chapter nine careers in corrections 1. objectives understand the various jobs available in...

Chapter Nine

Careers in Corrections

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Careers in CorrectionsObjectives

Understand the various jobs available in correctionsIntroduce some of the major challenges facing

correctional employeesExplain the movement toward correctional

professionalismAssist in the job application process, including

finding internshipsIntroduce the ethical dilemmas faced by corrections

employees2

Careers in CorrectionsIntroduction

Corrections is a large and expanding part of the Criminal Justice System In 2003, one third or 2.4 million of the

professionals employed within the CJS were in corrections34,776 (4.6%) at the federal level463,586 (62%) at the state level249,888 (33.4%) at the local level

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Careers in CorrectionsIntroduction

Some of you are reluctant to work in a jail or prisonThere are many jobs in the institutional setting, but

there are also jobs in non-institutional settingsWhat about the money? (2006 statistics)

Police officers at the state level averaged $41,350 and local at $39,082

Corrections officers at the state level averaged $32,766 and local at $33,695

Federal corrections officers earn more4

Institutional CorrectionsCorrectional Officers and Counselors

Institutional work is one of the major employment areas in corrections Institutional work involves employment in any

facility in which state and local governments house accused or convicted offendersPrisonsPenitentiariesJails…

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Institutional CorrectionsCorrectional Officers and Counselors

Correctional institutions employed more than half of all state and local corrections workers in the U.S. All different kinds of jobs

Uniformed correctional officers2/3rds of all institutional corrections employees

work in custody or security positionsAnd every position up to the chief administratorsReview Box 9.1 on page 246

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Institutional CorrectionsCorrectional Officers

Most people who work in secure facilities start out as “Correctional Officers” (C.O.’s) Responsible for monitoring the security of the facility Supervising, escorting and ensuring the safety of the

inmates Most college graduates may resist the suggestion of

starting their careers as C.O.’s

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The Bureau of Labor Statistics notes that nationwide there are 484,000 positions for bailiffs, C.O.’s and jailers 60% in state prisons 3% in federal prisons 3% in private prisons 33% in local jails

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Again, their principal job is institutional security C.O.’s have direct, face to face contact with inmates

Take head countsEscort inmates within the institutionCheck on inmate activitiesIssue disciplinary reports when inmates break the

rulesOversee inmate work assignments

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Institutional CorrectionsThe Work Environment

One of the most positive and challenging, is direct contact with the inmates, but this can be a negative aspect of the job too Face to face contacts can give a C.O. a sense of

accomplishment, that they are changing their lives Face to face contacts can give a C.O. a high level of

anxiety, create a cynical attitude toward life, feelings of despair and hopelessness

But C.O.s do have a great impact on inmate lives

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C.O.s also must deal with shift work Institutions must staff “posts” 24/7/365 Night shifts have less officers, but still must be

staffed Be prepared to work odd hours, odd days off,

weekends and holidays (overtime)

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C.O.s Compensation Depends on federal, state or local level

Federal average, $44,700State average, $33,750Local average, $33,080Private average, $21,490

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C.O.s Educational Requirements Most state and local institutions require a High

School Diploma or GED The trend is to require an Associates or Bachelor’s

DegreeThe C.O. position requires human relations

managementConcerns of litigation requires the best applicantsThese new hires will be their mid line supervisors

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C.O.s Promotions Most state and local institutions promote from within Transfers, retirements and promotions are all

opportunities for promotion States with large inmate populations and many

institutions may have the most promotional opportunities May have to be willing to relocate

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C.O.s Promotions There are more than 9,500 high level administrative

jobs in corrections1,479 Wardens, the chief administrator of an adult

correctional facility 473 Superintendents, the chief administrator of a

juvenile facility

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Hiring Requirements Education, a college degree is becoming the standard Good physical condition

Height, weight, eyesightStrength and endurance test (must be bona fide

occupational qualifications)No heart disease or hypertension (high blood

pressure)

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Hiring Requirements Written exams

General aptitude tests (reading and writing competency)

Background checkInvestigation into applicant’s family life, financial

status, work record, academic experience, criminal history (felony or misdemeanor)

