Integrating the New Generation of Correctional Officers: Blending Tradition with Innovation

Anthony Gangi

The landscape of the corrections profession is evolving, and with it comes a new generation of correctional officers entering our correctional facilities. Understanding and effectively integrating this younger workforce is crucial for maintaining a cohesive and efficient environment. This article contains some key aspects to consider.

Embracing Diverse Perspectives: Blending the Old with the New

The new generation of correctional officers brings diverse perspectives and fresh ideas. However, it is equally important to blend these new perspectives with the core values and traditions that have long been the foundation of the corrections profession.

Core values such as discipline and order, integrity and ethical conduct, respect and professionalism, experience-based judgment, and a commitment to safety are vital. These values have been the bedrock of the corrections profession, ensuring stability and trust within the institution. Newer officers bring technological savvy, innovative problem-solving approaches, and a strong emphasis on mental health and wellness. By fostering an environment where both groups can learn from each other, corrections facilities can benefit from a holistic approach that honors tradition while embracing innovation.

For example, seasoned officers understand the importance of maintaining strict discipline and order, while younger officers can introduce advanced security systems and electronic inmate tracking to enhance operational efficiency. Similarly, the integrity and ethical conduct modeled by veteran staff can be complemented by the new generation’s emphasis on transparency and regular feedback, fostering a culture of open communication and continuous improvement.

Balancing Technological Savvy

Younger officers often have a higher proficiency with technology. They are adept at using digital tools and platforms, which can be leveraged to enhance operational efficiency. For instance, implementing advanced security systems and electronic inmate tracking can be more effectively managed by tech-savvy staff. However, it’s crucial to balance this technological proficiency with the practical, hands-on experience of seasoned officers.

Experienced officers can offer invaluable insights into the nuances of inmate behavior and facility operations that technology alone cannot provide. By combining the technological skills of the younger generation with the experiential knowledge of veteran staff, correctional facilities can create a more effective and responsive operational environment. For example, seasoned officers can mentor younger staff on the practical implications of security protocols, while younger staff can train their more experienced colleagues on the latest technological tools and platforms, ensuring a seamless integration of new systems with established practices.

Focus on Mental Health and Wellness

The newer generation places a significant emphasis on mental health and wellness. They value a work-life balance and seek support systems that address their well-being. In contrast, senior staff often struggle with admitting vulnerability, seeing it as a potential weakness. This cultural shift towards acknowledging and addressing mental health is essential for creating a healthier work environment.

Having a healthy mindset can be immensely beneficial in corrections. It can improve job performance, reduce absenteeism, and enhance overall workplace morale. Correctional facilities should prioritize mental health resources, provide access to counseling, and promote a culture of wellness to retain and support their staff. For example, the Pennsylvania Department of Corrections has implemented employee wellness programs that include mental health days, counseling services, and stress management workshops.

Additionally, newer officers can play a vital role in teaching senior staff how to open up and feel accepted in discussing mental health issues. Conversely, the experienced staff can impart valuable lessons on coping mechanisms and resilience, which are critical for handling the unique stresses of the corrections environment.

Desire for Professional Development: Connecting Recruitment to Retention

Continuous learning and professional development are important to the younger workforce. They seek opportunities to advance their careers and develop new skills. Offering robust training programs, mentorship opportunities, and clear pathways for career progression can help attract and retain this new generation of officers.

Recruitment Responsibilities

Identifying Suitable Candidates: Recruitment must focus on identifying candidates who not only meet the basic qualifications, but also possess the qualities and values necessary for success in the corrections environment. This includes resilience, ethical integrity, interpersonal skills, and a commitment to maintaining safety and security.

Comprehensive Screening: Implementing thorough back-ground checks, psychological evaluations, and physical fitness tests to ensure candidates are well-prepared for the challenges of the job.

To determine if potential recruits have the qualities needed to meet the demands of the corrections profession, recruitment can implement a comprehensive evaluation process. This includes behavioral interviews focusing on how candidates have handled challenging situations in the past to gauge their problem-solving skills, adaptability, and ability to handle stress. For example, a candidate might be asked to describe a time when they had to de-escalate a conflict in a previous job. Psychological assessments can be utilized to determine candidates’ emotional stability, resilience, and suitability for high-stress environments.

