Correctional Staff and Their Professions, Research Paper Example

A Descriptive Study of Correctional (Staff/Employee) Profession & Available (Or Proposed) Abstract

The career path for the corrections field requires a unique type of personality and a steadfast commitment from knowledgeable and dedicated individuals to support the objectives of these organizations in a successful manner. This field requires an individual with extreme patience, calm, control, organization, dedication, and the wherewithal to manage inmates and the prison system effectively. Corrections careers require the appropriate levels of training and education in order to prepare for the profession. Therefore, a career ladder is essential in enabling potential corrections personnel to obtain proper knowledge and exposure to the prison population in an effort to achieve greater control of inmates and their behavioral considerations. These factors support the improvement and management of this population at the desired level.

Introduction

Correctional careers encompass a complex and multifaceted area with opportunities for growth and professional development. However, there are significant challenges associated with this field, due in large part to the demands and stressors related to the prison population and the regulations that govern correctional institutions. Therefore, those interested in working in this field must exhibit a wide variety of desirable characteristics in order to accomplish the intended objectives in working with inmates, many of whom are dangerous and pose a threat to themselves and to others. This field requires adherence to a variety of regulations and the ability to work with people from many different cultures and ethnicities and who possess distinct personalities. As a result, psychology-based education and coursework are highly beneficial to corrections personnel at all levels.  Most importantly, educational offerings for prospective corrections employees must be comprehensive and timely in supporting the prison population and the ability to manage an institution effectively at all levels. The process of educating prospective corrections personnel must be strategic so that students are provided with the tools and resources to achieve success in this field and to move up a designated career ladder. The following discussion will address the corrections education process and career path in greater detail in order to emphasize the value of this career and the requirements that are necessary to support promotional opportunities and continuous growth in the field.

Why Corrections?   

Corrections is a challenging yet rewarding profession that requires a professionals from a variety of experience levels and backgrounds in order to effectively uphold the regulations of the correctional facility and to manage the inmate population. It is known that “The Corrections field employs individuals with interests and backgrounds in criminal and juvenile justice; education; medical, dental, and mental health services; policy, research, planning and evaluation; maintenance and operational services; office management; accounting and finance; human resources; nutrition and food services; and information and technology” (Discover Corrections, 2014). In this capacity, it is important to identify the specific resources and opportunities that are available within the field and to determine the potential career path for corrections officers from the time that they enter the field and as they gain additional experience (Discover Corrections, 2014). Most importantly, corrections officers play a significant role in upholding the law and in protecting individuals from potentially dangerous criminals by keeping them off the street and behind bars (Discover Corrections, 2014). The efforts made by corrections officers, therefore, are of critical importance in governing these facilities and in determining the best possible approaches to achieving success within the field that will facilitate growth and opportunity for professionals who enter into this field (Discover Corrections, 2014).

Characteristics of a Successful Corrections Officer

The path to a career in the corrections field is dependent on these characteristics and represents a greater emphasis on the type of individual who possesses a strong will and a commitment to helping others. The difficult and challenging nature of the corrections field requires an individual who is able to withstand high levels of stress and who is a strong communicator. This industry requires a special type of individual with a number of critical personality characteristics that will enable he or she to make practical decisions, think quickly, exercise rational judgment, expect the unexpected, and demonstrate a high degree of professionalism at all times. Some of the key characteristics include flexibility, commitment, dedication, motivation, strength, patience, calm, and control, among others. Corrections personnel must act with the utmost professionalism and regard for their roles at all times, particularly since this field is challenging and requires a high level understanding and acceptance of the challenges of the field and its people. Working with inmates is not a simple task by any means; therefore, this role must be taken seriously and with the intent to uphold the law and provide a service to the general public by protecting them from unnecessary risk or harm as a result of potentially dangerous criminals.

