Training in corrections
This 2-hour program in a town hall format was broadcast live from the American Correctional Association's Winter Conference in Phoenix, Arizona on January 10, 2005. The discussion panel includes various leaders working in and with corrections and criminal justice professionals. The intent of the broadcast is to provide education and up-to-date information on the Prison Rape Elimination Act (PREA) to the field of corrections. Discussion topics include the following: issues of misconduct that initiated the legislation; what drove the Act through Congress; and the issue of misconduct.
The Academy Division sponsors technical assistance, training, and networks around three major initiatives: Cognitive Behavioral Training, Learning and Performance, and Leadership Development.
Cognitive Behavioral Training (CBT) is designed to address thinking patterns and assist people in behavior change. NIC's CBT initiative is comprised of Thinking for a Change.
The Academy Leadership Development Partnership Initiative (LDPI) incorporates research, fosters innovation, and drives opportunities for professional growth by partnering with constituent agencies to plan, develop, implement, and measure agency-based leadership development programs: programs that are specific to the agency, implemented by the agency, and sustained by the agency.
The Learning and Performance Initiative represents NIC’s effort to help build staff training and development capacity in correctional agencies. Click here for resources for trainers and curriculum designers.
Division Chief: Jeff Hadnot
Crime is everyone's business. It affects entire communities. Too often, crime victims are left to fend for themselves or are forgotten, especially after the court process. Significant progress has been made in corrections-based victim services over the past two decades. Yet, true excellence in victim services can only be achieved through active collaboration.
This interactive, multidisciplinary program examines the need for a collaborative approach to corrections-based victim services. In addition, it highlights the importance of victim-centered responses by corrections, allied professionals, and the community in addressing the rights, needs, and traumas of crime victims.
Participants will: gain increased sensitivity towards crime victims and describe how crime affects people; identify and apply various methods and strategies to hold offenders accountable for the harm they have caused; identify and plan responsive strategies for corrections-based victim services in partnership with other justice and community stakeholders; develop a plan to measure victim services effectively in your jurisdiction; identify local and national resources and develop action plans for victim services collaboration; and create connections to help provide seamless services throughout corrections.
The intended outcome of this training is to empower agencies to take a leadership role in the development and delivery of victim services training to meet their specific system requirements. This training will be supplemented with resource materials that states, jurisdictions, and agencies may use in the development and management of victim services training.
Facilitator and participant manuals are also included.
Complex issues surrounding staff sexual misconduct are addressed during this 36-hour training program. Modules comprising this curriculum are: defining staff sexual misconduct with offenders; state laws; staff sexual misconduct -- the nature of one's role and power; policy; action planning; agency culture; management and operational practices; training; investigating allegations of staff sexual misconduct with offenders; human resources; legal considerations; developing a community and media response; and prevention. Also provided is a training agenda and tips for teaching.
The development of sound agency practices to address sexual misconduct among staff and offenders is discussed during this 3-hour videoconference. Specific topics covered include:
- The national scope of the problem;
- Law and policy;
- Investigative procedures;
- Clinical manifestations;
- Developing effective staff training;
- And litigation exposure/legal liabilities.
This presentation will increase the user's understanding of the risks associated with the use of restraints, tools to reduce risk, and the proper way to use restraints in custody. Issues discussed include:
- Potential problems and concerns with the use of restraints;
- Terminology, physiology, and medical risks associated with the application and use of restraints;
- Planned and unplanned use of force;
- The need for policy development, training, and monitoring;
- Tools to reduce the risk for asphyxia and death;
- The role and ethical limitations of medical and mental health problems;
- And legal implications and liability.
This is an in-depth interview with an expert at manipulating jail and prison staff. The candidness of the inmate makes this presentation very educational. Some of his observations include the following:
- “If I can manipulate you into making my time easier, I’m gonna do it. That’s my job in here.”
- “You might get a little money, but you’ll get caught.”
- "Once he’s done with you, he’ll sell you out to another inmate or the authorities."
- “It can’t happen if you don’t allow it to…It’s always about that initial response.” The root of every setup is personal information. That’s power for the inmate.
Liability issues related to correctional training programs are discussed. Participants will be able to:
- Analyze training programs to determine if they are legally defensible;
- Determine the need to acquire copyright permission for material used;
- Identify alternative delivery strategies applicable to a particular setting;
- Apply the elements of a good documentation system to their agency/facility;
- And analyze their current system and develop a plan to correct any deficiencies.
Pertinent forms and handouts are also provided.
"The term [cultural competency training] has been used interchangeably with diversity education, cultural sensitivity training and multi-cultural workshops. Cultural competency is commonly understood as a set of congruent behaviors, knowledge, attitudes and policies that enable effective work in cross-cultural situations. Cultural competency training, therefore, aims to increase knowledge and skills to improve one’s ability to effectively interact with different cultural groups" (p. 5). This document explains how to effectively develop and deliver LGBTQ (lesbian, gay, bisexual, transgender, and questioning) cultural competency training. While it is intended for health and social service agencies, it is equally applicable to correctional agencies. Sections of this document include: introduction; defining cultural competency training; goals of LGBTQ cultural competency training—goals vs. objectives; preparing for a training—six trainer skills; training components—core topics; pros and cons of the following training methods—lecture with PowerPoint slides, guest speaker(s)/ panel discussion, media, interactive participation, print materials and learning aids, and Web-based learning; training evaluation—Kirkpatrick Model (Pyramid) of Learning, and Evaluation Planning Chart; resources and examples; and evaluation appendix—Kirkpatrick's Model of Evaluation is detail, tips on evaluation, sample training fidelity list items, sample survey items, and demographics.
Designed specifically for correctional trainers from all areas of corrections, this twenty-four-hour seminar instructs participants in the development of a strategic action plan that will link training with agency needs. Communication styles, individual and organizational change theory, and social marketing are topics discussed. The manual contains lesson plans and a participant's guide. The seminar was held in Lewisburg, Pennsylvania, September 14-16, 1993.