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Training in corrections

Prison systems experience continued pressure to house offenders in the most appropriate setting possible. While most correctional systems have implemented objective classification systems that have become quite effective in identifying inmates for the general prison population, less attention has been given to accurately classifying inmates who pose a higher risk and may require special management within the prison setting. This satellite/Internet training program will report on a study conducted over the past 2 years to increase knowledge on classification, programming, and supervision for high-risk offenders in the prison setting. Specifically, the broadcast will address the identification and selection process for high-risk and special management inmates, standards for their conditions of confinement, staffing issues, and release and re-entry issues.

Classification of High-Risk Offenders Cover

This 3-hour NIC broadcast discusses strategies to recruit promising candidates for corrections jobs and how to retain experienced staff. Topics include: emphasizing corrections as a career rather than "just a job"; informing the public about the variety of careers available in corrections; how broad participation by agency staff helps foster successful recruitment and retention; how employers can support the connections between career, family, and community; and tools agencies are using for successful recruitment and retention.

Collaborative Approach to Staff Recruitment and Retention  Cover

This program will help professionals identify the strengths and resources inherent in the family as a fundamental support system for individuals upon their release from prison or jail. It is designed to stimulate new ways of thinking about the family as a resource to enhance offender reentry and supervision and to increase public safety.

Family, broadly defined, includes individuals' blood relatives and friends who play a significant role in a person's life. Family members are essential resources who may ease the transition from confinement to the community or positively enhance the community supervision process. Unfortunately, the family is too often viewed as presenting challenges rather than as a source of shared history and untapped resources.

The goal of this broadcast is to encourage participants to think about: enhancing the reentry and supervision processes through contextual thinking about the family; tapping the strengths of families and communities as means of good government to enhance public safety; utilizing family and community resources after government intervention has ended; and addressing the challenge of negotiating multiple services that may be used by the family to enhance positive outcomes.

Community Supervision: Using a Strength-Based, Family-Focused Approach Cover

Developed as a demonstration during the "DACUM Facilitator Training" session, April 15-16, 1997 in Longmont, CO., this profile contains in brief form the competencies expected of a training administrator.

Competency Profile of Training Administrator Cover

The National Institute of Corrections (NIC) is seeking applications for funding under Fiscal Year 2021 to implement the Gender Responsive Policy and Practices Assessment (GRPPA) virtually with up to four to five community corrections sites. The GRPPA model guides agencies in assessment of, or need to implement, research-based, gender-responsive policies and practices in their jails, prisons, and community corrections programs for women. The GRPPA materials outline the process for agencies to evaluate policies and programs for women through a gender-responsive lens, develop an action plan, and determine how to use those identified objectives to drive enhancements to women’s programming.

Through the activities of this solicitation, the agency teams will be actively engaged - having worked through the GRPPA model and developed an action plan through training and time-limited coaching/support to implement gender-responsive policy, practice, and programing to improve outcomes for justice involved women.

1. Become knowledgeable and conversant on all aspects of the GRPPA model, to include its development and application.
2. Work with the NIC Project Manager to select participants and agency teams (if not already selected by NIC) guided by eligibility criteria.
3. Works with the NIC Project Manager to virtually prepare and engage participant teams in the training of the GRPPA model.
4. Work with selected teams in implementing the full model – from the development of agency working groups through to the action planning phase.
5. Provide time-limited support and coaching to teams (up to 8 hours), who have demonstrated readiness, in taking advantage of agency opportunities and working through challenges in implementing prioritized aspects of the action planning process.


The NIC Project Manager will be involved in the following aspects of the cooperative agreement:
• Provide overall oversight and project management, working collaboratively with awardee on all aspects of the project.
• Serve as a project subject matter expert.
• Approve any materials in addition to the application of the GRPPA.
• Approve training dates, participants, and agency teams.

In addition to the strategy and content of the program design, the successful applicant must complete the following deliverables during the project period. The program narrative should reflect how the applicant will accomplish these activities.
1. Participate in a scheduled virtual planning meeting with the NIC Project Manager and other designated staff to clarify project goals, objectives and deliverables, to include discussing timeline of activities and role clarification within 30 days of the award.
2. Participate in quarterly virtual meetings or more frequently as needed with NIC project staff over the course of the project.
3. Deliver virtual instruction on the GRPPA model, implementation of all aspects of the model, and provide time-limited support/coaching (up to 8 hours) for those teams who are in process of implementing aspects of their action plan.
4. Present a final report providing an overview of work with the agency teams in training the model, work with teams on implementing elements of the model, and activities with participant agencies in time-limited support and coaching process.


Applicants must register with prior to submitting an application. NIC encourages applicants to register several weeks before the application submission deadline. In addition, NIC urges applicants to submit applications 72 hours prior to the application due date. All applications are due to be submitted and in receipt of a successful validation message in by 11:59 p.m. eastern time on March 15, 2021

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.

Correctional Industries: A Working Solution [Satellite/Internet Broadcast] Cover

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.

Correctional Leadership Competencies for the 21st Century Cover

Characteristics that result in the best performance of executive and senior level leaders are identified along with the key skills, knowledge, and attributes of effective and successful leaders which are then linked to a set of specific behaviors. Following an executive summary, this manual provides an exploration of: managerial profiles; self awareness; ethics and values; vision and mission; strategic thinking; managing the external environment; power and influence; strategic planning and performance measurement; collaboration; and team building.

Correctional Leadership Competencies for the 21st Century: Executive and Senior Levels Cover

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.

Correctional Leadership Competencies for the 21st Century: Manager and Supervisor Levels Cover

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.
Correctional Staff Wellness: Making Choices Toward a Higher Level of Total Health and Well Being  Cover


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