22^ND ASIAN AND PACIFIC CONFERENCE OF CORRECTIONAL ADMINISTRATORS

 

BALI  INDONESIA

 

OCTOBER 2002

 

 

 

Agenda Item 3

 

RECRUITMENT, TRAINING AND CAREER DEVELOPMENT FOR CORRECTIONAL STAFF

 

 

 

 

                                        AUSTRALIA

   

 

 

 

Prepared by

New South Wales Department of Corrective Services

 

Sydney Australia

 

 

INTRODUCTION

 

Historically, corrections has been viewed as an occupation rather than as a profession. Enhancements in training and career development provide an opportunity to challenge this perception.

 

This paper is an attempt to provide a detailed comparison across all Australian States of the most recent developments in the key areas of training, recruitment and career development. 

 

As an industry, corrections has been slow to recognise the benefits of staff training and development. All officers must be security technicians with expertise in search, supervision and inmate management. They must know the limits of their responsibility and authority and how to work as part of a team. Well developed training programs provide all of this.

 

The recruitment and selection process is generally acknowledged as a key event in determining the operational effectiveness of an organisation. We need knowledgeable, ethical, motivated personnel. In the years ahead the entry level standard of education may begin to gain greater scrutiny as corrections is viewed more as a human service occupation and less as a security oriented occupation.

 

The concept of career development differs from what we have traditionally referred to as a career path. Career development involves efforts by both the individual and the organisation to develop and learn about work values, to develop a vocational identity and to develop work options. Career development is the responsibility of the individual but it is the organisation=s responsibility to advise them and provide them with opportunities.

 

 

 

 

EDUCATION : Entry Standards

 

 

NEW SOUTH WALES

 

Minimum standards of education for entry to the occupation for correctional officers are as follows:

 

Higher School Certificate; or

School Certificate and trade certificate; or

Tertiary studies at TAFE( (minimum of 2 years successfully completed); or

Demonstrated supervisor experience; or

Military service

 

 

 

 

 

TASMANIA

 

There is no minimum education level specified for custodial officers in Tasmania. They are asked to undertake literacy testing as part of the recruitment process.

 

Community Corrections Officers in Tasmania must possess tertiary qualifications in a >human science= or similarly relevant discipline - e.g. sociology, psychology, social work, criminology. 

 

 

SOUTH AUSTRALIA

 

Recruitment of custodial staff is an ongoing process that occurs regularly throughout the year.  Recruitment drives are conducted centrally by staff in the personnel unit, but some prisons may conduct their own recruitment and selection processes.  The selection criteria includes medical and psychological assessments.

 

The Department continues to experience difficulties in regard to attracting and retaining Indigenous staff.  This is an issue that the Department will continue to work closely with its Aboriginal Services Unit to try to resolve.

 

 

QUEENSLAND

 

There is no minimum level of education required for custodial officers (prison officers), however, all recruits must meet the entry requirements to secure a position with the Department of Corrective Services.

 

The recruitment and selection processes require all  interested applicants to address a number of selection criteria for the position.   Once applications have been shortlisted, the selected applicants complete a psychological assessment.   If applicants are found suitable for employment as a Custodial Correctional Officer, the final step is to conduct panel interviews for each applicant.

 

 

WESTERN AUSTRALIA

 

There is no minimum education level specified for custodial officers in Western Australia. Selection procedures for prospective employees give particular attention to the testing of numeracy, literacy and to attitudinal assessment.

 

 

NORTHERN TERRITORY

 

No specific educational standards are required prior to entry as a custodial officer in the Northern Territory. Its geographical remoteness from the rest of Australia and its diverse population and ethnicity means the Territory=s workforce must reflect both generic and contextually specific qualities, be flexible, capable of embracing and initiating change, and be accountable in operational practice.

 

REMUNERATION

 

 

NEW SOUTH WALES

 

In New South Wales a base grade probationary correctional officer in their first year of service has a base salary of $36,641.

 

 

TASMANIA

 

In Tasmania a prison officer commences on an annual salary of $30,792 in their first year of service.