Physical fitness tests should be conducted to ensure candidates meet the physical demands of the job through rigorous tests that simulate the activities required in corrections. Scenario-based assessments, where candidates respond to realistic scenarios they might encounter on the job, can be implemented to assess their decision-making, ethical judgment, and ability to handle unexpected situations. Thorough background checks, including criminal records and employment history, are essential to evaluate candidates’ history and identify any red flags indicating unsuitability for the profession. Reference checks with previous employers, colleagues, or educators provide insights into the candidate’s work ethic, reliability, and interpersonal skills. Training simulations or role-playing exercises can be used to observe how candidates interact with inmates, follow protocols, and manage stressful situations in a controlled environment. Additionally, assessment centers, where candidates undergo a series of tests and exercises over a day or two, including group exercises, written tests, and individual interviews, provide a holistic view of the candidate’s capabilities. By combining these methods, recruitment can better identify candidates who possess the necessary qualities to succeed in the corrections profession.

Setting Realistic Expectations: Providing candidates with a realistic preview of the job through simulations, shadowing opportunities, and detailed job descriptions to ensure they understand the demands and responsibilities of the role.

Creating Positive Momentum: Effective recruitment creates positive momentum by bringing in individuals who are enthusiastic, motivated, and well-suited for the role, laying a solid foundation for their future success.

Facility Responsibilities

Effective Onboarding: Once recruits are handed over from recruitment to the facility, a comprehensive onboarding process is essential. This should include orientation programs that cover facility-specific policies, procedures, and cultural expectations.

Mentorship and Support: Pairing new recruits with seasoned officers who can provide guidance, support, and practical insights into the daily realities of the job. This mentorship helps new officers feel included and confident in their roles.

Ongoing Training and Development: Offering continuous training opportunities that align with the evolving needs of the facility and the professional growth aspirations of the new officers. This includes leadership development, crisis intervention, and advanced security techniques.

Progressive Goal Setting: Implementing a progressive program that sets clear goals and milestones related to the execution of basic duties. Some of these basic duties include, but are not limited to:

Maintaining Security: Ensuring the safety and security of the facility, including conducting regular inmate counts, searches, and surveillance.
Inmate Supervision: Monitoring inmate activities, enforcing rules and regulations, and managing inmate behavior to maintain order and safety.
Report Writing: Documenting incidents, activities, and observations accurately and promptly to maintain clear and detailed records.
Emergency Response: Responding to emergencies and incidents, such as fights, medical emergencies, and escapes, with appropriate actions.
Interpersonal Communication: Communicating effectively with inmates, colleagues, and supervisors to convey information and instructions clearly and accurately.

Working with Other Departments: Collaborating with medical, educational, and administrative departments to ensure comprehensive care and support for inmates, and to maintain smooth facility operations.

Creating an environment where newer officers feel supported, and part of the team directly impacts their decision to stay and grow within the organization. When senior staff actively engage with newer employees, offering guidance, feedback, and opportunities for development, it fosters loyalty and reduces turnover rates, ultimately strengthening the workforce.

Emphasis on Communication and Feedback

Open communication and regular feedback are highly valued by the new generation of officers. They appreciate being kept in the loop and receiving constructive criticism. Establishing transparent communication channels and providing regular feedback can enhance job satisfaction and performance. Promoting transparency and building trust are key components of effective communication. As Patrick Lencioni, a renowned author and leadership expert, stated, “Trust is knowing that when a team member does push you, they’re doing it because they care about the team.” Building trust allows for healthy conflict, and healthy conflict fosters accountability and results.

At Rikers Island, weekly team meetings and feedback sessions have been implemented to ensure that all staff members feel heard and valued. This approach helps create an environment where officers can discuss issues openly, leading to more effective problem-solving and team cohesion.

Adapting Leadership Styles

The corrections field is moving away from a purely command-and-control leadership style to a more interdependent leadership approach.

This involves recognizing the value of collaboration and shared decision-making. While command-and-comply styles of leadership are essential in emergent situations, where quick and decisive action is necessary, growing as an organization requires moving away from a boss mentality and allowing others to have a voice.

Benefits of Interdependent Leadership

Empowerment and Engagement: An interdependent leadership style empowers officers at all levels, making them feel valued and heard. This engagement boosts morale and fosters a collaborative environment where everyone feels invested in the facility’s success.

Skill Development: Encouraging input from all staff members helps develop a broader range of skills. Senior staff can share their experience and wisdom, while newer officers can introduce innovative ideas and technological advancements.

Team Cohesion: An interdependent approach promotes teamwork and mutual respect. Officers learn to rely on each other’s strengths, leading to a more cohesive and supportive work environment.

Enhanced Problem-Solving: Diverse perspectives and collaborative efforts lead to more effective problem-solving. When officers at all levels contribute their insights, the facility can address issues more comprehensively and creatively.

