Information Guide for Contractors

1.0 TABLE OF CONTENTS

2.0 TARGET CLIENTELE OF THIS MODULES

This module was developed for all contractors and/or their employees and/or subcontractors who are contracted to perform work for the Correctional Service of Canada.

3.0 MODULE METHODOLODY

The information in this module was gathered together from a variety of sources to give you - the contractor - some vital information that will help you arrive at your contractual work location better prepared to work in a CSC environment such as an institution, facility or government office. These sources include information taken from various orientation training packages designed for CSC staff and volunteers. Sources also include interviews with former CSC contractors who, based on their own personal experiences, had specific ideas about what information would be helpful for new contractors to have in advance before starting contractual work for CSC. This module’s content was then verified by various subject matter experts to ensure that the module included information that was relevant to the work of a contractor new to CSC.

4.0 MODULE OBJECTIVES

By the end of this module, you will understand:

• CSC’s role within the federal government;
• CSC’s mandate, its mission and core values;
• CSC’s structure or hierarchy;
• general procedures and safety tips;
• standards of conduct, including how to dress, behave, and staff relationships;
• what is contraband;
• what to do in a crisis situation;
• telephone and computer access protocol;
• the general policies and procedures for access to a CSC computer, the Infonet, network drives, and e-mail; and
• how protected information is shared and stored.

5.0 WELCOME TO THE CORRECTIONAL SERVICE OF CANADA

Welcome to the Correctional Service of Canada!

The Correctional Service of Canada (CSC) is the federal government agency responsible for administering court imposed sentences of two years or more and Long-term Supervision orders up to 10 years. CSC does not determine the guilt or innocence of persons charged under the Criminal Code or other related statutes, nor does CSC set sentences for convicted offenders. CSC only manages the sentences of convicted federal offenders imposed by a court.

CSC offers a variety of programs for offenders in its institutions and for those on conditional release to help them successfully reintegrate into the community as law-abiding citizens. CSC is also responsible for managing offenders as well as monitoring their risk while on parole, statutory release and long-term supervision orders.

Contractors and/or their employees and/or subcontractors who perform work for the Correctional Service of Canada (CSC) play an integral part in the successful delivery of CSC's business. Essentially, this business is about managing the sentences of federal offenders both in institutions and in the community. It also focuses on rehabilitating federal offenders to help them become law-abiding citizens. The impact of this work on society is enormous and your contribution to this mission - regardless of how big or small a role you feel you play as a contractor - is very important.

6.0 CSC DEFINED

As a new contractor to CSC, you may have many questions about CSC’s organizational structure, policies and workings. This guide is intended to answer some of your immediate questions and help you better understand CSC, as you begin contributing to the work of CSC.¹ This knowledge will better enable you to understand how what you do as a contractor fits into what CSC does.

6.1 CSC’s Mission

CSC is governed by a Mission Statement that gives clear direction and practical guidance to all who work within the organization. The Mission Statement may be described as the Service's constitution, defining its approach for the management of both employees and offenders. Together with the laws that govern CSC, the Mission Statement is the framework within which our policies and plans are developed and our decisions made.

The Correctional Service of Canada (CSC) is committed to contributing to safe and sustainable communities. As part of the criminal justice system and respecting the rule of law, CSC contributes to public safety by actively encouraging and assisting offenders to become law-abiding citizens, while exercising reasonable, safe, secure and humane control.

6.2 Correctional Service of Canada Values Statement

Our Mission

The Correctional Service of Canada (CSC), as part of the criminal justice system and respecting the rule of law, contributes to public safety by actively encouraging and assisting offenders to become law-abiding citizens, while exercising reasonable, safe, secure and humane control.

Our Commitment

We, CSC employees and those working with us, recognize the importance of accomplishing our Mission within a framework of values, policy and legislation. We use shared, reciprocal values to guide our behaviour, decision-making, and discretionary judgment. These shared values are useful in day-to-day work within CSC and with all partners and stakeholders. In living these values, we demonstrate our commitment to personal and professional integrity and to working together to shape an organizational culture aligned with these same values.

We are proud of our work and accomplishments, and the spirit of collegiality and cooperation in which we achieve them. We believe in the human capacity for positive change and recognize that relationships are at the core of our work. Through our relationships, we contribute in diverse and significant ways to Changing Lives and Protecting Canadians.

Our Values

Examples of behaviours illustrate CSC's values. These illustrations are but a few of myriad perspectives with which to engage conversation, deliberation, and personal and collective action.

Respect

Respectful behaviours honour the rationality and dignity of persons - their ability to choose their own path, within lawful order, to a meaningful life. A good test of respectful behaviour is treating others as we would like to be treated.

Associated Behaviours:

• Consulting with and valuing the views of others
• Taking time to explain decisions which have an impact on others within the constraints of privacy and policy
• Recognizing the accomplishments of others
• Sharing accurate, relevant, understandable information in a timely manner
• Engaging others in developing solutions to difficult decisions
• Taking care of anyone whose dignity or well-being is compromised within the challenging work environment of CSC

Fairness

A complex value in both theory and practice, fairness involves balancing conflicting interests, and exercising impartiality, objectivity, equality, and equity in interpersonal relationships. Similar to respect, a good test for fairness is to treat others as you would like to be treated.

Associated Behaviours:

• Using facts to support conclusions
• Considering the interests of all concerned parties
• Providing timely and constructive feedback
• Treating others with dignity in even the most difficult circumstances
• Selecting and preparing people to meet organizational needs in a professional manner

Professionalism

Professionalism is a commitment to abide by high ethical standards of behaviour as well as relevant group standards, and to develop and apply specialized knowledge for the public good. Professionalism is anchored in a commitment to integrity - a commitment to uphold our values in even the most difficult circumstances.

Associated Behaviours:

• Taking a personal responsibility - updating competencies, skills, and learning and applying new developments in one's field
• Knowing and applying ethical and professional standards of conduct
• Aligning professional and organizational standards to serve democratic values
• Aligning the exercise of professional discretionary judgement with CSC and Public Service values
• Acknowledging and being willing to work through different professional perspectives
• Exercising self-discipline and self-control in our relationships with others

Inclusiveness

Inclusiveness is a commitment to welcoming, proactively accommodating and learning from cultural, spiritual, and generational differences, individual challenges, and novel points of view.