 

                                                                           

QUEENSLAND

 

In Queensland a custodial officer in their first year of service has a base salary of $31,387. Progression to higher salary scales may be dependent upon the attainment of recognised formal qualifications.

 

 

WESTERN AUSTRALIA

 

In Western Australia a custodial officer has a base salary of $29,245 in their probationary year.

 

 

NORTHERN TERRITORY

 

A custodial officer in the Northern Territory commences on an annual base salary of $29,750 whilst undertaking their 11 week recruit training program. Following the successful completion of that program they move to an annual base salary of $33,000 for the balance of their first year of service.

 

 

REMUNERATION FOR SIMILAR OCCUPATIONS

 

 

Defence forces: A newly recruited officer in the defence forces earns an average of $29,000 (plus $394 uniform allowance) in their first year of service.

 

Fire Services: A trainee firefighter remains on probation for 6 months at a salary of $633 per week.   After that time they progress to a level 1 fireman at $722 per week.   This represents an annual salary of approximately $36,000 in their first year of service.

 

Police: A probationary constable in the NSW Police Service earns approximately $44,000 in their first year of service.

 

Federal Police: A federal agent with the Australian Federal Police commences on a salary of $34,346 while undergoing initial training and this salary can rise up to $44,350 (depending on qualifications and experience) within the first year of service.

 

Ambulance officer: A trainee ambulance officer commences at a salary of $32,356 per year ($34,834 if a registered nurse).

 

Customs officer: A customs officer who joins the Australian Customs Service at age 18 commences on a salary of $19,612. The rate varies each year until someone who joins at age 21 commences on a salary of between $28,018-$30,967.

 

 

 HEALTH & MEDICAL

 

 

NEW SOUTH WALES

 

Vision

Distance vision is acceptable if visual acuity is 6/12 or better in each eye aided or unaided at 6 metres. There is a minimum requirement of unaided distance vision of 6/24 in the better eye unaided and 6/36 unaided in the weaker eye. This is to ensure the officer has some level of residual vision should visual aids be displaced in an emergency situation.

 

Hearing

An applicant should have normal unaided hearing in both ears, to allow normal conversation hearing, communication by electronic devices and surveillance function in a variety of environmental conditions.

 

Physical diseases such as epilepsy or poorly controlled diabetes mellitus may prevent selection due to the safety critical nature of the work.

 

There are a number of other health-related problems, which may affect the ability of an applicant to perform a number of safety critical tasks.

 

Correctional officers are required to be in good physical condition, to undertake shift work and all the accompanying physical and psychological requirements of their work tasks and duties.

 

The Corrective Services Officer should:

Be physically able and psychologically suited to carry and use firearms without unacceptable risk to the officer, work colleagues or the public.   They need to also have normal strength and movement of the hands, upper and lower limbs and back to enable the performance of a variety of fine and coarse manual handling tasks.

 

Correctional officers must have the physical ability to detect, identify, pursue and physically detain persons, criminals or intruders.   They need the physical capacity for episodes of sudden and sustained physical effort in the pursuit and detention of persons or in responses to threats or emergencies.

 

They must have the physical ability to perform escort and custody duties and be able to sit, stand and walk for extended distances when providing security, surveillance or patrol functions.   They must be able to move quickly over uneven ground or surfaces, on stairs, around physical objects and in confined areas.

 

Psychological evaluation

Applicants are subjected to a battery of psychological testing.   The results of this testing are then compared to a pre-determined psychological profile that has been deemed necessary for success in employment in a public safety capacity.   Results are rated from poor to outstanding.   Only those applicants who attain a result of success prediction of low average and above are progressed further in the recruitment process.

 

Character assessments are then carried out at interview, by a selection panel comprised of experienced custodial officers and a psychologist.   Further character assessment is carried out by way of referee checks.   A full criminal record check is then carried out on both name and fingerprints of each successful applicant.

