DOCSLIB.ORG

Stress Among Probation and Parole Officers and What Can Be Done About It

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Stress Among Probation and Parole Officers and What Can Be Done About It U.S. Department of Justice Office of Justice Programs JUNE 05 National Institute of Justice Research for Practice Stress Among Probation and Parole Officers and What Can Be Done About It www.ojp.usdoj.gov/nij U.S. Department of Justice Office of Justice Programs 810 Seventh Street N.W. Washington, DC 20531 Alberto R. Gonzales Attorney General Regina B. Schofield Assistant Attorney General Sarah V. Hart Director, National Institute of Justice This and other publications and products of the National Institute of Justice can be found at: National Institute of Justice www.ojp.usdoj.gov/nij Office of Justice Programs Partnerships for Safer Communities www.ojp.usdoj.gov JUNE 05 Stress Among Probation and Parole Officers and What Can Be Done About It This Research for Practice is based on “Addressing Probation and Parole Offi­ cer Stress,” by Peter Finn and Sarah Kuck, final report to the National Institute of Justice, 2003, available online at www.ncjrs.org/pdffiles1/ nij/grants/207012.pdf. Findings and conclusions of the research reported here are those of the authors and do not reflect the official position or policies of the U.S. Department of Justice. The study on which this summary is based was conducted by Abt Associates Inc., and sponsored by the National Institute of Justice under task order T–023, “Addressing Probation and Parole Officer Stress.” NCJ 205620 RESEARCH FOR PRACTICE / JUNE 05 ABOUT THIS REPORT Probation and parole officers, factors make it difficult for like their counterparts in law many officers to find the time enforcement and corrections, to properly supervise their can experience a great deal caseloads. Officers cope by of job-related stress. Their taking “mental health” days, stress also can affect super­ requesting transfers, or retir­ visors, support staff, and ing early. Physical exercise family members. Moreover, is the method of choice for levels of stress may have coping with the stress. increased in recent years, due in part to greater vio­ The programs studied vary lence by offenders on proba­ greatly in services provided, tion and parole. The National who provides them, their Institute of Justice (NIJ) fund­ structure, and other features. ed a study that examined the Some programs contract effects of stress on commu­ with outside providers, while nity corrections officers and others train peer supporters identified promising stress to help their coworkers. Pro­ reduction programs. grams may address critical incidents, offer counseling, provide training in relaxation What did the exercises, or facilitate physi­ researchers find? cal exercise. Some programs combine several of these Officers and their agencies approaches. can gain major benefits from a stress reduction program, Success can be measured in including cost savings, a number of ways. Burnout improved staff performance, levels measured in one of the and increased safety for staff programs studied were lower and the public. Programs after training; two other pro­ now underway nationwide grams produced marked show promise in preventing reductions in physical and and treating stress. The major psychological stress. The sources of stress for commu­ measure of success for one nity corrections officers are program was its full incorpo­ high caseloads, excess ration into the agency. paperwork, and deadline pressures. Combined, these ii STRESS AMONG PROBATION AND PAROLE OFFICERS Peter Finn and Sarah Kuck Stress Among Probation and Parole Officers and What Can Be Done About It Probation and parole officers stress. Stress also affects stand at the hub of the crimi­ supervisors, support staff, nal justice system. Theirs are and family members. the only professions that deal with offenders at each stage Dangerous jobs. Probation of the criminal justice sys­ and parole work can be dan­ tem. As a result, they face, to gerous (see “The Work of some degree, every criminal Probation and Parole Offi­ justice practitioner problem. cers”). Between 39 and 55 Their work exacts a toll in percent of officers have been job-related stress.1 victims of work-related vio­ lence or threats, according to Knowing the causes of stress surveys conducted in four and its adverse effects for States. The types and levels officers, the agency, and pub­ of stress vary with the nature lic safety can be a first step of the work and the kinds of in tackling the problem. This offenders supervised. For report reviews the causes example, parole officers who and effects of stress among work in a facility or communi­ probation and parole officers ty setting may be concerned and gives practical informa­ for their own safety. tion about promising stress reduction programs. Many officers believe, with good reason, that their work has become even riskier. Stress and its causes Offenders sentenced to pro­ bation and released on parole Not much research has been commit more serious