Corrections Educational Benefits and Requirements

From an educational perspective, a career path in the corrections field requires a high level understanding of the needs of this type of facility and the level of education that is necessary to successfully fill these roles. Since a national program to educate future corrections officers does not currently exist, it is recommended that “A National Corrections College (NCC) devoted to improving the human infrastructure of American and even foreign prison, jail, and  community-corrections systems is sorely needed and long overdue… Given the importance of jails and prisons for socializing a significant percentage of the population, for social control generally, and for the United States’s image in the world, recruitment,  nurturing, and professional development of correctional leaders should be regarded as national priorities” (Jacobs & Cooperman, 2012, pp. 59-60). This type of approach to education for corrections officers is likely to be successful because it represents the best interests of the field and the difficulties that may corrections officers face if they are employed within the system without sufficient training and education to perform their roles effectively (Jacobs & Cooperman, 2012). In this capacity, it is important to identify the specific factors that represent corrections education and training so that those persons who are interested in the field and towards a career path (Jacobs & Cooperman, 2012). These factors represent a means of evaluating current educational frameworks to improve training and education for the future and to provide a clear and reasonable career path along the way (Jacobs & Cooperman, 2012) This process requires an ongoing effort from educators to enable students studying corrections to ask questions and seek guidance along the way as they pursue a specific career path, particularly in the early stages (Jacobs & Cooperman, 2012). Education is a critical component of corrections management and the service offerings that are available to these students in order to ensure that they receive sufficient opportunities for growth and the ability to embrace new ideas and strategies to facilitate a positive learning curve for all students (Jacobs & Cooperman, 2012). If a corrections officer is successful in his or her entry-level position, the potential exists for career advancement under the appropriate circumstances, including an ambitious attitude and an enthusiasm for the profession (Ury, 2011). Those who qualify for advancement may be promoted to higher level positions such as sergeant, which is the next level, or even to positions that encompass managerial responsibilities, such as a warden (Ury, 2011). With this experience, it is also possible to transfer to similar fields such as parole or probation, where other opportunities are also available for qualified candidates (Ury, 2011). A common career path within the corrections profession is the following: Correctional Officer Sargeant à Correctional Officer Lieutenant à Correctional Officer Captain à Correctional Officer Major à Correctional Officer Colonel. In addition, there are career paths for administrative and clerical personnel; physicians and nurses; and Assistant Warden à Warden.

Cultural Diversity in Corrections

Corrections officers have a greater chance of success if they are from a variety of cultural backgrounds and experience levels. This is critical because they are exposed to inmates from a variety of cultures and backgrounds, thereby making it somewhat easier if there is an ethnic connection between a corrections officer and his or her inmate population (Kutzik, 2014). The recognition of ethnic diversity within the corrections environment is particularly helpful in advancing the primary objectives of the facility and its efforts to be proactive in preventing further risk and harm and in maintaining control over the prison population (Kutzik, 2014). These factors represent a set of social characteristics that impact the inmate population and that may incite further risk or harm if there is a perceived lack of control over these conditions (Kutzik, 2010). Therefore, ethnic diversity must be accomplished and supported by employees within corrections facilities in order to accomplish the desired objectives in achieving greater control over this population (Kutzik, 2010).

Managing a Corrections Facility: Tools and Characteristics

There are significant requirements associated with managing a corrections facility in one or more capacities, whereby there are opportunities to learn the profession and the law that coincides with effective management techniques and strategies (Gladwin & McConnell, 2012). In this context, it is observed that corrections managers must possess the self-confidence and comfort that is required to maintain a positive approach to the profession and in making decisions that will protect citizens at all times (Gladwin & McConnell, 2012). As a result, managers within corrections facilities must establish a tone of compliance throughout the profession (Gladwin & McConnell, 2012). Many managers within correctional facilities face critical economic and budgetary challenges that are set forth by states and the federal government, thereby often making it difficult for managers to fully embrace their roles as a result of these limitations (Gladwin & McConnell, 2012).

It is also known that “Personnel issues will persist, including recruitment and the loss (by retirement or other avenues) of experienced and effective employees at all levels. Not that losing experienced personnel is a new issue, but at a time when offenders are becoming more difficult and the organizational challenges seem to grow daily, the loss of career employees presents an even more acute problem for the remaining managerial personnel” (Gladwin & McConnell, 2012, p. 3). In this context, it is likely that correctional facilities will continue to experience difficulties in staffing at a variety of levels, thereby creating a difficult environment in which to retain high quality employees because of the type of work environment that exists (Gladwin & McConnell, 2012). Institutional management of a corrections facility requires a high level of knowledge and expertise in order to improve the potential outcomes of offenders and to maintain a high level of organization throughout the facility (Clear, Cole, & Reisig, 2012).