Polygraph exam17

Institutional CorrectionsCorrectional Counselors

Some “Corrections Counselors” do screening and psychological testing to determine the most appropriate security classification and treatment program Also known as classification officers, psychological

technicians or treatment specialists (case managers at the federal level)

May also conduct group or individual counseling sessions in substance abuse or anger management

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Others operate at a higher level and are known as “Clinical Psychologists” Supervise psychological technicians Approve treatment plans Positions they hold depend on their educational level

and experienceCorrectional Counselors earn about $6,000 more than

C.O.s

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Workload depends on assignment and the size of the institution Counselors treating inmates with serious needs

(HIV/AIDS) or long term substance abuse have small caseloads

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Some institutions may outsource there psychological counselors Professional employees

Exempt from civil serviceNo physical fitness requirementNo written examsMust hold licenses and credentials

But they are subject to background checks and polygraphs

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Community Based CorrectionsProbation and Parole Officers

Careers in Probation and Parole are difficult to describe Titles vary from state to state Some officers deal only with adults, some deal only

with juveniles and some deal with both Officers may work for local, state or federal

governments Some jurisdictions separate probation and parole

officers, some are one in the same

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Most Probation/Parole Officers assume one or more of four roles in their day to day work Investigator

Preparing presentence investigation reportsMonitoring their clients

TherapistThey are in a unique position to recognize

psychological disorders

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Probation and Parole Officers have different jobs Probationers are generally first time offenders and

their offenses are minor Probation Officers are more willing to take chances

and give probationers a second chance when they violate terms of their probation

Meeting consist of drug and alcohol counseling, marriage counseling or some other therapy

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Probation and Parole Officers have different jobs Parolees are more difficult to work with Statistics show lower rates of success with parolees Reintegration is a problem

Finding homesFinding jobs or training programsTrying to smooth the transition back into the lives

of their families

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Probation and Parole Officers have positive and negative parts of their jobs There are success stories, but failure make headlines Probation and parole work can be emotionally intense

(burnout) Probation and parole officers get little feedback on

how they are doing (how is their progress measured) Some clients are doomed to fail no matter how hard

the officer works26


Probation and Parole Officers salaries are generally better than C.O.s, but may be less than that of Correctional Counselors In 2006 the average was $39,600/year, $6,000 more

than a C.O. They have higher education levels, experience and

more responsibility There are fewer of them

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Caseloads vary from jurisdiction to jurisdiction Because of policies the caseloads of both probation

and parole officers have increased Probation and parole officers who could not imagine a

caseload of 100, 20 year ago, now have caseloads in the hundreds

Intensive supervision caseloads are still low at 25

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What does the increase in caseloads mean? There are more defendants being put on probation and

the caseload for probation officers is increasing More and more serious offenders are being placed on

probationThose doomed to fail

But this trend means job security for probation and parole officers

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Requirements In most jurisdictions probation and parole officers

must have a Bachelor’s Degree The degree can be in counseling, criminal justice,

psychology, social work, sociology, political science or business administration

Some require a Master’s Degree in an area related to probation or parole

Some allow an Associate’s Degree and 5 years of experience as a C.O.

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Requirements The physical requirements aren’t as strict for

probation or parole officers as they are for police or C.O.s

Individuals with physical handicaps may be hired Written tests, evaluation of credentials, oral

interviews Background investigation and polygraph

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Community Based CorrectionsCounselors and Other Workers

Counselors and other corrections employees work outside secure facilities Group homes Halfway houses Treatment programs Alternatives to incarceration

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Counselors and other corrections employees work outside secure facilities Some fear the dangerousness of a prison Some like to work with inmates who are more

receptive to treatment Some don’t like the idea of being in one place all day Some like the flexibility to experiment

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Community based programs have higher success rates First time offenders have a more intact support system

They don’t have to worry about reentry as they may have never left the community

Those ordered into community based programs pose a less serious threat to public safetyEasier to place in a job, job training, other programs

All this translates into more successes and more job satisfaction for the counselor

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Community based programs have lower hiring standards No physical standards No written exam No in depth background check May hire ex-offenders for paraprofessional work

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Negative aspects of working in a community corrections setting Close and often intense exposure to offenders and

their problems can take an emotional toll (burnout) The lack of financial stability

