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Changing the Cultural Climate in Corrections

Changing the Cultural Climate in Corrections. Maryland Correctional Administrators Association Conference. Introductions. Stevyn Fogg, Program Manager The Moss Group, Inc. Lennard Johnson, Warden D.C. Department of Corrections

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Changing the Cultural Climate in Corrections

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  1. Changing the Cultural Climate in Corrections Maryland Correctional Administrators Association Conference

  2. Introductions • Stevyn Fogg, Program Manager The Moss Group, Inc. • Lennard Johnson, Warden D.C. Department of Corrections • Dr. Lynnita Thomas, Special Assistant to the Deputy Director of Operations • D.C. Department of Corrections

  3. Vision, Mission, and Values The DOC mission is to provide a safe, secure, orderly, and humane environment for the confinement of pretrial detainees and sentenced inmates, while affording those in custody meaningful rehabilitative opportunities that will assist them to constructively re-integrate into the community. Pride, Professionalism, Passion

  4. The Moss Group’s Mission The Moss Group is a trusted partner to leaders and their organizationsin creating optimalsafetyand well-being for staff and thosepersonsunder theircare.

  5. Presentation Objectives • Discuss issues that impacted the culture • Describe the strategic approach • Review measures of success • Share outcomes • Provide tips that may help you in your agencies

  6. Setting the Context

  7. Organizational Culture The shared assumptions, values, beliefs, attitudes, norms and practices of an organization or group.

  8. Change Management

  9. Retaliation Cultural Collisions Sexual Harassment Favoritism Respectful Workplace Communication Fraternization Professional Boundaries

  10. Understand It: Strategies Communication PolicyReview Training StrategicPlanning Assessment Staff Accountability Performance Measures TechnicalAssistance

  11. Plan It: How will we do it? ACTION

  12. Goals and Objectives Reinforce arespectful workplace for employees free of sexual harassment, retaliation, and related misconduct by implementing strategies to: • Reinforce a healthy culture • Support professionalbehavioral norms and boundaries • Enhance staff communication

  13. Workgroups Implementation & Engagement Support Team Composed of agency leadership and management staff empowered to • Analyze information • Determine priorities • Conduct follow-up Selected by Support Team members • Include SMEs from a cross-section of the agency • Involve all ranks and levels, uniformed and non-uniformed staff assigned to strategic priority areas

  14. Implementation & Engagement contd. • Team or workgroup mission • Current situation • Desired outcomes • Undesired outcomes • Boundaries • Meeting Frequency and Duration • Resources • Due Dates • Team or workgroup sponsor • Team or workgroup members

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