Associated Behaviours:

• Being willing to engage with others
• Creating a representative workplace
• Including relevant stakeholders in collaborative decision making
• Mentoring
• Being open to new ideas
• Creating a learning environment which promotes development, dialogue, problem solving, and healthy resolution of conflict
• Adopting relevant best practices from other organizations and cultures
• Welcoming communication in either official language

Accountability

Accountability involves the notion of being willing and able to explain, answer to and justify the appropriateness of actions and decisions. Accountability is applicable to everyone within CSC. Accountability is also about accepting and ensuring responsibility - providing necessary support, feedback, and oversight.

Associated Behaviours:

• Displaying openness, transparency and a willingness to explain the rationale behind decisions affecting stakeholders, families and the public
• Exercising initiative
• Creating a safe environment to identify and address developmental opportunities
• Demonstrating moral courage, that is, acting in accordance with ethical values when it is difficult to do so
• Effectively and efficiently using public money, property and resources
• Considering the present and long-term effects our actions have on people, communities, and the environment
• Demonstrating CSC and Public Service values in words and actions in professional duties and as a citizen of Canada

6.3 Legislation

CSC operates under the rule of law and in particular the Corrections and Conditional Release Act (CCRA) that provides CSC’s legislative framework. While the CCRA sets out CSC’s mandate, it also lays out a number of principles that must guide the CSC in achieving its mission.

The second piece of legislation that governs CSC is the Corrections and Conditional Release Regulations (CCRR) that provide further direction in assisting CSC in achieving its mission.

Several other pieces of legislation also govern the way CSC operates. They include, but are not limited to:

• Canadian Charter of Rights and Freedoms
• Criminal Code of Canada
• Canadian Human Rights Act
• Privacy Act
• Access to Information Act
• Official Languages Act
• Financial Administration Act
• Public Service Modernization Act
• Public Service Employment Act
• Public Service Labour Relations Act

6.4 Policies and Procedures

CSC also has a variety of directives and procedures that assist the Service in exercising reasonable, safe, secure and humane control of offenders. These documents are called the Commissioner’s Directives (CDs). They are supported in some cases by Standard Operating Practices (SOPs).

Using the CCRA, the CCRR, and the CDs and the SOPs, the Institutions or other CSC facilities are also responsible for creating and implementing procedural documents called Standing Orders (Institutional Instructions) and Post Orders (Unit or Operational Instructions).

6.5 CSC’s Partners

CSC works with a variety of partners in managing the sentences and long-term supervision orders of federally sentenced offenders. These range from other government organizations, to community groups, to volunteers. The following is a breakdown of the various partners with whom CSC works:

6.5.1 Public Safety Government Partners

As one component of the larger criminal justice system, CSC collaborates with a number of agencies and departments at all levels of government. Specifically, CSC falls under the portfolio of The Department of Public Safety Canada (PS). PS is concerned with the following areas:

• Emergency Management
• Corrections
• Policing and Law Enforcement
• National Security
• Criminal Justice

As part of the Public Safety Canada portfolio, CSC works closely with its Public Safety Canada partner agencies, particularly the National Parole Board and the Royal Canadian Mounted Police. Here is a list of the Public Safety government partners that CSC works closely with:²

• Public Safety Canada (PS)
• National Parole Board (NPB)
• Royal Canadian Mounted Police (RCMP)
• Canadian Security Intelligence Service (CSIS)
• Canada Border Services Agency (CBSA)
• Department of Justice

CSC also works with the following Review Agencies:

• Commission for Public Complaints against the RCMP
• Office of the Correctional Investigator
• RCMP External Review Committee
• National Human Rights Commission

6.5.2 Citizen Engagement

In addition to its government partners, CSC works with a broad range of both community groups and individuals. For example, Citizens' Advisory Committee (CAC) members are an important link between CSC and the community. They help build public understanding and support for CSC's role in community safety and provide CSC management a community perspective on operational and policy decisions.

6.5.3 Community Partners

CSC considers establishing positive and reciprocal relationships with Canadian communities a necessary prerequisite to support public safety as most offenders will eventually return to the community. Upon their release, whether at the end of their sentence or via parole, successful reintegration requires the support of citizens and communities. To that end, the CSC is committed to engaging community partners and working collaboratively for safe and vibrant communities. Here is a list of some of the community partners CSC works with:³

• Federation of Canadian Municipalities
• Block Parent Program of Canada
• Canadian Association of Elizabeth Fry Societies
• Canadian Psychological Association
• The Salvation Army in Canada
• The John Howard Society
• St. Leonard’s Society of Canada
• National Associations Active in Criminal Justice

6.5.4 Volunteers

Approximately 7,000 Canadians from all walks of life volunteer at CSC, both in institutions and in the community. Volunteers contribute to a variety of institution-based programs including chaplaincy, recreation activities, classroom and workshop instruction, social events and cultural activities. In the community, volunteers also support families of incarcerated offenders and help released offenders re-adjust to life in the community.

6.6 CSC Physical Environments

CSC conducts its business in several kinds of environments where you as a contractor may be working. Each environment is different and therefore has different security and safety issues of which you should be aware. As a result, it is important that you understand the type of environment in which you are working in and the kinds of security and safety measures that environment entails. Regardless of the environment that you will be working in, CSC has the below obligations concerning health and safety:

• to ensure that every person granted access to the workplace is familiar with and uses in the prescribed circumstances and manner all prescribed safety materials, equipment, devices and clothing;
• to ensure the activities of every person granted access to the workplace do not endanger the health and safety of CSC employees.

The Correctional Service of Canada has three (3) levels of management: national, regional and institutional, which includes parole offices, district offices, Community Correctional Centers (CCC) and Community Based Residential Facilities (CBRFs or CRFs).

The following is a brief description of these different environments:

6.6.1 Institutions

Institutions are classified as maximum, medium, minimum or multi-level security facilities. These ratings dictate behavioural norms that define expected behaviour for inmates at each security level. They also determine the degree of control required to maintain the good order of the institution and to protect staff, contractors, inmates and the public. Generally, the higher the rating, the higher degree of control is required and the amount of security needed is also raised.

CSC is responsible for 58 penitentiaries in Canada. Out of the 58, five are regional mental health facilities, five are regional women's institutions, and one is a women's healing lodge.

