Staff Safety and Wellness Protecting Our Valuable Resources

Introductions Ø Linda Janes, Assistant Director Ø Rochelle Jones, Human Resources Bureau Chief Ø Ursel Mc. Elroy Drake, Training Academy Director

Why It Matters Ø Staff as number one resource Ø Cultural impact Ø Staff must be healthy for youth to get healthy Ø Juvenile Ø Every justice is challenging work life matters

Alarm Sounds at DYS Ø Critical incidents and exposures Ø Listening to staff Ø Balancing data and emotions

First Week on the Job

First Steps Ø Accessibility Ø Listening Ø Acknowledgement Ø Sense of urgency Ø Ownership Ø Staying the course of reactive state

Hiring Strategies Recruitment General Recruitment Ø Job Posting opportunities continuously Ø Distribute information statewide Targeted Recruitment Ø Attend job fairs at colleges, and universities Ø Seek diversity, education, and experience

Hiring Strategies Application Accessible Application Ø Accept application in a variety of Ø Update application status online Simplified Application Ø Reduced length of application Ø Created supplemental questions formats

Hiring Strategies Timeline Applicant Interviewed and Receives Tour of Facility (19 days) Receive LEADS Results (2 days) Youth Specialist Testing Name Sent to LEADS (4 days) Applicants’ Packets Sent to Facility (0 days) Youth Specialist Hired (27 days) Second Interview with Superintendent (0 days)

Hiring Strategies Assessment and Screening Assessment Ø Revised math and reading sections Ø Updating scenario-based videos Screening Ø Developed a “one-stop” shop Ø Regionalized testing centers

Hiring Strategies Selection and Interview Selection Ø Added value-based interview questions related to core values Ø Selected and trained interview panel Interview Ø Conduct Ø tour of facility during interview Schedule meeting with Superintendent

Hiring Strategies Retention BEFORE FIRST DAY q Extend personal welcome to employee q Communicate first day logistics to employee q Send paperwork in advance and/or online portal access q Prepare for employee PREPARATION IS KEY!!! FIRST DAY ORIENTATION q Focus on sharing the mission, vision and core values q Incorporate senior leadership q Orient employee to organization and office norms q Introduce employee sponsor EMPLOYEE ENGAGEMENT IS A MUST!!!

Hiring Strategies Retention Evaluations Ø Onboarding checklist Ø Mid-probation, final probation, annual review Exit Interview Ø Maintain single point of contact Ø Review trend data

Supporting Staff Ø Critical Ø Peer Incident Stress Management Assistance Ø Cultural Assessments Ø Employee Ø Desert Recognition Waters

Training Strategies Correctional Professionalism “A correctional training academy must not only be the epitome of correctional professionalism, but also must be perceived as such by those it serves. ” - American Correctional Association

Training Strategies Paradigm Shift

Training Strategies Establishing an Identity

Training Strategies Identifying Lines of Business Resources Preservice Orientation Basic Training Coaching OJT In-service Assistance Development Mandates Special Skills Specialized Topics Management Assessments Records Research Collaborat ion Access Coordinate Design

Training Strategies Assessing Training Needs

Training Strategies Bridging the Gap Identify Connect Assist • Areas of immediate and long-term needs • Parties and resources critical to addressing the needs • With Department leaders to establish ongoing support • With Human Resources to execute a retention plan • By providing training to meet existing needs • By building site capacity to deliver effective training