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Date: April 30, 2024 Tue
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Results for prison guards
22 results foundAuthor: Nink, Carl Title: Correctional Officers: Strategies to Improve Retention. 2nd ed. Summary: Correctional officer turnover is high, and the cost of replacing these critical employees is growing. In addition, prison populations are increasing, contributing to the problems associated with retention of prison staff. This report explores issues impacting correctional agencies and companies, such as changing workforce demands, a dynamic labor market, predictors of turnover, and various reasons for why correctional officers leave their position. Research presented in this study suggests strategies in a number of focus areas (e.g., applicant screening, new employee orientation, job satisfaction, organizational commitment, supervisory relations, work environment, training and development, and salary and benefits) to improve retention of correctional officers. Details: Centerville, UT: MTC Institute, 2010. 20p. Source: Internet Resource Year: 2010 Country: United States URL: Shelf Number: 118762 Keywords: Corrections OfficersEmployee Hiring and RetentionJob SatisfactionPrison GuardsPrison Staff |
Author: Bensimon, Philippe Title: Wellness at Work: A Matter of Choice for a Better Future Summary: An emerging challenge for the federal government is responding to the growing number of public servants who suffer from some form of psychological injury or disability. May (2010) reported that depression, stress and other forms of mental illness accounted for nearly 45% of all disability claims in the federal public service. Given these statistics, it is becoming increasingly important for organizations to develop strategies that promote workplace wellness to counter these trends. This issue is even more important for the Correctional Service of Canada (CSC or Service) due to the stressful conditions in which a large proportion of our employees work. The workplace plays an important role in the physical and mental health of its employees, and confronting issues of job-related stressors can impact the entire organization. As such, the Research Branch examined the issue of CSC staff wellness, and identified innovative or emerging workplace wellness strategies delivered by other federal government organizations, as well as provincial and territorial departments of correction. In order to determine what workplace wellness strategies were being developed and delivered by other federal agencies, a survey was sent to 63 government departments and all 13 provincial and territorial departments of corrections in January, 2010. While the federal response rate was disappointing (30.1%), the respondents provided examples of wellness programs. Most of these interventions fell within four broad categories; (a) Learning and Development (e.g., educational strategies that promote employee wellness); (b) Supporting Fitness-oriented Activities; (c) Health Promotion/Health Screening activities (e.g., blood pressure and glucose screenings, body mass index, monitoring heart rates, and dental checks), and; (d) Employee Recognition Programs. Responses from eight provincial and territorial departments of correction (61.5% response rate) were generally similar to those presented by the federal agencies, although some innovative wellness programs had been introduced, such as self-directed spending accounts for wellness. Last, several strategies developed by the Royal Canadian Mounted Police and the Canadian Forces to increase wellness in their organizations are also reported. Altogether, there seems to be growing interest in the development of employer-sponsored wellness interventions that enable employees to increase their psychological and physical health. This study provides a starting point from which more extensive examination of the issues can be conducted. Details: Ottawa: Research Branch, Correctional Service of Canada, 2010. 54p. Source: Internet Resource: Research Report 2010 No. R-219: Accessed March 26, 2011 at: http://www.csc-scc.gc.ca/text/rsrch/reports/r219/r219-eng.pdf Year: 2010 Country: Canada URL: http://www.csc-scc.gc.ca/text/rsrch/reports/r219/r219-eng.pdf Shelf Number: 121118 Keywords: Corrections OfficersEmployee StressMental HealthPrison GuardsWork-Related Stress (Canada) |
Author: Ombudsman SA (South Australia) Title: An Audit of Prisoner Complaint Handling in the South Australian Department for Correctional Services Summary: The evidence gathered in my audit indicates that the Department for Correctional Services complaint handling system is deficient in the key areas of accessibility, efficiency, fairness and accountability. The most positive aspects of the department’s current approach to complaints management is the work done in recent years to improve the circumstances of Aboriginal people in custody. This work provides a foundation upon which to build a stronger and more productive complaint handling system for all prisoners. Although custodial staff and managers may have the authority to deal with and resolve prisoner complaints in the first instance, I have formed the impression that in general terms, prisoners are not confident that custodial staff and managers are able to deal with and resolve many of their complaints at the local prison level. The findings of my audit support the view that the department’s complaint handling system is inefficient, and there is a distinct lack of consistency in the way in which complaints are dealt with at the local prison level and by the department. The audit report contains a number of recommendations under section 25(2)(b) of the Ombudsman Act to rectify or mitigate the effect of the deficiencies in the department’s complaints handling system. Details: Rundle Mall, SA: Ombudsman SA, 2012. 74p. Source: Internet Resource: Accessed August 6, 2012 at: http://www.ombudsman.sa.gov.au/An%20audit%20of%20prisoner%20complaint%20handling%20in%20the%20South%20Australian%20Department%20for%20Correctional%20Services.pdf Year: 2012 Country: Australia URL: http://www.ombudsman.sa.gov.au/An%20audit%20of%20prisoner%20complaint%20handling%20in%20the%20South%20Australian%20Department%20for%20Correctional%20Services.pdf Shelf Number: 125860 Keywords: Corrections OfficersCorrections TrainingPrison AdministrationPrison GuardsPrisoner ComplaintsPrisoners (Australia) |
