Volunteering in the Correctional Service of Canada

Prior to Involvement

Prior to commencing involvement and dependent on the level and area of involvement, volunteers must have:

• Completed a volunteer application form – on file with the co-ordinator of volunteers;
• Attended volunteer orientation;
• Completed a Personnel Screening, Consent and Authorization form (reliability clearance) or a criminal records check using the Canadian Police Information Centre (CPIC);
• Provided references and have them checked;
• Have obtained site management approval; and
• Have had a photo identification card picture taken.

Additional Information will be required if you are going to be a Non-Security Escort.

• Copy of driver’s licence
• Copy of automobile insurance papers
• Copy of driver’s abstract

There may be additional information required such as any medical issues. You are encouraged to disclose any allergies that CSC should be aware of such as bee stings, peanuts, sensitivities to smoke and perfume, etc.

Also, be aware that some volunteer activities will require additional training before you are able to become involved.

What to Expect at the Orientation Session

• Experienced volunteers within CSC will share their stories of their involvement;
• Staff will speak about how volunteers have affected their jobs in a positive and helpful way;
• A brief discussion on the Mission of CSC and its relation to volunteer activity within CSC;
• Discussion of the legalities surrounding volunteers such as accident insurance, etc.;
• Training expectations will be outlined;
• An explanation of what CSC expects from their volunteers will be provided;
• A discussion of what volunteers expect from CSC;
• A brief presentation on the history of CSC and an explanation of the Canadian Criminal Justice System; and
• Completion of the volunteer application and security clearance forms.
• Value of volunteers

Identification

Volunteers are required to carry official CSC identification that will be provided by the Institution/District Office. The Visual Identification Processor gives volunteer ID cards their own distinct background colour of blue. These different coloured backgrounds help distinguish volunteers from staff. The words “Volunteer- NVA” are also printed on the card to identify that an individual is part of CSC’s National Volunteer Association.

Position Description

• Always obtain a description of what will be required of you for your service from the Co-ordinator of Volunteers or Staff Sponsor.
• Become familiar with the duties listed and use it to guide you in your service. This position/service description has been developed in co-operation with the staff in the area in which you will be involved to meet particular needs.
• If you have any questions or concerns, please address them with your staff sponsor, volunteer liaison or the co-ordinator of volunteers who will be happy to assist you in any way.

Training and Supervision

It is the responsibility of the Staff Sponsor, Volunteer Liaison or Co-Ordinator of Volunteers in your area to train you, according to the specific position/service description for your area. You may also be provided with “refresher” training sessions. If you feel further instruction is required, please contact your trainer. Upon completion of training, a “Training Checklist” must be signed and returned to the volunteer program area (see volunteer training sheet checklist at back).

It is the responsibility of the staff in your area to supervise and direct your actions. This supervision can be a short update each time you meet with the staff member regarding the area and assignment of specific duties. If you do not feel comfortable performing any of the duties assigned, please discuss this with your Staff Sponsor or Volunteer Liaison. Always inform the staff when you are leaving the area for breaks so they can locate you, if required.

CSC Volunteer Management

CSC’s intent is that all our volunteers work in an atmosphere where they feel welcome, appreciated, and have the chance to make a valuable contribution. Because of the nature of the work, volunteers are required to meet high standards. The following is meant to inform you of some of the general responsibilities expected of volunteers while involved in the federal correctional system.

Why we must Screen our Volunteers

The Government Security Policy (GSP) requires that all individuals with access to government information and assets be reliable and trustworthy. Therefore, prior to the commencement of duties, any individual who requires access to government assets and information must undergo a security check and be granted a reliability status or CPIC clearance. The CSC Departmental Security Procedures Manual further states that this applies to all CSC employees, its contractors, employees of contractors and volunteers.

Information collected about you for the purpose of providing a security screening assessment is done so under the authority of the GSP and is protected by the provisions of the Privacy Act. Collection of the information is mandatory. A refusal to provide the required information (including name, address and date of birth; relevant education and/or professional qualifications and/or employment data; and previous employer and identified references) will preclude the granting of a reliability status or CPIC clearance.

Required information for each participant must be submitted to correctional authorities for processing at least one week in advance of the activity taking place. In some cases, it may also be necessary to obtain an individual’s fingerprints in order to make a positive identification. All information is stored in Standard Employee Bank PSE 921.

Risk Management — What Is It?

Risk management is a sound approach to reducing the frequency and severity of incidents. There are two stages in the process:

1. Risk assessment
Identifies and puts in priority issues associated with the volunteer activities. It also evaluates the effectiveness of the present risk control measures.

2. Risk management
The process of making decisions for managing risk and the putting in place and re-evaluation of this process at certain times to determine its effectiveness.

Volunteers will frequently be made aware of any risks that might occur during their volunteer activities at each site. CSC will ensure that everything is being done to protect volunteers, offenders, staff and the public during volunteer activities.

Insurance

The Treasury Board Secretariat (TBS) is a central government agency that provides advice and guidance to federal government departments. Their objective is to help provide consistent high quality service that addresses the needs of Canadian citizens. TBS focuses on handling federal resources, managing people and serving Canadians.

