NCJ Number
205793
Date Published
April 2003
Length
31 pages
Annotation
This report examines the challenges involved with the recruitment and retention of North Carolina’s detention facility personnel.
Abstract
During the summer of 2000, justice commissions throughout North Carolina held a joint planning retreat to identify and address the main challenges facing North Carolina’s criminal justice system. A research study team was assembled to provide more information about these identified challenges. The result is a series of four reports that focus on issues related to the recruitment and retention of sworn police officers, sworn sheriff’s officer personnel, detention officers, and public safety telecommunications officials; this report presents findings from a survey on recruitment and retention strategies among detention facilities. A 22-item survey was administered to a randomly selected sample of 78 detention facilities; findings are based on the 48 completed surveys. Survey questions probed issues related to recruiting detention officers, including specific strategies or techniques employed, number of applicants, and extent of waiting list of potential candidates. Attrition and retention were also probed through questions related to the agency’s turnover and vacancy rates. Results of statistical analyses indicated that more than half of the respondents described their recruitment strategy as neutral, while one-quarter of respondents described their recruitment strategy as aggressive. The three most often mentioned recruitment techniques identified by respondents included word of mouth, community colleges, and newspapers. Over half of respondents reported no waiting list of potential candidates. The most common barriers to recruitment were identified as agency budget, competition with other criminal justice agencies, and applicants’ prior criminal histories. Respondents identified their ideas for improving the quality of future detention officer applicant pools; answers fell in three main categories: salaries, advanced training, and improved recruitment efforts. The most frequently identified retention techniques were annual pay increases, formal promotions, and education and training incentives. Agency budget restrictions were the most frequently reported reason for the loss of detention officers. The average length of an officer’s time on the job was reported as 21 months. Three recommendations are made to improve the recruitment and retention efforts of detention agencies in North Carolina: (1) intensify recruitment efforts, (2) expand the quality and quantity of in-service and advanced training opportunities, and (3) continue with research efforts regarding the recruitment and retention of public safety employees. Figures, tables