PERSONNEL PRACTICES RELATIVE TO THE RECRUITMENT AND RETENTION OF MINORITY CORRECTIONAL EMPLOYEES

• NCJ Number: 45050
• Author(s): E BEARDBEARD E
• Date Published: Unknown
• Length: 87 pages
• Grant Number(s): 75-NI-99-0023
• Sponsoring Agency: US Dept of Justice; US Dept of Justice NIJ Pub
• Corporate Author: Howard University
• Sale Source: National Institute of Justice/
• Language: English
• Country: United States of America

Annotation

THIS STUDY, PART OF A LARGER SURVEY OF MINORITY RECRUITMENT AND RETENTION, EXAMINES THE PERSONNEL POLICIES AND PRACTICES REPORTED BY THE PERSONNEL DIRECTORS OF THE CALIFORNIA, MICHIGAN, MISSISSIPPI, AND OHIO CORRECTIONAL SYSTEMS AS THEY RELATE TO BLACK RECRUITMENT, SCREENING, SELECTION, PROMOTION, AND RETENTION.

Abstract

BECAUSE EMPLOYMENT LEVELS OF BLACK PERSONNEL WERE NOT OBTAINED, RELATIVE SALARY RATES OF BLACK AND WHITE EMPLOYEES AND THE EXTENT TO WHICH BLACKS HOLD SUPERVISORY OR PROFESSIONAL POSITIONS ARE NOT EXAMINED. HOWEVER, THE STUDY CONCLUDED THAT STANDARDS AND GOALS ON MINORITY EMPLOYMENT SET BY THE NATIONAL ADVISORY COMMISSION ON CRIMINAL JUSTICE ARE NOT BEING MET, AND THE PRESENT SYSTEM AIDS NEITHER EMPLOYEE OR PROGRAM NEEDS. FOR EXAMPLE, ALTHOUGH MINORITY RECRUITMENT PROGRMS EXIST, PROMOTION PROCEDURES REFLECT MANY OF THE SAME BIASES AS SCREENING PROCEDURES, AND SERVE TO PERPETUATE DISCRIMINATORY EFFECTS. FUNDAMENTAL CHANGES MUST BE MADE. IRRELEVANT REQUIREMENTS FOR EDUCATION, WORK EXPERIENCE, OR PERSONAL CHARACTERISTICS SHOULD BE ELIMINATED. PROMOTION SHOULD BE BASED ON SKILLS AND KNOWLEDGE ACQUIRED THROUGH WORK EXPERIENCES AND ON-THE-JOB TRAINING. CIVIL SERVICE JOB CLASSIFICATIONS NEED TO BE REEXAMINED TO REMOVE INFLEXIBILITY, RECOGNIZE THE SPECIAL BARRIERS FACING MINORITY GROUP EMPLOYEES, AND INCORPORATE PARAPROFESSIONAL TASKS AND STRUCTURES. CORRECTIONAL INSTITUTIONS SHOULD ELIMINATE ARREST AND/OR CONVICTION DISQUALIFICATIONS IN FAVOR OF PERSONALIZED SELECTION AND SHOULD ELIMINATE ORAL TESTS IN FAVOR OF MULTIPLE PERSONAL INTERVIEWS. NONWORK-RELATED REQUIREMENTS UNRELATED TO JOB PERFORMANCE SHOULD BE REMOVED. CORRECTIONAL AGENCIES SHOULD ESTABLISH CONTINUOUS CAREER LADDERS AND PROVIDE CAREER COUNSELING AND SKILL TRAINING. THE FEDERAL GOVERNMENT SHOULD SUBSIDIZE CORRECTIONAL SALARIES TO ESTABLISH PARITY WITH THOSE OF OTHER PUBLIC SERVANTS SUCH AS FIREFIGHTERS AND POLICE OFFICERS. STATE MINORITY HIRING GOALS SHOULD TARGET A PERCENTAGE OF MINORITY EMPLOYEES EQUAL TO THE PERCENT FOR MINORITY INMATES IN THE SYSTEM. TABULAR DATA AND SURVEY INSTRUMENTS ARE PROVIDED.