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Main Prison Jobs

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

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Main Prison Jobs

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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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