Department of Correctional Services and Recruitment

Department of Correctional Services and Recruitment

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n TOC o “1-3” h z u HYPERLINK l “_Toc459988501″Abstract PAGEREF _Toc459988501 h 3

nHYPERLINK l “_Toc459988502″Introduction PAGEREF _Toc459988502 h 4

nHYPERLINK l “_Toc459988503″South Australia DCS: HRM Staffing PAGEREF _Toc459988503 h 4

nHYPERLINK l “_Toc459988504″HR Plan PAGEREF _Toc459988504 h 4

nHYPERLINK l “_Toc459988505″Recruitment Process PAGEREF _Toc459988505 h 5

nHYPERLINK l “_Toc459988506″Selection Process PAGEREF _Toc459988506 h 5

nHYPERLINK l “_Toc459988507″Staffing Arrangement PAGEREF _Toc459988507 h 6

nHYPERLINK l “_Toc459988508″Challenges of Staffing in DCS South Australia PAGEREF _Toc459988508 h 6

nHYPERLINK l “_Toc459988509″Conclusion PAGEREF _Toc459988509 h 7

nHYPERLINK l “_Toc459988510″Recommendations PAGEREF _Toc459988510 h 7

nHYPERLINK l “_Toc459988511″References PAGEREF _Toc459988511 h 8

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nAbstractThe Department of Correctional Services in South Australia has well-design human resource management system. Its planning, recruitment and selection approaches ensure that competent, relevant and talented Correctional Officers are hired in the organization. The HR division has established a strategic plan, which guides on the kind of staff to be employed in the DCS. The plan also intends to establish policies and implement strategies to support and invest in staff. Additionally, the process of recruitment in the department of correctional services is constantly refined. Similarly, it has a well-structured selection process because it aims at hiring staff with appropriate skills to work at the right level. The HRM has set up various steps to be followed in this process. Some of the challenges in HR in the DCS include huge workload and understaffing. The paper recommends that HRM should review its labor force planning to incorporate plans for enhancing staff talents.

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nIntroduction

nThe Department of Correctional Services (DCS) is very crucial in criminal system of justice. The Department of Correctional Services of South Australia has well-designed human resource management system that plays a role in management and administration of prisoners as well as protecting the community (DCS South Australia 2016). In addition, its current policies on human resource are intended to offer humane, secure and safe strategies that help in prisoners containment. Similarly, its recruitment and selection approaches are geared towards hiring competent and talented individuals who can facilitate transformation and rehabilitation of offenders to become citizens that abide to laws (DCS S.A. 2015). However, the DCS in South Australia is also faced with some challenges in its division of human resource because of high rate of increase in the number of inmates (Hancock 2014). For instance, the number of Aboriginal offenders has increased while the rate of Indigenous application is low. Consequently, the capacity to handle the rising number of offenders has interrupted its capacity to meet effectively its objectives and roles (DCS S.A. 2015. The purpose and reason for preparing this report is explore the current policies and practices in DCS of South Australia and its hiring process. The paper will analyze previous research in order to clearly present information about the topic.

nSouth Australia DCS: HRM Staffing

nThe human resource management functions at the Department of Correctional Services of South Australia include planning, recruitment and selection. The HR division offers many services, which are intended to facilitate achievement of excellence in the DCS (S.A. DCS 2016). In addition, the HR collaborates with staff and supervisors to offer skilled direction and support aiming to maximize its ability to satisfy its key goals and objectives (DCS S.A. 2015). The DCS has formulated a HR plan that helps to improve the staff continuously.

nHR PlanThrough this HR plan, the department has set two core approaches that can be used. First, the DCS in South Australia strategic plan intends to establish policies and implement strategies to support and invest in staff. Secondly, it aims at safeguarding an approach based on Quality Management, which can lead to innovative ways when delivering services (DCS South Australia 2016). Moreover, the Strategic plan in the organization, is constantly, reviewed to ensure that it satisfy, align and identify the needs of staff and the department (S.A. DCS 2016).

nDCS in South Australia have also introduced the labor force planning. Through this plan, the department has enhanced the recruitment standards via candidate packages, job reference assessment, intensive interviews based on behaviors and authenticated psychological appraisal. Furthermore, through this plan, qualified and talented candidates are motivated to join the HR of South Australia DCS (DCS S.A. 2015).

nRecruitment ProcessThe process of recruitment in the department of correctional services is constantly refined. South Australia DCS utilizes an appraisal center to help in recruitment process of experts in various positions to reinforce care and rehabilitation program (S.A. DCS 2016). Between 2010 and 2014, more than 1800 new Correctional officer were recruited. Most notably, the recruitment of Correctional Officers in the DCS is not done within the provisions of the Public Service in the country (DCS S.A. 2015). The South Australia DCS faces major challenge in the process of recruitment of Correctional Officers because many people do not consider the hiring of these professionals as a conventional responsibility (DCS South Australia 2016).

nSelection ProcessThe DCS in South Australia have a well-structured selection process because it aims at hiring staff with appropriate skills to work at the right level. The first step involves screening various applications. Secondly, testing is conducted to determine IQ, numeracy, literacy and language proficiency (S.A. DCS 2016). Moreover, psychological testing is performed to assess the fitness in the role of Correctional Officer. The third step encompasses conducting an interview through the selection panel. The next step involves performing functional suitability assessment and medical evaluation. The fifth stage in the selection process comprises checking the history of the applicant to review his/her criminal record (DCS S.A. 2015). Furthermore, the next step involves analyzing and validating the references. Lastly, the applicant is offered a job as a correctional officer (S.A. DCS 2016). However, in most cases, the selection process does not involve a linear process.