Author: Power, Jenelle Title: Working With Offenders Who Self-Injure: Fostering Staff Resilience In High Stress Situations Summary: Several evidence-based interventions were identified for correctional staff in the literature, including education and training related specifically to self-injurious behaviour (SIB), role clarification to address the conflict between the requirement to maintain institutional security and safety and promote offender rehabiliation, coping skills training to reduce workplace stress and improve wellness, and the implementation of peer support groups to encourage team-based problem solving and debriefing. Implementation of specific interventions should be accompanied by a framework to assess efficacy and outcomes. What we found Staff who work with offenders who engage in SIB are at increased risk of burnout, a psychological syndrome characterized by emotional exhaustion and depersonalization. Role conflict and ambiguity, as well as a reduced sense of personal accomplishment, were noted as important correlates of burnout, particularly for younger or less experienced staff. Staff who regularly encounter SIB could be at risk for experiencing secondary traumatic stress, compassion fatigue, or vicarious traumatization. These staff members often feel ill-equiped to deal with SIB and may lack specific training in the etiology and treatment of the behaviour. Protective factors identified in the literature include social support, coping skills, physical and mental health, and a perception of adequate skills to competently perform the job. Burnout prevention interventions typically take two forms: (1) individual-focused and (2) organization-focused. Most of the research conducted to date has focused on interventions aimed at supporting individual staff members, such as education and job training, coping skills training, peer support groups, cognitive-behavioural therapy, and critical incident debriefing. Few organization-focused interventions have been empirically validated. Why we did this study Correctional staff are frequently exposed to high stress situations, particularly when working with offenders who engage in SIB. Continued exposure to high stress environments may have negative physical and psycholocal effects and staff who work with offenders who engage in SIB are at increased risk of burnout. The purpose of this research was to identify evidence-based interventions or management practices that promote staff resilience and could be implemented to mitigate stressful working environments in correctional institutions. What we did A literature review was conducted to identify specific factors related to burnout in correctional staff and characteristics of staff resilience when working with offenders who self-injure. A review of the literature on evidence-based interventions that have been successfully implemented at the organizational and individual level was also undertaken. Details: Ottawa: Correctional Service of Canada, 2014. 33p. Source: Internet Resource: Research Report No. R-276: Accessed August 23, 2014 at: http://www.csc-scc.gc.ca/005/008/092/005008-0276-eng.pdf Year: 2014 Country: Canada URL: http://www.csc-scc.gc.ca/005/008/092/005008-0276-eng.pdf Shelf Number: 133125 Keywords: Correctional StaffCorrections OfficersJob StressPrison GuardsPrison Officers Staff Burnout |
Author: Liebowitz, Sarah Title: Sheriff Baca's Strike Force: Deputy Violence and Head Injuries of Inmates in LA County Jails Summary: Correctional officers should strike inmates' heads only as a matter of last resort. But in the Los Angeles County Jails, that is not the reality. As explained below, there is clear evidence that the Los Angeles County Sheriff's Department ("LASD") deputies have used head strikes with alarming regularity in the Los Angeles County jails. In many of those incidents the head strikes have caused significant injuries. The manner and frequency of such head strikes strongly suggests an inappropriate use of force by deputies. In recent years, Los Angeles Sheriff's deputies have stomped on inmates' heads, even after shackling those inmates' hands. They have bashed inmates' faces into concrete walls. They have fractured inmates' facial bones - noses, jaws, cheekbones, or eye sockets. The ACLU is aware of least 11 inmates who have had their facial bones broken by LASD deputies in the past three years. One inmate has lost vision in one eye. Others have undergone surgery. Sixty-four people have made sworn statements describing incidents in which deputies targeted inmates' heads for attack between 2009 and 2012. These are not mere unsubstantiated complaints. The ACLU has corroborated 12 of these allegations of head injuries with secondary evidence, such as medical records, photographic documentation, or civilian reports. In several other instances, inmate witnesses have corroborated reports of deputy-on-inmate head strikes. Details: Los Angeles: ACLU of Southern California, the ACLU National Prison Project, and Paul Hastings LLP, 2012. 11p. Source: Internet Resource: Accessed May 20, 2015 at: http://nationinside.org/images/pdf/107082827-sheriff-baca_s-strike-force-deputy-violence-and-head-injuries-of-inmates-in-la-county-jails.pdf Year: 2012 Country: United States URL: http://nationinside.org/images/pdf/107082827-sheriff-baca_s-strike-force-deputy-violence-and-head-injuries-of-inmates-in-la-county-jails.pdf Shelf Number: 135722 Keywords: Corrections OfficersJail InmatesPrison GuardsPrisoner Maltreatment |
Author: Liebowitz, Sarah Title: Cruel and Usual Punishment: How A Savage Gang Of Deputies Controls LA County Jails Summary: To be an inmate in the Los Angeles County jails is to fear deputy attacks. In the past year, deputies have assaulted scores of non-resisting inmates, according to reports from jail chaplains, civilians, and inmates. Deputies have attacked inmates for complaining about property missing from their cells. They have beaten inmates for asking for medical treatment, for the nature of their alleged offenses, and for the color of their skin. They have beaten inmates in wheelchairs. They have beaten an inmate, paraded him naked down a jail module, and placed him in a cell to be sexually assaulted.6 Many attacks are unprovoked. Nearly all go unpunished: these acts of violence are covered up by a department that refuses to acknowledge the pervasiveness of deputy violence in the jail system. Deputies act with such impunity that in the past year even civilians have begun coming forward with eyewitness accounts of deputies beating non-resisting inmates in the jails. These civilian accounts support the seventy inmate declarations describing deputy-on-inmate beatings and deputy-instigated inmate-on-inmate violence and deputy threats of assaults against inmates that the ACLU Foundation of Southern California (ACLU/SC) has collected in the past year, as well as the myriad inmate declarations the ACLU/SC has collected over the years. The violence that takes place in the Los Angeles County jails is far from normal. These are not average jails with isolated or sporadic incidents of deputy misbehavior. Thomas Parker, a former FBI Agent and Assistant Special Agent in Charge of the Bureau's Los Angeles Field Office, reviewed inmate, former inmate, chaplain and civilian declarations, reports, correspondence, media articles, and legal filings, and found: "Of all the jails I have had the occasion to visit, tour, or conduct investigations within, domestically and internationally, I have never experienced any facility exhibiting the volume and repetitive patterns of violence, misfeasance, and malfeasance impacting the Los Angeles County jail system. ..." "There is at least a two decade history of corruption within the ranks of the Los Angeles Sherriff's Department (LASD). In most of those cases, lower level deputies and civilian employees were prosecuted, but no one at the command level responsible for those employees appears to have been held accountable and appropriately punished for failure to properly supervise and manage their subordinate personnel and resources. In my opinion, this has provided the 'seedbe' for continued lax supervision, violence, and corruption within LASD and the county jails it administers," Mr. Parker concluded. Details: Los Angeles: ACLU National Prison Project; ACLU of Southern California, 2011. 