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Training in corrections

This training program “is designed to address the requirements outlined in the Prison Rape Elimination Act (PREA) standard 115.34/.134/.234/.334 requiring specialized training for individuals tasked with investigating alleged incidents of sexual abuse in confinement settings. Additionally, this curriculum contains the information fundamental to understanding the concepts required by PREA standard 115.34/.134/.234/.334 and best practice in investigating incidents of sexual abuse. Agencies with investigators who have extensive experience in investigating these and other types of allegations—such as law enforcement agencies—may want to review the curriculum for redundancy with other trainings.

“The curriculum is designed specifically for an audience of correctional investigators, although there is content within the curriculum that also would be beneficial to those who oversee investigations and those who act as first responders.

“The curriculum contains nine modules and includes content on PREA standards relating to investigations; case law demonstrating legal liability issues for agencies, facilities, and investigators to consider when working to eliminate sexual abuse and sexual harassment in confinement settings; proper use of Miranda and Garrity warnings; trauma and victim response; processes of a forensic medical exam; first-response best practices; evidence-collection best practices in a confinement setting; techniques for interviewing male, female, and juvenile alleged victims of sexual abuse and sexual harassment; report writing techniques; and information on what prosecutors consider when determining whether to prosecute sexual abuse cases.

“The nine modules and suggested training lengths are as follows: Introduction; Module 1: PREA Update and Standards Overview (1 hour 15 minutes); Module 2: Legal Issues and Liability (1 hour 15 minutes) and presentation slides; Module 3: Culture (1 hour, optional) and presentation slides; Module 4: Trauma and Victim Response (1 hour) and presentation slides; Module 5: Medical and Mental Health Care (1 hour 30 minutes, optional) and presentation slides; Module 6: First Response and Evidence Collection (2 hours) and presentation slides; Module 7: Adult Interviewing Techniques (2 hours 15 minutes) and presentation slides; Module 7: Juvenile Interviewing Techniques (2 hours 15 minutes) and presentation slides; Module 8: Report Writing (30 minutes) and presentation slides; Module 9: Prosecutorial Collaboration (1 hour, optional) and presentation slides.

“In total, the provided training is two days in length, although three of the modules, as noted above, are “optional” in that they do not contain content required by the PREA standards. All of the modules are designed to be modified by each facility and agency to include agency-specific policy and practice guidance in addition to best practice.”

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“The intent of the curriculum is to provide prisons, jails, community confinement, and juvenile detention facilities with specialized training for medical and mental health personnel on specific aspects of Prison Rape Elimination Act (PREA). Specifically, this curriculum provides training on how to detect and assess signs of sexual abuse, preserve physical evidence, and respond effectively and professionally to victims.

“The intended audience is health professionals. This includes but is not limited to physicians, psychologists, nurses, physician assistants, nurse practitioners, health administrators, social workers, and other professionals who provide, support, or administer health care services in correctional environments.

“The curriculum contains four modules and should take four hours to complete, including breaks and time for questions. All modules are considered essential: Facilitators guide; Introduction (10 minutes); Module 1: Detecting and Assessing Signs of Sexual Abuse and Harassment (55 minutes); Module 2: Reporting and the PREA Standards (50 minutes); Module 3: Effective and Professional Responses (30 minutes); [and] Module 4: The Medical Forensic Examination and Forensic Evidence Preservation (60 minutes).”

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The National Institute of Corrections (NIC) is seeking facility-based correctional agencies interested in applying for training and technical assistance in the analysis of agency staffing requirements.

In an unprecedented era of staffing shortages, good staffing plans and practices go a long way toward achieving an agency's most important mandate: providing safety for staff, the public, and those in custody. The National Institute of Corrections is seeking facility-based correctional agencies with a commitment to following a systematic approach to analyzing their staffing requirements. By conducting a staffing analysis following an industry-recognized process, agencies will compile and analyze the data necessary to recognize where they can make efficiencies, establish or modify policies that affect staffing, and provide justification for current or future staffing needs.