The TBS’s Volunteer Policy facilitates the establishment and management of volunteer programs in order to protect volunteers and the Crown against any risks to which either party may be exposed. All volunteers are covered under the Government of Canada’s Volunteer Program comprehensive accident liability insurance. This policy ensures that volunteers are given risk protection similar to that received by departmental employees. Volunteers do not need to complete any forms unless there is a claim for which assistance is needed.

Privacy Issues

The Privacy Act protects the personal information of any individual under a government department, including offenders, staff, and volunteers. The Privacy Act restricts who can get personal information and for what purposes, therefore it influences what you can say about offenders outside of your volunteer activities. Information may only be collected on behalf of a government department for the purposes of that department’s programs and activities. Any information collected may only be used for stated purposes, unless the individual has consented for it to be used for other reasons. Finally, the Privacy Act governs how federal departments collect, manage, retain, and dispose of this information.

Standards of Conduct and Safety for the Volunteer

CSC has high standards of conduct for staff. Similarly, our volunteers are expected to conduct themselves in a professional and ethical manner. CSC staff must meet high standards of honesty and integrity and must approach volunteer activities with a spirit of openness, fairness and co-operation. Volunteers are asked to respect professional attitudes and methods and follow the rules and regulations that all CSC staff abides by. CSC staff will clearly set out what the limitations are for volunteers in the course of their activities. Safety for staff, volunteers and the offender are always the first concern.

Relationships with Staff

Keep lines of communication open with staff. Get to know staff at all levels. They can provide you with background information and advise you about institutional procedures or personnel. Please don’t be afraid to ask questions!

Before beginning your duties, be sure you understand your role, responsibilities and limitations. Your initiative will be appreciated but do not take on new tasks before consulting your supervisor. Your goals should be similar to those of the staff and not at cross-purposes.

You may find that as you spend time with some offenders, you may be expected to adopt their perception of staff. This may pose problems for you, but the problems will be easier to resolve if you have established a relationship with staff which is independent of the information provided to you by an inmate. Follow direction from staff. If you have cause for concern, seek clarification from senior staff or call your Co-ordinator of volunteers.

Offenders must know that any information volunteers receive which involves the safety of staff, the institution, the community or other inmates, will be passed on to staff. If ever volunteers obtain information or encounter a situation that risks compromising the safety of persons, they have a responsibility to immediately inform staff in the area of their work. Problematic situations are less likely to arise if it is understood at the beginning of a relationship that volunteers are expected to provide regular feedback to staff.

Relationships with Offenders

In your relationship with offenders in the institution or working in the community with an offender, it is important that you establish limits to your supportive role at the outset. We ask all volunteers to actively encourage and assist offenders and those released into the community to become law-abiding, contributing citizens. CSC expects you to have a productive relationship that shows honesty and integrity with offenders – one which always encourages their successful reintegration into the community. CSC expects each volunteer to avoid conflicts of interest with offenders and their families. We expect all our volunteers to respect an offender’s cultural, racial, religious and ethnic background and his or her civil and legal rights.

General Profile of Offenders

All offenders do not fit one definitive profile, but there are some similarities. Prison life will affect an inmate’s behaviour. You will come to understand that prison life increases the offender’s isolation from relationships and opportunities. The following are some commonalities among offenders that you may find if you are volunteering with the offender population:

• Significant lack of community support and less likely to have co-workers, law-abiding friends and others who can provide guidance, assistance, and a sense of belonging;
• Lack of internal controls, i.e. impulsiveness;
• History of criminal behaviour from a very early age and sometimes serious and frequent criminal behaviour as a juvenile;
• Grew up in a disruptive home environment;
• Difficulties with learning and usually lacking formal education;
• Low self-esteem and may display a helpless attitude;
• Lack of marketable work skills and has unstable work history;
• Lack of insight into his or her problems and rationalizes behaviours;
• Lack of adequate problem solving, social, and general life skills;
• History of drug or alcohol abuse; and
• Displays a general negative attitude and a value system unique to the criminal subculture.

Understanding the Offender’s Frustration and Limitations

The inmate in particular is confined and lives with a great deal of frustration and stress. For example, inmates have:

• Less opportunity to exercise independence and individuality;
• More pressure to embrace criminal values;
• Less privacy;
• Infrequent change of routine and the unchanging scenery;
• Restricted access to relationships and contact with their families and friends, as visits and calls to loved ones are limited; and
• Restricted access to many goods and services commonly available outside prison.

Do not be anxious by the often negative emphasis of general inmate profiles. All volunteers must understand that the inmate is a human being with problems, needs and, hopefully, goals. Criminal behaviour is not inherited. If many offenders had access to such basic needs as a stable home environment, self-respect, a sense of belonging and commitment to the community as well as economic security, it is less likely that they would have committed a crime. The offender needs close contact with at least one human whom he or she can trust, and be sure that the relationship will not be misused. As a volunteer, you can build a relationship with the offender based on mutual trust and confidence. You can be assured that this relationship will enhance the inmate’s sense of self worth and will contribute to the successful reintegration of the offender back into the community.