Here is a break-down of the different types of CSC institutions where you may be contracted to work:

• Maximum-security institutions: Offenders who pose a serious risk to the community, staff, and other offenders are housed in maximum security institutions. In these institutions, the perimeter is well defined, highly secured and controlled. As well, the movement of offenders is strictly regulated and supervised.
• Medium-security Institutions: Offenders who are considered a risk to the safety of the community are housed in these institutions. As for maximum-security institutions, the perimeter is well defined, secure and controlled. Inmate movement and association are regulated and supervised.
• Minimum-security Institutions: Offenders who pose a low risk to the safety of the community are housed in these institutions. The perimeter is defined but not directly controlled. Freedom of movement, association and privileges are moderately restricted. A minimum-security institution is often the offender’s last stop before re-entering society.
• Multi-level Institutions: Offenders with varying security classifications are housed in separate secure areas of the multi-level institution. For example, in Regional Psychiatric Centres, the needs of male offenders requiring in-patient treatment beds of varying classification levels are primarily met through the regional treatment/psychiatric centres. For women offenders with significant mental health needs, separate units have been established at each of the women’s facilities with the provision of a higher level of staffing and program intervention.
• In addition, one institution in Quebec has what is called a Special Handling Unit (SHU). The few offenders incarcerated in this unit are usually those who committed violent offences against offenders or staff members, or present a high risk of escape. The purpose of the SHU is not only to control offenders in a manner deemed appropriate in their case, but also to prepare them for an eventual and safe return to a maximum-security institution.

6.6.2 Parole Offices

There are 8 district offices in Canada that oversee 84 parole offices and sub-offices. Each office has parole officers responsible for supervising conditionally released offenders in the community.

Parole offices are responsible for program delivery, safe housing and offender reintegration through the implementation of national and regional policies and programs. They are also responsible for participating in the development of national policies and plans, and ensuring they are implemented correctly.

6.6.3 Community Correctional Centres

CSC has 16 community correctional centres across Canada that are designated as minimum-security institutions. Offenders on day parole or other forms of conditional release and long-term supervision orders may be housed in these facilities. Each centre has a director, support staff, parole officers and program officers who work together to supervise and provide programs for offenders to prepare them for full parole or statutory release.

6.6.4 Community-based Residential Facilities

There are approximately 200 of these facilities across Canada, providing accommodation and supervision, counselling and programming to help offenders reintegrate successfully into the community. CBRFs include community residential facilities (CRFs – also known as halfway houses), hostels, treatment centres, private home placements (PHPs) and other types of residential options, and are mostly operated by non-profit agencies or private corporations contracted by CSC. These halfway houses are operated by non-profit agencies or private corporations contracted by CSC.

6.6.5 Private Offices

Some contractors may work individually with offenders in a private office in the community, i.e. psychologists who see offenders in their private practice as part of the offenders conditional release plan.

6.6.6 Head Office or National Headquarters (NHQ)

The Correctional Service of Canada is managed by the Commissioner who has his or her office at National Headquarters (NHQ), located in Ottawa, Ontario. The various sectors, branches and divisions of NHQ provide support to the Commissioner and the Executive Committee (EXCOM) and delivers services to all of CSC.

NHQ is responsible for coordinating with all the regional offices across the country as well as developing national policy and programs.

NHQ is responsible for providing information to parliamentary committees, central agencies and the public, and does so through:

• ministerial liaison division;
• communications sector;

with the expert assistance of staff in:

• correctional operations and programs,
• corporate human resource
• financial management;
• corporate review and audit;
• performance assurance;
• departmental policy and planning;
• program development;
• research;
• international transfers;
• legal services;
• technical services & facilities management; and
• information management branch.

Additionally, NHQ is increasing its efforts to monitor corporate compliance with the Corrections and Conditional Release Act to ensure that standards are developed and implemented with national consistency, and that accountability mechanisms are in place to monitor performance measurement results.

6.6.7 Regional Offices or Regional Headquarters (RHQ)

In addition to its National Headquarters, the Correctional Service of Canada is divided into five (5) regions. Each region has a Regional Headquarters (RHQ) that is managed by a Regional Deputy Commissioner who oversees the Regional Management Committee. RHQ is responsible for implementing national policies and programs, developing regional policies, plans and programs for performance measurement, human resource and financial management, federal/provincial relations, liaising with the Commissioner’s Office, public consultation, and providing information to the media, elected officials, interest groups and the public.

CSC has 5 regional offices across Canada which are located as follows:

• Pacific office serves B.C. and the Yukon; its office is located in Abbotsford, B.C.
• Prairie office serves Alberta, Saskatchewan, Manitoba, Ontario west of Thunder Bay and the Northwest Territories; its office is located in Saskatoon, Saskatchewan.
• Ontario office serves Ontario as far west as Thunder Bay and Nunavut; its office is located in Kingston, Ontario.
• Quebec office serves Quebec; its office is located in Laval, Quebec.
• Atlantic office serves New Brunswick, Nova Scotia, Prince Edward Island, Newfoundland and Labrador; its office is located in Moncton, New Brunswick.

6.6.8 Staff Colleges

Each region also has a staff college responsible for facilitating training to CSC staff i.e. new recruits, on-going training.

It is important that you learn the rules and regulations associated with the type of institution, community office and/or government office in which you are contracted to work. With a clear understanding of the security issues that are a necessary part of the correctional environment, you will be able to contribute to your own safety and the overall safety of staff offenders and any other people in your work area. Specific security issues will be covered later in this module as well as in modules two (for contractors working in the community) and three (for contractors working in a CSC institution).

6.7 Federal Offender Population Profile

Now that you are more familiar with the different CSC environments in which you may be working, it is important for you to understand the clientele that CSC serves - federal offenders. Note that these statistics do not take into account provincial offenders.

6.7.1 Male Offenders

The total male federal offender population as of April 13, 2008 was about 20,960. Approximately 4,700 offenders were admitted to facilities in the federal correctional system in fiscal year 2007-2008. Presently we have about 62 percent of offenders incarcerated and 38 percent are under some type of supervision in the community.

The average length of a determinate sentence given to male offenders entering a federal institution is currently at a term of 65.0 months. Approximately three out of ten offenders have served a previous federal sentence and one out of three offenders is serving a term of more than ten years. Approximately seventeen percent of male federal offenders are Aboriginal.

Older offenders (50 years or more) represent 19.5 percent of the male offender population and approximately 95 percent of offenders are men. Seventy percent of male offenders have committed a violent offence and those serving life sentences now represent about 20 percent of the male federal offender population.

There is a rise in gang and organized crime members entering the federal system. As of April 2008, approximately 1800 offenders were identified as members or associates of criminal organizations. This increas has significant implications on the operation of the institutions.

Substance abuse (drugs and alcohol) and mental health concerns are more prevalent in the offender population than the public at large. These concerns increase both the costs of incarceration and medical care within the CSC as well as adversely affect offender reintegration.

6.7.2 Women Offenders

Women offenders account for approximately 5 percent of the federal offender population. The proportion of women offenders in the community (53.1 percent) is higher than the proportion of the incarcerated women offender population (46.9 percent). Aboriginal women offenders account for 26.4 percent of the incarcerated women offender population. Of these, 81 percent are serving their first federal sentence. Women offenders serving a life sentence account for 16 percent of the women offender population.

