Perf-Based Stds, Juvenile Correctional Facilities, 5th Ed_DEC 2024

Part 7: Administration and Management

Comment : Staff whose responsibilities include security and control or regular direct contact with juveniles must have physical examinations to protect their health and ensure that they can carry out their assignments effectively. The basic health status of all employees should be evaluated against the specific requirements of their as signments. The appropriate medical authority in accordance with applicable laws and regulations may establish physical examination and screening procedures. Protocols : Policy and procedure; medical examination procedure; contracts with medical providers; reexamination schedule and scope. Process Indicators : Staff rosters indicating hiring date; staff physical examination documents. Employees covered by merit systems, civil service regulations, or union con tract are appointed initially for a probationary term of at least six months but no longer than one year unless national or state regulations specify otherwise Comment : Employee performance during the probationary term should be evalu ated at least every two months using an established mechanism developed for that purpose, and all employees should have the opportunity to discuss their evalua tions. Those not performing satisfactorily should be terminated during their pro bationary period. Employees transferring from one facility to another within the same system should not be required to repeat a probationary term.

Probationary Period

5-JCF-7C-07 (Ref 4-JCF-6C-07) Revised Jan 2018

Protocols : Human resource policies and procedures.

Process Indicators : Employee appraisals.

Provisional Appointments 5-JCF-7C-08 (Ref 4-JCF-6C-08)

A mechanism exists to provide for provisional appointments to ensure short term personnel, both full-time and part-time, can be available during emer gencies Comment : The agency should provide for employing additional personnel during vacations, rises in the juvenile population, or other situations that leave the facility understaffed. While provisional personnel should meet the minimum requirements for the positions they fill, they should not be considered permanent replacements for permanent personnel.

Protocols : Written policy and procedure; temporary hiring procedures.

Process Indicators : Table of organizational positions; documentation of temporary employment action.

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