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CODE OF RHODE ISLAND RULES
AGENCY 06. DEPARTMENT OF CORRECTIONS
SUB-AGENCY 120. PERSONNEL/STAFF DEVELOPMENT TRAINING
CHAPTER 003. STAFF DEVELOPMENT PHILOSOPHY, GOALS AND OBJECTIVES
Date:
08/31/2009
Document:
06 120 003 STAFF DEVELOPMENT PHILOSOPHY, GOALS AND OBJECTIVES
RHODE ISLAND DEPARTMENT OF CORRECTIONS
OPERATIONAL MEMORANDA
NUMBER: 5.25.01
AREA: STAFF DEVELOPMENT AND TRAINING
SUBJECT: STAFF DEVELOPMENT PHILOSOPHY, GOALS AND OBJECTIVES
DIRECTOR...........
ASSISTANT DIRECTOR...........
I. AUTHORITY:
R.I.G.L. 42-56-10 (n) and (v); R.I.G.L. 36-4-44; R.I.G.L. 23-3-2; R.I.G.L. 42-56.1-1; R.I.G.L. 42-28.1-1; Personnel Rules, Section 4.08; Administrative Policy Statements 1.00.01 and 1.02.01.
II. PURPOSE:
To define the basic philosophy, goals, and objectives through which the Rhode Island Department of Corrections will provide an on-going program of staff development and training to ensure efficiency and professionalism in operations.
III. POLICY:
It is the policy of the Rhode Island Department of Corrections to provide a standarized pre-service and an on-going program in-service training and education for all Department personnel with provisions for incentive and credits.
The Department will maintain a qualified staff with the resources required to develop an on-going plan and program for individualized training and staff development.
All employees are encouraged to maintain membership in professionally oriented organizations and associations. Where appropriate, personnel will be attending seminars, training sessions, workshops, and other work related activities, as directed.
IV. DISCUSSION:
Of all the essentials for the operation of a correctional institution, none is more important than personnel. Those persons in the most frequent contact with inmates have a significant impact on the nature and effects of incarceration. "People-work" is the core activity of this department in that convicted offenders are the raw material and decreased criminal behavior is the desired objective. Even when the work tasks are not related directly to inmates, employee behavior is the fundamental factor for efficiency in all organizational activity.
Basic training, followed by annual inservice training, provides a foundation upon which the Rhode Island Department of Corrections can provide and build operational effectiveness. Training is the acquisition of specific job-related skills and education is the acquiring of a broad background knowledge. The training programs at the Rhode Island Correctional Training Academy combine both training and education in that employees are trained in specific skills in terms of how to shake down, defend oneself, give first aid, and counsel inmates, while in-corporating educational content in terms of the history of Corrections, the theory and operation of non-institutional programs, understanding human behavior, and so-forth. In order to ensure professionalism in operations, the Correctional Training Academy has a basic three-fold purpose: imparting factual information, facilitation the learning and practicing of new skills and increasing the understanding of crime causation and human behavior.
The ultimate measure of success of any education and training program depends on the extent to which the program contributes to successful performance by the person educated and trained.
V. PROCEDURES:
A. Incentive In-Service Training Program
All employees who continue their education by attending job related courses, upon satisfactory completion of four approved courses, will receive a one step pay increase. These courses must be approved by the Training Section of the Rhode Island Division of Personnel as being job related and meet Division of Personnel standards.
The procedures for the submission of applications and request for course approval is as follows:
1. Applications may be secured from the Personnel Office of the Department of the Correctional Training Academy. Each application must be completed and approved not less than seven days in advance of the starting date of the course.
2. All one credit courses must consist of a minimum of thirty hours of instruction. Training courses consisting of a total period of instruction of less than twenty-four but not less than fifteen hours will be assigned one-half credit.
3. Attendance for all employees must be recorded and credited by the instructor.
4. Each employee must be graded by the instructor or course supervisor based upon participation, examination, or any combination of methods.