32p. Source: Internet Resource: Accessed May 20, 2015 at: https://www.aclu.org/files/assets/78162_aclu_jails_r2_lr.pdf Year: 2011 Country: United States URL: https://www.aclu.org/files/assets/78162_aclu_jails_r2_lr.pdf Shelf Number: 135724 Keywords: Corrections OfficersJail InmatesJailsPrison GuardsPrisoner Maltreatment |
Author: Kenny, Tom Title: Experiences of prison officers delivering Five Minute Interventions at HMP/YOI Portland Summary: This report summarises qualitative research into the experiences of prison officers implementing the Five Minute Intervention Project (FMI) at Her Majesty's Prison and Young Offender Institution (HMP/YOI) Portland. The FMI project trained prison officers to turn everyday conversations with prisoners into rehabilitative interventions. The study was funded by NOMS to understand how FMI may contribute to a positive rehabilitative environment in custody. Ten officers trained in FMI were interviewed at six-weekly intervals between June and October 2013, and their accounts of their conversations with prisoners were compared to ten officers who were not trained in FMI. Key findings A typology defined officers as Rehabilitative, Pre-Rehabilitative, Frustrated or Disengaged, referring to their motivation and ability to engage in rehabilitative efforts with prisoners. Positive process changes over time were observed in the FMI officer group: - Officers demonstrated improvements in the skill of rehabilitative conversation that were not seen in the comparison group. - The FMI officers appeared better able than comparison group colleagues to address underlying criminogenic needs. - Some FMI officers moved type to become Rehabilitative officers. For the successful delivery of FMIs, the following were identified as key components: - A focus on building rapport with prisoners before FMIs began. - Creating opportunities as well as seizing ad hoc chances to use FMIs. - Using a range of FMI skills, other skills and clear motivations to address prisoners' issues. The outcomes associated with FMI perceived by officers were: - Improved relationships with prisoners. - Increased job satisfaction. - Observable improvements in prisoners' thinking skills. - Observable improvements in prisoners' self-efficacy and problem-solving abilities. These changes and outcomes were observed despite the project taking place at a time of considerable national organisational change, with associated anxieties for the staff group involved. Details: London: National Offender Management Service, 2015. 5p. Source: Internet Resource: Analytical Summary: Accessed July 30, 2015 at: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/448854/portland-fmi.pdf Year: 2015 Country: United Kingdom URL: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/448854/portland-fmi.pdf Shelf Number: 136268 Keywords: Corrections OfficersInterventionsPrison GuardsPrisonersRehabilitationTreatment Programs |
Author: Correctional Association of New York Title: Greene Correctional Facility: 2012-2014 Summary: Greene C.F. has one of the highest concentrations of young people in any New York State prison, and also some of the highest reported allegations of staff violence, harassment, and intimidation against incarcerated persons. The Correctional Association of New York (CA) Prison Visiting Project (PVP) visited Greene C.F. on November 8 and 9, 2012, and received updated information about Greene from incarcerated persons and staff in 2014. The median age of people incarcerated at Greene is 22, there were over 40 children aged 16 or 17 at the prison as of October 2014, and 82% of the people incarcerated at Greene were Black or Latino. Although a medium security prison, Greene ranked as one of the worst CA-visited prisons on almost all indicators of safety and alleged physical abuse of incarcerated persons by security staff. Worse still, staff physical abuse, intimidation, racial and verbal harassment, retaliation, and use of solitary confinement were reportedly most directed at young people at Greene, including teenagers and youth into their early twenties. The CA did find some positive aspects at Greene, including a large number of programs. Yet, the levels of reported abuse of young people are unacceptable and far overshadowed any positive aspects. DOCCS and state policy-makers must stop all abuses taking place, remove all 16- and 17-year-olds from Greene and all adult prisons and jails, and create a more supportive, developmentally-appropriate environment for young people into their mid-twenties, and indeed for all people incarcerated. Details: New York: Correctional Association of New York, 2014. 57p. Source: Internet Resource: Accessed August 20, 2015 at: http://www.correctionalassociation.org/wp-content/uploads/2014/10/Greene-C.F.-Report-Final.pdf Year: 2014 Country: United States URL: http://www.correctionalassociation.org/wp-content/uploads/2014/10/Greene-C.F.-Report-Final.pdf Shelf Number: 136510 Keywords: Correctional InstitutionsCorrections OfficersPrison ConditionsPrison GuardsPrisonsYoung Adult Offenders |