 

 

TASMANIA

 

Custodial Officers are subject to a rigorous recruitment process, including psychological and background (character) assessments, physical/medical testing and other more routine interviewing procedures.   Whilst there are no specified requirements regarding age, applicants are required to be mature and capable of meeting the various requirements of custodial work.

 

 

QUEENSLAND       

 

The recruitment and selection processes require all interested applicants to address a number of selection criteria for the position.   Once applications have been shortlisted, the selected applicants complete a psychological assessment.   If applicants are found suitable for employment as a Custodial Correctional Officer, the final step is to conduct panel interviews for each applicant.

 

Psychological assessment is conducted by the Australian Institute of Forensic Psychology in Victoria.   The tests used in this assessment, have been selected specifically for the psychological profiling of staff working in public safety.   Testing includes:

!                   Responses to an ambiguous situation to test reasonable judgement;

!                   Normed test of intelligence;

!                   Broad based personality test with scales that are directly relevant to public safety work;

!                   Sampling the extent to which the candidate feels they are in control of their lives;

!                   Responses to measure inter-personal sensitivity and supervisory procedures;

!                   Questions about the candidate=s life history and beliefs; and

!                   Measuring attitudes towards law enforcement

 

Many people in the community are responding to advertisements for working in corrections.   There has been an increase in attracting university graduates to work as base grade community and custodial officers to develop skills in the unique correctional environment.

 

All applicants for any position with the Department of Corrective Services are subjected to a criminal history check.

 

 

WESTERN AUSTRALIA

 

To be selected for prison officer training in Western Australia a candidate must:

!                   have a first aid certificate;

!                   have an unrestricted A-class driver=s licence;

!                   be an Australian citizen or permanent resident;

!                   not have been sentenced to prison or periodic detention;

!                   not have had any criminal convictions in the past 10 years;

!                   not have a pattern of minor offences, including more serious traffic offences.

 

A short numeracy test must be passed covering basic arithmetic. A literacy test is also provided to assess an applicant=s general intellectual ability. The third testing procedure involves a series of attitudinal assessment tests and an attitudinal assessment interview with a clinical psychologist.

 

Applicants must also pass a standard fitness test involving a 20 metre shuttle run, an agility zig-zag drill and a muscular endurance push-up test.

 

 

NORTHERN TERRITORY

 

The recruitment process for all NTCS staff embraces the values of equity and access.   The process of recruiting custodial officers commences with an intensive advertising campaign within the Territory print media and Imparja Indigenous Television Network.   Prior to shortlisting for interview, applicants must undergo a psychometric and physical test developed to reflect the specific needs of the Northern Territory Correctional Services system.

 

 

 

 

 

 

 

 

TRAINING

 

 

NEW SOUTH WALES

 

Upon entry to the occupation and during their first year of service all custodial officers undertake the Certificate III in Correctional Practice.   This qualification begins with a 10-week pre-service training program at the NSW Corrective Services Academy.   During the course, which consists of a mixture of classroom and field based delivery, trainees successfully complete all assessments in law, procedures, report writing, first aid, weapons handling and defensive tactics. They also undergo  workplace observation assessments and must satisfy attendance and performance requirements.

 

The second phase of the qualification involves a 38-week workplace program during which trainees successfully complete a series of workplace assessment events.

 

Upon completion of Certificate III in Correctional Practice, Probationary Officers are awarded their qualification at a graduation ceremony at the Corrective Services Academy and are launched into their career.

 

During their first year of service, probation and parole officers undertake Certificate IV in Correctional Practice.   Their training commences with a 6-week pre-service program at the NSW Corrective Services Academy and continues throughout their first year of service with regular workplace assessments.   They also receive their awards at a formal graduation ceremony.

 

 

TASMANIA

 

Induction training for Officers includes learning about offender assessments, casework issues, privacy issues and the >dual role= of enforcer and facilitator. Officers are subject to a 12-month probationary period prior to permanency being confirmed

 

Custodial Officers undergo an intensive 10-week induction course upon entry to the Prison Service.   During the first year of employment they fulfil requirements for a Certificate III in Custodial Corrections.   The program contains a wide range of both desk-top and practical sessions and exercises, and recruits/candidates are assessed against national competency standards from the Correctional Services training package.   Custodial Officers are also able to later qualify as First Class Correctional Officers by completing a Certificate IV in Custodial Corrections.

