The COs project
Step 3: Developing an action plan
An action plan was developed by the intervention support group (ISG) through an exercise involving the prioritization of the constraints identified in the preceding step. While the preceding step shed light on the constraints common to all the correctional facilities, the task faced by each ISG was to identify the constraints that appeared to be priority for their detention facility (locally) and to define measures for improving them.
The interventions carried out locally in the different facilities were thus chosen in light of the specific problems encountered in each facility and of their feasibility.
Here is an example of the type of summary table developed for each of the facilities, including action targets and concrete measures for addressing them:
Action targets | Measures envisaged | Anticipated benefits |
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Examples of targets and risk factors retained
| Examples of measures proposed in relation to the target retained | Examples of anticipated benefits in relation to the measures envisaged |
COMMUNICATION AND TEAM SPIRIT**Risk factors retained: - 1-Social support
- 2-Recognition
- 3-Workload
| - Standardize means for exchanging information (by computer)
- At specific events:
- debrief the officers involved
- meet with the unit head concerned and the sector manager and draft a written report
- distribute the report to all the correctional officers
- hold ad hoc meetings between the sector manager and the work teams
| - All communications more transparent
- Rumours stifled
- Improved work methods
- Increased presence of managers on the floor
|
RECOGNITION AND APPRECIATION OF CORRECTIONAL OFFICERS**Risk factors retained: - 1- Recognition
- 2-Social support
- 3- Workload
| - • Identify personnel:
- Correctional officer identification card with photo
- Badge on shirt
- CO number
- A coat of arms
- Adopt a code of ethics or a code of professional conduct
- Name a “Correctional Officer of the Year”
- Join forces with a humanitarian cause and/or create a foundation
- Recognize seniority in general by various means (take seniority into account in assigning mandates; utilize the knowledge and skills of experienced officers through a mentoring system)
- Train managers in human resources management
| - Recognition of the correctional officer’s role:
- Individual recognition
- Improved team spirit
- Increased trust among officers and of superiors
- Greater personnel retention
- Reduced workload
|
RECRUITMENT AND TRAINING **Risk factors retained: - 1- Recognition
- 2- Social support
- 3- Workload
- 4- Decision latitude
| - Standardize training for the entire provincial network
- Review the local training process (assess current training practices)
| - Increased feeling of belonging
- Reduced tasks for officers working with new recruits
- Standardized work methods
|