Report of the Task Force on Security

8. LIST OF RECOMMENDATIONS

SAFETY

Dynamic Security

  1. Recommendation: That the term "dynamic security" be defined and understood as "those actions that contribute to the development of professional, positive relationships between staff members and offenders."

Facility Design and Classification

  1. Recommendation: That all institutions incorporate to the greatest extent possible the principles of more normalized environments including the provision of small group settings, increased offender responsibilities for daily living tasks and behaviour and greater interaction between staff and offenders.
  2. Recommendation: That multi-level institutions be used to accommodate offenders and that this become the primary institutional model for the Service.
  3. Recommendation: That all multi-level facilities be operated and designed to reflect normalized community living standards, accommodating offenders in small group settings that respect the parameters outlined in this report concerning institutional, unit, and group size limits, security level distribution of units, the extent of unit based activities and facilities and the degree of movement control within and outside the unit.
  4. Recommendation: That minimum security facilities continue to exist as open custody facilities but that their capacity be limited to 200 offenders all of whom are deemed to be minimum security and of minimal escape risk. Also that minimum security and CCC's be amalgamated into one stream of non-containment facilities to be known as Community Correctional Facilities.
  5. Recommendation: That two integrated control facilities be identified, one in eastern and one in western Canada, to accommodate the limited number of offenders who cannot be successfully accommodated at either multi-level or minimum security institutions.
  6. Recommendation: That institutions that cannot be successfully altered to meet the criteria contained in this report be integrated into a plan for closure or replacement.
  7. Recommendation: That CSC assess all of its institutions against the criteria and principles identified in this report with a view to developing a comprehensive long term plan for retrofit and / or closure and that this be formulated as the basis for the next NCAOP submission.
  8. 9. Recommendation: That each institution submit plans that will bring them into line with the model suggested in this report and that these form the basis for revisions to the CSC accommodation and technical standards.
  9. Recommendation: That the Australian design for front gates and Sally Ports be benchmarked for all planned retrofits of existing facilities in Canada and for all future designs.
  10. Recommendation: That CSC actively solicit design innovations from the private sector for either a less obtrusive form of razor wire or another device entirely that will delay potential escapes.
  11. Recommendation: That CSC develop and formally approve an architectural design catalogue that expresses standards consistent with the philosophy of the organization.
  12. Recommendation: That all Parole Offices and CCC's be subject to a security design review with two objectives:
    1. to establish design standards for these facilities and
    2. to identify shortcomings in security that need to be addressed as an interim measure while awaiting the approval of design standards.

Community

  1. Recommendation: That the Service evaluate the safety concerns of Parole Officers in the community and develop a plan to address these concerns.

Firearms

  1. Recommendation: That CSC undertake a comprehensive review of its policy with regard to firearms with a view to developing a long term plan to significantly reduce the requirement for firearms in its operations.
  2. Recommendation: That CSC commit to the use of patrol dogs and innovative technologies before removing firearms from inside its institutions.

Security Information

  1. Recommendation: That CSC fully support and participate in the federal government's Integrated Justice Information System.
  2. Recommendation: That CSC re-define the role of security information in such a manner that all environmental factors are analyzed and related strategically to the correctional process.
  3. Recommendation: That CSC develop a framework and standards for the gathering and analysis of security information.
  4. Recommendation: That CSC re-evaluate the prerequisites for selection and training of staff members to perform the function of gathering security information.
  5. Recommendation: That CSC initiate an approval process for inclusion of security information on offender files and that the level for such approval not be below the Unit Manager level.
  6. Recommendation: That CSC undertake a full review of all Preventive Security files on an institutional basis with a view to verifying or removing information contained therein.
  7. Recommendation: That the Security Branch in NHQ develop the capacity and be given the resources to thoroughly analyze all security information and disseminate it appropriately.

Organized Crime and Aboriginal Youth Gangs

  1. Recommendation: That CSC actively pursue, with her partners in the CJS, the development of gang data bases and the sharing of information.
  2. Recommendation: That CSC Research Branch actively study the problem of gang membership and assist in the development of treatment programs for the members of such gangs.
  3. Recommendation: That CSC support the development of innovative Aboriginal programs in consultation with Elders and other Aboriginal sources, to intervene effectively in the problem of Aboriginal youth gang membership.