Currently there are five women’s institutions and one healing lodge: Nova Institution for Women (ATL), Joliette Institution (QUE), Grand Valley Institution for Women (ONT), Edmonton Institution for Women (PRA), Fraser Valley Institution (PAC), and the Okimaw Ohci Healing Lodge (PRA). A special note for women’s institutions: male staff working on site must follow the operational requirements for cross-gender staffing in women offender institutions when entering the Living Units or dealing with female offenders. These requirements are to ensure that the dignity and privacy of women offenders is respected to the fullest extent possible and to ensure cross-gender situations in the workplace do not expose staff or offenders to vulnerable situations. If as a male contractor you are required to enter the institutional living units, ensure you advised of the policy as well as procedures that apply prior to entering.

CSC addresses the needs of women offenders through supportive environments, extensive staff training and a wide variety of correctional, educational, vocational, and personal development programs.

6.8 Overview of the management of offenders

Now that you have a better understanding of the offenders in the federal system, it is important for you to understand how CSC manages offenders and works towards rehabilitating them into law-abiding citizens. This information is important so that you can specifically understand how the services that you provide as a contractor fits into the overall work of CSC.

By complying with the principles of the Corrections and Conditional Release Act (CCRA), CSC manages the offender population using the following methods:

6.8.1 Offender Intake Assessment

Upon entry into the federal system, each offender undergoes a comprehensive assessment called the Offender Intake Assessment (OIA) - an approach that evaluates the offender’s risk for re-offending and their correctional needs. CSC then determines the offender’s security classification (maximum, medium, minimum) based on his/her escape risk, public safety risk and institutional adjustment. This is followed by the transfer decision which determines the security level and institution where the offender will be housed. Again, the decision is based on how to best accommodate the offender’s needs and risks.

6.8.2 The Correctional Plan

Once the placement is made, a correctional plan is developed for each offender. This plan is based on the results of the OIA and based on addressing the specific factors that relate to the offender’s criminal behaviour. For example, if substance abuse is a problem, (as with many offenders) then the plan will focus on breaking the cycle of substance abuse. If violence is a problem, then the plan will focus on teaching offenders to understand the dynamics of their abuse and train them to replace these abusive behaviours with positive, non-abusive skills and conduct.

The correctional plan details all the programs, interventions and activities to be undertaken by the offender to address the reasons that led to their incarceration. The plan acts as a yardstick against which the offender’s progress can be measured throughout the sentence.

Progress is continually monitored and is a significant consideration in all decisions relating to the offender, including transfers to reduced security or conditional releases. Public safety is always the paramount consideration in these decisions.

6.8.3 Security Re-Classification

The security classification of an offender is reviewed, at a minimum, annually or bi-annually. There must be a review when new information is provided that leads staff to recommend a change in the level of security. The Custody Rating Scale and Security Re-classification Scale are research-based tools used by staff to determine the most appropriate level of security throughout the sentence. It is important to understand that these scales provide a broad assessment of an offender’s performance while incarcerated. This includes behaviour, correctional program and work progress. It is important to understand that the term "cascading" does NOT mean that offenders are fast-tracked through the system with no regard for the risk they pose.

The transfer of an offender to lower security depends on their progress at the current level and upon the assessment of the risk for public safety, escape and institutional adjustment. As offenders progress through the correctional system to lower security levels and more freedom of movement, the programs and activities are tailored to more closely reflect the conditions the offender is likely to encounter once released into the community.

6.8.4 Correctional Programs

Offenders who are in prison or on parole are able to receive a variety of the accredited programs that CSC offers. These programs address the attitudes and thinking that led to the offender committing the crime. The programs are also geared to help the offender develop social skills and advance their education.

The objective is always to ensure the offender’s safe return to the community and enhance their chance for getting and holding a job. These programs are supported by current research and have both definite criteria for selecting participants and a process for measuring progress throughout the program. CSC does a regular review of these programs to determine their effectiveness. Programs that teach behavioural skills are the most effective in reducing recidivism rates. Research has shown that teaching these skills lessens the likelihood of re-offending by 50 percent.

Evidence indicates that rehabilitation programs are much more effective when they are delivered in the community, as opposed to in a correctional setting. Support in the community is therefore critical to the safe reintegration of offenders. Correctional Programs focus on several main areas: cognitive skills, anger management, prevention of violent behaviour and prevention, substance abuse, sexual deviance, family violence, education, literacy and aboriginal-specific programming.⁴

6.8.5 Gradual and Supervised release into the community

Public safety is paramount in all of CSC’s operations and decisions. CSC’s timely preparation of each offender for his/her release is the safest strategy to contribute to the protection of society. CSC works to ensure that offenders have the opportunity to reintegrate into the community gradually and are given the support, assistance and structure that they need to maintain their institutional gains. Community support is a key factor in the successful reintegration of offenders.

Federal correctional legislation sets out a range of conditional release options that provides offenders with gradually increasing degrees of freedom that assist in making the transition to the community safely. Types of conditional release include: temporary absences, work release, day parole, full parole and statutory release.

Gradual reintegration does not mean the sentence has been completed. Conditional release means that offenders are subject to conditions and controls. Correctional partners, the police, community organizations, families of offenders and citizens who are involved in the reintegration process facilitate this release.

Gradual conditional release also allows CSC to identify offenders who are having difficulty making the transition and gives an opportunity for early intervention.

6.8.6 Long Term Supervision Orders

A long term supervision order (LTSO) is a non-custodial sentencing option available to the courts to extend the length of time that CSC will supervise and support an offender in the community. An LTSO begins after an offender has completed their sentence (warrant expiry date) and cannot exceed 10 years.

6.8.7 Temporary Absences

If it is determined that the inmate will not present an undue risk to society, an escorted temporary absence (ETA) may be granted at any time during the sentence. An unescorted temporary absence (UTA) can only be granted after an offender has served one-sixth of their sentence or six months, whichever is greater. These are short absences granted for a number of reasons including: medical, humanitarian, community service, family contact or to access rehabilitation programs. Offenders classified as maximum security do not qualify for unescorted temporary absences.

6.8.8 Work Release

If it is determined that an inmate does not pose an undue risk, CSC allows offenders from minimum and medium-security facilities to do paid or voluntary work in the community under supervision. This work is performed during regular working hours and offenders must return to their facility at night. This gives them an opportunity to contribute to both the community and to their own reintegration. Eligibility for work release usually occurs at one sixth of the offender’s sentence.

