In its commitment to existing research and theory regarding EBP, the district is incorporating eight principles in supervision: the assessment of actuarial risk/needs; enhancement of intrinsic motivation; target interventions; skill training with directed practice, using cognitive methods; an increase in positive reinforcement; engagement in ongoing support in the community; the measurement of relevant processes/practices; and the provision of measurement feedback. The district recognizes that such change in practice requires a change in the organization itself. This was achieved through seven steps. First, staff meetings were held to review how all staff spent their time, so as to restructure duties oriented toward EBP efforts. Second, new staff was hired to support the EBP framework. Third, the district contracted the services of an expert in correctional evidence-based organizational development. Fourth, staff performance was periodically evaluated based on EBP supervision and services delivery. Fifth, there was a focus on morale through less hierarchical and more inclusive organizational structure, including assigning staff to various projects and providing opportunity for staff input. Sixth, open communication was emphasized in order to facilitate the continuing education of staff about what is being changed and why. Seventh, transparency was emphasized for the shift from traditional compliance based probation to EPB probation and outcome-based supervision. Thus far in the change process, anecdotal evidence points to an improved level of morale, likely due to the collegiality and teamwork incorporated into the organizational shift. Transparency has ensured that no staff member is left behind in understanding why and what changes are being made. 1 table and 34 references