Drug Strategy

  1. Recommendation: That standards be established for the content of Search Plans and that designated staff be trained in writing Search Plans.
  2. Recommendation: That each institution develop the expertise to search effectively and that the importance of searching be communicated to all staff.
  3. Recommendation: That searching at the front gate be systematized and that procedures for searching include all staff and visitors (both official and inmate visitors).
  4. Recommendation: That all institutions acquire ION technology for use at the Principle Entrance. Where possible, portable equipment should be acquired.
  5. Recommendation: That CSC ensure that every institution is appropriately resourced to either acquire its own trained drug dogs or is able to secure the services of a drug dog as quickly as operational demands necessitate.
  6. Recommendation: That pilot programs in support of drug intensive treatment units or institutions be developed in CSC.

Security Technology

  1. Recommendation: That CSC standardize and fully communicate the implementation of approved security technologies.
  2. Recommendation: That CSC immediately review for implementation nationally the use of Smart Cards, biometric devices, Intelliscan and GPS tracking systems.

Statutory Release/ Residency

  1. Recommendation: That each region ensure that pre-release programs are made available in all institutions from which statutory release cases are discharged to the community.
  2. Recommendation: That inmates being prepared for release with a residency requirement enter a pre-release program at least 6 months prior to discharge and further that such inmates be cascaded to lower levels of security within the facility most suited to their plans for release.

Security Standards and Audits

  1. Recommendation: That security standards related to prohibited items, vehicle entry, key control, and searching be reviewed, updated, condensed and implemented on a national basis.
  2. Recommendation: That a system of annual security audits and quarterly security reviews be established to assess an institution's readiness to respond to security issues.

Institutional Threat Risk Profile

  1. Recommendation: That CSC develop a research based instrument whereby the stability and social climate of institutions can be regularly assessed.

Cell Extractions

  1. Recommendation: That only fully trained staff who have been certified annually be authorized to do cell extractions.

RESPECT

A Culture of Respect

  1. Recommendation: That the Service endorse the principles of Restorative Justice as consistent with the Mission and as the foundation for change to a "culture of respect".
  2. Recommendation: That a conflict-positive culture be created by developing conflict prevention and resolution processes based on restorative principles for all disputes:
  • disputes between staff
  • disputes between offenders
  • disputes between staff and offenders
  • disputes involving other participants in our enterprise

Victims

  1. Recommendation: That CSC explore what more it can do to help victims and communities in their struggle for healing and their need for support.

Role of the Correctional Officer

  1. Recommendation: That the role of the Correctional Officer be re-defined to reflect his/her primary role as a professional in security procedures, problem solving, interpersonal relationships, including conflict resolution, and case management.
  2. Recommendation: That a system of accrediting experienced staff members to serve as coaches and mentors for newly appointed or promoted staff be established.

Uniforms

  1. Recommendation: That a national committee be established with representation from U.S.G.E. to review the policy and design of the CSC uniform.

Trust, Values, Attitudes and Ethics

  1. Recommendation: That ethics training be an integral part of initial and developmental training for all staff to provide an understanding of ethical issues and skills needed to address moral conflicts.
  2. Recommendation: That each work unit have a process, such as an "Ethics Forum", for the review of ethical issues to help foster a climate whereby individuals will be able to make personal choices consistent with our Mission.

Assistance to Staff

  1. Recommendation: That a more comprehensive Employee and Family Assistance Program be made available to all staff and their families on a confidential, self-referred and no cost basis.
  2. Recommendation: That improvements be made in existing facilities, and incorporated into the design of new facilities, for staff fitness and training, briefing areas, dining and work areas. This is another instance where staff members should be involved in the planning process.
  3. Recommendation: That Excom review the issue of "Separate Employer Status" to see if this alternative warrants further consideration.

LEADERSHIP

Senior Management

  1. Recommendation: That opportunities for academic development and training as well as developmental leave and exchanges be made available to senior managers on a regular basis.
  2. Recommendation: That specialized training for Wardens, Deputy Wardens and District Directors be developed and introduced and that mentoring programs for these positions be made mandatory subsequent to appointment for a minimum period of six months.

