| Corrections News On-Line December 2002 |
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| Directors Message |
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Continuation of Current Leadership
As I told you in a recent e-mail, Governor-elect Kulongoski asked me to stay as director of the Department of Corrections at least through the legislative session, and I have agreed. The incoming governor has given a strong vote of confidence in the DOC, and is very supportive of our current direction. Maintaining consistent leadership of the department through the session will allow Governor Kulongoski time to do more long-range planning as he and the Legislature cope with the state´s ongoing budget crisis.
Portland State University has been gracious in allowing me to support the new administration by delaying the start date on my new job there while I remain at Corrections. I plan to pick up my duties as director of the Criminal Justice Research Institute full time at some point after the legislative session ends.
I look forward to continuing my work with all of you in the coming months.
Budget Update:
Once again, we face the prospect of taking large cuts to our budget. Awaiting the results of the January 28, 2003 vote on a temporary tax increase, we must plan for cuts of up to $21 million on February 1. All this uncertainty is difficult, especially for those who face layoffs if these cuts are made.
I sincerely hope these cuts won’t happen. However, we must prepare for that possibility. Should it become necessary, as in past budget cuts, we would do all we can to assist our employees. To start, Assistant Director for Human Resources Kris Kautz and her staff have put together an excellent Web site to explain the potential layoff process and available resources (see "DOC Layoff Guide…" below). We hope you will use this as a starting point to get information you need and to contact the HR staff through the site’s e-mail links.
Employee Survey Results
Results are in from the employee survey conducted last summer by the DOC Research & Analysis Unit. From the roughly 1,000 respondents, we learned you are overwhelmingly supportive of the department’s mission to hold offenders accountable for their actions and reduce the risk of future criminal behavior. Thank you to all who took the time to respond (see "Survey Results…" below).
Warm regards,
Ben de Haan
Interim Director
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| DOC Layoff Guide |
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Addresses Questions, Concerns
DOC’s Human Resources has developed a new Web site to answer many of the questions and concerns staff and their families may have regarding potential layoffs. You will be able to read the department’s latest information on topics such as General Information, Payroll and Records, Recruitment and Career Services, and more relating to resources and services available.
"It is our intent to share all information we receive that affects our department," says Assistant Director for Human Resources Kris Kautz. "This Web site will continually change and be updated as additional information is received." Kautz says her division also has identified particular units and staff who can help with specific information or questions by e-mail through this Web site.
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| Survey Results Are In |
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Nearly 1,000 DOC employees and contract staff responded to a survey conducted by the Research & Evaluation Unit last August. In addition to the basic demographic information about age, gender, education, and work experience, 11 questions asked about:
- job stress and satisfaction,
- effectiveness of inmate services,
- potential for inmate change,
- interactions between staff and inmates,
- the function of incarceration,
- commitment to the department’s mission,
- the role of staff in promoting inmate change, and
- empathy for inmates with difficult issues.
Here are some of the highlights of the results:
- 86 percent of respondents had attended at least some college, with 25 percent holding bachelor’s degrees and 12 percent holding graduate degrees.
- Most respondents like what they do for a living. To the statement: "I like my job," 71 percent agreed, 17 percent somewhat agreed, even though nearly two-thirds of respondents said they agreed or somewhat agreed to the statement: "My job is stressful."
- Respondents were overwhelmingly supportive of the department’s mission.
- Nearly 60 percent agree with the statement: "All staff can make a difference in an inmate’s life." Another 28 percent somewhat agree.
- Less than 2 percent of respondents say their interactions with inmates are not positive and productive.
- Responses were mixed on the statement: "Most inmates can be contributing citizens." 28.2 percent agreed, 36 percent somewhat agreed, 21 percent were neutral, 10 percent somewhat disagreed, and 5 percent disagreed.
"The results of this review will help institutions strengthen practices and attitudes that support the Oregon Accountability Model," says DOC Assistant Director for Institutions Mitch Morrow. "This and future surveys will be yet another tool to better prepare inmates for successful transition back to our communities after release from prison."
"We’re looking at the cumulative results of the survey by institution and can compare it with data on grievances, disciplinary referrals, and assaults," says DOC Research & Evaluation Unit Manager Paul Bellatty. He and his staff are prepared to present the data to individual institutions and discuss the results. Bellatty can be reached in Salem at (503) 947-1010 or by e-mail at: paul.t.bellatty@doc.state.or.us.
