In order to improve the effectiveness of offender supervision in the community and ensure the safety of communities where offenders are living and working, agencies must adopt evidence-based principles of supervision, i.e., principles that have been scientifically proven to reduce reoffending. Organizational development is required to make a successful transition from traditional supervision to evidence-based practice. The same principles used to manage offender cases and change offender behavior can be used to manage organizations and change organizational behavior. These principles include assessment, intervention, and monitoring/measurement. The changes required may include how staff are recruited and hired; perform their jobs; receive performance feedback; and interact with each other, offenders, and system stakeholders. A key part of organizational change is an increase in collaboration with system stakeholders, so as to improve systemwide commitment to and implementation of evidence-based principles of organizational functioning and service delivery. One appendix contains expanded summaries of two publications: Peter Senge's "The Fifth Discipline," and Mark Moore's "Creating Public Value." Other appendixes present an integrated organizational change process model and discuss the importance of a healthy organization, leadership styles and leading change, managing transitions, and structural supports for change. 20 references