5. Reporting of grades and attendance will be made to the Training Section of the Division of Personnel upon satisfactory completion of the course.
B. College Incentive Plan:
Any full time correctional officer, including all ranks up to and including Deputy Assistant Director of Adult Services, and members of the Rhode Island State Marshal's Unit, shall be eligible for the college incentive plan outlined in R.I.G.L. 42-56.1-1 or 42-28.1-1.
VI. CORRECTIONAL TRAINING ACADEMY GOALS AND OBJECTIVES:
See attachment.
RHODE ISLAND CORRECTIONAL TRAINING ACADEMY
GOAL # 1: To accept and process approximately four hundred and fifty applications each year for the position of correctional officer.
OBJECTIVE: 1. To provide qualified residents of the state of Rhode Island with the following application forms to complete with an explanation of each:
a) CS-14 (Application for Employment)
b) State Equal Opportunity Card
c) Rules and Regulations for correctional officer trainees
d) General Information Coversheet
e) Personal Inquiry Waiver (2)
f) Physical Fitness Liabilities Waiver
OBJECTIVE: 2. To provide each applicant with a physical fitness test consisting of the following:
a) A mile run in 8 minutes
b) 25 pushups in 1 minute
c) 52 sit ups in 2 minutes
d) 74" broad jump
e) an agility run completed in 20.5 seconds
OBJECTIVE: 3. To provide each applicant with an orientation to the Department of Corrections, along with the duties and responsibilities of a correctional officer, job salary and benefits.
OBJECTIVE: 4. To fingerprint the correctional officer applicant and forward each card to the Federal Bureau of Investigation for a complete background investigation.
OBJECTIVE: 5. To supervise correctional officer applicants completing a Minnesota Multiphase Personality Inventory (MMPI.)
OBJECTIVE: 6. To provide each applicant with an initial interview conducted by the Coordinator of Training, a Rhode Island Brotherhood of Correctional Officers Union representative and a supervisor from custody.
OBJECTIVE: 7. To request that Probation and Parole conduct a back ground character investigation on each correctional officer applicant who passes initial screening and will include the following areas for investigation:
a) Educational History
b) Character References (3)
c) Neighborhood Investigation
d) Employment Record
e) Credit Bureau Investigation
f) Bureau of Criminal Investigation (BCI)
g) Military
OBJECTIVE: 8. To forward all MMPI profiles of correctional officer candidates who successfully pass initial screening to Interpretive Scoring Systems in Minneapolis, Minnesota.
OBJECTIVE: 9 To administer and supervise further psychological testing of correctional officer candidates who successfully pass initial screening. The Differential Aptitude Test (D.A.T. will be administered and scored by the Correctional Training Academy. The type of psychological tests to be administered at the Correctional Training Academy will be determined by a certified psychologist in accordance with the provisions of Chapter 44 of Title 5 of the General Laws of Rhode Island and Public Law 42-28.
OBJECTIVE: 10. To provide each correctional officer applicant with a final oral interview conducted by the Coordinator of Training, a representative from the Rhode Island Brotherhood of Correctional Officers Union and a minimum of two Associate Directors. The interview committee will review the background investigation, the recommendation of a certified psychologist, the presentation of the correctional officer candidate and other pertinent data before making a written decision.
OBJECTIVE: 11. To arrange for a medical physical which will be given by a certified physician for all candidates who have successfully passed final screening. A special requirement for the position of correctional officer is that correctional officer candidates must have vision requirements correctable to 20/70 snellen in one eye and 20/30 snellen in the other eye, with the added requirement that defective vision must not be due to active or progressive organic disease; also each ear must test at least 15/15 by the whispered voice. Applicants will be tested for color blindness.
OBJECTIVE 12: To provide all correctional officer candidates who successfully pass the medical physical with at least three weeks notice of the starting date of a correction officer orientation class so that the candidate can apply for a six week leave of absence from his/her position of employment.
GOAL # 2: To develop an advisory training committee composed of Training Academy staff and a representative from each division and/or component.