For example, the Oregon Department of Corrections has shifted towards a more team-oriented leadership approach, encouraging input from officers at all levels. This approach not only empowers newer officers but also fosters a sense of ownership and responsibility among all staff members, leading to improved morale and operational efficiency.

Initial Boundaries and Solutions

Sink or Swim Mentality: The “sink or swim” approach, where new recruits are thrown into the deep end to see if they can survive, is ineffective. It places new officers in a survival mode where their primary focus is on escaping the immediate challenges rather than learning and adapting. This can lead to high stress, burnout, and turnover.

Structured Support: Senior staff should provide structured support and gradual exposure to responsibilities. This includes shadowing experienced officers, receiving continuous feedback, and having access to resources that help them learn and grow at a manageable pace.

Safe Learning Environment: Creating a safe learning environment where mistakes are seen as learning opportunities rather than failures. This encourages new officers to ask questions, seek help, and develop their skills without fear of judgment.

By removing these initial boundaries and fostering a supportive and inclusive culture, senior staff can help new recruits build confidence and competence, leading to higher retention and job satisfaction.

Recognizing and Addressing Generational Gaps

Generational gaps can lead to misunderstandings and conflicts. It is important to recognize these gaps and address them through training and team-building activities that promote mutual respect and understanding. Encouraging intergenerational collaboration can help bridge these gaps and create a more harmonious workplace.

Promoting Mutual Understanding

Generational Workshops: Conduct workshops focused on generational diversity to help staff understand and appreciate the differences and strengths of each generation. These sessions can highlight common stereotypes and work towards dispelling myths, fostering a culture of respect.

Mentorship Programs: Implement mentorship programs that pair seasoned officers with newer recruits. This not only helps transfer valuable knowledge and skills but also promotes mutual respect and understanding between different generations.

Open Dialogue: Encourage open dialogue where officers from different generations can share their experiences and perspectives. This can be facilitated through regular team meetings, focus groups, or suggestion boxes where staff can voice their opinions and concerns.

Specific Generational Differences Newer Generation

Avoiding Conflict: The newer generation tends to avoid conflict and seeks to resolve issues through diplomacy and consensus. This can sometimes be perceived as a lack of assertiveness by older generations.

Outcome-Driven: Younger officers are often more outcome-driven, focusing on achieving results quickly and efficiently. They value clear, measurable goals and immediate feedback on their performance.

Older Generation

Valuing the Journey: Older officers often value the journey and the hard work that goes into achieving success. They believe that respect comes from the grind and perseverance, rather than just the end result.

Experience and Wisdom: Senior officers bring a wealth of experience and wisdom, understanding the importance of patience, persistence, and learning from each challenge.

Bridging the Gap

To bridge these generational differences, it is essential to create a work environment that values both perspectives and leverages their strengths. Here are some strategies to achieve this:

Respect for Hard Work: Encourage newer officers to appreciate the importance of hard work and the learning process. This can be achieved through mentorship and storytelling, where senior officers share their experiences and the lessons they have learned over the years.

Outcome-Oriented Projects: Provide opportunities for newer officers to work on projects that have clear outcomes and allow them to see the impact of their efforts. This can help align their outcome-driven approach with the facility’s long-term goals.

Conflict Resolution Training: Offer training sessions on conflict resolution to help all staff members develop effective communication and problem-solving skills. This can reduce misunderstandings and promote a more collaborative work environment.

Recognize and Reward Efforts: Implement a recognition program that acknowledges both the hard work and the achievements of staff members. This can motivate officers of all generations to strive for excellence and feel valued for their contributions.

Conclusion

Building a better understanding of the newer generation of correctional officers is crucial for the future success of our prisons and jails. By embracing diverse perspectives, leveraging technological skills, prioritizing mental health, providing professional development opportunities, fostering open communication, adapting leadership styles, integrating new staff into the culture, and addressing generational gaps, we can create a supportive and effective work environment.

As we continue to evolve, it is essential to remain open to change and committed to the growth and well-being of all staff members. By doing so, we not only enhance the operational efficiency and safety of our facilities but also create a more inclusive and progressive work environment that benefits everyone involved.

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Anthony Gangi has a BA in psychology and is a twenty-year veteran in corrections. He currently works as an Associate Administrator for State Corrections and has worked his way up through the ranks, from officer, to sergeant, and then into administration. Anthony currently sits on the executive board of the New Jersey Chapter of the American Correctional Association. To date, Anthony Gangi has been invited to speak on CNN, MSNBC, CBS, Lifetime, ABC, Fox, and News Nation. He is also the author of “Inmate Manipulation Decoded” and “How to Succeed in Corrections.” For more information, he can be reached at gangianthony@yahoo.com.