Author: Association of State Correctional Administrators Title: Assessment of Use of Force Policy and Practices within the Florida Department of Corrections Summary: The Florida Department of Corrections today highlighted the completion of a full report by the Association of State Correctional Administrators (ASCA) on the results of their independent audit of the Department's use of force policies and procedures. ASCA reported that at all levels of the agency, it is readily apparent that a thorough review of the use of force policy is welcomed and there exists impressive commitment to improve the policy and practice of using force legally and appropriately. Secretary Julie Jones said, "I would like to thank the Association of State Correctional Administrators for completing this audit on behalf of the Florida Department of Corrections. The information provided in this review reflects the Department's ongoing efforts to increase accountability and safety within our institutions and our goal of becoming a national leader in correctional policy. I look forward to implementing the recommendations provided in this review and further improving and strengthening the operations of this department." The audit took place at Columbia, Dade, Martin, Santa Rosa, Suwannee and Union Correctional Institutions. This use of force audit was requested by DOC in 2014 and is separate from the audit ordered by the Governor in Executive Order 15-134 in July. Auditors selected each facility based on criteria such as the number and nature of use of force incidents, inmate population size, geographical location and predominant custody level. During the review, a team of auditors focused on the following five key areas: use of force policy, facility use of force procedures, facility culture, staffing and security operations. Details: Tallahassee: Florida Department of Corrections, 2015. 83p. Source: Internet Resource: Accessed September 24, 2015 at: http://www.dc.state.fl.us/secretary/press/2015/ASCA%20Use%20of%20Force%20Audit%20(2015).pdf Year: 2015 Country: United States URL: http://www.dc.state.fl.us/secretary/press/2015/ASCA%20Use%20of%20Force%20Audit%20(2015).pdf Shelf Number: 136862 Keywords: Correctional AdministrationCorrections OfficersInmate DisciplinePrison AdministrationPrison GuardsPrisoner Misconduct |
Author: Concert Group Logistics (CGL) Title: Study of Operations of the Florida Department of Corrections Summary: The Office of Program Policy Analysis and Government Accountability (OPPAGA), a joint entity of the Florida Legislature (Legislature), solicited competitive bids in order to award a contract with an independent consultant for a Study of Operations of the Florida Department of Corrections (FDC). The goal of the solicitation process was to fulfill the requirements of Chapter 2015-232, Laws of Florida (also known as Senate Bill 2500-A) passed during a special 2015 session of the Legislature. The bill states: "From the funds in Specific Appropriations 2667 and 2668, $300,000 in nonrecurring general revenue funds is appropriated for the Office of Program Policy Analysis and Government Accountability to contract with an independent consultant to study the operations of the Department of Corrections with regard to the incarceration of inmates. The contractor shall identify both positive and negative aspects of the department's operations and shall prepare a report of its findings, including recommendations for improvements. The report shall be submitted to the Governor, the President of the Senate, and the Speaker of the House of Representatives no later than December 1, 2015." The solicitation sought a consultant to conduct an immediate, thorough, and detailed study of the operations of the FDC with reference to applicable best management practices in the corrections industry. Consistent with the time requirements contained in Senate Bill 2500-A, the final report for this study was required to be submitted no later than November 30, 2015. Details: Tallahassee, FL: Florida Legislature, Office of Program Policy Analysis and Government Accountability, 2015. 178p. Source: Internet Resource: Accessed February 8, 2016 at: http://www.oppaga.state.fl.us/MonitorDocs/Reports/pdf/15-FDC.pdf Year: 2015 Country: United States URL: http://www.oppaga.state.fl.us/MonitorDocs/Reports/pdf/15-FDC.pdf Shelf Number: 137806 Keywords: Correctional AdministrationCorrectional ProgramsCorrections OfficersPrison GuardsPrisonsRisk and Needs Assessment |
Author: Florida. Legislature. Office of Program Policy Analysis & Government Accountability Title: Review of Department of Corrections and Criminal Justice Standards and Training Commission Processes for Correctional Officer Misconduct Summary: Department of Corrections (DOC) correctional officers must obtain certification and maintain good moral character. In instances of alleged misconduct, both DOC and the Florida Department of Law Enforcement's Criminal Justice Standards and Training Commission can be involved in disciplinary actions. The Department of Corrections investigates and disciplines correctional officers for misconduct. When officers have violated certification requirements, the department refers the case to the commission. Commission staff reviewed over 5,300 DOC correctional officer misconduct cases since 2004. Staff referred 54% of these cases for a probable cause hearing; of these, 90% were presented to the commission for disciplinary action. Approximately two-thirds (67%) of the correctional officers disciplined by the commission lost their certification. Although there are three times as many law enforcement officers as DOC correctional officers, the commission hears more correctional officer cases. Over time the commission has added new violations and revised existing penalties and the Legislature has modified the commission's jurisdiction and membership. The Legislature may wish to consider revising the commission's membership again by adding new commission members or changing some positions. As directed by the Legislature, this report describes correctional officer misconduct and discipline in Florida, including an analysis of the number and types of disciplinary actions, the policies related to disciplinary measures against correctional officers, and correctional officer disciplinary practices in other states. Details: Tallahassee, FL: OPPAGA, 2015 (Revised 2016), 20p. Source: Internet Resource: Report No. 15-08: Accessed March 9, 2016 at: http://www.oppaga.state.fl.us/MonitorDocs/Reports/pdf/1508rpt.pdf Year: 2015 Country: United States URL: http://www.oppaga.state.fl.us/MonitorDocs/Reports/pdf/1508rpt.pdf Shelf Number: 138138 Keywords: Correctional AdministrationCorrections OfficersPrison Guards |
Author: O'Brien, Rachel Title: Building a Rehabilitation culture Summary: This report argues that prisons will continue to struggle to rehabilitate offenders unless they are able to develop stronger, more positive links with their communities and economies. The RSA sets out an alternative model of a not-for-profit community prison that would provide custody and rehabilitation services on a single site, bringing back to life unused Moj assets adjacent to existing prisons. It proposed a model where prisoners and ex-offenders would be paid to work in social enterprises. Was there a way to benefit from the innovations and freedoms that can come with private investment and partnership, but with the ethical constraints and focus of the public and voluntary sector? We were struck by the fact that the work of prison officers and the service was largely invisible or misunderstood by the public. Whereas people would defend the NHS and schools and believed they understood health and education services, the prison service is something that happens 'out of sight', and is largely ignored, until something goes wrong. Yet in polls the public put crime at the top of their concerns. What kind of approach would better involve people, communities, and employers in helping prisons to do the work that we ask of them? These questions and more will inform the study the RSA is undertaking as we assess the potential for taking the Transitions idea to the next stage and is working with a public prison in East Yorkshire to this end. Since publication of its original 'vision' pamphlet in 2011, the RSA has secured funding to undertake a major feasibility study throughout 2013. Details: London: RSA, 2014. 