6.8.9 Day Parole

In preparation for release on full parole or statutory release, offenders may be granted day parole to participate in community-based activities during regular working hours, returning nightly to a residential facility. In most cases, offenders become eligible for day parole six months before their full parole date - although there are a number of timeframes relating to specific types of cases or sentences.

6.8.10 Full Parole

Once offenders have served one third of their sentences (or seven years - whichever is less), they are eligible for full parole.⁶ This type of parole, once granted, allows the offender to live independently in the community. Full parole provides the offender with more access to community resources and support. It is also closely linked to an offender’s correctional plan.

Under the Corrections and Conditional Release Act (CCRA) judges have the option at sentencing to increase the time that violent and serious drug offenders spend in a correctional facility by delaying their eligibility for full parole until they have completed one half of their sentence.

6.8.11 Statutory Release

All federal offenders serving determinate sentences (i.e. non-life sentences) are entitled to statutory release after serving serving two-thirds of their sentence unless it is determined that they are likely to commit an offence causing death or serious harm to another person, a sexual offence involving a child, or a serious drug offence before the expiration of the sentence.

It is important to note that there are a minority of offenders who, if CSC believes they are likely to cause serious harm or death, can be detained until the end of their sentence.

6.8.12 Community Supervision

Each day there are about 8,500 federal offenders living or working in communities across Canada under some form of conditional release. In the community, the first phase of intervention involves developing a supervision strategy that details how best to manage the offender once they are released. A supervision strategy is developed prior to any decision regarding an offender’s release and actually forms part of the information required by decision-makers when considering granting a release. The supervision strategy includes a balance of assistance, support, monitoring, interventions, programs and verification. Release decisions are made by the Parole Board of Canada.

Public safety forms the basis for any conditional release decision that the Parole Board of Canada makes. The risk assessment process provides the Board with the information it needs to make informed decisions regarding release. CSC gives information to the Board on the offender’s history, risks, performance in prison, involvement in programming and the offenders’ release plan. Also, community agencies, police, victims and others provide input as to the offender’s ability to reintegrate successfully. All the information gathered assists the Board in its decision as to whether an offender should be released and under what conditions.

It is important to note that when an offender is released into the community, he/she must comply with a number of standard conditions and possible special conditions imposed by the Parole Board of Canada. These are related to the factors highlighted through the risk assessment process that would contribute to the offender’s chances of re-offending. This assessment includes the number of times an offender must report to the parole officer at both community locations and the parole office. The goal of these contacts is to provide a forum for the offender and his/her parole officer to set and evaluate performance objectives related to the offender’s correctional plan.

The parole officer also ensures that offenders are linked to community services, volunteers and programs that can help them integrate successfully. The more ties offenders have to the community, the more likely they are to make a successful transition. This is another reason why volunteers are so critical to the success of CSC’s mandate.

6.8.13 Breaching a Condition

Should the offender breach or violate a condition of his/her release he/she could be returned to prison. Police, service providers and the parole officer share information, to ensure continued monitoring of an offender’s progress as well as his/her compliance with the correctional plan and adherence to the conditions of release. Any deterioration in an offender’s behaviour that suggests an increase in risk could be met with strict control measures, including suspension of their conditional release or long-term supervision order.

7.0 WHAT TO EXPECT - SECURITY AND PROCEDURES

Now that you know a little bit more about CSC’s business, let’s take at look at what generally happens on your first day at work. As a new contractor to CSC, you may be unsure about what to expect when you arrive. What happens on your first day, however, will depend on whether you are working at a CSC institution, community facility, or CSC government office. Nevertheless, regardless of your work location, there are certain elements that will likely be the same.

7.1 General Procedures

The following is a description of some general procedures you can expect when contracted to perform work in a CSC institution, community facility or CSC government office:

7.1.1 Facility Entrance Procedures

As soon as you arrive at your contractual work location, a representative from CSC will meet you at the front entrance or at the commissionaire's desk. While there may be procedural variation across different work locations, the following are constant at all sites:

• Everyone working within a federal institution or correctional environment gets an ID card - either for the duration of the visit or for the duration of the contract - and must show it each time they arrive at the facility;
• There are often sign-in/out procedures to be followed; and
• Security varies for each correctional environment depending on whether you are entering a Community-Based Residential Facility (CBRF), Parole Office, Corcan shop or other offender work environment.

Depending on the length of your contract term, you may notice a variety of procedures when you enter a CSC facility. Sometimes when you arrive, there is a minimum procedure to enter -- i.e. you show your ID, put your personal effects in a locker, etc. On other days, particularly if you are working in a CSC institution, you may experience delays or even be refused entry. Your belongings may be searched by staff with other staff possibly present and/or nearby. Sometimes you may be admitted within a few minutes whereas other times it may take an hour or more.

What is important to remember is that delays in entering a CSC facility are not about you personally; nor are they about who happens to be on duty at the main entrance that day. It is simply about security. Something may have happened or may be in the process of happening. Therefore, the best course of action is to remain patient and to stay in a positive mood.

Once you have been admitted to your contractual work location, you may receive your temporary identity card and/or access card depending on your contract. You may then be escorted at all times by a security officer or CSC representative.

You will also meet with a CSC Representative who will discuss with you the activities related to your contract and what CSC expects from you throughout your contract term. Never hesitate to ask questions. A Representative from the CSC and/or other staff members will be glad to help you.

7.1.2 Daily Exit Procedures

Exiting a CSC facility is generally simpler than entering. You may or may not be escorted to the door, depending on your work location. Upon exiting, you may be required to sign-out i.e. at an institution. In contrast, at a regional office or at NHQ, you can usually exit the building without any further procedures. It is best to verify with your CSC representative or other staff members if there are any specific procedures to follow when exiting your contractual work location.

7.1.3 Exit Procedures When Your Contract Is Over

When your contract is finished, depending on your work location, you will likely have to fill out exit paperwork. This usually involves you returning any CSC property and having CSC staff signing to verify this return. This is important to remember because it is illegal for you to possess any CSC property past the end of your contract. Keeping any CSC property past the end of your contract can result in legal action. In addition to any possible legal action, unauthorized possession of any CSC property - including pass cards - may result in you being prohibited to work for CSC again in the future. Exit paperwork also lets CSC staff know to terminate your access to CSC computers, phones, and pass cards if these applied to you during your contract. As procedures differ between work locations, ensure that you verify with your project authority the correct exiting procedures that apply to you at the end of your contract.