OBJECTIVE: 1. To develop an advisory training committee from various subcommittees which will include the following representatives:
a) Training Academy Staff
b) Deputy Assistant Director, custody and control
c) Industries Administrator
d) Environmental Health Officer/Food Services
e) Associate Directors
f) Two representatives from Rhode Island Brotherhood of Correctional Officers Union
g) Equal Employment Opportunity Officer
h) Administrator of Employee Relations
i) Health Care Services Administrator
j) Education Administrator
k) One representative from Probation and Parole
l) One representative from the State Marshals
m) One representative from Maintenance
n) Chief of Security
o) Coordinator of Intake Services
OBJECTIVE: 2. To designate the Training Coordinator as chairman of the committee which will meet once during each quarter and assume the following:
a. To review and discuss current and pending policy and procedures as they relate to training.
b. To review and discuss current training needs.
c. To assist Training Academy staff in designing and developing curricula so as to include topics to be covered; times, date, and locations to hold training sessions; make recommendations as to the staff who will attend and course instructors.
d. To rotate the duties of secretary among members. It is the secretary's responsibility to maintain a written record of the deliberations of the committee.
e. To review and discuss physical plant requirements for training, entry requirements and academic standards.
f. To review progress and recommend resolutions of training problems.
g. To develop and recommend a training plan for each agency and/or institution.
h. To submit a quarterly report to the Director of the Department, keeping him advised of policies, procedures and needs. A copy of this report will be sent to all Assistant Directors and members of the advisory committ
EXISTING MEASURE: The measurement of objective # 2 will be based on the number of training committee members meeting each quarter, written record of its deliberation and the quarterly report to the Director.
GOAL # 3: To provide orientation training for all newly hired employees within the Rhode Island Department of Corrections.
OBJECTIVE: 1. To provide two hundred and forty consecutive hours of classroom instruction and on-the-job training for an average of one hundred newly hired line correctional officers, stewards, institutional counselors, and nurses, using a basic core curriculum, and specailizing in the following areas:
a) Department Policy and Procedures
b) Security, Custody, and Control
c) Supervision of Inmates
d) Report Writing
e) Inmate Rules and Regulations
f) Rights and Responsibilities of Inmates
g) Fire and Emergency Procedures
h) First Aid
i) Interpersonal Communication Skills
j) Legal Issues
EXISTING MEASURES: The measurement of objective # 1 will be based on class attendance, weekly tests, and performance records, on-the-job training, final trainee evaluation reports, and award of certificates after successful completion of training.
OBJECTIVE: 2. To provide all correctional officers with four hours of classroom instruction and field-demonstration of chloracetophenone (CN) tear gas, using a basic core curriculum and specializing in the following areas:
a) Department Policy and Procedure
b) Handling of Tear Gas Gun
c) Flite rite projectile, skat round, multiple baton shell, grenade firing mechanism, speedy heat grenade, blast disperson grenade, mini-grenade, tear duster, and federal streamer.
d) Effects of tear gas.
e) First Aid
f) Range Demonstration Using Various Types of Gas Delivery Systems and Experiencing the Effects of Tear Gas.
EXISTING MEASURES: The measurement of objective # 2 will be a written examination on the effects of tear gas, Department Policy, color code, first aid and observation on the tear gas range.
OBJECTIVE: 3. To provide all correctional officers with approximatel sixteen hours of classroom instruction and field demonstration of firearms, using a basic core curriculum and specializing in the following areas:
a) Rhode Island General Laws on Firemarms.
b) Department Policy on the use of Force.
c) Weapons Safety.
d) Range Procedures.
e) Fire the qualifications course outlined in Rhode Island General Law 11-47-15.1.
f) Familiarization, load and fire a shotgun (Remington Model 870.)
EXISTING MEASURE: The measure of objective # 3 will be class attendance records, written examination, and grade on qualification with the service revolver.