 

Custodial Officers are also required to undergo ongoing >refresher= training in areas such as First Aid, Breathing Apparatus, Suicide Awareness, and other relevant topics.

 

Non-custodial staff are not required to complete formal training upon entry to the Prison Service.

 

 

SOUTH AUSTRALIA

 

The Correctional Officer Induction Training Course is conducted by staff from the professional development unit of the Department and is undertaken with new recruits for the first 8 weeks of their employment.  The induction training includes a supervised work placement in a prison.  This training is compulsory for entry into custodial services work.  The new recruits are then on a twelve month probationary period during which time they are appointed a work place mentor and assessor.  Continual reviews are conducted on the new recruits until they successfully complete the probationary period, including education modules for the Certificate III in Correctional Practice.  At this point they are reclassified to the next operational level and made permanent appointees of the Department.

 

 

QUEENSLAND

 

Non-accredited custodial and community officers complete a Correctional Services Officer Entry Level Training Program (ELTP).   A custodial officer is engaged in the program for a period of nine weeks.   Program Framework consists of a range of sessions dealing with specific areas of learning.   Sessions are categorised by subject into the following modules:

 

!                   Communication

!                   Law

!                   Safety and Security

!                   Organisational Knowledge

!                   Offender management

 

 

WESTERN  AUSTRALIA

 

New recruits undergo nine months of induction training.   This course is based upon the Correctional Services Training Package CSC01 and it consists firstly of a twelve-week formal off-the-job component, designed to provide them with the basic skills and knowledge required to assume the role of a Probationary Prison Officer.   The program includes communication skilling, offender management, security and emergency procedures, communicable diseases, first aid, cross cultural awareness, appraisal systems, offender management, incident reporting and self defence.

 

During the second phase, the new Probationary Prison Officers spend six months undergoing on-the-job training and demonstrating competency against numerous essential operational skills in the Prisons environment.   On successful completion of this period they are awarded a Certificate III in Correctional Practice and, subject to vacancies and satisfactory performance, they will be offered a permanent position.

 

All Juvenile Justice and Community Corrections Officers are required to undertake training to the Certificate IV in Correctional Practice (Community). Training consists of formal on/off the job training over a period of 12 weeks followed by formal competency, task and performance assessments.  For newly recruited staff the Certificate IV qualification is a requirement to progress to a higher salary band.

 

Certificate IV is also complemented by specialised training, such as accredited drug and alcohol misuse training, and best practice domestic violence training.  Other opportunities are available for staff development that may address any particular individual or group need. 

                                                                                               

                                                                           

NORTHERN TERRITORY

 

New custodial office recruits undertake a twelve month traineeship based on Certificate III in Correctional Practice.   The initial course includes six weeks >off the job= training, with a further five weeks in the work place prior to placement on the roster at the completion of the 11 weeks training.   The Training Section verify that the recruits have achieved the minimum set of competencies enabling them to commence work in a rostered position.

 

Recruits can achieve permanence at the end of the normal traineeship period, that is, after twelve months.   On being granted permanency, all new staff should undertake six months probation where supervising staff members assess their on-going workplace performance.

 

 

 

 

CAREER DEVELOPMENT

 

 

 

NEW SOUTH WALES

 

Management Development Program

This post-graduate level program provides individuals with management responsibilities (commissioned correctional officers, unit leaders in the probation and parole service and clerks grade 5/6 and above) with the opportunity to evaluate their current management style and behaviour and to examine the process of strategic management and organisational change.   The course is open to any manager and entry is on a competitive basis.

