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Personnel management

Two main topics are addressed in these proceedings -- jail statistics from the Bureau of Justice Statistics (BJS) and employee-related issues. Contents include: meeting highlights; opening session -- defining the issues of importance to Large Jail Network members; understanding and using the data and resources of the BJS; personal relations among employees; staff sexual misconduct with inmates; announcements by meeting participants; employees with mental health problems; utilizing staff effectively -- management structures, promoting working relationships and avoiding barriers.

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A guide "developed to enhance the leadership skills, knowledge, and capabilities of jail administrators on issues of basic jail administration" is presented (p. v). Fourteen chapters comprise this guide: introduction; role, purpose, and characteristics of the jail; administration; facilities; staffing and scheduling; staff recruiting, selection, and retention; staff training; security, safety, and emergency preparedness; inmate behavior management; inmate discipline and grievance; special management; inmate services and programs; jail intake and release; and getting started on the job. Sixteen checklists allow administrators to assess performance and effectiveness of jail operations.

Resource Guide for Jail Administrators Cover

The Responding to Sexual Abuse of Inmates in Custody: Addressing the Needs of Men, Women, and Gender Nonconforming Populations curriculum covers the national Prison Rape Elimination Act (PREA) standards and implications for preventing and addressing sexual abuse of of men, women, and gender nonconforming inmates.

Following are the goals of the training:

  • Review the applicable PREA standards for responding to sexual abuse in custody and their gender impact.
  • Review the dynamics of custodial sexual abuse for men, women, and gender nonconforming populations. Identify the components of human sexuality and institutional culture and their impact on sexual abuse of inmates.
  • Discuss immediate and long-term medical and mental health care needs of inmate victims of sexual abuse.
  • Identify legal, investigative, and other implications of responding to custodial sexual abuse.
Training Curriculum: Responding to Sexual Abuse of Inmates in Custody: Responding to the Needs of Men, Women and Gender Non-Conforming Populations Cover

"Rastafarians are named after Ras (Prince) Tafari, Selassie’s title before being crowned Emperor in 1930. The movement later was influenced by Jamaicans. There are estimates that there are as many as one million adherents to the religion worldwide. In the U.S., most adherents are African-Americans. Rastafarians engage in the spiritual use of cannabis, wear their hair in dreadlocks and are generally opposed to cutting their hair. The Ital vegetarian diet is one of the main tenets of the Rastafari movement. Those who adhere to it abstain from all meat and flesh whatsoever, asserting that to touch meat is to touch death. Some Rastafarians, however, do eat some meat nevertheless, but no pork or shellfish" (p. 201). This article covers legal issues associated with Rastafarian staff and inmates and provides suggestions for addressing these challenges. Sections of this publication include: introduction; Rastafarian employees; Rastafarian inmates; and suggestions to consider.

Rights of Rastafarian Employees and Inmates Cover

An integrated series of steps that result in a comprehensive and innovative staffing plan is presented. The staffing analysis process involves: jail profiling; net annual work hours calculation; development of a facility activity schedule; staff coverage plan development; completion of a staff summary; schedule development; evaluation, revision, and improvement of the plan; operational costs calculation; report preparation; and implementation of the plan and monitoring of the results. Appendixes include: glossary; methods of optimizing staff resources; the myth of staff-to-inmate ratios; sample forms; and how to convert net annual work hours to relief factor.

Staffing Analysis Workbook for Jails Cover

Participants will assess their personal leadership styles and set specific goals for a career development plan during this 36-hour course. Five sections comprise this manual: leadership -- self-mastery, network relationships, and positive politics; our dragons -- feedback; relationships, power, and leadership; expanding our world view -- learn, change and grow; and returning renewed and refreshed.

Supervisory Leadership Cover

“Because there are significant policy implications associated with compressed workweeks in law enforcement, there is a great need for an examination of both current national practices with regard to CWWs [compressed workweeks] in law enforcement, as well as the impact of such schedules on performance and safety, health, quality of life, sleep, fatigue, and extra-duty employment (i.e., overtime and off-duty work). In this report, we aim to address this gap by providing both the results of the first comprehensive, randomized experiment of the effects of shift length in policing, as well as descriptive data on current shift practices and trends” (Executive Summary p. 2). Findings reveal that there are no significant differences between 8-, 10-, and 12-hour shifts in regards to work performance, health, or family-work conflict. Those working 10-shifts did comment that they got more sleep and felt they had a better quality of work life than with an 8-hour shift. Those working 12-hours reported more sleepiness and less alertness than working 8-hours. The 10-hour shift appears to be the best option for agencies wanting to go to a CWW.

