Susan W. McCampbell
This guide "explores current and future workforce challenges facing community corrections" (p. xiii). Chapters contained in this guide are: rationale -- why now?; organizational culture -- moving from a "workplace" to a place where people want to work; recruitment -- looking in the right places for the right people; retention -- keeping the right people in the right places; and strategies for success -- getting started.
The process by which it was determined what knowledge, skills, and abilities jail leaders should have in order to be successful at their jobs is explained. Those 22 identified competencies are described in detail. Sections of this report include: introduction; overview of the literature review; Advisory Committee deliberations; subsequent refinements; focus group sessions at national conferences; drilling-down to the KSAs; methods; outcomes for the core competencies and related charts; and summary and conclusions. It should be noted that “that the individual components of KSAs are so interrelated that one cannot occur without the other” (p. 18).
A curriculum to address the needs of those who investigate allegations of staff sexual misconduct is presented. The following sections are contained in this manual: defining staff sexual misconduct and an overview of the national scope; legal considerations; institutional culture and staff/inmate dynamics; proactive investigative framework; responding to allegations; and activity booklet and action planning.
Tools to assess an organization and implement strategies to prevent staff sexual misconduct in a jail setting are provided. The following sections comprise this document: introduction; using this guide; how to know if an agency needs a policy -- what staff sexual misconduct is, definitions, red flags, and writing policies and procedures; and agency triage -- administrative and management practices, security and supervision, investigations, and inmate programming.