crimes conducted on work-related than in the past, and more stress among community offenders have serious drug About the Authors corrections officers. Results abuse histories and show from this study (see “How less hesitation in using vio- Peter Finn is an Associate the Research Was Conduct­ and Sarah Kuck is lence.2 Yet almost all sources ed”), combined with the a Senior Analyst with of stress cited by the officers sparse evidence from previ­ Abt Associates Inc. interviewed for the study ous research, indicate that stem from the the agency many of them experience considerable job-related 1 RESEARCH FOR PRACTICE / JUNE 05 HROW THE ESEARCH WAS CONDUCTED The researchers reviewed published and unpublished materials on stress and related topics and talked with 45 officers, supervisors, agency administrators, counselors, trainers, and officers of the Ameri­ “My overall can Probation and Parole Association to identify the nature and scope of the problem. Telephone interviews were held with people associated level of stress? with five of the nine programs selected to study. The researchers visited the four other programs and conducted interviews with several people It can vary, but in each. there is always The programs. The programs were identified by canvassing the 45 indi­ some—and, on viduals contacted for the study, obtaining information from Corrections and Law Enforcement Family Services, and exploring and posting some days, a requests on electronic bulletin boards dedicated to probation and whole lot.” parole officers’ interests. —an officer3 To be selected, a program had to meet two criteria: have a formal structure and at least minimal operational data. The researchers gave preference to programs whose outcomes had been evaluated. Study limitations. Because neither the programs nor the officers and supervisors contacted were selected at random, they are not intended to be representative of all programs or of members of the two professions. Conversations and site interviews were confidential but not anonymous: The officers were aware that the researchers knew their names. This may have affected their openness in expressing their views. itself, not the dangers they stress factor for many offi­ face on the job. cers. Even when manage­ ment information systems The “big three” sources of have reduced paperwork, stress. High caseloads are officers still may be dealing the major source of stress. with unwieldy hardware and It is no wonder that officers software. Deadlines, many of report heavy caseloads to be which are unexpected or can­ the most stressful aspect of not be controlled, are the their work—the average third most common stress supervision caseload of a factor. probation officer is very high: 139. Paperwork follows as These sources of stress typi­ the next most significant cally combine to produce a 2 STRESS AMONG PROBATION AND PAROLE OFFICERS frustrating result—not How do officers cope? enough time to supervise caseloads properly. As a Probation and parole officers result, some officers prioritize use a range of methods to their cases into offenders cope. Many take extra sick they supervise closely and leave simply to relieve the “Yes, I take pressure. Some of their ill- those they partially, largely, mental health or even completely ignore. nesses—lower back pain or headaches, for example— days. I use them Lesser causes. An astonish­ may be real but at the same and I get in ing 87 percent of probation time result from work-related officers, according to one stress. Some officers request trouble a survey, said they disliked transfers of position; others lot, but it’s a their supervisor.4 Among the apply for early retirement. officers contacted for the cur­ case of self- rent study who cited their Some coping methods are preservation.” supervisor as a major source more positive. When asked of stress, most say the rea­ how they deal with stress in —an officer son is failure to recognize a a positive way, more officers job well done. Some officers cited physical exercise than say they have few chances any other technique. Other for advancement. Low methods include discussing salaries are a related stress cases with fellow officers, factor; the median salary for seeking support through reli­ probation officers and correc­ gion, “venting,” and talking to tional treatment specialists in a family member. 1999 was just over $36,000.5 Some officers feel they are Why create a stress held accountable for offend­ reduction program? ers’ misconduct. Because A program that helps prevent they shoulder the responsibil­ and relieve officer stress can ity when an offender threat­ save money, improve staff ens public safety, they feel performance, and enhance they have fallen down on the the safety of officers and the job. Moreover, because com­ public. It may also assist sup­ munity alternatives for port staff, supervisors, and offenders are decreasing in family members. many jurisdictions, officers may have limited options for Cost savings. Startup costs imposing sanctions or offer­ are a consideration, but a ing rehabilitation.
