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Staff Development Emergency Operations

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  1. PROFESSIONAL EMPLOYEE/ VOLUNTEER CONDUCT Staff Development Emergency Operations

  2. PERFORMANCE OBJECTIVES • Define professional/appropriate staff to offender relationship • Identify the characteristics of a good role model • Define unprofessional/inappropriate staff to offender relationship

  3. PERFORMANCE OBJECTIVES • Identify 3 examples of consequences to staff for improper relationships with offenders • Identify 5 communication Do’s of staff to offender supervision • Identify 8 communication Don’ts of staff to offender supervision

  4. Professional Employee Conduct Established when the employee completes all assigned duties and responsibilities of their post, while maintaining authority over the offender in a rational, objective, fair manner that does not demean the offender

  5. Characteristics of a Good Role Model • Professionalism • Good reputation • Depersonalizing • Confidence

  6. Definition of a Professional “A belief that what one is doing is important and specialized. This belief is then reflected in an attitude that is positive and productive in the work setting.”

  7. Unprofessional Conduct • The employee or volunteer fails to complete their assigned duties • and responsibilities • The employee or volunteer tries • to complete their assignments • but does so in a manner that is • abusive, overly familiar or overly friendly

  8. Unprofessional/InappropriateStaff or Volunteer Conduct • Using vulgar language, curse words • Romantic contact • Sexual contact • Contact outside the regular performance of his/her duties • Giving or receiving letters, money, phone calls or anything not authorized by policy • Indecent exposure

  9. Unprofessional/InappropriateStaff or Volunteer Conduct • Failure to enforce facility rules and regulations • Failure to report rule violations • Talking about personal matters with an offender/student • Showing favoritism toward an offender • Doing favors for an offender or having them do favors for you • Physical abuse

  10. Myths • No reports = No incidents • Cross gender supervision = Sexual misconduct • Offenders give consent • Code of Silence can’t be overcome • Male staff involved with female offenders • Informing offenders about policy = False reporting/allegations • Rookies = Incidents

  11. Myths • Offenders set up staff, staff are the real victims • Little physical evidence only leads to “he said/she said” • Prosecutors won’t prosecute so why investigate • Officers/custody staff are the only ones involved in sexual misconduct • Some offenders aren’t in a facility long enough for misconduct to occur

  12. Sexualized Work Environment • Verbal & nonverbal communication • Dress • Demeanor • Open discussion about off duty activities, nicknames, jokes • Harassment • Permissive behaviors

  13. Image • Less • Productivity • Morale Consequences to Department Legal Security Social • Investigation • Liability • Indictments • Accountability • Assaults • Less Teamwork • Manipulation

  14. Criminal • Prosecution • Civil Liability Consequences to Staff Personal Sanctions Informal Consequences Legal Consequences • Peer • Disapproval • Offender • Disapproval • Demotion • Resignation • Transfer • Corrective Action • Termination • Prison • Fines

  15. Consequences to Family • Embarrassment • Reduced Self Esteem • Separation/Divorce • Compromised Safety • Financial Loss • Loss of Respect

  16. State Laws … and policy which governs conduct with offenders and students: • Indiana Code 35-44-1-5 Sec. (a) (b) & (c) • Code of Conduct 04-03-103 • State and IDOC Ethics Code

  17. Mission …Provide a safe and humane environment for staff, offenders, and students…

  18. Characteristics of Staff or Volunteers… …who engage in inappropriate conduct: • Narcissistic Personalities • Rescuers • Situationally Distressed

  19. Preventing, Stopping, Protecting Yourself… Do not get personally involved with an offender or student!

  20. Communication Do’s • Be firm, fair and consistent • Be polite (business-like), not friendly • Be strict and consistent about offenders and students following the rules • Follow through on appropriate offender • or student requests • Be a good listener

  21. Communication Don’ts • Resort to offender/student language • Discuss personal matters • Discuss staff, or other offenders/students • Promise confidence or secrecy

  22. Communication Don’ts • Address offenders/students by their first names or allow offenders/students to address you by your first name • Show favoritism • Engage in lengthy discussions not • related to your role

  23. Twelve Behaviors to Avoid… • Looking forward to seeing a particular • offender/student when you arrive at the facility • Doing things with an offender/student that you wouldn’t want your family or supervisor • to know about • Being hesitant to have a supervisor observe your behavior during an activity • Talking about personal matters during program • Asking an offender/student for a personal favor • Receiving personal advise from an offender or student

  24. Twelve Behaviors to Avoid… • Saying anything to an offender or student • you wouldn’t want recorded • Having sexual fantasies about an offender • or student • 9. Believing you have the right to touch an • offender/student for reasons other than delineated • in the use of force policy • 10. Looking forward to sharing good or bad news with • an offender or student • 11. Thinking that offenders/students are not allowed to • say “no” to you no matter what the request may be • 12. Allowing offenders or students to talk about sexual • experiences, fantasies, or tell sexual jokes in your • presence

  25. You have completed the module on “Professional Employee/ Volunteer Conduct”! If you have any questions, review the module again. Please proceed to the next module! Staff Development Emergency Operations