56p. Source: Internet Resource: Accessed May 11, 2016 at: https://www.thersa.org/discover/publications-and-articles/reports/building-a-rehabilitation-culture/ Year: 2014 Country: United Kingdom URL: https://www.thersa.org/discover/publications-and-articles/reports/building-a-rehabilitation-culture/ Shelf Number: 138967 Keywords: Correctional ProgramsCorrections OfficersPrison GuardsPrison ProgramsPrisoner RehabilitationPrisoners |
Author: Willison, Janeen Buck Title: Creating and Measuring a Healing Environment in the Virginia Department of Corrections The National Institute of Corrections' Norval Morris Workforce Initiative: Wave 2 Findings Summary: This report presents early findings from the Virginia Department of Corrections' (VA-DOC) Healing Environment Initiative (HEI), which is designed to inspire staff toward excellence, foster positive behavior change among people housed in Virginia's prisons, and promote safer communities. Analyses of two waves of surveys of over 6,300 VA-DOC staff indicate that leadership development coupled with training on effective communication techniques positively influence workplace culture, and staff are more optimistic about their role in creating a dynamic, ethical, positive workplace. However, staff views of the HEI vary by level and agency, with supervisors viewing the HEI more favorably than frontline staff, and community corrections staff rating the HEI more positively than prison staff. Staff in higher security prisons question the feasibility of the HEI. Details: Washington, DC: Urban Institute, 2014. 43p. Source: Internet Resource: Accessed June 24, 2017 at: http://www.urban.org/sites/default/files/publication/91411/nm_wave_2_brief_createmeasure_hei.pdf Year: 2014 Country: United States URL: http://www.urban.org/sites/default/files/publication/91411/nm_wave_2_brief_createmeasure_hei.pdf Shelf Number: 146357 Keywords: Corrections OfficersPrison GuardsPrison StaffPrisoner RehabilitationPrisons |
Author: Muntingh, Lukas Title: Understanding impunity in the South African law enforcement agencies Summary: This paper analyses the underlying structural and functional reasons for de facto impunity in South African law enforcement with specific reference to the South African Police Service (SAPS) and the Department of Correctional Services (DCS). While the legislative framework presents no major obstacles to holding state officials accountable for gross rights violations, it remains a rare event that officials are prosecuted and convicted for assault, torture and actions resulting in the death of criminal suspects and prisoners. The paper argues that the reasons for prevailing impunity in respect of rights violations perpetrated by state officials are found across a broad spectrum. These relate firstly to South Africa's historical development and in particular the security forces inherited by the Government of National Unity (GNU) in 1994. The failure by the National Prosecuting Authority (NPA) to prosecute apartheid-era perpetrators of rights violations following the Truth and Reconciliation Commission (TRC) set a particular benchmark that left victims frustrated and, more importantly, a prosecutorial approach tolerant of rights violations. Important legal and policy developments in the police and prison system faltered in material ways and this further undermined accountability. Post-1994 governments' response to or lack thereof, in respect of obligations under international human rights law and treaty monitoring bodies left much to be desired, thus further strengthening a perception that the state is not accountable. At the functional level it is argued that the state has failed to regard the high incidence of rights violations as a systemic problem and rather opted to focus on managing the media fall-out when high profile violations surface. The manner in which the NPA has dealt with rights violations perpetrated by law enforcement officials clearly indicate that it is reluctant to prosecute, but it has also not been called to account for this trend and explain the reasons why recommendations by oversight structures to prosecute are in the overwhelming majority of cases not followed. Impunity is also enabled by the erratic enforcement of the internal disciplinary codes in SAPS and DCS. Statistics show great variation from year to year, indicative that managers in these two departments do not enforcement discipline in a consistent manner. With reference to designated oversight structures, it is observed that recommendations to these two departments are seldom followed. This is particularly the case with SAPS and the Independent Complaints Directorate (ICD). Civil litigation against the two departments in respect of rights violations result in substantial costs to the tax payer, yet the two departments have not regarded this as the result of systemic problems and opted to contest these claims individually. As a result of de facto impunity, law enforcement is increasingly suffering from a legitimacy crisis and public confidence in these institutions are probably at all-time low. To address impunity it is required that transparency and accountability be strengthened to ensure that the transformative ideals of the Constitution are realised. Details: South Africa: Civil Society Prison Reform Initiative (CSPRI) c/o Community Law Centre, 2013. 59p. Source: Internet Resource: Accessed August 4, 2017 at: http://acjr.org.za/resource-centre/understanding-impunity-in-the-south-african-law-enforcement-agencies Year: 2013 Country: South Africa URL: http://acjr.org.za/resource-centre/understanding-impunity-in-the-south-african-law-enforcement-agencies Shelf Number: 146703 Keywords: Corrections OfficersHuman Rights AbusesLaw EnforcementPolice AccountabilityPolicingPrison GuardsPrisons |