7.2 General Security Issues

You will likely receive an orientation after your arrival to your contractual work location. Initial orientation generally includes security issues such as code of conduct and confidentiality, offender rights, manipulation, appropriate and inappropriate behaviour, institutional security/community security, contraband, and use of force. These issues will also be covered in more detail later in modules 2 (for contractors working in the community) and 3 (contractors working in a CSC institution).

7.2.1 Security Check

Any contractor who is contracted to perform work in a CSC environment must undergo personnel security screening. There are two different, yet related, types of personnel security screening that you will likely undergo. These are:

1. An identity check carried out by on-site staff using CPIC (Canadian Police Information Centre) that, if acceptable, would permit the individual access to institutions or parole offices, etc., but not access to "Protected" or sensitive information or valuable assets. This type of screening is generally valid for two (2) years.
2. A personnel security screening level as required by the Government Security Policy (GSP) for all employees and a majority of contractors as well as certain other individuals (i.e. volunteers).

Anyone who will require access to "Protected" information or assets must undergo a personnel security screening process, in accordance with the GSP, and be granted at least a Reliability Status (RS). Individuals successfully screened to the RS level can, on a need-to-know basis, have access to sensitive information and valuable assets. The RS will be valid for a period of 2 years following the completion of the employment or contract, to a maximum of ten years at which time it must be updated by Departmental Security Division (DSD) at NHQ.

The RS does not allow access to any "Classified" information or assets. Furthermore, the ability to have access to sensitive government information or assets does not include removal of these items from CSC facilities. The latter will only be permitted upon approval of a duly executed Threat and Risk Assessment by the Canadian and International Industrial Security Directorate (for PWGSC-administered contracts), the Regional Administrator - Security, or DSD.

If at any time during your contract term your situation may have changed in a way that could impact your personnel security screening, you must inform the contractual manager or the CSC representative as soon as possible.

7.3 Management of Emergencies

There are times when emergencies occur in federal correctional facilities. Some of these situations are a result of offenders’ actions while others are not. Some emergency circumstances result in lockdowns of institutions or various types of searches of either persons or cells. Emergencies can include such things as major disturbances, escapes, assaults, as well as captive (hostage-taking) and barricade situations. The goals of CSC in responding to emergencies are to:

• Isolate and contain the emergency as soon as possible;
• Ensure personal safety;
• Prevent escapes;
• Minimize damage to property;
• Resolve using minimum level of force; and
• Restore order as soon as possible.

All institutions have a Crisis Management Team (CMT) Model in place to deal with emergencies along with a contingency plan that directs and guides staff in responding to emergencies. All CSC contracted workers must follow the direction of staff and stay in their assigned areas until directed otherwise.
Specific strategies for dealing with crises will be explored in more detail in module 2 (for contracted workers working in the community) and module 3 (for contracted workers working in a CSC institution).

7.4 CSC Staff

During your contractual duties, you will be working along side CSC staff. It is important that you get to know them as they will be able to provide you with background information and to inform you of any procedures you need to be aware of in the facility where you work. Please do not be afraid to ask them questions.

There are many different kinds of staff as well as other contractors and volunteers you may encounter depending on your contractual work location. For example:

• Correctional officers
• Parole officers
• Chaplains/Elders
• Security guards
• Administrative staff
• Volunteers

Please ask your CSC representative for more information on what the responsibilities are for each of these positions, or browse CSC’s website.

7.5 Offenders

Security issues involving offenders will be covered in more detail in modules 2 (for contract workers performing work in the community) and 3 (for contract workers performing work in an institution). However, one important point to remember is that when working in proximity to offenders, it is sometimes difficult to determine who is the offender and who is CSC staff. For example, offenders in the community do not wear uniforms, and consequently it is sometimes difficult to determine who is who. Even in the insititutions, offenders are not always in uniform and have periods where they can wear their personal clothing. Additionally, not all CSC staff wear uniforms. It is important to be aware of this reality, particularly when approaching someone unknown inside an institution or community office.

8.0 STANDARDS OF CONDUCT AND DRESS CODE

8.1 Standards of Conduct

CSC has high standards of conduct for anyone working within CSC, regardless of status. Everyone is expected to conduct themselves in a professional and ethical manner and to follow the rules and regulations that all CSC staff abide by.

Rules of conduct may vary depending on the type of facility in which you are contracted to work. CSC staff will clearly set out the limitations that apply to you in the course of your duties at your contractual work location(s). Note that safety for staff, contractors, volunteers and offenders is always the first concern.

If you have any questions regarding standards of conduct at your contractual work location, do not hesitate to ask your CSC representative or project authority.

8.2 Dress Code

Regardless of your contractual work location, your appearance should always convey professionalism and self-esteem. Conservative casual dress is recommended. Inappropriate dress may convey an undesirable message to an offender and possibly draw unwanted attention, and place you in a possibly manipulative/ risky situation, or both.

For your safety, it is recommended that you wear shoes that are comfortable and will allow you to quickly leave an area if necessary. Additionally, do not wear excess jewellery, strong perfumes, or any item that could attract the attention of an offender. Even if you are contracted to work in a community setting or CSC government office, it is advisable to avoid wearing strong scents or perfumes in order to respect those around you who may have environmental sensitivities or allergies to certain scents or odours.

9.0 Phone and Computer access

9.1 Phone Access

During your contractual term, you may be required to have access to a CSC phone.

If you require the use of a phone, a CSC representative will assist you. Some of the phones within the institution have message capabilities, as do most phones at Regional and National Headquarters.

If your contractual duties require you to have access to a messaging system, a CSC representative will provide you with the phone number for message retrieval and a temporary password in order for you to access the message features of your phone.

Once you receive the temporary access password, dial the number for message retrieval from your phone. You will be prompted to provide a new numerical pass code. Once completed, it is recommended that you change all message options to include your name, your position, your department, and a request that the caller leave you his/her particulars.

When answering your phone, it is recommended that you identify yourself immediately by providing the caller with your name and/or department.

Note that if you are going to be absent for a prolonged period of time, it is advisable to leave a message on your answering service to that effect with the date you will be back at your contractual work location as well as alternative contact person during your absence if applicable.

9.2 Computer and Information Technology Access

Information technology includes any CSC assets (such as computers, printers, etc.) and sensitive or protected information to which you may have access.

Everyone working within a CSC environment is responsible for safeguarding CSC assets and any sensitive or protected information, whether the information is in electronic or paper format.

During your contractual term, you may be required to have access to a CSC computer. Access to a computer may also give you access to the e-mail system, network drives, the Infonet and possibly CSC specific programs.