OBJECTIVE: 4. To provide each correctional officer with twenty hours of instruction and demonstration of self-defense, using a basic core curriculum and specializing in the following areas:
a) Defense against front attacks.
b) Defense against rear attacks.
c) Defense against a variety of weapons.
d) The eight point blocking system.
EXISTING MEASURE: The measurement of objective # 4 will be class attendance records, satisfactory demonstration by the correctional officer of all the techniques that have been taught and the final grade on each performance evaluation.
OBJECTIVE: 5. To provide library and reference services which will compliment the training and staff development program.
EXISTING MEASURE: The measurement of objective # 5 will be the amount of criminal justice tests provided by local colleges and universities to the Training Academy, donations and free distribution, accessibility of library to staff; obtaining a small grant State Library Services for library development; state budget appropriation in order to obtain appropriate journals in the criminal justice field, such as training magazines and literature from the American Correctional Association and the National Conference on Crime and Delinquency.
OBJECTIVE: 6. In an effort to keep operational costs at a minimum, the Correctional Training Academy will utilize the community expertise of other public and private agencies, private industry, colleges and libraries on a voluntary basis.
EXISTING MEASURE: The number of linkeages established and the number of implemented programs resulting from such linkeages.
OBJECTIVE: 7. To provide a training program of forty hours of orientation prior to job assignment for all new Department employees and an additional forty hours of training during the first year of employment, specializing in the following areas:
a) Department Policy and Procedures.
b) Rules and Regulations of the institution/agency.
c) Chain of Command.
d) Introduction to Criminal Justice Systems.
e) Employee Benefits.
f) Interpersonal Communication Skills.
EXISTING MEASURE: The measurement of this objective will be based on the number of administrative requests for training which are implemented by the Academy, attendance records, formal evaluation of training and informal verbal feedback from participants and administrators. Credit will be given for prior training received upon approval of the recommendation by the Training Coordinator to the Appointing Authority.
OBJECTIVE: 8. To develop a training program of forty hours of orientation prior to job assignments for all administrative and supervisory managerial staff and an additional forty hours during the first year of employment, specializing in the following areas:
a) Department Policy and Procedures.
b) Rules and Regulations of the institution/agency
c) Introduction to Criminal Justice System
d) Performance Appraisal.
e) Interpersonal Communications Skills.
f) Labor/Management Relations.
g) Budgeting.
h) Grievance Procedures.
i) Counseling and Interviewing.
j) Development of Subordinates.
k) Housekeeping and Sanitation.
l) Legal Considerations.
EXISTING MEASURE: The measurement of this objective will be based on the number of administrative requests for training which were implemented by the Adademy, additional state budgeting and/or federal funding through the National Institute of Corrections, attendance records, formal evaluation of training and informal feedback from participants and administrators. Credit will be given for prior training received upon approval of the recommendation by the Training Coordinator to the Appointing Authority.
OBJECTIVE: 9. To provide a minimum of three hours of orientation training for all newly hired Counseling in the Arts Personnel and Volunteers, using a basic core curriculum and specializing in the following areas:
a) Introduction to Rhode Island Corrections.
b) Chain of Command.
c) Working with Institutional Security.
d) Emergency Procedures.
OBJECTIVE: 10. To provide approximately six hours of orientation training for a yearly average of one hundred Municipal Police Training Academy (MPTA) trainees, using a basic core curriculum and specializing in the following areas:
a) Introduction to Adult Correctional Institutions.
b) Chain of Command.
c) Slides and/or Tour of Institutional Facilities.
d) Correctional Officer Responsibilities.
e) Discussion.
OBJECTIVE: 11. To provide three hours of orientation training for a yearly average of fifty teachers and two hundred students involved in the Youth and the Law Project at local secondary schools throughout the state, using a basic core curriculum and specializing in the following areas:
a) Overview of Rhode Island Department of Corrections.
b) Chain of Command.
c) Slides of Institutional Facilities.
d) Group Discussion.
