Introductions  Linda Janes, Assistant Director  Rochelle Jones, Human Resources Bureau Chief  Ursel McElroy Drake, Training Academy Director

Why It Matters  Staff as number one resource  Cultural impact  Staff must be healthy for youth to get healthy  Juvenile justice is challenging work  Every life matters

Alarm Sounds at DYS  Critical incidents and exposures  Listening to staff  Balancing data and emotions

First Week on the Job

First Steps  Accessibility  Listening  Acknowledgement of reactive state  Sense of urgency  Ownership  Staying the course

Hiring Strategies Hiring Strategies Recruitment General Recruitment  Job Posting opportunities continuously  Distribute information statewide Targeted Recruitment  Attend job fairs at colleges, and universities  Seek diversity, education, and experience

Hiring Strategies Hiring Strategies Application Accessible Application  Accept application in a variety of formats  Update application status online Simplified Application  Reduced length of application  Created supplemental questions

Hiring Strategies Hiring Strategies Timeline Youth Specialist Testing Name Sent to LEADS (4 days) Receive LEADS Results (2 days) Applicants’ Packets Sent to Facility (0 days) Applicant Interviewed and Receives Tour of Facility (19 days) Second Interview with Superintendent (0 days) Youth Specialist Hired ( 27 days )

Hiring Strategies Hiring Strategies Assessment and Screening Assessment  Revised math and reading sections  Updating scenario-based videos Screening  Developed a “one-stop” shop  Regionalized testing centers

Hiring Strategies Selection and Interview Selection  Added value-based interview questions related to core values  Selected and trained interview panel Interview  Conduct tour of facility during interview  Schedule meeting with Superintendent

Hiring Strategies Hiring Strategies Retention

Evaluations  Onboarding checklist  Mid-probation, final probation, annual review Exit Interview  Maintain single point of contact  Review trend data

Supporting Staff  Critical Incident Stress Management  Peer Assistance  Cultural Assessments  Employee Recognition  Desert Waters

“A correctional training academy must not only be the epitome of correctional professionalism, but also must be perceived as such by those it serves.” - American Correctional Association Training Strategies Correctional Professionalism

Training Strategies Training Strategies Paradigm Shift

Training Strategies Training Strategies Establishing an Identity

Training Strategies Training Strategies Identifying Lines of Business Preservice Orientation Basic Training Coaching OJT In-service Development Mandates Special Skills Specialized Topics Resources Management Assessments Records Research Assistance Collaboration Access Coordinate Design

Training Strategies Training Strategies Assessing Training Needs

Training Strategies Training Strategies Bridging the Gap Identify Areas of immediate and long-term needs Parties and resources critical to addressing the needs Connect With Department leaders to establish ongoing support With Human Resources to execute a retention plan Assist By providing training to meet existing needs By building site capacity to deliver effective training

Training Strategies Training Strategies Continuous Growth

Training Strategies Training Strategies Retention is Academy Business Training Academy M anage D esign C oordinate D eliver

Continuous Process Staff Well-Being Youth Well-Being

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