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Kurz and Longview Correctional Facilities Essay

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STRATEGIC PLAN FOR KURZ AND LONGVIEW CORRECTIONAL FACILITIES
Kurz and Longview correctional facilities are privately owned and operated facilities.
The Gree Dee corporation owns both facilities, and both facilities are experiencing
operational, morale and employee turnover difficulties. The two facilities operate on
completely different principles and management techniques. Kurz has recently
experienced a problem with escaped prisoners eliciting public calls for the closure of the
facility. Longview has experienced a heightened incident rate of violence and sexual
assault and employee morale is at an all time low with the associated high employee
turnover rate.
Our company, Failsafe Corporation, has been hired by the state to act in a consulting
capacity to assess the current situation, research detailed plans to resolve problems at
both facilities and implement those strategies within a twenty-four-month period. At the
end of the twenty-four-month period, an independent review of the operational efficacy
of both facilities will be undertaken. Failure to mitigate the current problems and set
these facilities on a positive path will result in closure of both facilities and the transfer of
inmates to other already over-crowded correctional facilities.
INITIAL ASSESSMENT PROGRAM
The Kurz facility is a purpose built modern facility employing state of the art
management concepts. The model operates with little direct discipline of inmates and is
staffed with employees that have little or no practical service in correctional facility
operations. This facility basically operates under the legitimate power model.
The Longview facility is an older facility operating under a management philosophy of
coercive power. Policy and procedures have not been reviewed an updated for many
years and the facility is run by “big Bob”, an authoritarian warden employing punishment
as an inmate control mechanism.
These facilities are on opposite ends of the spectrum regarding operational models, yet
both are experiencing some of the same problems as well as problems unique to each
facility. The plan to develop necessary changes will be undertaken by Failsafe and be
independent of Gree Dee corporation and the wardens and top management of each
facility. This will be explained to company and management personal as necessary to
develop a completely independent understanding of the problems.
First phase of assessment will include a formal review of each incident of abnormal
activity to determine the exact description of the incident Failsafe shall establish a
research team to review incident reports, in detail, and determine the validity and
accuracy of these reports.
Second phase of assessment will be interviews, with a guarantee of anonymity and
confidentiality, with each supervisor and employee involved in each incident. The

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purpose will be to understand the perception held by each of these individuals and
correlate same with the existing written reports.
Third phase of the assessment will be interviews with inmates involved in incidents and
any support personnel, such as medical facility personnel and outside contractors.
Once this has been completed, a report will be generated for Failsafe eyes only. The
results of the reports will serve as a template for understanding the actual and not just
perceived problems within both facilities. There is often a disconnect between rhetoric
and reality (Phelps 2013) that can cloud the true issues causing problems. The goal of
the first three phases is to collect actual information without emotional distractions to
identify verifiable issues and then proceed to phase 4, causations.
Fourth phase of assessment will seek to determine underlying causes of the problems
in both facilities.
Regarding Kurz, attention will be paid to under trained personnel and their coinciding
lack of experience in correctional facility operations. As in any profession, experience
and time in grade has strong value. The recognition of inmate behavior, preemptive
activities designed to head off abhorrent behavior among inmates and successful
strategies to deal with emerging problems are attributes of experience. A full
assessment of employee and supervisory personnel experience and education is
required. Understanding what drives the socialization of new employees will be
determined. A review of the type of power structure, such as expert power, will be
uncovered. All existing programs will be reviewed and ranked for efficacy based solely
upon results and not a value system of “this will be good for everyone, inmates and
employees alike”.
Regarding Longview, attention will be paid to the warden and his application of strict
power control over inmates and employees using coercive power techniques.
Socialization methods in this top down facility will be studied and the subculture
resulting will need to be understood. A determination of whether there is a toxic
socialization model in Longview will be determined. Pressure to assimilate to unwritten
rules and regulations will be studied. Any existing programs and the treatment of
inmates will be carefully reviewed and understood with an expected result of
determining the root causes of the real existing proems at the facility.
FOLLOW ON DEVELOPMENT OF POTENTIAL CHANGES
The recognition that both Kurz and Longview, with radically different approaches and
operational methods, are failing to provide positive results is crucial in developing an
overarching repair of both facilities. Kurz, with all good intentions, and inline with the
new models of rehabilitative and reintegration designed program, cannot reap the
rewards of these new attitudes without fundamental changes in the facility. Longview,
utilizing old models of incarceration and punishment, is alienating employees and has
no positive programs to resolve one of the biggest problems in corrections, successful

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STRATEGIC PLAN FOR KURZ AND LONGVIEW CORRECTIONAL FACILITIES Kurz and Longview correctional facilities are privately owned and operated facilities. The Gree Dee corporation owns both facilities, and both facilities are experiencing operational, morale and employee turnover difficulties. The two facilities operate on completely different principles and management techniques. Kurz has recently experienced a problem with escaped prisoners eliciting public calls for the closure of the facility. Longview has experienced a heightened incident rate of violence and sexual assault and employee morale is at an all time low with the associated high employee turnover rate. Our company, Failsafe Corporation, has been hired by the state to act in a consulting capacity to assess the current situation, research detailed plans to resolve problems at both facilities and implement those strategies within a twenty-four-month period. At the end of the twenty-four-month period, an independent review of the operational efficacy of both facilities will be undertaken. Failure to mitigate the current problems and set these facilities on a positive path will result in closure of both facilities and the transfer of inmates to other already over-crowded correctional facilities. INITIAL ASSESSMENT PROGRAM The Kurz facility is a purpose built modern facility employing state of the art management concepts. The model operates with little direct discipline of inmates and is staffed with employees that have li ...
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