Inmate Behavior Management in Correctional Settings
Inmate Behavior Management
To provide the knowledge, skills, and
abilities to supervise inmates.
Upon Completion the student will be able to
….
A.
Identify the importance of an Inmate
Behavior Management Plan
B.
Explain the importance of being fair, firm,
and consistent with inmates
A.
State the necessity of corrective discipline
inside a correctional setting
B.
List undesirable traits of inmate supervision
C. Pass a written test with a minimum score of
80%
An Inmate Behavior Management
Plan is based upon two major
areas: podular direct supervision
and inmate classification.
Assessing the risks and needs of each inmate
at various points during his or her detention.
Assigning inmates to housing.
Meeting inmates’ basic needs.
Defining and conveying expectations for
inmate behavior.
Supervising inmates.
Keeping inmates occupied with productive
activities.
: It is important to recognize that correctional
officer’s focus be redirected from the notion of
their job being “physical containment” to behavior
management.
The following chart illustrates examples of the
redirected focus.
Behavior
Management
:
Staff perceive
inmates as capable of
rational and positive
behavior
Staff clearly state the
jail’s expectations for
inmate behavior and
motivate inmates to
meet them.
Physical
Containment
:
Staff perceive
inmates as inherently
violent, dangerous,
and destructive
Staff order inmates
to follow directives
An objective inmate classification system,
regardless of the type of supervision/facility
model, provides for equity, fairness, and
consistency in managing the general inmate
population.
In principle, all inmates should be classified by
the same objective criteria supported by specific
policies and procedures, including designated
housing areas, decision guidelines, and program
eligibility criteria.
This provides reasoning to support the decision
making process and eliminates arbitrary
decisions.
For example, the various security level
classifications should define and determine an
appropriate range of eligibility for certain
programs, privileges (e.g., day release or trustee
positions for minimum-security inmates, etc.).
A necessary component for this application of
classification is a regular periodic review of an
inmate's current security level classification.
This provides structure for monitoring and
tracking inmate behavior, and allows for the
inmate to work his way to a lower security level
(i.e., increased eligibility for programs, housing,
special privileges), or, conversely, to higher
security levels (i.e., restricted housing, etc.) as a
result of behavioral problems.
Inmate discipline should achieve several goals.
Making inmate conduct conform to a standard of
behavior that ensures a safe and orderly living
environment.
Instilling respect for authority.
Teaching values and respectful behavior (in a group
of people who, by definition, have not displayed good
values and behavior) that inmates may continue to
use once they reenter the community.
Keeping in mind the goals of disciplinary actions,
there are three aspects of discipline essential to an
effective inmate disciplinary program.
1. There should be a written set of rules defining
expected inmate behavior and procedures for handling
misconduct. Most institutions have a misconduct
code—a list of offenses that are subject to punishment
in the correctional setting. An adjunct of that list of
offenses should concern the types of sanctions that may
be imposed if the rules are broken.
2.
The rules for discipline must be communicated
carefully and thoroughly. All staff members must be
taught how the inmate disciplinary program works, in
general and specific terms, because every employee
may be involved (as a witness, or reporting official, or in
some other capacity) in the disciplinary system.
Inmates must also be given the details of the system.
They must know the kind of responsible behavior that is
expected of them, add they should learn the penalties
for misbehavior. All staff and inmates should be given a
written statement of the policy.
3.
The disciplinary policy must specify
clearly how inmates will be notified of
suspected misconduct, how sanctions will
be imposed, and what their rights to be
heard are (along with their rights to
appeal, if any).
The following are traits correctional officers
should not have.
Prejudices: You cannot allow personal prejudice
to interfere with job performance. These
prejudices include ethnic, religious, racial, sex,
and crime committed
Fear of Inmates: At times new officers can be
intimidated by the correctional setting. Inmates
will always pick up on this and try to continue
that intimidation. Once inmates establish your
fear of them it will become very difficult to
effectively control a group of inmates
Fraternization with Inmates: Inmates will often
attempt to get close to in order to set you up or
gain favors from you. If this is allowed to
happen it may ultimately lead you to termination
of employment.
Failure to take Disciplinary Action: Officers must
be willing to hold individual inmates accountable
for meeting behavioral expectations. You must
continually be aware of inappropriate behavior,
and choose the most effective method in
addressing the behavior. Failure to take
corrective action or show fear will cause a loss
of credibility and respect in a unit.
(Introduction)
The most fundamental goal of every correctional facility is to maintain a safe and secure environment for inmates, staff, and visitors. Effectively managing inmate behavior is critical to achieving this goal. In the absence of management of inmate behavior problems such as violence, vandalism, and lack of sanitation become a common problem. Problems that often times can lead to costly litigation, staff and inmate deaths, facility riots and fires, and escapes.