Author: Ferdik, Frank Valentino Title: Correctional Officer Safety and Wellness Literature Synthesis Summary: Correctional officers (COs) play a pivotal role within the wider prison system as they are tasked with numerous responsibilities designed to ensure that their respective facilities are operating efficiently. As the front-line bureaucrats of the prison institution (Lipsky, 2010), COs are charged with supervising the activities of inmates, enforcing rules and regulations, affording offenders access to social services, and perhaps most importantly, maintaining order (Crawley, 2004; Kauffmann, 1989). They are also tasked with responding to administrative demands; searching cells for drugs, weapons, and other contraband; and intervening to resolve potentially violent disputes among inmates (Bureau of Labor Statistics, 2013). COs play such a fundamental role in the functioning of any prison system that Archambeault and Archambeault (1982) remarked that officers "represent the single most important resource available to any correctional agency" (p. 72). Recent scholarship has suggested that COs work under dangerous conditions that can threaten their general safety and wellness. Following several legislative reforms that started in the 1970s and included "get tough on crime" policies such as mandatory minimum sentences and habitual offender laws (Mackenzie, 2001), correctional institutions experienced dramatic changes in the composition of the inmate population. Not only did the total number of incarcerated offenders skyrocket from roughly 300,000 to more than 1.5 million between 1975 and 2013, but the percentage of offenders imprisoned for violent crimes increased from about 40 percent in 1985 to more than 60 percent by 2013 (Walmsley, 2013). Although incarceration rates have declined in recent years, the modern-day CO is still required to interact with and supervise individuals in a dangerous environment (Glaze & Kaeble, 2014). Details: Washington, DC: U.S. National Institute of Justice, 2017. 36p. Source: Internet Resource: Accessed August 7, 2017 at: https://www.ncjrs.gov/pdffiles1/nij/250484.pdf Year: 2017 Country: United States URL: https://www.ncjrs.gov/pdffiles1/nij/250484.pdf Shelf Number: 146762 Keywords: Correctional AdministrationCorrections OfficersPrison Guards |
Author: Brower, Jaime Title: Correctional Officer Wellness and Safety Literature Review Summary: Health and wellness among those who work in correctional agencies is an issue that has always existed, but is just starting to get the increasing attention that it deserves. One of the greatest threats to correctional officer (CO) wellness involves the stress they encounter as a result of their occupation. This document reviews the body of literature on the causes and effects of stress for COs, and describes the available research on CO wellness programs and their effectiveness. Sections cover: sources of correctional officer stress-inmate-related stressors, occupational stressors, organizational and administrative stressors, psycho-social stressors, and stressors unique to supervisors and female correctional officers; the effects of stress - impact on work environment and the correctional agency, impact on the physical and mental health of Cos, and the impact on their home life; and correctional officer wellness programs and their effectiveness - gaps in CO wellness programs, Employee Assistance Programs (EAPs), peer support programs, and wellness programs designed specifically for COs. Details: Washington, DC: U.S. Department of Justice, OJP Diagnostic Center, 2013. 32p. Source: Internet Resource: Accessed August 7, 2017 at: https://www.ojpdiagnosticcenter.org/sites/default/files/spotlight/download/CorrectionalOfficerWellnessSafety_LitReview.pdf Year: 2013 Country: United States URL: https://www.ojpdiagnosticcenter.org/sites/default/files/spotlight/download/CorrectionalOfficerWellnessSafety_LitReview.pdf Shelf Number: 146770 Keywords: Corrections OfficersOccupational StressPrison Guards |
Author: Western Australia, Office of the Inspector of Custodial Services Title: Assaults on staff in Western Australian prisons Summary: On any given day, there are over 5000 prisoners in Western Australia and the majority are there because of violent or high risk behaviour in the community, often associated with health and social issues. This means that prison staff face significant challenges on a daily basis. Positively, despite the potential risks, this review found that assaults on prison staff are relatively infrequent and that serious violence is rare. These findings indicate that staff who work in prisons are often skilled in dealing with volatile situations, including where prisoners are agitated or distressed, or during high risk activities such as escorts or restraints. This is a tribute both to the staff and to the Department of Corrective Services as a whole. However, the nature and circumstances of the assaults hold some learning opportunities and challenges. This report identifies a number of factors that contribute to assaults on staff and makes a series of recommendations designed to improve safety. Rates of assault Across the state, there were 414 recorded incidents of staff assault during the five years covered by this review, an average of 7 to 8 assaults per month. Obviously, staff safety is a high priority, and every assault is of concern, but the figures need to be placed in the context of the total imprisonment rate: each month our prisons hold prisoners for more than 150,000 'prisoner days'. The figures also need to be placed in the context of what is being recorded, a point well illustrated by data from September 2013. That month, there was a distinct spike in assaults, with 24 recorded cases, three times more than the average. However, almost a third of these assaults were committed by the same woman, in three incidents, over two days at Bandyup Women's Prison. Two mornings in a row, she threw her breakfast at a staff member, each incident constituting an assault. The third incident occurred later on the second day. She was under escort after a visit to a mental health nurse and lashed out at staff, punching, scratching and kicking them. Five staff members sustained scratches and bruises and because there were five victims, five assaults were recorded. This illustrates how quickly the assault rate can rise based on the behaviour of certain individuals or the presence of multiple staff in a single incident. It also shows that generalised counts and records do not reflect the particular circumstances in which assaults occur or the type of behaviour involved. Serious, targeted violence towards staff is rare. 'Serious assaults' are defined by the Department of Corrective Services as assaults where physical injuries are sustained requiring ongoing medical treatment or overnight hospitalisation. There were 22 serious assaults over the five year period covered by this review, an average of one per quarter. Details: Perth, Western Australia : Office of the Inspector of Custodial Services, 2014. 63p. Source: Internet Resource: Accessed September 7, 2017 at: http://www.parliament.wa.gov.au/publications/tabledpapers.nsf/displaypaper/3912001a7310a896b06645fa48257d550029f34b/$file/2001.pdf Year: 2014 Country: Australia URL: http://www.parliament.wa.gov.au/publications/tabledpapers.nsf/displaypaper/3912001a7310a896b06645fa48257d550029f34b/$file/2001.pdf Shelf Number: 147157 Keywords: Corrections OfficersPrison GuardsPrison ViolencePrisons |