EXISTING MEASURE: Objectives # 9 through # 11 will be measured by documented attendance logs and schedules of classes.
OBJECTIVE: 12. To develop an orientation program for all newly hired Health Care Services Personnel during the fiscal year based on Department needs identified in the assessment survey(s) and in accordance with state and federal laws, court mandates, Department policy and procedures and American Correctional Association (ACA) standards.
OBJECTIVE: 13. To develop an orientation program for all newly hired probation and parole counselors during the fiscal year based on Department needs identified in assessment survey(s) and in accordance with state and law, court mandates, Department policy and procedures and ACA standards.
EXISTING MEASURE: The measurement of objectives # 12 and # 13 will be the implementation of the training programs in accordance with needs assessment survey(s), court mandates, Department policies and procedures and ACA standards.
OBJECTIVE: 14. To develop an orientation training program for correctional officers on the management of stress in cooperation with the Municipal Police Training Academy (MPTA) and/or other public and private agencies as an expansion of the interpersonal skills program.
EXISTING MEASURE: The measurement of this objective will be the ability of the Correctional Training Academy to formalize this course with MPTA and/or other agencies during the fiscal year and make it available to correctional officer trainees.
OBJECTIVE: 15. To develop an instrument which can measure correctional officer training attitudes toward inmates. The purpose of this instrument will be to determine if trainee attitudes toward inmates has changed more positively in a humanistic way as measured by a pretest given on the first day of training and by a post test administered after the trainee completes his/her on-the-job training.
EXISTING MEASURE: The measurement of this objective will be the ability of the Correctional Training Academy to develop pre and post tests during the fiscal year which will be similar to tests that have been used successfully by other correctional agencies.
GOAL # 4: Provide in-service training for all personnell employed by the Rhode Island Department of Corrections.
OBJECTIVE: 1. When directed, to provide twenty hours of in-service training during the fiscal year for approximately four hundred and sixty correctional officers, using a basic core curriculum and specializing in the following areas:
a) Report Writing
b) Post Orders
c) Department Policy and Procedures
d) Unusual Inmates
e) Sanitation
f) Disturbance Control
g) Law for the Correctional Officer
h) Weapons Safety, Policy and Qualifications
i) Morris Rules
EXISTING MEASURE: The measurement of this objective will be based on budgeta considerations, the completed lesson plans, class attendance records, formal evaluation of training and informal verbal feedback by participation.
OBJECTIVE: 2. To develop and provide in-service training during the fiscal year on Opening a New Facility. (e.g., Intake Center) based on established policies, procedures, post orders and contractor's maintenance plans for the new facility as well as need assessment surveys administered to correctional officers and supervisory personnell.
EXISTING MEASURE: The measurement of this objective will be based on how closely the training objectives approximate Department needs policies, procedures, maintenance plans and post orders of the new facility. Implementation of this training will be measured by completed lesson plans, class attendance records, formal evaluation of training and informal verbal feedback by participation.
OBJECTIVE: 3. To provide a specialized in-service training as requested by correctional administrators, e.g., Scott air pack, fire system first aid, cardio pulmonary resuscitation and hostage response techniques.
EXISTING MEASURE: The measurement of this objective will be based on the number of administrative requests for training implemented by the Academy, attendance records, formal evaluation of training and informal verbal feedback from participants and administrator
OBJECTIVE: 4. To provide specialized in-service training as requested by Department employees, e.g. introduction to institutional life, group therapy, counseling and interviewing skills.
EXISTING MEASURE: The measurement of this objective will be based on the number of requests from Department personnel implemented by the Academy, attendance records, formal evaluation of training and informal feedback by participants.
OBJECTIVE: 5. To develop a plan for providing forty hours of in-service training for correctional officers based on Department needs and in accordance with Department Policy and Procedure as well as A.C.A. standards.
EXISTING MEASURE: The measurement of this objective will be the implementation of the training program in accordance with budgetary considerations, the projected time frame, Departmental needs assessment surveys, Department Policy and Procedures and ACA standards.