 

This course is delivered over two weeks at the Corrective Services Academy with participants completing distance learning assignments based on workplace issues before and after each week.   The course carries credit towards the Diploma and Advanced Diploma of Correctional Administration and has been recognised as 2 units advanced standing with the following post-graduate programs:

 

Graduate Certificate Management                                                             Southern Cross University

Graduate Certificate Correctional Management               Charles Sturt University

Graduate Certificate Social Science                                                          University of Western Sydney

Graduate Certificate Admin. Leadership                                                   University New England

 

Diploma of Correctional Administration         

The Diploma of Correctional Administration is available as a direct entry qualification for commissioned correctional officers, unit leaders in the probation and parole service and clerks grade 5/6 and above. A complete set of distance learning modules have been written and sold on license to jurisdictions in Australia and South East Asia.

 

The Advanced Diploma of Correctional Management

In late 2002 the Advanced Diploma will be offered to staff for the first time.

 

The Action Management Program

Is available to all commissioned correctional officers and district managers level 3 and 4 in the Probation and Parole Service.   It involves a series of seminars and learning activities over three days at the Corrective Services Academy, followed by workplace assessments.   Successful completion of the program will provide participants with credit towards the Diploma in Correctional Administration.

 

The Executive Leadership Program

Open to all Governors, Deputy Governors, senior administrative staff and District Managers level 1 and 2 in the Probation and Parole Service.   This program involves eight days of residential training activities at the Corrective Services Academy and a number of work based projects, assignments and assessment activities.   It is undertaken in action learning groups.   Successful completion of all of the assessment activities will result in participants receiving the Diploma of Correctional Administration.   An extension of some of the assessments is also available in order to provide participants with credits towards the Advanced Diploma in Correctional Administration.

 

Certificate IV in Business (Frontline Management)

This course is available to all non-commissioned correctional officers, probation and parole officers and administrative staff below grade 5/6.   They are offered in a Asemi-distance@ mode consisting of a combination of workshops (1 or 2 days) and workplace assessment projects.   A range of distance learning modules are also available.

 

Professional Development Scholarships

Fifteen scholarships, each valued at $3,000, are awarded annually by the Department.   This initiative is intended to support staff who are undertaking continuing learning programs at both undergraduate and postgraduate levels and to provide opportunities for officers to attend conferences, undertake study tours or  placements outside the organisation.

 

Career Development Program

This program, which follows an assessment centre construct, was established in 2000.   Each year a total of 75 staff are selected for the program and assessed against a leadership template.   Their capabilities and deficits are identified in an intensive three day workshop and a personal development plan is formulated.   Each participant gets a $3,000 allocation to assist them undertake specialist activities in line with their plan.   Their development is supported through a range of activities including projects, coaching and mentoring, shadowing, secondments (internal and external), formal courses of study and seminars.

 

TASMANIA

 

Officers are encouraged to gain skills relevant to Community Corrections= target group - e.g. studies in the field of criminology, criminal justice issues and so on.   Officers are encouraged to engage in further education, with study leave available for such purposes.   Officers are also encouraged to participate in local programs such as the departmental Women=s Mentoring Program and various professional development opportunities.

 

Staff are able to access a range of professional development opportunities, including study assistance (financial and/or leave allowances).   Officers are encouraged to undertake further study and to become involved in working parties, courses, seminars and so on.   Promotions are granted on the basis of the >merit principle= rather than duration of employment/experience, and opportunities for staff professional development are constantly being sought by the Prison Service Training and Development team and other senior staff.

 

 

SOUTH AUSTRALIA

 

The Department responds to the changing needs, demands and policy by linking staff to a variety of training and developmental opportunities both internal and external to the organisation.

 

The Department complements the traineeship of custodial officers through an effective staff training package directed to building and improving the on-the-job skills and attitudes of staff.  All custodial staff have the opportunity to complete the Certificate III in Correctional Practice and are assessed for competencies toward this Certificate.

 

The gradual introduction of the National Correctional Competency Standards, mainly with custodial staff, and the development of a Workplace Assessment network has enabled business units to establish a framework for providing custodial. community corrections, administrative and ancillary staff access to National VET Qualifications.

