The National Jail Leadership Command Academy (NJLCA) is designed to provide training for succession preparation, and to develop leadership skills for successful transitioning into senior leadership positions within jails.
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The National Command & Staff College (NCSC), a partnership between the International Academy of Public Safety (IAPS), the National Sheriffs’ Association (NSA), the National Tactical Officers Association (NTOA), and the Center for Police Leadership & Ethics (CPLE) is a blended educational program designed to prepare today’s law enforcement and corrections leaders to succeed in an ever-changing professional environment and to effectively meet the challenges of the future.
The backbone of corrections is its workforce. The corrections sector relies on qualified, trained and dedicated staff for effective, professional operations. But today, correctional administrators, particularly those running prisons and jails, are grappling with severe workforce challenges that directly impact mission performance. Those challenges include staff recruitment, selection and retention, training and agency succession planning.
Wherever you interact with criminal offenders, there is a real danger of assault, attempted escape and the necessity to control offenders by force. This is true whether you work inside a juvenile facility, an adult prison or a local jail or you are a probation or parole officer. Most correctional officers want things to run smoothly, and do not look for trouble. They do not abuse offenders or throw their weight around. They want to get through a 25-year (or more) career and retire in good health. The key to doing that is staying safe, and the key to safety is a cautious mindset.
With a community-based, participatory approach guided by the TWH paradigm, it was feasible to implement a multilevel needs assessment to identify jail workplace characteristics that inform health promotion and protection interventions. Parsing these data to describe unique characteristics of rural and urban jails and how to tailor interventions based on their needs is critical. In future studies, researchers using CBPR methods may reveal unique worker characteristics and workplace stressors for evidence-informed occupational therapy interventions to address workplace health.
This course will provide new jail administrators, sheriffs, and prospective jail administrators an overview of the roles and responsibilities of a jail administrator. Course content will be presented at an introductory level and aims to orient the intended audience to the critical functions, roles, and responsibilities the jail has in the local community and in the public safety sphere. Estimated duration: 1 hour. (NIC ID: 21ECJA2900)
This webinar will present the findings from a two-year cooperative agreement with NIC and national correctional stakeholders. Presenters will share current and best practices and propose innovative solutions to reduce correctional staff trauma and organizational stress in U.S. jail and prison settings based on the findings from a scoping review and national survey.
Workplace incivility describes the subtle and obvious behaviors that are generally rude, discourteous, and suggesting of a lack of respect for others. When unchecked, incivility erodes an organization’s culture and adversely impacts the well-being of those who are the targets of uncivil behavior.
Workplace incivility needs to be challenged and talked about openly. Knowing the causes of incivility, its consequences, and how to promote civility in the workplace can help correctional leaders and employees build psychologically safe environments where everyone grows and thrives.
While technology such as better video surveillance, communications, tablets, and kiosks have greatly improved and enhanced the job of correctional officers, one thing has remained constant: We must have enough staff to maintain the posts, walk the tiers and floors, and provide safety and security to everyone who lives, works, and visits a correctional facility. As corrections leaders, we must do what we can not only to hire enough people, but also to help them develop into good corrections professionals. And by doing so, hopefully we can retain them. If we retain good people, it will both improve the department and serve as a legacy.
Whether working in an institutional or community corrections environment, corrections professionals are faced with a myriad of challenges daily, from the populations we work with, responsibility to peers and leaders, queries from the media and public, and demands from friends and family. While the work can be immensely rewarding, individuals entering this profession should be aware of both the tremendous opportunities that exist as well as the risks.