OBJECTIVE: 6. To provide for additional option for correctional officers and other Department personnel to receive in-service training of at least twenty hours in interpersonal skill development and speechcraft as a means to improve staff-to-staff and staff-to-inmate relations
EXISTING MEASURE: The measurement of this objective will be based on the number of Department employees who receive such training, the response to classroom role play situations and over-all course performance evaluations received from participants at the completion of the course. An additional measurement will be a mechanism developed by the Correctional Training Academy for measuring changes in employee attitude and conflict resolution skills as determined by pre and post test results.
OBJECTIVE: 7. When directed, to provide twenty hours of in-service training during the year for approximately forty Probation and Parole Counselors, using a basic core curriculum, and specializing in the following areas:
a. Juvenile and Adult Corrections
b. History of Probation and Parole
c. Rhode Island Court system
d. Interviewing Skills
e. Caseload Management
EXISTING MEASURE: The measurement of this objective would be attendance records as well as formal evaluation of training and informal verbal feedback by participants.
OBJECTIVE: 8. When directed, to provide twenty hours of in-service training during the year for approximately fifteen Adult institutional counselors, using a basic core curriculum, and consisting of the following areas:
a. Case Presentation
b. Criminal Personality
c. Philosophy of Treatment
d. Counseling Relationship
e. Crisis Intervention
f) Psychomatic Illness
g) Dealing with stress within an institution
h) Community Resources
EXISTING MEASURE: Class attendance records as well as formal evaluation of training and informal verbal feedback by participants.
OBJECTIVE: 9. When directed, to provide twenty hours of in-service training for approximatley nineteen Probation clerical staff and other Department clerical staff, using a basic core curriculum and specializing in the following areas:
a. Uniform Clerical Procedures
b. Criminal Justice System
c. History of Rhode Island Probation and Parole
d. State Employee Rights and Benefits
e. Crisis Intervention
f. Office Manuals and Administration
EXISTING MEASURE: Class attendance records as well as formal evaluation of training and informal verbal feedback by participants.
OBJECTIVE: 10. When directed, to provide a minimum of twenty hours in-service training for all Industries, Maintenance, volunteers and Counseling in the Arts Personnel employed by the Department of Corrections during the fiscal year which addresses job content as well as Departmental policies and procedures.
EXISTING MEASURE: Class attendance records as well as formal evaluation of training and informal feedback by participatnts.
OBJECTIVE: 11. To make ammunition as required, using the bullet making machine which is owned by the Rhode Island Department of Corrections.
EXISTING MEASURE: The measurement of this objective will be based on the amount of ammunition which must be produced each year and is based on the following figures:
600 correctional officers X 75 rounds per person = 45,000 roun
80 trainees X200 rounds per person = 16,000 roun
Total = 61,000 roun
OBJECTIVE: 12. To be available on a weapons range as needed in order to qualify correctional officers who are released by the Associate Directors in accordance with Rhode Island Public Laws 11-47-15, 11-47-15.1, and 11-47-17.1.
EXISTING MEASURE: The measurement of this objective will be based on the number of correctional officers who are made available for qualifications with the service revolver and the amount of ammunition which is available for qualification.
OBJECTIVE: 13. As directed, to provide two hours of in-service training at various periods throughout the year in the areas of weapons safety, laws and Department policy and procedures.
Existing MEASURE: The measurement of this objective will be based on the number of personnel attending this training, as well as formal evaluation of training and informal verbal feedback from participants.
OBJECTIVE: 14. To develop ways of releasing correctional officers from the insitituion for training.
EXISTING MEASURE: The measurement of this objective would be based on budgetary considerations, replacement of correctional officers who are to be trained and the result of meeting with the Deputy Assistant Director, Custody and Control and Associate Directors on released time for correctional officers who come to training.
