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

Part 7: Administration and Management

Termination for Cause 5-JCF-7C-09 (Ref 4-JCF-6C-09)

After a probationary period, involuntary termination or demotion is permit ted only for good cause and, if requested, subsequent to a formal hearing of specific charges conducted by a civil service commission or other career ser vice organization Comment : Termination or other adverse personnel actions should be open, based on formal hearings and specific charges, and processed before an independent or ganization to ensure fairness. In the case of a private agency, a personnel commit tee of the governing board may serve as the hearing body.

Protocols : Written policy and procedure; employee handbook.

Process Indicators : Personnel records; disciplinary action records maintained by human resources.

Vacancy Rate 5-JCF-7C-10 (Ref 4-JCF-6C-10)

The facility administrator can document the overall vacancy rate among staff positions authorized to work directly with juveniles does not exceed 10 per cent for any 18-month period Comment : The facility administrator should ensure that a pool or register of eligi ble candidates is available to fill in, to minimize vacancies among staff who work directly with juveniles (careworkers, counselors, teachers, chaplains, librarians, and so forth). Position vacancies frozen by legislative or fiscal controls should not be considered in the 10 percent vacancy rate specified in the standard. When unusual conditions cause an excessive number of vacancies, the facility administrator should notify the agency.

Protocols : Authorized position listings; organizational tables.

Process Indicators : Vacancy reports; agency notification(s).

Annual Performance Review 5-JCF-7C-11 (Ref 4-JCF-6C-11)

All employees are provided annual performance reviews based on defined cri teria, the results of which are discussed with the employee Comment : Performance reviews should be an ongoing process with written eval uations completed at least annually. Reviews should be objective and based on specific job criteria and explicit performance standards.

Protocols : Written policy and procedure; performance-appraisal procedures.

Process Indicators : Employee personnel records.

152 Juvenile Correctional Facilities, Fifth Edition