Enhancing Communication for Effective Crisis Management in Juneau County
Collaborative efforts between Juneau County Department of Human Services and Law Enforcement Agencies aim to reduce emergency detentions by improving assessments, utilizing least restrictive means, and enhancing communication strategies. The implementation of direct lines between law enforcement and crisis workers has shown promising results in reducing detentions during daytime crisis hours, promoting shared interest in better crisis management practices and strengthening relationships between agencies.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Increasing Communication and its Positive Impact Juneau County Department of Human Services and Juneau County Law Enforcement Agencies SCOTT ETHUN D I R E C T O R E X E C U T I V E S P O N S O R JOANN GEIGER, LPC B E H A V I O R A L H E A L T H A N D C L I N I C M A N A G E R C H A N G E L E A D E R MARIAH SODERLING D A Y T I M E C R I S I S W O R K E R MARY JO ONSAGER, LCSW C O M M U N I T Y S U P P O R T M A N A G E R COLLEEN JAMES, LCSW A F T E R H O U R S C R I S I S M A U S T O N P O L I C E D E P A R T M E N T J U N E A U C O U N T Y S H E R I F F S O F F I C E E L R O Y P O L I C E D E P A R T M E N T W O N E W O C - C E N T E R P O L I C E D E P A R T M E N T N E W L I S B O N P O L I C E D E P A R T M E N T
Project Aim Big Aim Decrease the number of emergency detentions by doing better assessments, utilizing least restrictive means and collaborating/communicating with Law Enforcement/DHS/CRISIS Small Aim Reduce the number of emergency detentions during daytime crisis hours by 50% from (baseline) 2 per month to (goal) an average of 1 per month by October 1, 2016.
Rapid Cycles RATIONALE: ACTIONS: Original process: Law Enforcement would call our general number and be triaged through our phone tree and get to our intake workers who would take a message and get it to the daytime crisis worker. LAW ENFORCEMENT DIRECT LINE TO CRISIS WORKER From May 9 through May 20 we had Mauston PD call directly to daytime crisis worker. ADAPTED as we struggled to get the direct phone number to all officers Some forgot to put number in their phones Directed LE who called JoAnn to correct individual From June 6 to June 30 we added Elroy PD, Wonewoc-Center PD and New Lisbon PD call directly to daytime crisis worker. ADAPTED Same issues as above From July 18 to August 5 all Law Enforcement, including now Juneau County Sheriff s Office were to call directly to daytime crisis worker. ADOPTED Hypothesis developed by Change Team: More direct access to Crisis worker will provide for better communication. Walk Through Phone tree issues discovered Repetition of relaying of information
Results Daytime Chapters 2015 Daytime Diversions 2015 4 4 10 3 9 8 3 2 7 5 6 2 5 1 1 4 2 1 3 1 1 2 0 1 0 0 May June July August Sept May June July August Sept Daytime Chapters 2016 Daytime Diversions 2016 10 10 4 10 7 9 3 6 8 5 7 6 2 5 1 4 3 1 0 0 0 0 2 1 0 0 May June July August Sept May June July August Sept
Impacts Shared interest in utilizing least restrictive means for individuals in crisis Increased communication on all levels with all jurisdictions and crisis Improved relationships between JCDHS and LE If LE and Crisis are on the same page it is easier to work with the other systems (e.g. Physicians) Better collaboration between Crisis and LE Positive financial impact for all partners Positive consumer impact
Next Steps CELEBRATE successful project! Look at Afterhours and how we can change that process for LE contact. SUSTAINABILITY PLAN: Policy and procedure of the process Future thinking new hires for all systems involved How do we communicate to new hires in all departments/contracts Identification of a sustain leader