 

In addition to the national correctional services qualifications of Certificates III and IV in Correctional Practice, and the Diploma in Correctional Administration.  The Department also provides opportunities for staff to qualify in the National Certificate IV in Assessment and Workplace Training.  As at 28^th June 2001, 115 staff had been accredited for this certificate from 178 enrolments.

 

The Department has also supported staff to undertake the Public Sector Management Course and the Leadership Development Program, both of which are recognised across the public sector in South Australia.

QUEENSLAND

 

Queensland corrections offers a structured program of industry training at Australian National Certificate IV, Diploma and Advanced level, with articulation arrangements into relevant degree and post-graduate qualifications.   These programs are offered as both tutorial based and distance education packages at no expense to the employee

 

Staff development personnel from any area of the state are able to access session information.   Content is available by CD and regularly distributed to staff with training responsibilities.

 

Since 1999, 1008 staff have received Certificate III in Correctional Practice, 739 officers have received Certificate IV in Correctional Practice standards and 51 staff members have received the Diploma in Correctional Administration.

 

Departmental staff, both community and custodial, who have met the requirements for qualifications available through the Australian National Training Authority (ANTA) accredited training package under the supervision of the Training and Development Centre, represent a significant proportion of those receiving these awards on a national basis. These achievements illustrate the Department=s commitment towards education and training to ensure all staff have opportunities for continuous learning and development.

 

 

WESTERN AUSTRALIA

 

Officers are encouraged to develop their careers by accessing the additional training that is available.   These additional training modules include for example, recruitment procedures, selection practices, equal opportunity awareness, computer training, grievance resolution and professional development.

 

They are also encouraged to undertake the Certificate IV in Correctional Practice or the Diploma in Correctional Administration.   A comprehensive four-week Unit Managers Training Program is currently being developed and will be targeted at Senior Officers.

 

To enhance career development a process was developed to provide a consistent, efficient and effective method for prison officer promotions.  This system (POPS)  provides proper descriptions of positions, assessment suitability, consistency of assessment and merit based selection within a set time frame.

 

Officers who consider themselves suitable for promotion are encouraged to apply for vacancies provided they meet the requirements set out in job description forms.   All aspects of the selection process are explained to those seeking a promotion, including their application, qualifications, statements addressing criteria, CV/Resume preparation, selection panel formulation and requirements, short listing, selection methodology and the decision making process.

 

All Community Justice Service staff are encouraged to take responsibility for their own career development through a performance management system, and this is facilitated where possible through staff development funds. The Directorate encourages staff to apply for advertised acting opportunities in other positions within the Department as a means of broadening their experience and developing new skills.  Attendance at relevant conferences is also encouraged (with possible financial contribution subject to Branch resources), and there is limited money for subsidy towards higher degrees in Criminal Justice Studies.  Selected staff are also offered management training on as-required basis.  Staff may also apply for unpaid leave to pursue full-time study.

 

 

NORTHERN TERRITORY

 

Those officers aspiring to senior positions within the organisation have the opportunity to undertake a Development Centre to assess participant performance over several work related activities mapped against National Executive Competencies.

 

Individual participants are audited by the executive against the competencies and professional development recommendations offered to each participant.   The competencies against which participants will be assessed include:

 

Environmental Awareness;

Capacity to Initiate and Implement Change;

Strategic Thinking;

Industry Knowledge;

Conceptual and Analytical Skills;

Oral and Written Communication Skills;

Negotiation Skills;   and 

Judgement and Interpersonal Skills

 

Currently at the proposal stage is a recommendation that further development be linked to the Diploma of Correctional Administration or an externally provided equivalent qualification.

 

Northern Territory Correctional Services has been a registered training organisation since 1994 and as such has direct responsibility in the delivery of much of its training program to staff and new employees.   The Agency has supported the Graduate Certificate in Applied Management from the Australian Institute of Police Management in Manly, New South Wales, and the Public Sector Management Course and Executive Development Programs offered through the Northern Territory Public Sector for senior staff. Staff are also encouraged to undertake accredited training relevant to their work and which will enhance their contribution to the organisation.