Probation Officer Job Analysis

Lastly, I conduct a Level of Service Inventory Assessment (LSI-R) with the offenders that I supervised. The inventory helped the officers develop a supervision plan to address key needs that the offender/client need to be successful while on Probation and/or address their mental health needs or substance abuse needs.

According to Learningpath.org (n.d.), some of the methods used by Juvenile Probation Officers to help prevent youths from reoffending include

As always one 's not going to know everything about everything. One of the questions I had before I started doing some research was how will the training experience be like. Since I know The post-secondary education needed to become a probation officer is a bachelor’s degree. " Typically in justice administration, social work, corrections, psychology or in some places a master’s degree in one of the preceding fields probation officer one will be working with criminals.

Provide training to all prison staff on mental health issues. Training should reinforce staff understanding of mental disorders, raise awareness on human rights, challenge stigmatizing attitudes and encourage mental health promotion for guards and inmates. In addition, prison health workers need more specialized skills to identify and manage the prisoners’ mental health. According to HM Prison Probation & Service (2018), prison staff ‘keep those sentenced to prison in custody, helping them lead law-abiding and useful lives, both while they are in prison and after they are released.’ It believes that prison staff will play a huge part in the life of an offender, helping them to learn and develop new skills (HM Prison Probation & Service,

Each individual must accept and work towards the institutions goal of care and custody of inmates, not holding to bad habits and workarounds of “seasoned” staff which create confusion and division among staff and administration, therefore causing chaos and confusion among staff and inmates. Likewise, Administration must be willing to “step forth when colleagues are out of line” (Bartollas, 2013). Although there are other areas which the needs of professionalism in corrections need to be addressed, these are the key factors in my opinion which if change is brought about, would address the issue of professionalism as a

Consequently there are only six juvenile prisons remaining for serious juvenile offenders, and there are currently 1,600 juveniles in state facilities in comparison to the federal facilities costing on an average of $250,000 per juvenile offender (Kelly, 2012). Therefore, In the effort to address as well as resolve the problems with both adult and juvenile prison overcrowding, bother programmers as well as researchers believed that correctional facilities obtained the abilities in identifying high risk offenders and allocating appropriate rehabilitative services in accordance to their criminal needs while assessing their potential for recidivism, at which point the Risk-need responsivity (RNR) model was implemented in 1990 as a means of identifying high risk offenders in need of rehabilitative

Although people in favor of centralized probation argue that decentralizing probation has its flaws such as local probation following outdated practices, I believe with the proper training given to local law enforcement they will be better able to train staff with the updated procedures and possibly make a change in a person’s

As a predisposition writer in a juvenile setting the probation officer will be tasked with the important process of writing a report for the judge to take into consideration. A Predisposition report consists of the client’s complete prior history. The probation officer that writes these reports is required to gather all the information that they feel will be necessary to make a proper judgment on the juvenile. Probation officers will collect information on the juveniles past history with law enforcement, family problems, mental health issues, what they client feels are their needs and wants, and numerous other issues that may arise during the meeting. Once this information is gathered and concluded to be factual the probation officer will

I will also provide detailed examples of each of those roles in action within the law enforcement, corrections and court system environments. The psychologist is vital in numerous exclusive roles in the criminal justice system. The psychologist can become the applied scientist, the basic scientist, the policy

“Correction officers supervise convicted offenders when they are in jail, in prison, or in the community on probation or parole” (National Center for Victims of Crime, 2008). When a defendant is found guilty, they are usually sentenced to time in jail, houses of correction, prisons, probation, or parole. When they are sentenced to time in prison, it is the responsibility of corrections and their officers to ensure that the defendant is treated humanely. It is also their job to make sure that the correctional facility that is holding the offender is safe and secure.

Furthermore, the parole system is known to have a multitude of problems laced within it, these problems can be solved by focusing on parolee and parole officer relationships, and partaking in systems that improve the underlying issues. Following through to fix these affairs may seem unrealistic, but a solution could be in sight. Issues within the parole system in the United States include the ineffectivity of parolees meeting with their supervising

First thing I would like to implement is where I would recommend that all offenders placed on probation and parole would have a baseline drug test. Then those with a drug abuse problem or history would have mandatory substance abuse counseling. This is because approximately two thirds of probationers can be characterized as alcohol or drug involved offenders (Treatment, 2005). I believe that this would help to lower the recidivism rate because the offenders would no longer have negative habits that take away from their monthly finances. It would also take away the need to commit crimes to pay for their drug or alcohol habits.

To be more specific, according to Armstrong (2010) job evaluation is “a systematic process for defining the relative worth or size of jobs within an organization in order to establish internal activities”(p.236). Through the use and application of job evaluation systems, an organization is able to produce the necessary information in order to design and retain an impartial grade and pay structure by organizing and determining the value of roles and jobs operating in the organization, by forming unbiased, sound and rational decisions. In addition to this, through job evaluation the organization is capable of generating the relevant information that justifies whether its pay levels are competitive compared to the external environment, through valid juxtapositions with corresponding roles and jobs in complexity and size. But more importantly, it will provide clarity with regard to the definition and allocation of grades - job grading, and pay rates concerning all the interested parties. In addition to this, one should take into consideration the fact that a proper job evaluation should have a clearly defined method, include job benchmarking, have the team/individual conducting it being aware of the relative job values and have transparency in their communications, ensure that the organization is impartial and consistent in fulfilling its legal

Stereotypes have been around for decades, and are still prominent today. In today’s society, everybody stereotypes one another, but will not admit that they do. Stereotypes can either be positive or negative. Usually stereotypes are used in a negative approach and can be degrading to an individual. Misconceptions are also used by individuals and can be harmful and unreasonable.

 Career management  Performance management is to identify the employee’s ability to work and to arrange each employee’s job. For example, Starbucks will consider outstanding performance promotion opportunities for employees, therefore the contents of the assessment report is to determine the development of staff’s career, determine the future position of employees in the company.