OBJECTIVE: 15. When directed, to develop eighty additional hours of training in their first year of employment and forty additional hours each year thereafter to all employees who work in direct and continuing contact with inmates. This training will involve using a basic core curriculum specializing in the following areas:
a. Security Procedures
b. Supervision of inmates
c. Report Writing
d. Inmate rules and regulations
e. Rights and responsibilities of inmates
f. Fire and Emergency Procedures
g. First Aid
h) Communication Skills
i) Special Needs of Minorities
j) Women and ex-offenders
k) Problem solving and guidance
l) Legal Issues
m) Crisis Intervention
n) Grievance and disciplinary procedures
EXISTING MEASURE: The measurement of this objective will be based on budgetary considerations, release of personnel for training and the ability to obtain volunteer instructions from the institution as well as private and public agencies.
OBJECTIVE: 16. When directed, to develop a specialized training program for all personnel who work with inmates in disciplinary detention, administrative segregation and with special needs inmates. This training will involve a basic core curriculum, specializing in the following areas:
a. Morris Rule
b. Inmates with Special Problems
c. Psycholigical Problems of Inmates
d. First Aid
e. Hostage Response Technicques
EXISTING MEASURE: The measurement of this objective would be based on budgetary considerations, volunteer institutional instructors and release of personnel for training.
OBJECTIVE: 17. To develop a specialized training program in methods of using physical force to control inmates to all security and custodial personnel other than correctional officers. This program would utilize a core curriculum, specializing in the following areas:
a. Defense against frontal attacks.
b. Defense against rear attacks.
c. Departmental Policy on Use of Force.
d. Defense against a variety of weapons.
e. The eight point blocking system.
EXISTING MEASURE: The measurement of this objective will be based on budgetary considerations to pay for an instructor and release of personnel for training.
OBJECTIVE: 18. To obtain additional space and equipment for the training and staff development programs which are provided.
EXISTING MEASURE: The measurement of this objective will be based on budgetary considerations in the purchase of appropriate journals in the criminal justice field and texts that are donated by Rhode Island Library services, public and private agencies, individuals, as well as college and university bookstores to the Training Academy.
OBJECTIVE: 20. To develop a training program of forty hours of in-service training for all administrative and supervisory managerial staff, utilizing a basic core curriculum and specializing in the following areas:
a. Department Policy and Procedures
b. Performance Appraisal
c. Interpersonal Communication Skills
d. Labor/Management Relations
e. Budgeting
f. Grievance Procedures
g. Development of Subordinates
h. Housekeeping and Sanitation
i. Legal Considerations
OBJECTIVE: 21. When directed, to sponsor joint training events during the fiscal year on an in-service basis for line correctional officers and line supervisors which would be of assistance in fostering a good working relationship between the two groups through discussion of problems and presentation of strategies for resolution.
EXISTING MEASURE: The measurement of this objective will be the amount of requests received from administrators to conduct such joint training events which were implemented by the Training Academy, seminar attendance, formal evaluation of training and informal verbal feedback by participants.
OBJECTIVE: 22. To foster staff involvement in training during the fiscal year through conducting a survey of personnel within the Department of Corrections to determine personnel interest in teaching a class or a course at the Correctional Training Academy, and to provide appropriate training to any such individuals prior to their assumption of duties.
EXISTING MEASURE: Utilization of the survey results and the numbers of Department personnel who are trained as instructors, (e.g., Training of Trainers.)
OBJECTIVE: 23. To develop an in-service training program for correctional officers on the management of stress during the fiscal year in cooperation with the Municipal Police Academy (MPTA) and as an extension of the interpersonal skill development training program referred to above in objective # 16.
EXISTING MEASURE: The measurement of this objective will be the formalization of this project within the in-service curriculum for correctional officers.
OBJECTIVE: 24. To develop a plan for providing forty hours of in-service training for Probation Counselors and Supervisors based on Department needs identified in the assessment surveys and in accordance with state and federal law, Department Policy and Procedures as well as A.C.A. Standards.