Load more

Recommended publications
  • Referring Youth in Juvenile Justice Settings to Mentoring Programs
    Referring Youth in Juvenile Justice Settings to Mentoring Programs: Effective Strategies and Practices to Improving the Mentoring Experience for At-Risk and High-Risk Youth A RESOURCE COMPENDIUM CONTRIBUTING AUTHORS J. Mitchell Miller, Ph.D. Holly Ventura Miller, Ph.D. J.C. Barnes, Ph.D. Pamela A. Clark, National Partnership for Juvenile Services Michael A. Jones, National Partnership for Juvenile Services Ronald J. Quiros, National Partnership for Juvenile Services September 2012 Scott Bernard Peterson, Global Youth Justice A Findings and Implications of the Research A new study supported by the Office of Juvenile Justice and Delinquency Prevention (OJJDP), U.S. Department of Justice, identifies effective practices and strategies to improve the mentoring experience for at-risk and high-risk youth who are involved in the juvenile justice system. Researching the Referral Stage of Youth Mentoring in Six Juvenile Justice Settings: An Exploratory Analysis examines best practices for referring youth to mentoring when they are in certain juvenile justice system settings, including Juvenile Detention, Juvenile Corrections, Juvenile Probation, Delinquency Court, Youth/Teen Court and Dependency Court. As a low-cost delinquency prevention and intervention option that capitalizes on the resources of local communities and caring individuals, mentoring has emerged as a promising delinquency reduction strategy for at-risk or high-risk youth. This research study, which used multiple methods to capture data from mentoring and juvenile justice settings, provides a deeper understanding of how youth are referred to mentoring, challenges faced during the referral process, examples of effective strategies to face the challenges and action steps. The research was conducted by a team that included Global Youth Justice, National Partnership for Juvenile Services, MENTOR: The National Mentoring Partnership and criminal justice researchers from the University of Texas at San Antonio.
    [Show full text]
  • INDIANA STATE BOARD of NURSING Will Meet On
    INDIANA STATE BOARD OF NURSING Will meet on Thursday, February 18, 2016 at 8:30 a.m. in the Auditorium of the Indiana Government Center-South 302 West Washington Street Indianapolis, Indiana 46204 I. CALL TO ORDER AND ESTABLISHMENT OF QUORUM 8:30 a.m. II. ADOPTION OF THE AGENDA III. ADOPTION OF THE MINUTES FROM THE JANUARY 21, 2016 MEETING OF THE BOARD IV. INDIANA STATE NURSES ASSISTANCE PROGRAM A. ISNAP Monthly Report –January 2016- V. EDUCATION A MJS School of Nursing quarterly in person and site visit report/ response (Annette Murray MSN, RN) B. Brown Mackie South Bend Systematic Plan of Evaluation, January monthly written and February quarterly in person report (Ellen Noll MSN/Ed., RN) C. V,R, Ashwood quarterly in person report ( Dr. Nellie Smith EdD, MSN.) D. Fortis School of Nursing quarterly in person report ( Laura Darnell MSN, RN, Dr. James Cox) E. St. Elizabeth School of Nursing quarterly in person report (Deacon John Jezierski MSN, RN) F. ITT Indianapolis quarterly in person report (Alice Marie Holder MSN, RN) G. ITT Merrillville monthly in person report (Karen Helmecy MSN, RN, Mariah Wood MSN, RN, Myra Selby J.D ) H. ITT South Bend quarterly in person report (Linda Newton MSN, RN) I. ITT Newburgh NLCEX review ( Sarah Seaton MSN, RN) J. Brown Mackie Ft. Wayne NCLEX review (Susan Holm MSN, RN) K. Brightwood College ( Kaplan) NCLEX review – (Robin Nelson MSN, RN) L. FYI only – Fortis College dean Katheryn Plankenhorn MSN, RN resigns effective Jan. 13, 2016 and Laura Darnell MSN, RN named interim dean effective Jan.
