In order to better address the continued critical need to recruit and retain correctional officers, a special task force was formed several months ago. Issues and approaches currently being addressed by this group include:

1: Correctional Officer Recruitment Advocates (CORA): CORA is a group comprised of correctional officer series staff who are working toward publicizing the professional and community minded spirit of the security staff of the ADC. Monthly updates of activities (i.e. holiday food/toy drive and letter writing campaign for pay increases) will be published in the agency's newsletter, Directions.

2. Stipend Increase for Eyman, Florence and Winslow: In July, 1998, stipends at Eyman and Florence were increased to 10% and Winslow was increased to 15%.

3. Proposed Correctional Officer Pay Plan: Efforts are currently underway to develop and obtain approval to implement a new pay plan for the security series that will take into consideration the individual's experience and educational achievements.

4. D.I. #93 - Reinstatements: This Director's Instruction was recently published, which reduces processing times for reinstatements, thereby expediting the placement of correctional officers into vacant positions.

5. Weekly CO Hiring Report: Has been modified to better manage placement of officers graduating from the Correctional Officer Training Academy (COTA) into locations with the most critical staffing shortages. Are also now able to monitor hiring pool statistics (i.e. job offers) and COTA statistics.

6. Van Pool Program: This program has been highly successful and efforts are underway to extend the program to ASPC-Winslow and expand the program in the Florence/Eyman complexes.

7. Child Care. A special team was, formed to review various options available to assist employees with child care. Options being researched include a day care center, sick child care opportunities, reimbursement of a percentage of child care costs, child care referral service. A survey was conducted in Winslow to evaluate employees' needs and preferences. Survey information will be used in the final recommendation to the Director.

8. Part-time /Seasonal Employees: Efforts are underway to identify and solicit staff who have retired, resigned or otherwise left the agency in good standing, to attempt to recruit them as part-time or seasonal employees.

9. 2 for 1 Recruitment Drive: Director's Instruction #99 was effected on December 22, 1998 which enables a Correctional Officer to choose one of several options if they recruit two new Correctional Officers to replace them.

10. Satellite Recruitment Centers (SRC's) All Institutions now have on-site Satellite Recruitment Centers to facilitate the application and testing processes for potential Correctional Officers.

11. Recruitment Unit for Selection/Hiring (RUSH) Process Review Committee: A committee has been formed to review the current hiring process for Correctional Officers in an attempt to streamline the process wherever possible.

12. RUSH Recruitment Staff: The personnel dedicated to the recruiting effort has been increased from 20 staff members to 37. Four of the newly assigned staff members are dedicated solely on "hand holding" applicants through the process. The increase in staff includes an additional Satellite Recruiting Center.

13. Aggressive Advertising Campaign: RUSH has been utilizing an aggressive advertising campaign this fiscal year which includes billboard and radio advertising.

14. Web Site Information: Reciprocal relationships with some of our neighboring communities, and links to their web sites, have been established. The Web Site is updated daily to ensure accurate and complete information is available.

15. Speakers Bureau- The first group of line-staff met at the Correctional Officers Training Academy on December 2 & 3, 1998. Representatives from each complex were in attendance. Guest lecturer, Pat O'Brien from Arizona Game and Fish Department, assisted Camilla Strongin, Public Information Officer, in teaching the group about public speaking. Much of the group were representatives from CORA and have already begun to apply their skills by promoting ADC in a positive light within their communities. The Speaker's Bureau will be an on-going project with many staff already expressing a desire to participate in future training sessions.

16. Field Training Officer (FTO) Program: This program provides for the one-on-one supervision, training, guidance and evaluation of CO's who are, upon graduation from the -academy, assigned to an institution. It is being piloted at ASPC-Florence, Central Unit and will be evaluated during March, 1999. Expansion of the program is contingent upon the outcome of the assessment.

17. Consultants Report: External consultants were hired to research correctional officer salaries and retention issues. Discussions with focus groups were conducted at each institution followed by an assessment of surveys completed by correctional officers. Other documentation and reports which are indicators of hiring and retention trends were also analyzed. A report was ided to Director Stewart on January 28, 1999 with recommend cour of action

Updated on August 05, 1999