Access to a computer and/or to information that is deemed protected or classified will require you to obtain at minimum a "reliability status." This will be completed either before your contractual work starts or during your first day. Ask your CSC representative for more information if you have any questions.

9.2.1 Computer Access

Once you have been brought to your workstation, the use of the computer will be demonstrated to you. Instructions may be given to you by your CSC representative, a computer services representative or by someone with relevant expertise.

Should you have any questions regarding how to use your computer, contact either local IT personnel or ask your project authority for assistance. Note that if your contractual obligations require you to have access to a CSC computer, certain rules and regulations apply which are outlined in the following sections.

9.2.2 Computer Passwords

A CSC computer is protected by a distinct username and a password. In order to have access to the CSC network system, you will be provided with your CSC username and a temporary password. When you initially log on, you will be prompted to create a new password.

This password must be 8 characters or more in length, contain a capital letter, a number and a special character (i.e. !, @, #, $, %). These characters are located in the SHIFT position of the horizontal row of keys found below the function keys F1 - F12) on a standard keyboard. This form of password is called a "strong password" and strengthens internal access to CSC’s network.

You are not to share your logon name and password to anyone, nor is it recommended that you write your password down. You should therefore create a password that is easy for you to remember (i.e. easy to memorize) but difficult for anyone to figure out.

If you forget your password, it is advisable to keep an IT telephone number handy so that you can call them and tell them you need to reset your password. Should this occur, IT will give you a temporary password over the telephone that will allow you to access your account. Once logged on, you will be required to immediately change this temporary password to a new password before you can access your account.

If, for any reason you believe your password has been compromised, change it immediately. You can change all passwords assigned to you at any time. You must also report any suspicions or concerns regarding your password to your local computer specialist or to IT Security immediately.

9.2.3 Leaving your workstation

When you leave your workstation, always lock your computer. You can do it one of two ways; the first, by activating your password protected screen saver; the second, by pressing the Ctrl + Alt + Del buttons on your keyboard, all at the same time. Press Enter or click on Lock Computer when prompted.
Be sure to shut down your computer at the end of each day. This saves energy and allows the network to complete any after-hour service, when necessary.

9.2.4 Offenders and computers

If you are working in an institution, or in a place where offenders may be present, do not allow offenders access to corporate workstations with communication capabilities or those that are attached to the CSC network. Offenders are only allowed to access workstations that are clearly identified as "Inmate Accessible". If you are not sure if the computer is permitted for offender use, ask a CSC staff member or your CSC representative.

Furthermore, never ask an offender for technical support. IT security is always available to assist you with any technical assistance you may require.

Be aware of "shoulder surfing" i.e. someone watching over your shoulder when you are attempting to log on. This can be particularly difficult if the monitor is facing a window, a door or a hallway.

9.2.5 Allowing others to access your CSC account

Remember that the only person who is permitted to use your CSC account is you. Never allow a family member or a staff member access to your account. You never know whose information they may be accessing. You are responsible for anything done under your account and password. Any breaches of the system, either voluntary or involuntary, may result in a possible termination of your contract or further action. When in doubt, ask staff.

9.2.6 E-Mail System

Once you have been granted access to the CSC network, you may be granted access to the e-mail system. As with access to CSC computers, there are rules and regulations that apply.

Electronic mail is intended for corporate use only. You are not permitted to send work related or personal e-mails from your CSC account to yourself at home or from your personal e-mail to your CSC account.

If you receive any unauthorized pictures, chain letters or executables, you must delete them immediately. Depending on the nature of the information, IT Security may need to be contacted.

Before you send an e-mail, always double check the recipients of the message. The information you are sending may end up in the wrong hands or sent to the wrong recipient(s). In these cases, this may not only be considered a security breach but may also be viewed as an information breach.

All e-mails sent or received are CSC property, and as such, can be accessed by any senior manager at any time. Use proper etiquette when using the e-mail system and be respectful of others.

9.2.7 Network Drives

A "network drive" is a designation given to the storage of electronic information. Each correctional environment, including regional and national headquarters, has specific storage locations where electronic information can be stored.

Do not place any information in the C: D: or E: drives - these are the storage locations for your CSC computer or hard drive. Furthermore, do not store any information on floppy disks, CD-ROMs or memory sticks unless prior approval has been granted.

You will be provided with a minimum of two drives. The first drive is where you store all information or projects that you are working on or have completed during your contractual term. This drive is accessible to all persons who also have access to that particular drive. Do not place any personal information on that drive.

The second drive you will be provided with is an "M:" drive where you can store personal information.

9.2.8 Infonet

Infonet is the name given to CSC's corporate Intranet. The Intranet uses the same technology as the Internet; however, it is designed to be internal to the organization.

With the Infonet and Internet links, you have electronic access to information about CSC and its policies and procedures.

To access CSC's Infonet, double-click on the Internet Explorer icon on your desktop. Your regional homepage will appear. From the homepage, you can access the Infonet by clicking on "Infonet".

9.2.9 CSC specific programs

When you turn on your computer, and have successfully logged on, the screen will display several icons. Some of the icons displayed may include Microsoft Word, Excel, PowerPoint and Outlook.

Other icons may not be familiar to you. Some of these icons may include OMS (Offender Management System), HRMS (Human Resource Management System), etc. If your contractual duties require you to have access to any of these systems, CSC will provide you with the necessary training required.

9.3 Information Management

CSC is responsible for collecting, maintaining and protecting information on all of its personnel as well as on offenders.

The security of information is not limited to paper copies, but extends to all mechanical, electronic and photographic forms of recorded information.

It is therefore very important to understand how information is classified, how that information is to be protected and how it may be shared.

The following legislation and/or policies guide the Service in safeguarding that information:

• Access to Information Act
• Privacy Act
• Government Security Policy

Information that is assigned a classification or that must be assigned a classification must be measured against its vulnerability, meaning that if that information is released, what degree of harm may result. That determination affects not only the classification but also the sharing of that information. The Access to Information Act and the Privacy Act guide the Service with regards to the sharing of information, specifically to whom and under what circumstances.

9.3.1 Access to Information Act and Privacy Act

The Access to Information Act and Privacy Act (ATIP) are based on two fundamental principles:

1. It is prohibited to disclose personal information contained in a government file unless:
   • consent has been given by the individual concerned; or
   • a specific provision under the Privacy Act or another statute authorizes the disclosure.
2. All persons residing in Canada have the right to obtain, upon request, any personal information concerning them held by the government, subject only to specific exceptions provided for in the Privacy Act.