EXISTING MEASURE: The measurement of this objective would be the implementation of the training program in accordance with needs assessment surveys, Department Policy and Procedures and A.C.A. Standards.
OBJECTIVE: 25. To develop forty hours of in-service training during the fiscal year for approximately twenty medical services personnel, using a basic core curriculum as based on a needs assessment survey, court mandates and Departmental policy and procedures.
EXISTING MEASURE: The measurement of this objective will be based on implementation of this training curriculum in accordance with identified Departmental training needs.
OBJECTIVE: 26. To develop forty hours of in-service training during the fiscal year for approximately eighteen correctional officer stewards, using a basic core curriculum as based on a needs assessment survey, court mandates, and Departmental policy and procedures.
EXISTING MEASURE: The measurement of this objective will be based on implementation of this training curriculum in accordance with identified Departmental training needs.
OBJECTIVE: 27. To develop a pilot program during the fiscal year of specialized supervisory and mid-management in-service training, utilizing the results of the National Institute of Corrections management and supervisory needs assessment survey conducted during the week of 1/22/79 with administrators, supervisory personnel, line staff, and inmates. Funds for this program will be sought through National Institute of Corrections or private resources.
EXISTING MEASURE: Upon receipt of the necessary funding, the outcome of the pilot program will be evaluated by attendance records, class participation and self-evaluation by participants.
OBJECTIVE: 28. To seek federal funding for the development of a twenty hour in-service training program for correctional officers on correctional law during the fiscal year.
EXISTING MEASURE: The measurement of this objective will be contingent upon the receipt of federal funding to support the in-service program on correctional law as well as implementation of the program, participant attendance and evaluation of the course.
OBJECTIVE: 29. To seek consultant services through a federal grant during the fiscal year in order to present a three to five day workshop on collective bargaining, disciplinary and grievance procedures and a workshop on crisis intervention.
EXISTING MEASURE: The measurement of this objective will be contingent upon securing a grant, implementation of the workshop and participant attendance and evaluation of the workshop.
OBJECTIVE: 30. Develop coordination and linkages with correctional training and staff development centers, criminal justice agencies, local colleges, other state department and community agency Training Directors, and federal training resources, through personal contact and the convening of meeting to plan jointly-sponsored training events.
EXISTING MEASURE: The number of linkages established and the number of implemented programs resulting from such linkeages.
GOAL # 5: To develop and implement an evaluation system at the Rhode Island Correctional Training Academy and submit reports on Training.
OBJECTIVE: 1. To develop and implement during each fiscal year an internal evaluation design which will assess both orientation and in-service training classes at the Correctional Training Academy on a regular basis.
OBJECTIVE: 2. To develop and conduct a routine evaluation assessment of training and staff development programs through biannual surveys during the fiscal year of all line and supervisory personnel to obtain their opinion of the relevance and utility of training programs to job performance.
EXISTING MEASURE: The measurement of objective # 1 and # 2 will be effective if the internal evaluation design of the Rhode Island Correctional Training Academy can accomplish the following:
a. Assess the extent to which the training program is accomplishing its stated objective.
b. Identify constraints and unintended outcomes of the training and staff development program.
c. Identify the impact of training on personnel performance in key areas as measured against Department performance standards.
d. Establish a data base of training needs and outcomes which can be used to assist in management, decision making and program development.
OBJECTIVE: 3. To submit a quarterly report of the Rhode Island Correctional Training Academy Activities during each fiscal year to the Director of the Department of Corrections to keep management informed of the Training Academy programs and monitor the effectiveness of the screening and selection process for correctional officer trainees.
EXISTING MEASURE: The measurement of this objective will be based on the completion of these reports by January 10th, April 10th., July 10th., and October 10th. each fiscal year.
OBJECTIVE: 4. To conduct an annual formal evaluation of all in-service training programs, as well as those conducted in academic and community settings.
EXISTING MEASURE: The measurement of this objective will be based on the number of volunteers from the academic community who will be able to serve on an annual evaluation committee and the completion of a report by this committee.
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