Operating funds come from private, local, state and federal sources

Sometimes they are late, sometimes funds are cut…This impacts salaries, less than federal and state

C.O.s, may lack benefits36


Negative aspects of working in a community corrections setting Infrequent supervision Less chance of promotion No ties to larger network of agencies means no

transfer opportunities

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Caseloads vary depending on the setting Usually 8 to 10 residents, 15 is rare

Like a psychologist or counselor working in an institutional setting

Intense contact Might not have the time, knowledge or inclination

to do a lot of counselingMay refer them to professionals who have expertise

in a specific area38


Sometimes community based corrections hire “Paraprofessionals” Lack the education of professionals Trained to work alongside professionals Allows the “house” to have multiple clients with

diverse issues Paid less Good place to get experience

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Workplace ChallengesJob Related Stress

Seyle defines stress as “the non specific response of the body to any demand made upon it” Occupational stress has its origins in the demands and

conditions of the workplace May be related to a person’s life, family, social life…

which manifest themselves at the workplace

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Organizational Factors How a prison hierarchy administration, the facility

and include management style, communication and work schedules

Environmental Factors Stressor caused by physical, social and psychological

elements within the location where the person works Personal security in the workplacePhysical contact with offenders

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Signs of Stress Absenteeism or tardiness Sick leave or problems at home Chronic depression, job burnout or suicide

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Those in direct daily physical contact with offenders experience the greatest environmental stress

The further a person moves from the clients, the greater the organizational stress From superiors From politicians

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Workplace ChallengesJob Injury and Death

Corrections employees are more likely to be injured in the bathtub at home or in a car driving to and from work than they are to be killed on the job

Between 1973 and 1998 32 corrections staff members were killed in the U.S.,

about 1 per yearIn 1995, 14 staff members diedIn 2000, the number was 5

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C.O.s are more likely to have work related injuries due to improper lifting and other routine activities than to be injured by inmates

Seldom are C.O.s directly attacked by one or more inmates in a correctional facility

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Job related injuries are more common than job related deaths

The rate of C.O.s being killed in the performance of their duties is very small when compared to police officers and firefighters

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Workplace ChallengesLawsuits

“Malfeasance” is the commission of an act prohibited under any circumstance Taking the life of an inmate

“Misfeasance” is the improper performance of an act that is within the scope of the worker’s authority Making an inmate perform work duties, not assigned

“Nonfeasance” is the failure to act in a situation where one should act Watching while one inmate assaulted another inmate

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Workplace ChallengesLawsuits

Are you going to get sued? Yes!!!

How to avoid paying out in a lawsuit Get good legal representation, usually through your

agency Follow departmental policies and procedures

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Trend Toward ProfessionalismFactors That Make Corrections a Profession

Education is one of the key measures of the increased emphasis on professionalization in the corrections workplace Some states require a high school diploma or GED Most states and the federal government require a

Bachelor’s Degree for the position of Probation or Parole officer

Preference for a Master’s Degree and experience

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Training is another element related to the professionalization movement Train new employees in academies (200 hours) On the job training (FTO and FTE) Another 120 hours of specialized training

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Accreditation and certification by professional organizations American Jail Association (AJA) American Correctional Association (ACA)

Publishes standards to achieve to qualify for certificationBasis for lawsuitsBragging rights

Individual certification (Certified Jail Manager)51


The application of technology to the future of corrections If an employee can understand and use technology

they are an asset to the agency Surveillance and supervision of inmates and officers Electronic monitoring of inmates Use of websites to monitor offenders

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Correctional Employee EthicsThe American Correctional Association’s Code of

EthicsReview the Code of Ethics Box 9.3, page 267Ethical issues cluster around the following topics:

Use of Discretion Use of Force The Code of Silence and Whistle Blowing

Loyalty, employees may be reluctant to come forward and report misconduct by co-workers and supervisors

Fear of being shunned or retaliated against53

Correctional Employee EthicsThe American Correctional Association’s Code of

EthicsReview the Code of Ethics Box 9.3, page 267Ethical issues cluster around the following topics:

Improper Relations with Inmates Loyalty to Conflicting Standards

Professional codes (confidentiality) v. security General Concerns with Corruption Sexual Harassment

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