Training in corrections
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.
The development and implementation of an in-house leadership and management development system (within existing agency parameters) are discussed during this 30-hour course. Sections of this manual include: training program introduction; setting a context and identifying trends; trainer and training function self-assessment; strategies for getting management buy-in; establishing a design team and advisory board; identifying candidates for your program; competency development and assessment of managers; leadership development/training deliver options; designing and developing leadership training and development strategies; developing training budgets for leadership ddevelopment using cost benefit analysis; how to evaluate available resources; marketing the leadership development program; and additional resources.
This program explores the development of a formal new employee on-the-job (OTJ) program based on a corrections-specific FTO model. This broadcast covers:
- Assessing the current FTO program;
- The FTO task-specific format;
- Developing FTO models;
- Conducting proficiency tests;
- And the formal FTO teaching process.
- Several demonstrations of the FTO format and teaching process are also included. This DVD can be used in conjunction with NIC accession nos. 019008 and 020603.
This program focuses on the history and benefits of correctional industries and ways to balance competing interests. Employment is a critical factor in successful reentry. Career assistance, life skills, and job training prior to release from jails or prisons increases the likelihood of success as individuals reenter the community. This, in conjunction with support from employers, social agencies, and faith-based community organizations, provides the foundation for individuals to remain in society and contribute to the community as productive citizens.
At the end of this broadcast, participants will understand the: benefits of correctional industries and workforce development; social and economic values of correctional industries; need to strike a balance between competing interests; relationships among workforce development, community organizations, and correctional industries; relationship between evidence-based practices and offender employment; and workforce development competencies and available training resources.
This program is Part 1 in a series on correctional industries; Part 2, Innovative Reentry Strategies: The Emerging Role of Correctional Industries (#024019), focuses on presenting new reentry strategies and highlights specific programs around the country that reflect best practices. Part 3, Correctional Industries: A Working Solution (#025293), explores how Correctional Industries make a significant difference in the lives of the offender population through testimony from national experts, correctional practitioners, and former offenders.
This videoconference identifies the problems and greatest needs of incarcerated parents and caretakers with regard to their children. It specifically addresses:
- Problems and issues that children of prisoners or former prisoners face that put the kids at risk;
- Evidence-based and promising approaches to support these children and build on their strengths;
- And the benefits of the criminal justice system becoming more family-friendly.