    [Show full text]
  • Effectiveness of Juvenile Mentoring Programs on Recidivism Author(S): Stephanie A
    OFFICE OF JUSTICE PROGRAMS ~ BJS N/J OJJ[F OVC SMART The author(s) shown below used Federal funding provided by the U.S. Department of Justice to prepare the following resource: Document Title: Mentoring Best Practices Research: Effectiveness of Juvenile Mentoring Programs on Recidivism Author(s): Stephanie A. Duriez, M.S., Carrie Sullivan, M.A., Christopher J. Sullivan, Ph.D., Sarah M. Manchak, Ph.D., Edward J. Latessa, Ph.D. Document Number: 251378 Date Received: November 2017 Award Number: 2013-JU-FX-0004 This resource has not been published by the U.S. Department of Justice. This resource is being made publically available through the Office of Justice Programs’ National Criminal Justice Reference Service. Opinions or points of view expressed are those of the author(s) and do not necessarily reflect the official position or policies of the U.S. Department of Justice. Final Report Mentoring Best Practices Research: Effectiveness of Juvenile Mentoring Programs on Recidivism Stephanie A. Duriez, M.S. Research Assistant [email protected] Carrie Sullivan, M.A. Project Director [email protected] Christopher J. Sullivan, Ph.D. Consultant [email protected] Sarah M. Manchak, Ph.D. Consultant [email protected] Edward J. Latessa, Ph.D. Principal Investigator [email protected] November 2017 Center for Criminal Justice Research University of Cincinnati School of Criminal Justice PO Box 210389 Cincinnati, OH 45221 This project was supported by Grant No. 2013-JU-FX-0004 awarded by the Office of Juvenile Justice and Delinquency Prevention, Office of Justice Programs, U.S. Department of Justice. Points of view or opinions in this document are those of the author and do not necessarily represent the official position or policies of the U.S.
    [Show full text]
  • Addressing Probation and Parole Officer Stress, Final Report
    The author(s) shown below used Federal funds provided by the U.S. Department of Justice and prepared the following final report: Document Title: Addressing Probation and Parole Officer Stress Author(s): Peter Finn ; Sarah Kuck Document No.: 207012 Date Received: November 2003 This report has not been published by the U.S. Department of Justice. To provide better customer service, NCJRS has made this Federally- funded grant final report available electronically in addition to traditional paper copies. Opinions or points of view expressed are those of the author(s) and do not necessarily reflect the official position or policies of the U.S. Department of Justice. Addressing Probation and Parole Officer Stress Final Report November 14, 2003 Prepared for Andrew Goldberg Social Science Analyst Justice Systems Research Division Office of Research and Evaluation National Institute of Justice 810 7th Street NW Washington, DC 20531 Prepared by Peter Finn Sarah Kuck Project Advisors Renee Edel Senior Program Planner Cuyahoga County Juvenile Court 2020 Carnegie Avenue Cleveland, OH 44115 J. Richard Faulkner, Jr. Correctional Program Specialist (retired) National Institute of Corrections 718 Gibbon Street Alexandria VA 22314-4108 Mark Maggio, Ph.D. Branch Chief Federal Judicial Center Thurgood Marshall Federal Judiciary Building One Columbus Circle NE Washington DC 20020-8003 Robert Thornton Community Corrections Institute 31615 44th Avenue East Eatonville WA 98328 Kathy Waters President, American Probation and Parole Association, and Division Director Adult Probation Services Superior Court of the State of Arizona Suite 344 1501 West Washington Phoenix AZ 85007-3231 Foreword Supervision of offenders in the community by governmental agencies is just over 100 years old.
