- 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.