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Adding
Value to the Agency
At the
conclusion of an investigation into an allegation of staff sexual
misconduct, the work for the jail administrator continues.
Taking information gathered during the investigation and
assessing what needs to be “fixed” is the next step in the process. What do the investigative results, even if the allegations
were not sustained, tell the administrator?
Are there training implications?
Do hiring standards need revising?
Do posts need to be reconfigured?
Are security systems adequate?
The agency
can use these results to improve and add value to the agency.
If experience tells us that we are about to make the same
mistake, again, then using investigative results to improve hiring,
training, policies and procedures, is essential.
Summary
As you
come to the end of this article, ask yourself: is your agency prepared
to address an allegation of staff sexual misconduct? Are you confident that your managers and supervisors have a
zero tolerance for staff sexual misconduct?
Can your staff clearly define their professional boundaries with
inmates? Do you have a sexualized work environment?
An
organization can take measures to preserve its operational integrity and
the safety and security of those within its facilities, if its
administrators and staff are committed to zero tolerance.
This commitment includes establishment and enforcement of policy,
specialized training, and leadership through example. Staff commitment to zero tolerance begins with a
personal commitment to reporting suspected activities, and upholding
policies and procedures.
Investigators must be familiar with the unique nature of
investigating staff sexual misconduct, and must be properly selected and
trained for these investigations.
About
the Authors:
Elizabeth Layman is a consultant on public policy and grant funding.
Ms. Layman retired from the State of Florida with 17 years of
service in corrections and parole,
where she served as a Parole Officer,
Administrative Hearing Officer,
and Regional Director of the Florida Parole Commission.
Prior to service with the State of Florida,
Ms. Layman served as a Police Officer and Detective with the
Arlington County Police Department in
Arlington, Virginia. Ms.
Layman can be reach at (954) 741-1232 or Laymans@worldnet.att.net
Susan W. McCampbell is President of the not-for-profit Center for
Innovative Public Policies, Inc., a company specializing in public
policy consulting. Prior to
beginning this company, Ms. McCampbell was Director for four years of
the Department of Detention and Control for the Broward County, Florida,
Sheriff’s Office. Ms.
McCampbell was also Assistant Sheriff for the City of Alexandria,
Virginia, Sheriff’s Office for 11 years.
She also worked for the Police Executive Research Forum,
Washington, D. C. Ms.
McCampbell can be reached at (954) 726-5322 or cippinc@aol.com
Andie Moss is a Correctional Program Specialist for the National
Institute of Corrections in Washington, D.C., providing direct
assistance to the Federal Bureau of Prisons and state departments of
corrections. Prior to
joining NIC in Washington, Ms.
Moss served as the Assistant Deputy Commissioner of Operations in the
Georgia Department of Corrections,
where she was the on-site Commissioner’s Representative
handling the Cason v. Seckinger lawsuit.
Ms. Moss has received the distinguished Governor’s Award in
Georgia and has been honored by the Director of the Federal Bureau of
Prisons for her work in the area of staff sexual misconduct.
Ms. Moss can be reached at 1-800-995-6423, ext. 140.
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