Ample evidence shows that control of the correctional facility can be established through effective supervision of inmate behavior.
Inmate Behavior Management in correctional facilities involves supervising inmates, implementing corrective discipline, and fostering a fair and consistent environment. It emphasizes the importance of behavior management plans, identifying undesirable traits in supervision, and passing educational assessments. By focusing on behavior rather than physical containment, correctional officers can guide inmates towards positive behavior and clearly communicate expectations. An effective inmate classification system ensures fairness and consistency in managing the inmate population.
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Presentation Transcript
To provide the knowledge, skills, and abilities to supervise inmates.
Upon Completion the student will be able to . A. Identify the importance of an Inmate Behavior Management Plan B. Explain the importance of being fair, firm, and consistent with inmates
A. State the necessity of corrective discipline inside a correctional setting B. List undesirable traits of inmate supervision C. Pass a written test with a minimum score of 80%
An Inmate Behavior Management Plan is based upon two major areas: podular direct supervision and inmate classification.
Assessing the risks and needs of each inmate at various points during his or her detention. Assigning inmates to housing. Meeting inmates basic needs. Defining and conveying expectations for inmate behavior. Supervising inmates. Keeping inmates occupied with productive activities.
: It is important to recognize that correctional officer s focus be redirected from the notion of their job being physical containment to behavior management. The following chart illustrates examples of the redirected focus.
Physical Containment: Staff perceive inmates as inherently violent, dangerous, and destructive Staff order inmates to follow directives Behavior Management: Staff perceive inmates as capable of rational and positive behavior Staff clearly state the jail s expectations for inmate behavior and motivate inmates to meet them.
An objective inmate classification system, regardless of the type of supervision/facility model, provides for equity, fairness, and consistency in managing the general inmate population. In principle, all inmates should be classified by the same objective criteria supported by specific policies and procedures, including designated housing areas, decision guidelines, and program eligibility criteria.
This provides reasoning to support the decision making process and eliminates arbitrary decisions. For example, the various security level classifications should define and determine an appropriate range of eligibility for certain programs, privileges (e.g., day release or trustee positions for minimum-security inmates, etc.).
A necessary component for this application of classification is a regular periodic review of an inmate's current security level classification. This provides structure for monitoring and tracking inmate behavior, and allows for the inmate to work his way to a lower security level (i.e., increased eligibility for programs, housing, special privileges), or, conversely, to higher security levels (i.e., restricted housing, etc.) as a result of behavioral problems.
Inmate discipline should achieve several goals. Making inmate conduct conform to a standard of behavior that ensures a safe and orderly living environment. Instilling respect for authority. Teaching values and respectful behavior (in a group of people who, by definition, have not displayed good values and behavior) that inmates may continue to use once they reenter the community.
Keeping in mind the goals of disciplinary actions, there are three aspects of discipline essential to an effective inmate disciplinary program. 1. There should be a written set of rules defining expected inmate behavior and procedures for handling misconduct. Most institutions have a misconduct code a list of offenses that are subject to punishment in the correctional setting. An adjunct of that list of offenses should concern the types of sanctions that may be imposed if the rules are broken.
2. The rules for discipline must be communicated carefully and thoroughly. All staff members must be taught how the inmate disciplinary program works, in general and specific terms, because every employee may be involved (as a witness, or reporting official, or in some other capacity) in the disciplinary system. Inmates must also be given the details of the system. They must know the kind of responsible behavior that is expected of them, add they should learn the penalties for misbehavior. All staff and inmates should be given a written statement of the policy.
3. The disciplinary policy must specify clearly how inmates will be notified of suspected misconduct, how sanctions will be imposed, and what their rights to be heard are (along with their rights to appeal, if any).
The following are traits correctional officers should not have. Prejudices: You cannot allow personal prejudice to interfere with job performance. These prejudices include ethnic, religious, racial, sex, and crime committed
Fear of Inmates: At times new officers can be intimidated by the correctional setting. Inmates will always pick up on this and try to continue that intimidation. Once inmates establish your fear of them it will become very difficult to effectively control a group of inmates
Fraternization with Inmates: Inmates will often attempt to get close to in order to set you up or gain favors from you. If this is allowed to happen it may ultimately lead you to termination of employment.
Failure to take Disciplinary Action: Officers must be willing to hold individual inmates accountable for meeting behavioral expectations. You must continually be aware of inappropriate behavior, and choose the most effective method in addressing the behavior. Failure to take corrective action or show fear will cause a loss of credibility and respect in a unit.
