Can Corrections Trust AI with High-Profile Assessments?

Introduction

In today’s correctional systems, the pressure to do more with less has become the new norm. Staff shortages, budget constraints, and overwhelming caseloads are urging agencies to find new tools that support essential operations. Central to this technological shift is a key question: Can we trust artificial intelligence (AI) to work independently in high-stakes environments like the corrections system? Aida, an AI-powered interviewing platform specifically designed for correctional settings, was created with this question in mind. Trust is not just a feature—it’s the foundation. In a world where flawed information can lead to life-changing consequences, Aida offers a consistent, tireless, and unbiased way to gather data that influences everything from risk assessment to program eligibility and more.

The Trust Deficit in Corrections

Correctional administrators face enormous challenges in maintaining trust, not only from the public but within their systems. Undertrained or overworked staff may miss critical cues during assessments. Data collected can be inconsistent or incomplete. These shortcomings can lead to costly legal consequences, failed rehabilitation efforts, and unsafe environments for both staff and individuals in custody.

The stakes are particularly high when conducting interviews that can lead to risk determinations. Decisions based on inaccurate or incomplete information can impact housing assignments, supervision levels, programming, and readiness for release. In short, trust in the interview process means trust in the entire decision-making structure.

Why AI—and Why Now?

The use of AI in correctional environments is gaining momentum. According to a report from the National Institute of Justice, the integration of AI in public safety applications—including parole risk assessments, predictive policing, and resource allocation—has shown promise in improving both efficiency and fairness when carefully deployed with human oversight (NIJ, 2020).

Aida builds trust through four foundational principles:

• Consistency: Aida never gets tired, distracted, or overwhelmed. Every question is asked in the same calm, structured way, every time. This ensures fairness and reduces human variability in the interview process.
• Transparency: Each session provides a full transcript and interview summary. Staff can review the raw data, verify decisions, and show a transparent decision-making process. This improves legal defensibility and fosters organizational trust.
• Evidence-based Practice: Aida is trained in Motivational Interviewing and Cognitive Behavioral Theory—two gold-standard approaches in corrections that are known to produce better outcomes when applied with fidelity.
• Veracity Checks: One of Aida’s unique innovations is its ability to check the veracity of a client’s statements, assessing the consistency of an individual’s responses with known data. This doesn’t replace staff judgment—it supports it.

Trust Is Also About Comfort

Interestingly, individuals in custody often prefer interacting with AI platforms. A 2022 study published in Criminal Justice and Behavior found that incarcerated individuals reported higher levels of comfort and lower levels of perceived judgment when providing sensitive information to virtual agents compared to live interviewers (Miller et al., 2022). They described the AI as more “neutral” and “non-threatening.” This aligns with Aida’s approach: impartial, non-judgmental interviewing that lowers anxiety, reduces defensiveness, and leads to more honest disclosures. When individuals feel safe, they share more. And when they share more, agencies receive better data.

Independent, But Not Alone

Aida doesn’t replace staff—it supports them. A dedicated partner, Aida works independently to conduct interviews but always within a system designed for human review. This “human-in-the-loop” approach ensures that while AI manages the mechanics of data collection and initial analysis, final decisions stay in the hands of trained professionals. It’s a collaborative effort: Aida takes care of the repetitive tasks, allowing staff more time and focus to do what they do best—analyze, empathize, and intervene.

Aida in Practice

Agencies that have piloted Aida report significant improvements in both efficiency and staff satisfaction. In one early trial, a facility was able to triple the number of intake interviews completed in a week without adding staff. More importantly, those interviews were consistently documented, lowering exposure to risk and liability. Program administrators also reported increased confidence in the data used for treatment and case planning decisions. With Aida’s ability to analyze responses in real-time and cross-reference historical data, decisions were made more quickly and were better grounded in evidence.

Looking Forward

The future of trust in corrections doesn’t rely solely on human effort. Instead, it depends on a hybrid model where trustworthy AI supports human professionals. By providing consistent, thorough, and verifiable assessments, Aida strengthens the foundation of trust that the entire system relies on.

Correctional systems don’t have to choose between compassion and efficiency, or between safety and innovation. With Aida, they can have both—because trust isn’t just about believing in people. It’s about believing in the tools they use.