If you wish to obtain additional information, refer to section 3 of the Privacy Act and the ATIP Compliance Manual available on the InfoNet. If you wish to know whether any given information is deemed personal or if you have specific questions on any other ATIP issues, please contact the ATIP coordinator in your institution (if you are contracted to perform work in an institution). You can also contact your project authority or telephone NHQ at (613)-992-8248.

9.3.2 Types of classified information

There are two types of classifications assigned to information - Protected and Classified:

• Protected information is defined as any information (not related to the national security interest) that could be exempted under either the Access to Information Act or the Privacy Act. Protected information includes Protected A, Protected B and Protected C information.
• Classified information is defined as any information (related to the national security interest) that could be exempted under either the Access to Information Act or the Privacy Act. Classified information includes confidential, secret and top secret information.

It is unlikely that, as a contractor, you will have access to classified information. The majority of the information found within CSC is usually assessed as Protected A, B or C:

• Protected A applies to information with low sensitivity that, if compromised, may cause minimal injury, generally of a personal or commercial nature. For example: disclosure of an exact salary figure, one’s age, religion or ethnic origin.
• Protected B applies to particularly sensitive information that, if compromised could reasonably be expected to cause injury, outside the national interest, to a person or organization, or when it contains information otherwise considered particularly sensitive. For example: performance evaluations, psychological or psychiatric reports, personal financial data, all Offender Management System information, or information that may result in a loss of reputation or damage to a business’s competitive advantage; and
• Protected C applies to the very limited amount of extremely sensitive information that, if compromised, could reasonably be expected to cause extremely grave injury outside the national interest. For example: information about police informants, Crown witnesses or offenders who have committed crimes that place them at risk from the general prison population, if the offence were known, certain elements of contingency plans.

If you have any questions or concerns about the management of protected documents, you should consult the Guide to Information Security that is found on the Infonet under the Departmental Security Division, Correctional Operations and Programs Sector. You may also consult the contractual manager or another CSC representative.

9.3.3 Sharing of information

Before sharing any information with CSC personnel or any other individuals, remember to ask yourself the following three questions:

1. Does this person have a need to know?
2. Does this person have a right to know?
3. Is this a nice to know situation?

The need to know is defined as information that is pertinent and necessary for the requestor to perform his or her duties.

The right to know is defined as information that you are authorized to possess by law and/or policy.

Nice to know information is defined as information that you may consider interesting to know but that you may not be authorized to posses by law and/or policy.

Do not share information if the other person does not have the right or the need to know.

9.4 Handling protected information

When handling or transmitting protected information, there are protocols to be used for each classification.

Whether information is classified as Protected A, B or C, only those who have met the requirements of a Reliability Check and have a "need to know" may have access.

For protected "A" information, the information can be shared by hand or placed in a single sealed envelope without security markings when sending the information by mail or by courier. Normal protocols are used when sending the information via facsimile.

For protected "B" information, the information must be placed in a double sealed envelope with the inner envelope marked "Protected B" and a transmittal note attached. If warranted, the words "to be opened by addressee only" should be present on the inner envelope. If faxing the information, use normal transmittal protocols; however, the addressee must be pre-advised.

For protected "C" information, the information must be placed in a double sealed envelope with the inner envelope marked "Protected C" and "To be opened by addressee only". Protected "C" information cannot be faxed or sent through e-mail.

Complete information on the handling and transmittal of protected documents is available in CSC’s Departmental Security Procedures Manual, found on the infonet in the Departmental Security Division, Correctional Operations and Programs Sector. You may also consult the contractual manager or another CSC representative.

9.5 Storing information

Information that is classified as protected "A" can be stored in a file folder, out of site but preferably locked in a drawer or cabinet when not in use.

Protected B information must be locked in a cabinet with a combination or key lock when not in use. Do not leave protected "B" documents out in the open during the day.

Protected "C" documents must be placed in a secure cabinet with a combination lock, usually within a secured location, when not in use. Protected "C" documents must be treated with care and should only be accessed when needed and stored correctly when not in use. Do not leave these types of documents in the open, or leave them on your desk even if you are stepping out of your work station for only a minute.

10.0 GENERAL TIPS TO REMEMBER

Personal conduct

• Your conduct should reflect a professional attitude.
• Always dress in a manner that reflects professionalism and self-esteem.

Personal Security

• Be aware of and adhere to CSC policies, routines and procedures.
• Learn and follow the rules and procedures specific to your CSC contractual work environment.
• When you do not know or are unsure of a routine or procedure, ASK a CSC Representative or an experienced staff member for help.
• Ensure that you learn who are inmates and who are CSC staff members or volunteers at your contractual work location.
• Ensure that you follow correct entrance and exit procedures for your contractual work location.
• Ensure that you know the procedures that direct what to do in the event of an emergency at your contractual work location.

Personal conduct

• Your conduct should reflect a professional attitude.
• Always dress in a manner that reflects professionalism and self-esteem.

Personal Security

• Be aware of and adhere to CSC policies, routines and procedures.
• Learn and follow the rules and procedures specific to your CSC contractual work environment.
• When you do not know or are unsure of a routine or procedure, ASK a CSC Representative or an experienced staff member for help.
• Ensure that you learn who are inmates and who are CSC staff members or volunteers at your contractual work location.
• Ensure that you follow correct entrance and exit procedures for your contractual work location.
• Ensure that you know the procedures that direct what to do in the event of an emergency at your contractual work location.

Phone security

• Be aware of and adhere to the rules and policies regarding CSC phone use.
• Learn how to use your telephone message system, if applicable. Do not share your telephone message system password with anyone.

Computer security

• Never give your password(s) to anyone, including CSC staff, volunteers or offenders.
• Do not write your passwords down and post them on your bulletin board or at your computer work space. Memorize your password.
• Keep the telephone number for IT handy in case you forget your password and need to reset it.
• Be aware of offenders’ presence and/or their ability to observe you when you log on to your computer.
• Never leave your office unattended when you have logged on to the system.
• If you leave your office, log off.
• Never let an offender use your computer. No exceptions.
• Lock up your computer disks, memory sticks and CDs.
• If you think someone has tampered with your computer equipment, report it to Security and IT immediately.
• Do not use computers for personal use, transferring emails to and from your personal email accounts, or for transferring chain email messages.
• Do not use your computer to access public sites such as e-bay, yahoo, etc. This is strictly prohibited and may result in termination of your computer privileges.

Protected documents

• Information is sensitive. Information is categorized as protected A, B or C. Observe the precautions for handling, storing and transporting these various classes of information.
• Be aware of and adhere to CSC policy, routines and procedures.
• Be aware of and adhere to policies regarding sharing of information (i.e. need to know vs. nice to know).