    [Show full text]
  • Temporary Telework Policy
    Updated April 14, 2020 Metro FAQ | Temporary telework policy Metro has updated the temporary telework policy effective April 13, 2020. To support public health, the temporary policy provides for all employees who can telework to do so, including regular status, variable hour and temporary employees, and those on probation. IN THIS DOCUMENT - Overview of temporary telework policy - Frequently asked questions POLICY OVERVIEW Approvals and standards for work Telework agreements are not required by Human Resources or Information Services in the temporary telework policy. However, department directors and managers may still choose to require them to help manage their operational needs. Employee’s work must be able to be done remotely and sufficient work available and the number of hours worked by the employee will not change because of telework. Existing performance and conduct standards apply for telework. You may be asked to track work hours and provide regular updates to your supervisor on tasks, projects and work objectives. Equipment and Metro work products and records Work products and communications like emails, even those on a personal computer, are Metro documents and should be saved and handled to meet public records law. Expenses associated with teleworking such as internet access, office supplies or personal technology devices will not be reimbursed. You may use your own computer to telework. Metro assumes no liability for loss, damage or wear to employee-owned equipment. Exercise caution to prevent damage to Metro property you have in your custody. Do not leave equipment in vehicles or unsecured. Make sure that all of your electronic devices and software are compatible with Metro standards.
    [Show full text]
  • Bullying in the Workplace Procedures Already Done; Input
    Texas Board of Nursing Bulletin A Quarterly Publication of the Texas Board of Nursing The mission of the Texas Board of Nursing is to protect and promote the welfare of the people of Texas by ensuring that each person holding a license as a nurse in the State of Texas is competent to practice safely. The Board fulfills its mission through the regulation of the practice of nursing and the approval of nursing education programs. This mission, derived from the Nursing Practice Act, January 2016 supersedes the interest of any individual, the nursing profession, or any special interest group. Texas Nurses Selected Texas Board of Nursing to Undergo Review by the to Pilot Choosing Texas Sunset Advisory Commission Wisely® Campaign The Texas Board of Nursing (BON) will Texas Sunset Advisory Commission Nursing is consistently rated as the undergo review by the Texas Sunset website at: https://www.sunset.texas. most trusted profession and nurses Advisory Commission during the 2016- gov/ . The Commission meets following 2017 review cycle for the 85th Legislative the public hearing to consider and vote are one of the largest providers of Session. The Texas Sunset Advisory on which changes will be recommended patient care. For that reason, it is im- Commission was established by the to the full Texas Legislature during the perative that nursing practice be evi- Texas Legislature following passage of 85th Legislative Session. dence-based. The Choosing Wisely® the Texas Sunset Act in 1977. The Sunset campaign has an identified goal of Advisory Commission performs periodic The third and final phase of the Sunset facilitating wise decision making assessments of state agencies to answer review process entails legislative action.
    [Show full text]
  • Deputy Probation Officer I / Ii
    County of Mariposa DEPUTY PROBATION OFFICER I / II DEFINITION To investigate adult and juvenile cases for probation; to provide professional casework services to adult and juvenile offenders placed on probation and monitor probationers’ activities to ensure compliance with court orders; to represent the department in court hearings; and to perform related duties and responsibilities as required. Deputy Probation Officer I is the entry level classification in the series. Initially under close supervision, incumbents perform a variety of professional casework duties while learning County policies and procedures. This classification is flexibly staffed with Deputy Probation Officer II, and incumbents normally advance to the higher level after gaining experience and achieving proficiency which meet the requirements for Deputy Probation Officer II. Deputy Probation Officer II is the journey-level classification in the series. Incumbents receive general supervision within a framework of standard policies and procedures. Positions in this class perform the full range of duties and are expected to have a thorough knowledge of departmental procedures and policies and be able to exercise independent judgment while performing complex casework. SUPERVISION RECEIVED AND EXERCISED Receives general supervision from the Deputy Chief or Chief Probation Officer. EXAMPLES OF ESSENTIAL FUNCTIONS Compiles, investigates, verifies and presents reports on personal, social, educational, financial, health and/or prior criminal involvement of probationers; interviews probationers, family members and other involved individuals to obtain additional pertinent case information. Assesses client needs; develops and recommends to the court case plans to ensure probationers’ compliance with court orders; interprets plans to probationers, family members and other interested individuals. Presents departmental recommendations for sentencing in court.
