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.
FAQ Audiences(s)