ORLEANS PARISH PRISON OFFICER TRAINING PROGRAM - FINAL IMPACT EVALUATION

• NCJ Number: 68894
• Author(s): L MARYEMASSA J
• Date Published: 1980
• Length: 78 pages
• Sponsoring Agency: Louisiana Cmssn on Law Enforcement and Administration of Criminal Justice; US Dept of Justice; New Orleans Mayor's Criminal Justice Coordinating Council
• Corporate Author: New Orleans Mayor's Criminal Justice Coordinating Council
• Sale Source: National Institute of Justice/
• Publication Type: Program/Project Evaluation
• Language: English
• Country: United States of America

Annotation

THIS REPORT EVALUATES THE ENTIRE REGULAR TRAINING PROGRAM FOR PRISON DEPUTIES FROM 1976 TO 1980, FUNDED BY LEAA FOR THE ORLEANS PARISH CRIMINAL SHERIFF'S OFFICE IN LOUISIANA.

Abstract

THE PROGRAM FELL SHORT OF MEETING MOST OF ITS OPERATIONAL GOALS; WHILE THE TRAINING PROGRAM SEEMED TO BE APPROACHING ITS STATED OBJECTIVES IN 1977 AND 1978, PARTICIPATION IN BOTH INSERVICE AND ACADEMY TRAINING DECREASED DRASTICALLY IN 1979. HOWEVER, THE PROGRAM DID ATTAIN TWO OF ITS MAJOR NONOPERATIONAL GOALS: MEETING ALL STANDARDS OF AND BEING ACCREDITED BY LOUISIANA'S PEACE OFFICER'S STANDARDS AND TRAINING ACT AND THE IMPACT GOAL OF REDUCTION OF SICK LEAVE. THE EVALUATION SUGGESTS THAT ACADEMY AND INSERVICE TRAINING IS RELATED TO DECREASED SICK LEAVE DURING THE YEAR IN WHICH TRAINING OCCURS. THE TRAINING ALSO SEEMS TO BE RELATED TO REDUCED LEVELS OF TERMINATION FOR EMPLOYEES, BUT BECAUSE SICK LEAVE AND TURNOVER RATES ARE AFFECTED BY SO MANY OTHER FACTORS, IT IS DIFFICULT TO MEASURE THE RELATIVE INFLUENCE OF TRAINING ALONE. THE REPORT RECOMMENDS THAT EFFORTS SHOULD BE MADE TO STANDARDIZE TRAINING, SUCCESSFUL TRAINING COMPLETIONS SHOULD BE RELATED TO A WORK STATUS CHANGE SUCH AS RECEIVING STATE SUPPLEMENTAL PAY OR BEING COMMISSIONED, AND TRAINING SHOULD BE RELATED TO PROMOTIONAL OPPORTUNITIES AND CAREER DEVELOPMENT. IN ADDITION, THE CONDENSED 240-HOUR ACADEMY SHOULD BE CONTINUED. ALONG WITH THE 320 HOUR TRAINING, MEASURES SHOULD BE DEVELOPED TO IDENTIFY AREAS OF JOB PERFORMANCE OTHER THAN ABSENTEEISM WHICH TRAINING IS EXPECTED TO IMPACT, THE QUALITY OF TRAINING RECEIVED SHOULD BE MEASURED, AND THE SHERIFF'S OFFICE SHOULD BEGIN AN INDEPTH COST ANALYSIS OF PERSONNEL PRACTICES IN ORDER TO DEVELOP THE MOST COST EFFECTIVE MEANS OF PROCESSING EMPLOYEES. TABLES AND COURSE DESCRIPTIONS ARE INCLUDED. (MODIFIED SUMMARY)