    [Show full text]
  • Probation Unit Supervisor
    PROBATION UNIT SUPERVISOR DEFINITION Under direction, performs responsible supervisory work in overseeing a unit of Probation Officers. DISTINGUISHING CHARACTERISTICS This is the supervisor level in the Probation Officer series. Incumbents of this class supervise a unit of Probation Officers and perform related administrative and technical work. This class is distinguished from Probation Officer III in that incumbents of the latter class perform intensive casework or special functions, may supervise paraprofessional staff or act as lead worker over other Probation Officers, but would not supervise a unit of several Probation Officers as major job assignment. REPORTS TO Chief Probation Officer and/or Deputy Chief Probation Officer CLASSIFICATIONS SUPERVISED Deputy Probation Officers I, II, III and Probation Aides EXAMPLES OF DUTIES Plans, assigns, supervises and evaluates the work of subordinate Probation Officers and other staff; reviews case histories and approves recommendations on juvenile and adult referrals; advises officers on difficult or unusual circumstances. Trains new officers in court procedures, interviewing techniques and other aspects of probation work; interprets and explains departmental policies and procedures to subordinate staff. Attends court sessions to observe and evaluate performance, and to ensure that court orders are carried out; may present cases or provide additional information. Identifies staffing and other budget needs; may prepare budget requests for review by management. Confers with department management;
    [Show full text]
  • REQUEST for PROBATION EMPLOYMENT APPROVAL Pursuant to Condition: Employment Approval and Reporting Requirement
    STATE CF CALIFORNIA BUSINESS, CONSUMER SERVICES AND HOUSING AGENCY • GAVIN NEWSOM, GOVERNOR BOARD OF REGISTERED NURSING c::1 c a PO BOX 944210, Sacramento, CA 94244-2100 DEPARTMENT OF CONSUMER AFFAIRS P (916) 322-3350 | TTY (800) 326-2297 | www.rn.ca.gov REQUEST FOR PROBATION EMPLOYMENT APPROVAL Pursuant to Condition: Employment Approval and Reporting Requirement Instructions: As of the effective date of the Decision and Order, PRIOR approval from the Board is required to function as a Registered Nurse in ANY capacity while on probation, including any educational setting where clinicals are performed. This form, including all documents listed under required documentation must be submitted to the Board before the request will be submitted for review. Approvals are done in the order received and can take three weeks or more to be reviewed. For quicker processing, please e-mail all required documents from the employer as a .PDF attachment(s) to the Probation Monitor. If not possible, the request may be faxed to (916) 574-8636. The Probation Monitor’s contact information can be provided by the Probationer. Required Documents RN Positions: • Data Form (Completed by Probationer at start of Probation) • Current Resume (Completed by Probationer at start of Probation) nd • Release of Confidential Information Form – with the employer’s information on the 2 line (Completed by Probationer at start of Probation) • Probation Employment Approval Form (Completed by Employer) • Current Job Description • Organization Chart – The staff names and position titles must be indicated on the organizational chart. The chart must include at least the nursing department, where the RN is situated with respect to their immediate supervisor and the highest position in nursing administration or healthcare at the facility.