Author: Knight, Peter Title: Prison Service Pay Review Body. Sixteenth Report on England and Wales, 2017. Summary: Her Majesty's Prison and Probation Service (HMPPS) is responsible for adult and young offender management services for England and Wales within the framework set by the government. It is an Executive Agency of the Ministry of Justice. The agency currently manages Her Majesty's Prison Service and the National Probation Service. In addition, it oversees privately run prisons and Community Rehabilitation Companies. Its role is to commission and provide offender management services in the community and in custody, ensuring best value for money from public resources. It works to protect the public and reduce reoffending by delivering the punishments and orders of the courts, and supporting rehabilitation by helping offenders to reform their lives. On 31 March 2017, the prisoner population across both the public and private sector estates was 85,513, 0.2 per cent higher than a year earlier. HMPPS paybill costs relating to the remit group in 2015-16 were approximately $1 billion (including social security and other pension costs). At the end of March 2017, there were 23,865 full-time equivalent staff in our remit down from 24,034 a year earlier (a decrease of 0.7 per cent). Our recommendations for 2017 are: Recommendation 1: We recommend that from 1 April 2017 the Fair and Sustainable National Bands 2 to 5 base pay points and all their closed grade equivalents be raised by 400 as set out in Appendix D. This award would be consolidated and pensionable for all staff on these scales. Recommendation 2: We recommend that from 1 April 2017 the Fair and Sustainable National Band 2 be changed to be a two point pay scale with the maximum set at $400 above the 1 April 2016 base pay level and the new minimum set at a level where staff will receive a fve per cent increment when moving to the maximum, as set out in Appendix D. Recommendation 3: We recommend that all staff in Fair and Sustainable Bands 2 to 5 who are in post on 31 March 2017 progress by one pay point effective from 1 April 2017, unless they have been placed on formal poor performance management procedures. Recommendation 4: We recommend that staff in Fair and Sustainable Band 5 who are in post on 31 March 2017 and achieve a performance marking of 'Outstanding' receive an additional one per cent non-consolidated, non-pensionable pay award based on their 31 March 2017 base pay. Recommendation 5: We recommend that the National maxima and minima of Fair and Sustainable Bands 7 to 11 be raised by one per cent from 1 April 2017, as set out in Appendix D. This change to the ranges should have no automatic effect on an individual's pay. Recommendation 6: We recommend that the closed operational manager scales (including the full range of non-Fair and Sustainable scales or spot rates equivalent to Bands 7 to 11) and the cash amount of RHA which applies are raised by one per cent from 1 April 2017, as set out in Appendix D. This will deliver an increase to consolidated, pensionable pay of one per cent. Recommendation 7: We recommend that staff in Fair and Sustainable Bands 7 to 11 who are in post on 31 March 2017 and achieve a performance marking of 'Outstanding' receive consolidated pay progression of six per cent effective from 1 April 2017, capped at the new 2017 Band maximum. In addition, we recommend that staff in Bands 7 to 11 who are within six per cent of the maximum, or at the maximum, should receive the balance of the six per cent as a non-consolidated, non-pensionable payment, capped at two per cent of base pay. Recommendation 8: We recommend that staff in Fair and Sustainable Bands 7 to 11 who are in post on 31 March 2017 and achieve a performance marking of 'Good' receive consolidated pay progression of four per cent effective from 1 April 2017, capped at the new 2017 Band maximum. Any staff who would be paid less than the minimum of their pay range after progression has taken place should be moved to the new 2017 Band minimum. Details: London: Office of Manpower Economics, 2017. 84p. Source: Internet Resource: Accessed September 13, 2017 at: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/644118/CCS207_CCS0817863080-1_Prison_Service_Pay_Review_Web_Accessible.pdf Year: 2017 Country: United Kingdom URL: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/644118/CCS207_CCS0817863080-1_Prison_Service_Pay_Review_Web_Accessible.pdf Shelf Number: 147237 Keywords: Correctional AdministrationCorrectional SalariesCorrections OfficersCosts of CorrectionsPrison GuardsPrisons |
Author: Nolan, Amanda Title: An Assessment of the Women-Centred Training Orientation Program (WCTOP) Summary: The Correctional Service of Canada's (CSC) Women Offender Sector (WOS) delivers the Women-Centred Training Orientation Program (WCTOP) to all Primary Workers/Older Sisters (CX-02 deployments, recruits, or promotions) and all Behavioural Counsellors who will be working in women offender institutions. The objective of the WCTOP is to provide staff who work with women offenders an understanding of what it means to be women-centred with women and gain knowledge on the specific needs of women offenders. More specifically, the goals of the training program are to equip staff with an understanding of women offender issues and the principles of Creating Choices, the policies and procedures related to working with women, and the ability to set boundaries and recognize the balance between safety and security and the empowerment and reintegration of women offenders. Although WCTOP is considered to provide valuable information to staff on the specific needs of women offenders, the effectiveness and perceived benefit of the training has yet to be assessed. Accordingly, the current project was an assessment of the 10-day WCTOP. Using participant and facilitator feedback on training, pre- and post-training knowledge questionnaires, and a followup knowledge retention and application survey, the current study assessed the training implementation and effectiveness. With respect to knowledge presentation, facilitators and participants found the way in which the training was presented to be effective. Facilitators found the role play exercises to be of particular value, while the participants found effective communication, the women-centred approach, and Aboriginal cultural awareness to be of most value. Areas for possible improvement included organization of content and pertinent/useful materials. Participants considered the session on 'Aboriginal culture awareness' to be the most useful, while the session on 'Personal and team issues' was considered to be the least useful. In terms of knowledge retention, participants' average scores on the knowledge assessment questionnaire increased from 63% to 79% pre- to immediately and 8-months post-training. Survey results completed by 31 staff members at 8-months post-training found that the majority considered the WCTOP training to be at least "moderately helpful" in completing their job duties working with women offenders. In terms of knowledge application, the training sessions most applied by staff were 'empowerment, meaningful and responsible choices as well as respect and dignity', 'health, self-injury, and suicide', 'conflict theory and communication skills', and 'supportive environment and shared responsibility'. As a whole, WCTOP has met its objectives of increasing knowledge and awareness of the policies and procedures that govern women offenders. In addition, participants demonstrated an understanding of women offender issues and the principles of Creating Choices Details: Ottawa: Correctional Service of Canada, 2017. 