Investigating Allegations of Staff Sexual Misconduct with Offenders National Institute of Corrections and Washington College of Law July 11 - 16, 2004.

Slides:



Advertisements
Similar presentations
Workplace Investigations: How the Employer Should Do Them and How the Plaintiff Can React to Them Jennifer M. Trulock University of Houston Law Foundation.
Advertisements

Addressing the Problem of Sexual Violence Against Students.
Topic 5 Facility Assessments and Environmental Audits Chapter 33.
February, 2010 Workplace Violence Module 2 – Follow-up, Rules and Resources.
U.S. Department of Veterans Affairs Veterans Health Administration Supportive Services for Veteran Families (SSVF) Program SSVF Grantee Uniform Monitoring.
Understanding & Managing Risk
HARASSMENT, INTIMIDATION AND BULLYING POLICY AND PR0CEDURES Irvington Public Schools Staff Training School Year.
May 1, Division of Parole and Probation Tony DeCrona, Interim Chief Kim Madris, Deputy Chief Tony DeCrona, Interim Chief Kim Madris, Deputy Chief.
Accident Investigation State of Florida Loss Prevention Program.
Policy Development. Objectives What makes a good policy? Definitions Challenges and dilemmas. Writing policy and procedure. Triage your agency’s policies.
Policy Development. Objectives What makes a good policy? Definitions Challenges and dilemmas. Writing policy and procedure. Triage your agency’s policies.
Management and Operational Practices Addressing Staff Sexual Misconduct with Offenders March 2006.
Investigating Allegations of Staff Sexual Misconduct with Offenders National Institute of Corrections and Washington College of Law July 10-15, 2005.
Addressing Allegations of Staff Sexual Misconduct with Inmates National Institute of Corrections & Washington College of Law March , 2005.
National Institute of Corrections/ Washington College of Law Elements of Good State Laws July 11-16, 2004.
Model Training Components for Staff and Inmates National Institute of Corrections/ Washington College of Law March 9-14, 2003.
Developed by Aaron Aldrich under NIC Cooperative Agreement #06S20GJJ1 Investigating Allegations of Staff Sexual Misconduct with Offenders National Institute.
Investigative Training Investigating Allegations of Staff Sexual Misconduct with Offenders July 2005.
Operational Strategies in Investigations and Vulnerability in Operations Investigating Allegations of Staff Sexual Misconduct with Offenders July 10-15,
Training Objectives Investigating Allegations of Staff Sexual Misconduct with Offenders National Institute of Corrections American University Washington.
Training Objectives Investigating Allegations of Staff Sexual Misconduct with Offenders National Institute of Corrections American University Washington.
Investigating Allegations of Staff Sexual Misconduct with Inmates National Institute of Corrections & Washington College of Law March 9-14, 2003.
Investigating Allegations of Staff Sexual Misconduct With Inmates Action Planning Work Guide The American University, Washington College of Law National.
Court Technology and Court Performance Professor Byrne Nov.10,2010.
Developed by Brenda V. Smith under NIC Cooperative Agreement #06S20GJJ1 Training Objectives Investigating Allegations of Staff Sexual Misconduct with Offenders.
Effective Investigative Process Addressing Staff Sexual Misconduct with Offenders Washington, DC March 12-17, 2006.
Civil Rights Training. Why? Civil Rights Regulations are intended to assure that benefits of Child Nutrition Programs are made available to all eligible.
Policy Addressing Staff Sexual Misconduct with Youth in Custody November 7-9, 2005 Kentucky Department of Juvenile Justice Lexington, KY.
Training Objectives Investigating Allegations of Staff Sexual Misconduct with Inmates National Institute of Corrections/American University Washington.
Investigating Allegations of Staff Sexual Misconduct With Inmates Action Planning The American University, Washington College of Law National Institute.
Funding the Work of Reentry Julie Boehm, Reentry Manager Missouri Department of Corrections.