    [Show full text]
  • Mentoring Training Manual
    MENTORING TRAINING MANUAL Jeremiah 18:6…………………… Mentoring is an aspect of discipleship. It is important and imperative. In fact, this is the sum total of what the purpose of the Church is all about. Christ calls us to encourage and equip people so that we can all worship Christ and thus live out a real, effectual, impacted, Christian life. What you do not want is for your church people to simply be churchgoers who live for nothing and thus do nothing; rather, you want them to be partakers in the Kingdom. You should want your church to succeed in Christ; we do this by helping our people to hear and know the Word so we are all doers of His Word too. Guidance, learning, and support will make this work as we sharpen one another in love and obedience. Here at the Potter’s House we receive possibilities in the form of ex-offenders. Like a lump of clay each enters the Potter’s House doors wondering what he will become. Like clay taken out of the earth there may be many imperfections, stones and hardness. Watching the master potter do His great work in the lives of each possibility is truly an awesome experience and a reward in and of itself. Mentoring helps each resident in ways that could never be accomplished any other way. Join us as we continue to watch the master potter do his great work in the lives of these men. Ron Bender, Manager House Director TTC / The Potter’s House 1 Contents MODULE ONE: Understanding the Nature of Mentoring 1.1 What is Mentoring? 1.2 Why Mentor? 1.3 Role of a Mentor 1.4 Differences between Friendship and Mentoring
    [Show full text]
  • Surveillance Officer Onboarding
    NM Problem Solving Court Surveillance/Probation Officer Onboarding Professional Development Matrix Thank you for joining our statewide problem solving court Program Coordinator: initiative and agreeing to invest your professional expertise as part of a local multidisciplinary team. To help you understand your role and prepare you for the greatest engagement possible, we have created a list of recommended training topics for you to Phone #: complete as your schedule permits. The primary training sessions are listed in the first section below and we encourage E-mail: you to complete these within 60 days of joining the team. If problem solving courts are new to you, you can view a wonderful 3 minute video introduction to the drug court model created by the San Bernardino, CA probation department via this link: https://www.youtube.com/watch?v=KdIulmZ_bZQ To complete the problem-solving court onboarding training, simply follow the directions below to get started. DIRECTIONS: Go to www.treatmentcourts.org and register if you have not ever done so. Click on the Adult Drug Courts icon (example at left). This will take you to a course index. Click on Adult Drug Court: Lessons. More than twenty different topics will be offered. As you complete the various training topics, please email your local program coordinator with the name of the training topic / activity and the date completed. The coordinator will document completion on the master training matrix. Time Req’d: Date Completed / √ Primary Onboarding Training Topics 6 hrs. 42 Competent min. Role of the Probation Officer 60 min. Role of the Coordinator 35 min.
    [Show full text]
  • Tehama County Probation Department Tehama County PO Policy Manual
    Tehama County Probation Department Tehama County PO Policy Manual PREFACE As a probation officer you have a unique assignment and responsibility. First and foremost you are an agent of the Court. You are deputized by the authority invested in me as the Chief Probation Officer for the County of Tehama. You are a peace officer and as such are held to a higher standard. As an appointed peace officer, you have taken an oath to support, defend, and bear true faith and allegiance to both the constitution of the United States and the constitution of the State of California. You wear a badge and represent not only Tehama County but all law enforcement officers. I expect you to represent Tehama County and all law enforcement with honor and integrity. This policy manual is designed to provide guidance and direction to the members of the Tehama County Probation Department. It should be used with sound reason, judgment and discretion in our efforts to provide the highest quality service to the community we serve. Richard A. Muench, Chief Probation Officer Copyright Lexipol, LLC 2019/12/19, All Rights Reserved. PREFACE - 1 Published with permission by Tehama County Probation Department Tehama County Probation Department Tehama County PO Policy Manual LAW ENFORCEMENT CODE OF ETHICS As a law enforcement officer, my fundamental duty is to serve the community; to safeguard lives and property; to protect the innocent against deception, the weak against oppression or intimidation and the peaceful against violence or disorder; and to respect the constitutional rights of all to liberty, equality and justice.
    [Show full text]