2015 Symposium for Correctional AdministratorsAtlanta, GA

Denny KaemingkCabinet SecretarySouth Dakota Department of Corrections

Introductory Comments

South Dakota Department of

Corrections

Correctional Staff Outreach

Corrections Fatigue

•Term developed by Caterina Spinaris of Desert Waters Correctional Staff Outreach in Florence, CO

•It describes the long term impact on overall health and functioning of corrections staff due to corrections related work place stress.

South Dakota Department of Corrections

Correctional Staff Outreach•Staff attended Desert Waters Correctional

Fatigue to Fulfillment (CF2F) training for trainers

•Contracted with Desert Waters to complete the Corrections Fatigue Status Assessment (CFSA)

•Clear need for broad based program to address Corrections Fatigue related issues.

Corrections Fatigue Status Assessment (CFSA-v5) - Mean Scores

•Assessment completed in 2014 before work began•SDDOC will test again in 2016

Corrections Fatigue Status Assessment

(CFSA-v5) – Key Areas of Concern Psychological Safety – staff feeling free from negative

comments, ridicule, verbal attacks, back stabbing, rumor spreading, ext.

Meaning- staff see their importance in the workplace and society

Leadership Support – staff feel supported by leaders Did not pinpoint

Administration Mid Level First Line Supervisor

Staff Reliability – Staff express caring and sensitivity, express thanks, show respect towards one another.

Corrections Fatigue Status Assessment

(CFSA-v5) – Self-Reported Health Issues

Corrections Fatigue Status Assessment

(CFSA-v5) – Self-Reported Health Issues

Top Three Self Reported issues

•Overweight

•Sleep Disorder

•Cardiovascular Disorder

Corrections Fatigue - Why it matters From a Departmental

Perspective•Reduced moral

•Increased turnover

•Decreased work performance

•Increased staff sick leave use

•Increased staff misconduct

•Impacts offender reentry

Ergo-Metrics• Sound Hiring

Decisions▫REACT is specifically

designed, research-based , video simulation test that identifies outstanding candidates well suited for these demanding jobs.

REACT Human Relations Video Test• REACT also includes test components for

other important job skills needed in most criminal justice jobs:▫Judgment▫Interactive Style with Offenders▫Response to Offender Behaviors▫Gaining Cooperation▫Recognizing Situations and Behaviors▫Rule Enforcement and Discipline▫Intervention▫Professional Attitude and Conduct▫Teamwork

Desired Attributes

•Effective Control•Balanced Authority•Courteous Communication Style•Professional Relationship with Offenders•Hard Working•Team Orientation•Management Supporter•Integrity

Dysfunctional Pattern

•Too Weak, Susceptible to Manipulation•Overly Harsh•Offensive Manner•Involved at Offender Level•Low Effort•Lone Operator•Management Adversary•Untrustworthy

Leadership Academy• Ethics• Communication• Evidence Based

Practices• Management Skills• Leadership Styles• Motivation• Delegation• Dealing Effectively

with Employees

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader”

-John Quincy Adams

Correctional Staff Outreach Program

• Training – all staff trained in CF2F, pre-service, in-service and annual training components

• Critical Incident Response – Correctional staff outreach team makes personal contact with staff involved in traumatic incidents

• Employee Assistance Program – increase awareness and referral to the states EAP

• Community Resources – provide information on outside service providers

• Family involvement – “Family Days” programs for family of Correctional Staff

• Health Fair – Presenters on topics related to Sleep, Diet, and Exercise

Correctional Staff Outreach ProgramTraining

•Correctional Fatigue to Fulfillment (CF2F) ▫Desert Waters Correctional Outreach ▫All institutional staff are being trained▫8 hour training▫Separate trainings for line-staff and supervisors▫Designed to increase staff “Resiliency”▫Pre-service and In-Service versions being offered.

•Annual Training ▫Developed annually to address wellness, fatigue

and resiliency issues.

Correctional Staff Outreach ProgramCritical Incident Response

•Correctional Staff Outreach Team▫Outreach team provides support to staff involved

in critical incidents

▫Does not need to meet DOC policy definition of Critical Incidents that require reporting up the chain of command

▫Outreach team has been asked to meet with staff involved with incidents at the facilities as well as with staff having personal issues outside of work.

Correctional Staff Outreach ProgramEmployee Assistance Program

• This is for personal growth, emotional awareness, manage change, self assessments and online training modules.

• Increase awareness of the states Employee Assistance Program (EAP).

• Make referrals to the EAP when necessary

• Many staff and supervisors unaware of EAP or how to access it

• Staff uncomfortable asking for help

• Need to be deliberate

Correctional Staff Outreach Program Community Resources

•List of service providers in the state was compiled and made available to staff

•Many of the providers can be accessed through the EAP

•Many staff unaware of available service providers.

Correctional Staff Outreach Program Family involvement

• “Family Days” programs for family of Correctional Staff

▫ Provides basic information on working in corrections and Correctional Fatigue

▫ Provides tours of facilities to family members of Correctional Staff

▫ Increase awareness and comfort level from family members

▫ Family often the best able to notice changes and encourage staff to seek help

▫ Family and home life issues can also contribute to stress levels

Correctional Staff Outreach Program Health Fair

•Health fair to educate staff on issues indicated as “high risk” in the Correctional Fatigue Status Assessment (CFSA)

•Outside presenters held sessions on Sleep, Diet, Exercise, and Meditation.

•We remodeled and added equipment to our exercise rooms at our facilities.

Correctional Staff Outreach Program

Challenges faced • Scheduling training

▫Difficult to schedule and get staff off their posts to attend training

• Denial of personal need▫Many staff feel others struggle with fatigue but they’re

fine

• Blame game ▫Staff often want to point fingers at other staff,

supervisors, administrators, ext. and not want to look at what is in their control that could increase their fulfillment.

▫Focus on – What can you do in your sphere of influence.

Correctional Staff Outreach ProgramWhat still needs to be done – Next Steps

• Provide training to remainder of staff

• Continue to increase awareness

• Still negative stereotypes associated with asking for help for mental illness or addiction issues.

• Need to improve efficiency of tracking staff involved with critical incidents and following up with them over longer periods of time.

• Maintaining confidentiality

• Deal specifically with each issue on the assessment

Conclusion

•Our staff has chosen this profession.•It is our responsibility to assist them:

▫In finishing their career strong▫That they have dedicated their life to.▫We know that we will miss their

contribution to our Department▫The sad ones are the excellent staff that

leaves us too early

South Dakota Department of

Corrections

Correctional Staff Outreach