END THE SILENCE. THE TEAM APPROACH COLLABORATION WITH LANDLORDS, VICTIM ADVOCACY, AND OTHER MEMBERS OF THE SEX OFFENDER MANAGEMENT PROGRAM.
Pennsylvania Child Protective Services Law: Module 4: Reporting and the Role of the Child Welfare Professional Transfer of Learning The Pennsylvania Child.
Copyright  Business & Legal Reports, Inc. Accident Investigation Blue Ridge Safety Association Safety Training Presentations.
Example - Human Rights Case. Case Citation Formats Criminal Law:R v. Jones prosecution v. defense Civil Law:Smith v. Jones plaintiff v. defendant Human.
Reporting Requirements for School Staff Presented by Nancy Hungerford November 30, 2011 Presented by Nancy Hungerford November 30, 2011.
Final Rule – Secondary School Students – Published October 27, 2010 Effective Date: 30 days from publication Implementation: 2011/12 academic cycle o 1698.
1 Chapter 6 Employee testing and selection. Selecting Employees  Selection: └ The process of choosing from among available applicants the individuals.
Incident Reporting Procedure
Monitoring the Psychological Health of Employees and Conditions at the Workplace Michael Tunnecliffe (Clinical Psychologist)
What’s in it for Me?. Recognition Program The Recognition Program requires extra work on the part of a Department. Why do we need to do it???
Investigating and Reporting Allegations of Misconduct in Nursing Homes presented by: University of Wisconsin Oshkosh CCDET WI Department of Health Services.
1. Objectives  Describe the responsibilities and procedures for reporting and investigating ◦ incidents / near-miss incidents ◦ spills, releases, ◦ injuries,
Accident Investigation. Accident Investigation Goals Preparing the investigation team Conducting the investigation Quiz.
Coding Compliance Plan July 12, Benefits of a compliance program  To demonstrate our commitment to honest and responsible conduct, decrease the.
Snohomish County Sheriff’s Office Special Investigations Unit n 98% of our investigations involve crimes where the victim has been assaulted by someone.
BCCO PCT #4 PowerPoint Texas Commission On Law Enforcement ADVANCED INSTRUCTOR COURSE # 1017 UNIT THREE.
1 Juni 2002 The development of “Barnahus” in Sweden The experiences of Children Houses Carl Göran Svedin Professor Tallin 19th February 2015.
Copyright © 2011 Wolters Kluwer Health | Lippincott Williams & Wilkins Chapter 9 Continuity of Care.
By: Jose Salas. Education You need high grades in English, Math and especially science. Need 4 years if Medical School 3 years in Bachelor’s degree.
SENTENCE:  punishment imposed on a person convicted of committing a crime.
Investigative Policy Investigating Allegations of Staff Sexual Misconduct with Offenders The National Institute of Corrections/ Washington College of Law.
_______________________________________________________________________________________________________________ ____________ Successfully Investigating.
Advanced Instructor Course. Task Analysis Presented By.
© BLR ® —Business & Legal Resources 1408 How to Manage Challenging Employees.
USA Hockey’s SafeSport Program Jennifer Boulden Program Administrator KEEPING OUR KIDS SAFE!
 Secure resident safety  Assess the resident, provide medical and/or psychosocial treatment as necessary  Examine the resident’s injury and/or psychosocial.
Forensics Chapter 3 THE CRIME SCENE. AT THE CRIME SCENE Crime scene: any place where evidence may be located to help explain events. ALL crime scenes.
What Is Police Misconduct? Any action performed by a law enforcement officer that is criminal, unconstitutional, or against established rules, regulations,
Adult Day Care Chapter 605 Survey Process OSDH. Introduction  Adult Day Care Facilities/Centers are required to be in compliance with laws established.
© BLR ® —Business & Legal Resources 1501 Accident Investigation.
Criminal Investigations Part 3
The Medical Assistant as Human Resources Manager
Sexual Assault Employee Training.
ALLEGATIONS OF ABUSE Internal Occurrence Reporting and Investigation.
Personnel Investigations
Connections Abuse Prevention Plan 2018.
Campus Security Authority Training
The Equity Office April Castañeda
Presentation transcript:

Investigating Allegations of Staff Sexual Misconduct with Offenders National Institute of Corrections and Washington College of Law July , 2004

Foundations of Successful Investigations Strong and clear policy on zero tolerance for misconduct Sexual misconduct policy Training of staff and offenders about policy Explain and demystify the investigative process Keep offender involved in process

Foundations of Successful Investigations Staff, offenders, and community partners view process as credible Legal / Judicial partners view process in compliance with applicable laws and criminal procedures Defined as security issue for individuals, institution, and community partners Reasonable assurances of retaliation control against offender, witnesses, and community partners

Investigative considerations Who conducts the investigations - Onsite - Institution / Work Release Facility - Probation, Parole, Community Corrections Field Office - Off-site - Offender’s residence / Work-site - Officer’s residence / selected site - Remote locations

Investigative considerations Gender and ethnicity of investigative team members Expertise / qualifications of investigative team members Logistics of managing crime scene Community / partnership issues Size of system

Investigative techniques Move quickly but not hastily Provide direct access to investigative officer –“hot line” that accepts collect calls from offenders, co-habitants, families, and community partners Get detailed interviews and written statements –From complainant –From anyone in a position to corroborate - offender colleagues, employer, employees, treatment providers, family members, and staff colleagues

Sample Interview Questions What do you know about the officer? What type of vehicle does s/he drive? What are the officer’s hobbies? Days off? Where did the officer go on vacation? What type of home does the officer have? Does the officer own his/her home or rent? What type of music does the officer like? What are the names of the officer’s family members, wife, kids, friends, pets? Where does the officer live? What is the officer’s telephone #?

Sample Interview Questions Do you know the officer’s financial status? To whom does the officer owe $? Has the officer ever given you cards, tokens, notes, photos? Describe the officer’s physical characteristics? –Hair pattern on body –Type of underwear –Bellybutton –Scars _ Moles –Tattoos / piercing –Circumcised / uncircumcised –Hygiene –Skin pigmentation

Sample Interview Questions When did your relationship begin? What occurred? When / Frequency? Where did act take place? Did ejaculation occur? Who was the last person you saw before the act took place? Who was the first person you saw after the act took place? Have you told anyone about this? Whom? When? Description of area where act took place? –Detail –Locks –Keys –Announcements –Radio transmission

Investigative Techniques Use resources available in correctional and community corrections settings –Property and room search of offender –Offender account activity –Telephone activity –Mail –Records –logbooks, roll calls, medical records if permitted

Investigative Techniques Remember possibility of physical evidence –Blood –Semen –Saliva –Skin –hair

Investigative techniques Consider aggressive techniques –Body wire –Electronic monitoring and recording equipment –Controlled calls –Dialogue-approach-discussion –Polygraph examinations of staff and offender to assess credibility

Investigative techniques Take it to the community - Probation –Parole –Family members of offender –Former offenders

Managing the Offender Offenders’ Perspective Complex Motives of Complainants Ability to Relate to the Complainant Pace Offender Management Pending Investigation

Managing Staff Written Reports Confidentiality Interview with Detailed Notes What to do with Accused Staff Member –Reassign –Administrative Leave w/o pay –Allow to resign –E.A.P. referral

Why Investigations Fail –Administrative Reasons Weak policy Lack of support from the top Poor teamwork Poor Recordkeeping

Why Investigations Fail Process –Leaks –Uncooperative complainants –Complainants with limited mental capacity –Uncooperative staff – code of silence

Why Investigations Fail Poorly trained investigators Limited evidence Lack of commitment to task Linkages coordination –Law enforcement –Mental health –Medical –Prosecution

Remember! Be tenacious. Be creative. Be intelligent. Keep good records. Know the law. Bring in other skill sets – lawyers, physicians, forensics, treatment partners, and available community resources