The Impact of Shift Length in Policing on Performance, Health, Quality of Life, Sleep, Fatigue, and Extra-Duty Employment Cover

While this research focused on policing, the results are applicable to correctional settings. “The Police Foundation experiment was designed to test the impacts of three shift lengths (8-, 10-, and 12-hour) on performance, health, safety, quality of life, sleep, fatigue, alertness, off-duty employment, and overtime among police … The study found some distinct advantages of 10-hour shifts and identified some disadvantages associated with 12-hour shifts that are concerning. It is important that agencies implement strategies and policies that are evidence based, and the findings of this study provide important information for law enforcement leaders and other policy makers to consider when examining both the most efficient and effective practices for their agency, as well as the safety and quality of life of their personnel and the public they serve.” The following resources can be found here: podcasts regarding the Shift Length Experiment; “The Shift Length Experiment: What We Know About 8-, 10-, and 12-Hour Shifts in Policing” by Karen L. Amendola, David Weisburd, Edwin E. Hamilton, Greg Jones, and Meghan Slipka; “An Experimental Study of Compressed Work Schedules in Policing: Advantages and Disadvantages of Various Shift Lengths” by Amendola, Weisburd, Hamilton, Jones, and Slipka; “The Impact of Shift Length in Policing on Performance, Health, Quality of Life, Sleep, Fatigue, and Extra-Duty Employment” by Amendola, Weisburd, Hamilton, Jones, and Slipka; “Trends in Shift Length: Results of a Random National Survey of Police Agencies by Amendola, Slipka, Hamilton, and Michael Soeberg; and “Law Enforcement Shift Schedules: Results of a 2005 Random National Survey of Police Agencies” by Amendola, Hamilton, and Laura A. Wyckoff.

The Shift Length Experiment: What We Know about 8-, 10-, and 12-hour Shifts in Policing Cover

"Protecting employees against workplace harassment is an important obligation of law enforcement and correctional agencies as employers. Harassment is a corrosive element in an agency’s functioning, can undermine morale, and unfairly subjects hard-working employees to daily torments that add to the burdens and responsibilities that they have to cope with to effectively do their job. Additionally, as has long been clear, workplace harassment on the basis of sex or race, as well as other protected categories, is illegal and can lead to lawsuits and substantial damage awards" (p. 201). Employer liability resulting from sexual harassment perpetrated by a supervisor is explained. Part 1 addresses: harassment as in general by a supervisor; Supreme Court definition of a supervisor; quid pro quo sexual harassment; hostile environment; and same sex and sexual orientation harassment. Part 2 covers: racial harassment; other forms of harassment; suggestions to consider; and additional resources for information.

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Beginning in the late 1990’s, the National Institute of Corrections (NIC) Information Center began scanning social, economic, and corrections issues to inform the development of training programs and services offered by NIC. This report, now in its twelfth edition, and renamed from the Environmental Scan to the Corrections Environmental Scan, has continued to evolve into a popular tool that corrections practitioners use to inform their work in jails, prisons, and community corrections. Because there are many issues beyond what is addressed in this environmental scan that will potentially influence corrections, this report is intended to give a broad overview of selected current and anticipated trends and not to be comprehensive in scope. The methods for selecting articles, reports, and other materials was based on a scan of news sources, websites, and corrections-specific publications. As part of the ongoing work of the NIC Information Center in supporting the work of corrections professionals, staff regularly monitors reports and publications from state, national, global, and independent sources. The report is arranged with the topics: population, demographics, economy, workforce, technology, substance abuse and mental health, healthcare, and crime and recidivism statistics. Each section gives a summary of trends and developments in corrections, and includes national and global perspectives. A new feature debuts the new NIC website and highlights the State Statistics Information page. This web page provides lists of resources related to local, state, and federal statistics displayed to help you see the current state of the corrections industry as of the last set of reported data.


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