which is likely to heighten the offender's defensiveness and anxiety. Giving too much information to the offender takes time away from the interview itself and probably raises more questions than is helpful.

For example, if the staff is conducting an assessment, then it is wise to explain the goals of the assessment, the different areas that will be covered, and how the assessment will be used to craft a supervision plan.