Middle Management

  1. Recommendation: That CSC design and implement a comprehensive, standardized middle manager training program as a pre-requisite to assuming the duties of this position. The training component must require a passing grade.

CAPRA and the Use of Force Model

  1. Recommendation: That the CAPRA and Use of Force management models shall be:
    1. Referenced in Policy regularly
    2. Included in curriculum training
    3. Utilized in all cases where force is being considered.

Leadership and the Mission

  1. Recommendation: That each Region assign a senior officer to act as an advisor on all matters related to the growth of positive cultures in our institutions and community offices.

Law and Policy

  1. Recommendation: That the security policy framework at NHQ receive priority for Excom review and approval.
  2. Recommendation: That a phased-in approach be undertaken that will allow all managers and staff to be fully briefed and oriented to the new security policy documents.

Visisble Leadership

  1. Recommendation: That a variety of communication methods be employed in institutions and parole offices, including structured pre-shift briefings, to share information and promote safer and more secure environments.

Leading Outside of CSC

  1. Recommendation: That the Correctional Service of Canada continue to participate with our partners, nationally and internationally, in working towards safer communities and a safe society.

LEARNING

Our History

  1. Recommendation: That the history of CSC in the context of the justice system in Canada be documented and used in recruitment and training.

Career Progression

  1. Recommendation: That CSC develop and implement objective tools to measure staff attributes and leadership potential.
  2. Recommendation: That CSC develop a selection process that ensures the hiring of staff who possess all of the core competencies necessary to work in a correctional environment.
  3. Recommendation: That those staff who possess the required attributes and leadership potential be invited to attend pre-qualifying leadership training and that upon successful completion of that training, these staff are encouraged to enter competitions for promotion.

Orientation to Security Procedures

  1. Recommendation: That security policy explicitly state that security is the responsibility of all staff.
  2. Recommendation: That all staff receive training in security practices and procedures.
  3. Recommendation: That CO2 training focus on security skills, problem solving, interpersonal skills, and the case management process.

Aboriginal Issues

  1. Recommendation: That staff colleges incorporate Aboriginal components to the induction program for all new staff.

Facilities for Federally Sentenced Women

  1. Recommendation: That CSC utilize the lessons learned from Federally Sentenced Women facilities in the development of plans for multi-level facilities for men.
  2. Recommendation: That CSC's national recruitment strategies, and training and development plans routinely incorporate the requirements of the FSW facilities.

Qualification Standards and Continuous Learning

  1. Recommendation: That the Learning and Development committee actively pursue continuous entry training programs and equivalency testing in order to facilitate both the training of new recruits and the recognition of previously obtained qualifications.

Recruitment and Selection

  1. Recommendation: That CSC develop incentives in support of the transfer and relocation of staff members.
  2. Recommendation: That CSC develop proactive and visible recruitment strategies utilizing state of the art tools with a view to significantly increasing the number of applicants to the Service.
  3. Recommendation: That CSC develop recruitment strategies that meet both Employment Equity targets and the targets associated with CSC's requirements for minority group representation based on the needs of incarcerated offenders.

Staff Retention

  1. Recommendation: That a longitudinal study of retention rates for new staff and projected retirement rates for senior staff be undertaken and that strategies be developed to retain staff in the Service for longer periods of time.

Induction Training

  1. Recommendation: that CSC develop national core competencies for all security practices and procedures and ensure that training will address those competencies and that security training combine classroom theory with the provision for practicing skills in a prison like environment.
  2. Recommendation: That CSC's Induction training program be reviewed with a view to:
    1. Centralizing training in one or two locations.
    2. Incorporating classroom theory with on the job training.
    3. Ensuring that a one year period of mentoring following appointment is completed with a thorough values assessment at the end of that period.

Specialized Training for Female Staff Members

  1. Recommendation: That CSC develop training programs specifically related to the needs of female staff members who work with male offenders.

Research

  1. Recommendation: That CSC establish a formalized approach to research in security programs, practices and technologies.

Implementation

  1. Recommendation: That a committee, co-chaired by the DG Security, DG Strategic Planning and Policy and composed of senior level officials at least one of which is a member of the Task Force on Security be struck to manage the implementation of the recommendations in this report.