Copies of training manuals for courses provided by the California Board of State and Community Standards can be found at this website. Forms and publications include: Adult Corrections Officer – Core Manual; Adult Corrections Officer – Job Analysis Report; Adult Corrections Officer – Knowledge and Skills Maps; Adult Corrections Officer – Physical Tasks Training Manual; Annual Course – Guide to Writing Objectives for Annual Course Certification; Handbook for Core - 6th Edition; Hearing Screening Guidelines for Adult Corrections Officers; Hearing Screening Guidelines for Juvenile Corrections Officers; Juvenile Corrections Officer – Core Manual; Juvenile Corrections Officer – Job Analysis Report; Juvenile Corrections Officer – Knowledge and Skills Maps; Juvenile Corrections Officer – Physical Tasks Training Manual; Policy and Procedures for Participating Departments; Policy and Procedures for Training Providers; Probation Officer – Core Manual; Probation Officer – Job Analysis Report; Selection Exam Adult Corrections Officer Candidate Orientation Booklet; Selection Exam Juvenile Corrections Officer Candidate Orientation Booklet; Selection Exam Probation Officer Candidate Orientation Booklet; and Testing in Core Courses.

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This 3-hour videoconference explains emergency preparedness action planning from a systemic perspective conducive to natural community partnerships. The following topics are discussed:

  • The nature of corrections-related emergencies;
  • Partners, resources, and mechanisms for stakeholder response to emergencies;
  • Elements of a written emergency plan;
  • Assessment strategies for level of alert and responses from line staff through the command level;
  • Follow-up after emergency action has been taken;
  • And emerging trends for future emergency analysis and preparation.

The DVD also includes a 1-hour locally facilitated planning session

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The National Institute of Correction's (NIC's) Service Plan for fiscal year 2010 contains opportunities available to those working in local, state, and federal corrections. Programming, information services, the NIC Learning Center, technical assistance, distance learning via satellite/Internet broadcasts, NIC training programs at the National Corrections Academy in Aurora (CO), NIC-paid training beyond Aurora (CO), and partnership programs are described.

Technical Assistance, Information, and Training for Adult Corrections: All Corrections Disciplines, Jails, Prisons, [and] Community Corrections [Service Plan: October 1, 2009 - September 30, 2010] Cover

This program is the first of a two-part webinar, and covers the physical and emotional challenges faced by correctional personnel. “The dangers correctional staff encounter on the job are well known to their leaders. A lesser known but possibly more hazardous set of factors involves the cumulative negative side effects of what staff experience through daily interactions with justice-involved individuals and immersion in uniquely challenging workplace conditions. Such side effects can be understood as examples of “Corrections Fatigue.” The webinar will describe a process model developed and modified over several years by DWCO [Desert Waters Correctional Outreach], entitled “From Corrections Fatigue to Fulfillment™.” Once Corrections Fatigue manifests, it can promote toxic adaptations to work demands, consequently undermining job performance, employee morale, health, personal and professional relationships, and employee retention.” Objectives of this webinar are: describe types of occupational stress that may negatively impact the well-being of corrections staff; present the “umbrella” term of Corrections Fatigue, its nature, properties and consequences; and present research evidence that supports a model of Corrections Fatigue and its usefulness in providing interventions regarding increasing staff well-being. This download includes copies of the video, transcript, and presentation slides.

The Corrections Profession: Maintaining Safety and Sanity, Part 1 Cover

This program is the second of a two-part webinar, and covers the physical and emotional challenges faced by correctional personnel. “The dangers correctional staff encounter on the job are well known to their leaders. A lesser known but possibly more hazardous set of factors involves the cumulative negative side effects of what staff experience through daily interactions with justice-involved individuals and immersion in uniquely challenging workplace conditions. Such side effects can be understood as examples of “Corrections Fatigue.” The webinar will describe a process model developed and modified over several years by DWCO [Desert Waters Correctional Outreach], entitled “From Corrections Fatigue to Fulfillment™.” Once Corrections Fatigue manifests, it can promote toxic adaptations to work demands, consequently undermining job performance, employee morale, health, personal and professional relationships, and employee retention.” Objectives of this webinar are: describe the concept of Corrections Fulfillment; present the basics of a data-driven, evidence-based approach to addressing Corrections Fatigue; and present corrections-specific resources to address Corrections Fatigue and promote Corrections Fulfillment.

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A training program for first time correctional supervisors is presented. Sections of this course are: qualities and skill building for supervisors (personal position statement and the cognitive/behavioral model); values dissonance -- personal visa and organizational context; effective communication; making decisions and creating solutions; valuing differences; encouraging performance; team building; and Supervisory Development Plan.

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The "concept of 'The Six Moving Parts of Correctional Employee Training,' a model for integrating strategy into the organization's approach to training" is presented (p.1). Sections of this publication are: introduction; overview of the model's components; moving part 1 -- organizational readiness; moving part 2 -- curriculum selection; moving part 3 -- delivery methodology; moving part 4 -- participant engagement; moving part 5 -- workplace reinforcement; moving part 6 -- impact evaluation; summary; and political sidebar -- why correctional training is traditionally under-resourced.

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