53p. Source: Internet Resource: 2017 No. R-385: Accessed october 19, 2017 at: http://publications.gc.ca/collections/collection_2017/scc-csc/PS83-3-385-eng.pdf Year: 2017 Country: Canada URL: http://publications.gc.ca/collections/collection_2017/scc-csc/PS83-3-385-eng.pdf Shelf Number: 147738 Keywords: Corrections OfficersCorrections TrainingFemale InmatesFemale OffendersGender-Based ProgramsPrison GuardsWomen Offenders |
Author: Darke, Sacha Title: Managing without Guards in a Brazilian Police Lockup Summary: Brazilian prisons are typically crowded and poorly resourced, yet at the same time may be active places. Of particular interest to the sociology of prisons is institutional reliance on inmate collaboration and self-ordering, not only to maintain prison routines, but in the most lowly-staffed prisons security and prisoner conduct as well. This article explores the roles played by inmates in running one such penal institution, a men's police lockup in Rio de Janeiro. At the time of research the lockup had over 450 prisoners, but just five officers. Both on and off the wings inmates performed janitorial, clerical and guard-like duties, mostly under the supervision not of officers but other prisoners. The lockup appeared to be operating under a relatively stable, if de facto and provisional order, premised in common needs and shared beliefs, and maintained by a hierarchy of prisoner as well as officer authority. Details: London: University of Westminster, School of Law, 2014. 15p. Source: Internet Resource: U. of Westminster School of Law Research Paper No. 13-10: Accessed November 17, 2017 at: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2368781 Year: 2014 Country: Brazil URL: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2368781 Shelf Number: 148216 Keywords: Prison GuardsPrisonersPrisons |
Author: Barry, Colette Title: Encountering Death in the Prison; An Exploration of Irish Prison Staff Experiences, Emotions and Engagements With Support. Summary: This thesis examines prison staff experiences of the deaths of prisoners in custody. It explores staff accounts of their encounters with prisoner deaths, their emotional responses to these incidents and their engagement with support in the aftermath of their experiences. This thesis represents the first Irish research focused exclusively on prison staff encounters with prisoner deaths. In so doing, it illuminates Irish prison staff practices, sensibilities and traditions. Despite increasing scholarship on the working lives and traditions of prison staff, and greater awareness arising from a small number of studies of staff experiences of prisoner suicide, there remains little research exploring prison staff encounters with prisoner deaths. This thesis seeks to address this gap by presenting an exploration of Irish prison staff experiences of prisoner deaths in custody. It also builds on existing research by offering the first account of prison staff encounters with prisoner deaths by examining causes of death in addition to that of suicide. A qualitative research design is employed, consisting of in-depth semi-structured interviews with 17 serving and retired Irish prison staff who have experienced a death in custody. This thesis charts the chronology of participants' encounters with prisoner deaths, analysing their accounts of the emergency response to deaths in custody before moving to consider the immediate and long-term aftermath of these incidents in individual and institutional contexts. The thesis finds that the norms of solidarity and insularity, identified in the extant prison work literature as central tenets of the occupational culture of prison staff, direct staff responses and attitudes in these situations. The findings highlight participants' perceptions of blame and concerns about a risk of personal liability in shaping their perspectives on prisoner deaths, the prisoner population and the prison authorities. This thesis additionally contends that a death in custody calls upon staff to not only manage the incident, but also their own emotional reactions and vulnerabilities. Shared expectations regarding the management of emotional responses to prisoner deaths promote the necessity of concealing post-incident vulnerabilities inside the prison. The thesis argues that the implications of involvement with a death in custody can often find life beyond the boundaries of the prison walls. Details: Dublin: Dublin Institute of Technology, 2017. 410p. Source: Internet Resource: Dissertation: Accessed may 11, 2018 at: https://arrow.dit.ie/appadoc/77/ Year: 2017 Country: Ireland URL: https://arrow.dit.ie/appadoc/77/ Shelf Number: 150164 Keywords: Corrections OfficersDeaths in CustodyPrison GuardsPrisoner Deaths |
Author: Chenault, Scott Title: An Ethnographic Examination of Correctional Officer Culture in a Midwestern sTate Summary: Over the years volumes of research have been conducted in the field of corrections. However, relatively little of this research focuses on correctional officers, and virtually none focuses on correctional officer culture. I address this gap in the research by conducting an ethnography of correctional officers in a Midwestern state. My use of ethnographic methods allowed me to observe correctional officer culture first hand. Specifically I examine the dominant values and beliefs of correctional officer culture, the process of acculturation new recruits experience, and the impact that acculturation has on individuals who become correctional officers. Details: Omaha: University of Nebraska, 2010. 241p. Source: Internet Resource: Dissertation: Accessed June 7, 2018 at: https://corrections.nebraska.gov/sites/default/files/files/46/chenault_2010_2.pdf Year: 2010 Country: United States URL: https://corrections.nebraska.gov/sites/default/files/files/46/chenault_2010_2.pdf Shelf Number: 150505 Keywords: Correctional AdministrationCorrections OfficersJob SatisfactionJob StressPrison Guards |