The Psychology of Criminals

The corrections field requires a high level understanding of the different challenges associated with the psychology of convicted criminals, including their behaviors and actions that have led to their current status. Corrections officers must be provided with training in different psychological conditions because they have a significant impact on outcomes and in the development of methods to address these conditions and their impact on outcomes within these facilities (Magaletta, Patry, & Norcross, 2012). Within this context, there is a need to examine why criminals behave in specific ways and why they possess specific characteristics that impact their decision-making and activities (Magaletta et.al, 2012). From this perspective, corrections officers do not need to have advanced psychology training; however, they should be provided with sufficient education to manage these issues effectively in order to prevent further harm by these criminals in the future (Magaletta et.al, 2012). The knowledge base regarding criminal activities must be addressed as best as possible and guidance must be offered in order to exercise greater control and prevent future risk in different ways that will make a valuable difference (Magaletta et.al, 2012).

Similarly, corrections officers must work in conjunction with clinical psychologists in order to ensure that inmates receive the treatment that is recommended and required within the confines of the facility (Magaletta et.al, 2011). These conditions reflect the importance of strategies to support collaborative efforts between corrections officers and psychologists who work with inmates, and this may serve as part of a larger framework for success in the corrections career path (Magaletta et.al, 2011). Within these environments, psychologists represent a means of connecting to inmates in order to determine why they behave in specific ways, while corrections officers maintain the safety of all persons within a facility, as well as the general public (Magaletta et.al, 2011). This is an important reminder of the psychological needs of inmates and how there must be a high degree of cooperation among employees in order to treat these persons effectively at all times (Magaletta et.al, 2011).

Summary

Corrections officers must obtain proper education and training in order to accomplish the objectives of this position. Within correctional facilities, these offers fill a number of roles that require detailed knowledge of the prison population and the overall safety measures that are required to protect citizens from unnecessary risk or harm. These efforts are important in addressing the value of this position in order to gain control over this population and the activities that take place within the facility. It is important to consider these challenges and to make sense of the opportunities that are available to support this population, while also promoting full compliance with the laws and regulations of the local community and the state in regards to this population.

Conclusion

The prison population within a correctional facility must be controlled through the recruitment and training of corrections officers in order to provide the best possible control over the prison population. At the same time, these officers must continue to explore their own options and their career path in order to demonstrate their knowledge and understanding of the efforts required to work in this type of facility. The career ladder for corrections officers in these roles is an important step in determining how to best approach this path and the steps that are required to meet each level over a period of time. These factors support the demand for maximum protection and oversight regarding the needs of local residents and in enabling the general public to experience a high level of trust that these facilities are safe and secure at all times.

References

Clear, T.R., Cole, G.F., & Reisig, M.D. (2012). American Corrections. Cengage Learning. Discover Corrections (2014). Why corrections? Retrieved from http://www.discovercorrections.com/why

Gladwin, B., & McConnell, C. R. (2012). The Effective Corrections Manager: Correctional Supervision for the Future. Jones & Bartlett Publishers.

Jacobs, J. B., & Cooperman, K. T. (2012), A. New Eng. on Crim. & Civ. Confinement,38, 57.

Kutzik, A. J. (2014). The Significance of Ethnicity in Staffing Corrections. The Journal of Sociology & Social Welfare, 1(4), 9.

Magaletta, P. R., Patry, M. W., Gross, N. R., Butterfield, P. M., McLearen, A. M., Patterson, K. L., & Norcross, J. C. (2011). Clinical practice in corrections: Providing service, obtaining experience. Psychological Services, 8(4), 343.

Magaletta, P. R., Patry, M. W., Patterson, K. L., Gross, N. R., Morgan, R. D., & Norcross, J. C. (2013). Training opportunities for corrections practice: A national survey of doctoral psychology programs. Training and Education in Professional Psychology, 7(4), 291.

Magaletta, P. R., Patry, M. W., & Norcross, J. C. (2012). Who is training behind the wall? Twenty-five years of psychology interns in corrections. Criminal Justice and Behavior, 39(11), 1405-1420.