Future Force: A Guide to Building the 21st Century Community Corrections Workforce

• NCJ Number: 215887
• Author(s): Jeanne B. Stinchcomb; Susan W. McCampbell; Elizabeth P. Layman
• Date Published: September 2006
• Length: 186 pages
• Grant Number(s): 04C30GJD1
• Sponsoring Agency: National Institute of Corrections
• Corporate Author: Ctr for Innovative Public Policies, Inc.
• Sale Source: National Institute of Corrections; NCJRS Photocopy Services
• Publication Format: Document (Online)
• Publication Type: Handbook
• Language: English
• Country: United States of America
• Note: Downloaded October 10, 2006.

Annotation

This guide presents information and strategies for recruiting, developing, and retaining quality community corrections personnel.

Abstract

Chapter 1 focuses the process of workforce planning for community corrections and discusses the factors driving the “talent war” for competent employees. The chapter examines the changing labor market and the changing demographics of today’s workers with an eye toward replacing the large number of departing community corrections personnel. Chapter 2 turns to a discussion of the relationship between an organization’s culture and its ability to recruit and retain talented employees. Characteristics of desirable workplaces are explored and advice is offered for how to assess the strengths and weaknesses of an existing organizational culture. Chapter 3 focuses on recruitment and advises corrections organizations to consider their long-term goals when developing a comprehensive recruitment plan. The types of recruits that should be targeted are explored followed by a discussion about what the organization has to offer applicants, when recruiting should begin, and the costs and benefits of different recruitment strategies. Chapter 4 uncovers the hidden costs of employee turnover and describes a formula for calculating the costs of employee attrition. Recommendations are offered for how to conduct both exit and retention interviews so that organizations can learn why some employees leave and others stay. The chapter underscores the importance of using career development opportunities and mentoring relationships to ensure employee growth and vitality. Chapter 5 provides operational tools to put the concepts learned throughout this guide into practice, with a focus on how to develop strategies for workforce development based on the organizational self-assessment and the workforce planning process. The importance of incremental assessments as a mechanism for ongoing feedback is underscored. Each chapter begins with a list of questions identifying key points of the discussion and ends with a checklist for future planning. Techniques and procedures used by corrections agencies throughout the country are also presented. Appendixes, references