nStaffing Arrangement

nThe General Manager is responsible of administration of the DCS in South Australia. Other staffs that help in the management include Offender Development Managers, Security and Accommodation categorized at CO-7 (S.A. DCS 2016). Other staffs that assist in reinforcement of the facility operations include, Advanced Correction Officers, Operations Supervisors, Case Management Coordinators and Correctional Officers.

nChallenges of Staffing in DCS South Australia

nRecent reports have indicated that DCS in South Australia faces the challenge of staffing because of rising number of inmates, which has led to overcrowding. As of April 2014, there are more than 2488 inmates but this number has exceeded the maximum prisoners that the facility can accommodated (Hancock 2014). The DCS has a capacity to handle approximately 2420 inmates. Consequently, the increase has contributed to a staffing crisis because it is unable to contain inmates humanely, securely and safely. The DCS is also faced with a challenge of inadequate funds (ABC 2015). According to Stahl et al. (2012) when there is higher workload in a DCS, the staffs tend to be demotivated to work efficiently. In addition, their performance levels reduce because of unfriendly working conditions (Stahl et al. 2012). Moreover, the number of Aboriginal inmates over the last decade has increased which has led to overrepresentation. However, the DCS have received few applications of Indigenous people who intend to work as correctional officers. Reports indicate that there is a wide gap in terms of recruitment of Indigenous and Non-indigenous people in DCS. Therefore, lack of adequate indigenous staff limit the ability of the facility to deal with rising number of indigenous prisoners (S.A. DCS 2016). On the other hand, a scandal has emerged about abuse of Indigenous juvenile in Northern Territory. The incarceration rate in these facilities is more than 90 percent. Therefore, the recruitment exercise should incorporate indigenous people who are able to understand the cultural expectations and needs of Aboriginal inmates (S.A. DCS 2016).

nConclusion

nThe DCS in South Australia has designed a HR staffing plan, which plays an essential role in management and administration of inmates. In addition, they help to protect the community against prisoners. The staff in this facility use humane, secure and safe strategies to when working in the DCS (DCS South Australia 2016). The HR management has introduced strategic plan which provides planning, recruitment and selection process. Through this approach, competent and talented staffs are hired to accomplish the mission and vision of the DCS (DCS S.A. 2015). The labor force planning ensures that development and performance of staff are enhanced.

nRecommendationsCappelli (2013) argues that successful companies should have systems that encourage talent development of the staff. Therefore, DCS in South Australia should review its labor force planning to incorporate plans for enhancing staff talents. In addition, they should be given many opportunities to utilize their talents, which ultimately strengthen their career (Cappelli 2013). In this respect, the DCS in South Australia need to establish internal mechanism for the talent identification, nurturing and management and ultimately, it will encourage higher rate of performance and job satisfaction (Gatewood, Field and Barrick 2015). The problem of overcrowding requires rapid recruitment of new staff in order to meet the expectations of the DCS particularly indigenous population. The management should also reduce develop measures to hire more women staff. Moreover, the management should focus on new and innovative strategies to deal with prisoners with an intention to reduce re-offence. Studies show that re-offenders contribute to the rising cases of inmates, which affect the level of staffing (Stahl et al. 2012). Therefore, recruitment and selection should be designed to hire best people for the job.

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nReferencesABC, 2015. Overcrowded jails cause SA budget blowout. [online] ABC News. Available from: http://www.abc.net.au/news/2015-05-18/prisons-overcrowding-budget-blowout-correctional-services/6477572 [Accessed 26 Aug. 2016].

nCappelli, P., 2013. HR for neophytes. Harvard Business Review, 91(10), pp. 25-27.

nDCS S.A, 2015. Excellence in Public Service. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/annual_report/2003-2004/excellence_in_public_service.htm [Accessed 26 Aug. 2016].

nDCS South Australia, 2016. Trainee Correctional Officer. [online] INFORMATION AND APPLICATION PACK. Available from: http://www.corrections.sa.gov.au/__files/f/3339/TCO%20Information%20and%20Application%20Pack%20Apr%202015.pdf [Accessed 26 Aug. 2016].

nGatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.

nHancock, J., 2014. Union and authorities still at odds on prisons crowding. [online] ABC News. Available from: http://www.abc.net.au/news/2014-04-10/prisons-capacity-ongoing-tensions-between-union-and-correctiona/5380122 [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department for Correctional Services, South Australian Government, Adelaide, South Australia – Home. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/home [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department of Correctional Services, South Australian Government, Adelaide, South Australia – Recruitment Process. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/employment/recruitment-process [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department of Correctional Services, South Australian Government, Adelaide, South Australia – Employment Opportunities. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/employment-opportunities [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department of Correctional Services, South Australian Government, Adelaide, South Australia – The Department. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/employment/the-department [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department of Correctional Services, South Australian Government, Adelaide, South Australia – The Benefits. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/employment/the-benefits [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department of Correctional Services, South Australian Government, Adelaide, South Australia – Roles & Forms. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/employment/roles-forms [Accessed 26 Aug. 2016].

nS.A. DCS, 2016. The Department of Correctional Services, South Australian Government, Adelaide, South Australia – Rehabilitation Programs. [online] Corrections.sa.gov.au. Available from: http://www.corrections.sa.gov.au/rehabilitation-programs [Accessed 26 Aug. 2016].

nStahl, G., Björkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management. Sloan Management Review, 53(2), pp.25-42.