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| Succession Planning |
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Department Readies for Succession Planning
With layoffs possible, it may seem an odd time to talk about preparing people for leadership positions. "That is exactly what we must do," says DOC Deputy Director Nick Armenakis. He explains that DOC’s research indicates nearly 40 percent of our senior management could retire within the coming five years.
"Those numbers represent a significant challenge to the department … we need to develop sufficient ‘bench strength’ to call upon to replace those who exercise their option to retire." (Statewide, PERS estimates indicate that by 2010, roughly 61,000 members – 38 percent of the entire membership – will become eligible to retire.)
"Even in times where the size of government agencies may be cut, we still must plan for the future," says Armenakis. "Succession planning is a system to provide training, mentoring, career development and coaching to our next generation of leaders."
A means of leadership renewal
Succession planning helps identify staff who are interested in moving up the career ladder. Traditionally, annual performance evaluations review a person’s past performance and future goals and objectives associated with their current jobs. With succession planning, staff also will be asked if they would like to pursue career development tied closely to a specific position the employee aspires to reach in the organization. This will be voluntary: Department employees will decide for themselves whether or not they want to participate.
How it could work
Competencies, the specific knowledge, skills and abilities associated with leadership positions, are being developed. Through both self-assessments and supervisory feedback, staff who choose to participate will obtain a picture of where they currently stand in relation to the competencies associated with the positions they seek. From that assessment, an Individual Training and Development Plan would be created to assist the employee in reaching his or her goals. This plan could include elements of training, assignment of a mentor or coach, and other realistic means to further the plan.
Committees assigned to begin the process
The Succession Planning Steering Committee has helped map out this program. It will next identify the wide variety of competencies necessary for upper-level management positions within the department. Positions at the Principal Executive Manager E and above are the initial target groups selected for competency evaluation.
Additionally, a Leadership Development Committee has been convened to design a training program to help develop our future leaders. This committee will work on designing the specific curriculum that staff will follow in their career development.
"When all of the component parts are in place, the department will have a succession planning system that provides both leadership renewal and a way for staff to pursue career development opportunities," concludes Armenakis.
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| DPSST Will Move to Salem |
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The Legislative Emergency Board gave the go-ahead to the Department of Public Safety Standards and Training (DPSST) to begin construction next summer on land between Santiam Correctional Institution and Oregon State Correctional Institution east of Salem along Highway 22. Construction, expected to complete in fall 2005, will be paid for over 25 years by the Criminal Fines and Assessments account, not state General Funds.
"In setting that priority for CFAA funds, the Oregon Legislature recognized that training is critical if we are to prepare Oregon’s public safety professionals to serve in their communities," says DPSST Director Diane Middle. "We eagerly look forward to being neighbors of the DOC."
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| PERS Account |
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Changing Your Allocations
PERS Tier 1 employees who want to change the future allocation of their PERS contributions to the Variable Account must complete a Variable Program Election Form and return it to PERS in time for it to be date stamped as received by PERS by December 31.
Changes in allocation are available only once a year. While you can turn in your Variable Program Election Form at any time, it will only go into effect the following January 1, and will remain in effect all year.
Your new choice will have no effect on the funds already in your Variable Account, only future contributions.
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| EAP and the Holiday Season |
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Holidays can be a time of joy connecting with family and friends, yet is also can be a time of added stress. Your Employee Assistance Program (EAP) invites you to use them as a resource to help you learn stress-reducing ways to enjoy the holiday season in addition to its full range of crisis management and counseling services.
Available 24 hours a day, seven days a week, you can reach Cascade Center by e-mail at: www.cascadecenter.com. You can call them statewide at 1-800-433-2320, in Salem at 503-588-0777, and in Portland at 503-639-3009.
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| More News... |
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The current statewide calendar of diversity events can be found at: http://www.oregon.gov/DAS/HR/diversity.shtml
DOC Corrections News
Oregon Department of Corrections
Benjamin de Haan, Ph. D., Interim Director
The mission of the Oregon Department of Corrections is to
promote public safety by holding offenders accountable for their
actions and reducing the risk of future criminal behavior.
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