NCJ Number
30228
Date Published
1971
Length
135 pages
Annotation
STUDY OF THE ADMINISTRATIVE PROCESSES RELATED TO THE RECRUITMENT, SELECTION, HIRING, SUPERVISION, REWARDING, AND ORGANIZATIONAL NURTURANCE OF THE ADMINISTRATIVE, SUPERVISORY, AND FIELD PERSONNEL IN PAROLE AGENCIES.
Abstract
THE INPUTS OF DATA FOR THE STUDY WERE DERIVED FROM A NUMBER OF SOURCES. AN INTENSIVE SEARCH OF THE LITERATURE IN THE FIELD OF CORRECTIONAL ADMINISTRATION WAS MADE IN ORDER TO ISOLATE ALL PREVIOUS STUDIES, REPORTS, MANUALS, AND OTHER DATA RELATED TO PERSONNEL ADMINISTRATION IN THE FIELD OF PAROLE. TWO REQUESTS FOR INFORMATION WERE SENT TO STATE AND FEDERAL PAROLE AGENCIES. THE FIRST COMMUNICATION DIRECTED A REQUEST FOR JOB DESCRIPTIONS OF ALL ADMINISTRATIVE, SUPERVISORY, AND FIELD PERSONNEL IN THE AGENCY. A SECOND COMMUNICATION WAS LATER DIRECTED TO THE SAME AGENCIES WHICH INCLUDED AN EXTENSIVE QUESTIONNAIRE COVERING THE MAJOR AREAS OF CONCERN IN THIS STUDY: RECRUITMENT, SELECTION, STAFF TRAINING, COMPENSATION AND CAREER SERVICE PLANS, AND ADMINISTRATIVE ORGANIZATION. RESPONSES WERE RECEIVED FROM FORTY JURISDICTIONS. FINALLY, INTERVIEWS WITH VARIOUS MEMBERS OF THE STAFF OF THE AMERICAN CORRECTIONAL ASSOCIATION, THE NATIONAL COUNCIL ON CRIME AND DELINQUENCY, THE JOINT COMMISSION ON CORRECTIONAL MANPOWER AND TRAINING, PAROLE AGENCY ADMINISTRATORS, AND THE COUNCIL ON SOCIAL WORK EDUCATION UNCOVERED ANECDOTAL INFORMATION AND SOURCES OF UNPUBLISHED MATERIAL WHICH PROVIDED REFERENCES WHICH ARE REFLECTED THROUGHOUT THE STUDY. THE INITIAL HYPOTHESIS WHICH CITED THE LACK OF UNIFORM PERSONNEL POLICIES AND PRACTICES IN PAROLE ADMINISTRATION WAS SUBSTANTIATED. IN GENERAL, AVAILABILITY OF PERSONNEL WAS NOT INDICATED AS A PROBLEM, PRIMARILY BECAUSE CRITERIA FOR QUALIFICATIONS HAVE BEEN CONSIDERABLY LOWER IN MOST STATES THAN THE STANDARDS SUGGEST. CONTRARY TO A COROLLARY HYPOTHESIS, STAFF TURNOVER, FOR THE TWO YEARS BEFORE 1971 WAS RELATIVELY LOW. INADEQUATE SALARY LEVELS AND LACK OF PROMOTIONAL OPPORTUNITIES WERE PROBLEMS IN MOST JURISDICTIONS. MOREOVER, THE DEVELOPMENT OF STAFF POTENTIALITIES TO THEIR MAXIMUM APPEARS TO BE DELEGATED TO A SECONDARY ROLE IN THE LIGHT OF STAFF SHORTAGES AND EXCESSIVE CASELOADS. (AUTHOR ABSTRACT)