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Exploring the Complex Landscape of Corrections Officer Careers and Challenges

This article delves into the intricate field of corrections officer jobs, highlighting the median salaries—$40K federally, with state and private sector rates lower. It discusses the minimal qualifications required, the challenges posed by high turnover, and the dynamics of gender representation among officers. The piece examines the sources of power within correctional environments, job satisfaction, and the significant impacts of stress and burnout. Insights into prison industry management and evolving roles in corrections provide a comprehensive view of this vital yet challenging profession.

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Exploring the Complex Landscape of Corrections Officer Careers and Challenges

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  1. Main Prison Jobs • Corrections Officers • Median federal around $40K (State = $32K, Private = 22K) • Qualifications still minimal (GED, physical requirements), Shift work job, HIGH TURNOVER • Corrections Counselors • More requirements (psychology degrees) and earn more money (case manager, counselor) • Typically a day job (9-5)

  2. CO Demographics • Who are Corrections Officers? • Historically, white (non-Hispanic) males • Why? • Problems/Issues with this? • Regional Variation

  3. Women as CO’s • First Women CO’s in woman’s wings and then female prisons • Woman’s rights movement • Initial Trouble • Male CO culture not “accepting” • Upside • Perception (backed by some evidence) that female officers have “calming” effect

  4. Turnover in CO ranks • Shitty pay relative to other CJS jobs • Rural location of facilities • Why? • Period in 1960s/1970s where things got better, then reversal in 1980s/1990s • High Stress x Sedentary Job

  5. Basis of Power • How do CO’s maintain control over the inmate population? • Hassine? • Conover? • Bases of Power • Legit (power b/c of position) • Coercive (ability to punish) • Reward (ability to reward) • Expert (special knowledge, skill, professional judgment) • Referent (gain respect)

  6. Influences on Power • What dictates the type of power that is most important to a CO? • Environment/Structure • Coercion less likely in a centralized bureaucracy • Expert more valued and training more likely • Attitudes/Roles • More social distance = less referent/expert power • Custody orientation = more coercive • Type of prison (Rx or Custody) • Rx depends upon more referent/expert power

  7. Marquart (1986) • The extent and nature of the use of coercive force • Qualitative/participatory study—CO in the Texas Department of Corrections • “Ass Whooping” and “Tune up” relatively common. • Part of CO subculture (build cohesion), how officers got better post or were promoted, maintain “control model” • More common among young

  8. Job Satisfaction/Burnout • Why Important? • Stress  mental pressure • Burnout • Depersonalization • Personal Accomplishment • Emotional Exhaustion

  9. Predictors of Burnout • From the best meta-analysis ever done on anything…ever. • Importation (Gender, Race, Education, etc.) • Weak effects, but nonwhite, female, more education hold more negative attitudes • Deprivation (Perception of Danger) • Danger is #1 predictor (mean r = .26) • Management (Supervisor Support, Role conflict) • Role conflict (r = .22), Support (r = -.16)

  10. Gender and Burnout • No gender difference in self-reported stress • May be some gender difference in burnout • Women score lower on depersonalization scales—less “unfeeling” and “cynical”? • Importation effect?

  11. Prison Industry • Rationale • Profit • Punishment • Vocation/Rehabilitation • Prison Management

  12. Types of Prison Industry • Old Versions • Contract system • Lease System • Corruption/scandal, other protests against industry led to legislative interventions • State-use • Rebirth in 1970s (PIE Act) • Corporate Model • Private/public partnerships • Free enterprise

  13. MNCORR • Division of MN DOC • Self-sufficient • Produce own goods • Docks/piers, office equiptment…. • Contract with private firms • Balloons • MN residents, government, non-profits can purchase MNCORR goods

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