Stinchcomb, Jeanne B., Susan W. McCampbell, and Elizabeth P. Layman. Future force: A guide to building the 21st century community corrections workforce. Center for Innovative Public Policies, 2006.

PDF Link

This report stems from a workgroup sponsored by the National Institute of Corrections and is available at no charge via the PDF link provided above. Below are a collection of important points that may apply to present and future recruitment practices of the Oregon DOC. Chapter Three, “Recruitment – Looking in the Right Places for the Right People” is specifically of interest.

  • As of 2006, the average state (nationwide) employee was over 44 years old and Corrections ranked second on the list for occupations “most likely to be most affected” by retirement.
  • Finding new applicants has been reported by approximately 86% of employers as “difficult.”
  • The difficulty often lies in the prevalence of organizational models that do not appeal to the newest generation of workers.
  • “Word of Mouth” is one of the most effective recruitment techniques, so a department’s reputation can either be an asset or serious liability.
  • Millennials tend to be self-sufficient, self-assured, and more self-focused. This up and coming workforce is looking for jobs that “encompass all of the nonmonetary aspects of the job – flexibility, autonomy, family friendliness, challenge, self-satisfaction, career development, and upward advancement.”
  • Consider the “Where” question in regards to finding new applicants:
    • Colleges & Universities
      • Speak with freshman classes, not just Seniors.
      • Consider speaking with student groups for fields of study that relate to the desired educational background of a Corrections Officer.
    • High Schools
    • Military/Veterans
    • Partnerships with Unions and Higher Education Institutes
    • Social Media
  • Consider tracking where applicants were recruited to determine effectiveness of recruitment tactics.

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