National Institute of Corrections (NIC) (Washington DC)
A comprehensive reference that provides guidance in the provision of health services to inmates is presented. This manual contains the following chapters: introduction; historical overview -- the movement to improve correctional health care; legal considerations in the delivery of health care services in prisons and jails; ethical considerations and the interface with custody; the organizational structure of correctional health services; staffing considerations; health care delivery system model; programming for special health needs; women's health needs and services; health promotion and disease prevention; planning correctional health facilities; data management and documentation; improving the quality of correctional health care; cost considerations -- financing, budgeting, and fiscal management; and conclusions and future issues. Appendixes provide: Health Summary for Classification; sample organizational structure charts; coverage factor calculation summary; comparative analysis of health care standards in prisons and jails; sample health record forms; matrix for special health needs; sample mental health policies; NCCHC's "Position Statement on the Administrative Management of Inmates With HIV-Positive Test Results or AIDS"; sample clinic/infirmary equipment list; sample quality improvement policy and guidelines; cost-comparison tables; and about the NCCHC.
This guide "is specifically designed to empower each Correctional Industries organization, no matter the size or structure, to design and implement its program with an emphasis on maximizing system impact. The model supports implementing effective strategies through the context of work. The results are focused on increasing an individual’s success after release. The model provides a holistic approach to evaluating where you are and how to proceed with recommendations based on promising and evidence-based practices. Implementing this model will result in long-term sustainability for the organization and reduced recidivism for the system. It will develop a culture of offender development and employability, preparing an individual for gainful attachment to the workforce."
"The guide was developed using a systems approach to achieve the following: Reduce Recidivism; Increase Public Safety; Improve Offender Success; Ensure Sustainability; [and] Enhance Operations."
Access is provided to the following sections: About This Guide--systems thinking and focus, why a correctional industries program should use this model, components at a glance, the journey begins, and a glossary of terms; Components—incorporate strategic planning, maintain financial sustainability, recruit/develop/retain staff, engage stakeholders, replicate private industry environment, implement certificate based soft skills training, provide certified technical skills training, maximize offender job opportunities, create a culture of offender employment readiness and retention, and provide post release employment services; and Resources—studies, articles and reports, and websites.
Correctional Industry programs contribute to the successful reentry of offenders by providing a structured environment for participants to learn the skills needed to obtain and retain post-release employment. Guided by evidence-based practices, Correctional Industries distinguishes itself by providing services that make an impact in reducing inmate recidivism. See how they make a significant difference in the lives of the offender population they serve and hear from national experts, correctional practitioners, and former offenders about the promising and evidenced-practices that impact recidivism.
At the conclusion of this program broadcast on October 5, 2011, participants will be able to: describe the evolution of Correctional Industries from “producing quality products” to “developing individuals who produce quality products”; explain how the incorporation of evidence-based practices helps improve program outcomes; identify how Correctional Industries provides offenders with the skills they need to successfully obtain and retain post-release employment; and identify evidence-based training opportunities that promote professional growth and development.
A job profile for an Internal Affairs Investigator in state operated adult correctional facilities is provided. This report contains these sections: executive summary; introduction; overview of the DACUM job analysis; DACUM job analysis results for Correctional Internal Affairs Investigators; top training tasks for new and veteran Internal Affairs Investigators in the Kentucky Department of Corrections; comparing Correctional Investigator training needs with the Prison Rape Elimination Act (PREA); PREA Training Topic Exercise; and focused conversation. Appendixes include: a detailed overview of the DACUM job analysis process; PREA Subject Matter Expert Review of Investigator Job Profile; knowledge, skills, traits exercise; and Department of Corrections DACUM Job Analysis Chart.
This program will assist participants with succession planning, provide a framework for developing appropriate training curricula, target external resources needed for staff development, and help participants create a strategy for both personal and professional staff development. The presentation focuses on the core competencies applicable to corrections professionals working at executive, senior level, manager, and supervisory levels. The program content is appropriate for those working in jails, prisons, and community corrections agencies.
Characteristics that result in the best performance of correctional managers and supervisors are identified along with key skills, knowledge, and attributes of effective and successful leaders which are then linked to a set of specific behaviors. This manual includes an executive summary and the following chapters: managerial profiles; ethics and values; interpersonal relationships; oral and written communication; motivating others; developing direct reports; managing conflict; team building; collaboration; problem solving and decision making; strategic thinking; managing change; program planning and performance assessment; and the criminal justice system.
Religious programming issues are discussed. Topics briefly covered include: what is the practice of religion in corrections today; the reality of conversion; the role of the chaplain and religious program and how it relates to the agency's mission; recruitment, training, and supervision of chaplains; legal issues and religious programming -- constitutional issues and statutory changes; the interplay of religious programming and other correctional functions programs; working with religious volunteers; innovative approaches to religious programming; and action steps.
This program focuses on the importance of staff wellness in a correctional environment. Topics discussed include:
- Mental and physical health;
- Substance abuse;
- How to recognize and manage stress in the workplace;
- Stress-related symptoms;
- And staff support resources.
Staff is the life blood of any agency and its most valuable resource. Their wellness is paramount to organizational health and mission effectiveness. What can individuals and organizations do to identify issues commonly associated with corrections stress and cultivate a climate of staff resilience and agency health, stability and excellence?
During this broadcast, we will: Acknowledge the effects and consequences of corrections stress on staff and the organization; Identify commonly referenced terminology that informs the discussion of corrections stress; Explore the context and continuum of stress within the corrections profession; Discuss research and knowledge focusing on corrections stress that effects the individual and organizational culture; Present proactive strategies to identify and address cumulative effects and consequences of corrections stress; Describe individual and organizational strategies to build and maintain a healthy workforce; Discuss proactive tools and resources for both individuals and organizations; [and] Provide individual and organizational resources to promote and support a healthy workforce.
This broadcast will answer the following questions: Why is corrections stress an issue we need to address? What are characteristics of corrections stress? What does it look and sound like? What are distinguishing features of corrections stress within institutional and community settings? How do you build awareness of this issue for yourself and your organization? How do you address the problems and effects associated with corrections stress? What are strategies to deal with stressors? How can leadership introduce this issue within the agency? Who needs to be at the table to discuss it? What resources are available to you and your organization to address this issue? Are you taking advantage of them? What are tools and strategies for engaging and connecting directly with your community stakeholders? What positive steps can you take to make a difference personally and within your organization regarding corrections stress?"
This document highlights Vermont’s Workforce Development Program. Male participants that successfully completed the program lowered their reincarceration rate from 74% to 59% at six months following release, females lowered their rate from 63% to 38%. Topics discussed include:
- Creating a unique workforce culture
- Habits of Mind curriculum
- Workplace application
- Evidence of effectiveness
- Program replication
- Future of the program
- Program costs