Draft Premise

Throughout the United States, state department correctional facilities share a common problem of being understaffed. A study was conducted in 2016 by the Coalition of Correctional Health Authorities (CCHA) that focused on medical staff working in five of the largest jails and federal prisons in the United States (Gondles, Maurer, & Bell, 2017). Some of the challenges revealed in the results include retention challenges and record high overtime hours worked in a fiscal year (2017). In the study evaluated by Gondles, Maurer, and Bell (2017), the participants mentioned two primary resolutions to resolve the staff shortages. The two resolutions are increase in salary and better benefits. 

In the year 2013, Y. Lai, S. Tzeng, and S. Peng (2013), conducted a quantitative study evaluating turn-over intent. The authors primary goal was to highlight two different types of turn-over rates. There are many reasons an individual will no longer work for their employer. Employers can cause their own increased turn-over rate by having an involuntary turnover rate (2013). An involuntary turnover takes place when an employer terminates an employee. This causes a non-controllable turn-over rate because humans are unpredictable and have free will. A voluntary turnover is when an employee chooses to leave his or her job for a better opportunity. The state of Ohio offers correctional officers an outstanding benefits package, and the pay is decent. I have worked for the state of Ohio department of corrections for the past two and half years. I currently work at a male correctional facility; however, I began my career at a female facility. The problem in need of a resolution is custody (correctional officers) staff shortage and decreasing the high turn-over rates within the state of Ohio department correctional facilities (state operated prisons). 

            My research method of choice is an exploratory qualitative study that focuses on the effects staff shortage has on high turn-over rates. I plan to evaluate 12 officers from six prison facilities in the state of Ohio. For maximum security facilities, I have chosen Toledo Correction Institution (TCI, men’s prison) and Southern Ohio Correctional Facility (SOCF) for evaluation. Two medium security level prisons of interest in the study will include Dayton Correctional Institution (DCI women prison) and Allen Oakwood Correctional Institution (AOCI men’s prison). The state of Ohio has a strong focus on reintegration and successful offender re-entry. With that in mind, I have decided to evaluate two reintegration prisons in Ohio. These prisons are Northeast Reintegration Center (NERC women’s prison) and Grafton Reintegration/Grafton Correctional Institution (GRC/GCI men’s prison). 

Approach for the Study

The approach I will be taking for this study will be qualitative in nature using theoretical framework. There have been studies conducted on employee burn-out in different fields of employment. I will be collecting data from the Correctional Training Academy and Central office department of corrections located in Columbus, Ohio. Other statistical resources the Bureau of Justice Statistics, year end reports for each prison, and the state of Ohio website. 

References

BJS. (2017, April). Bureau of Justice Statistics Home page. Retrieved December, 2017, from https://www.bjs.gov/

Gondles, E. F., Maurer, K. F., & Bell, A. (2017). A major challenge for corrections. Corrections Today, 79(1), 16-23. Retrieved from https://search-proquest-com.ezp.waldenulibrary.org/docview/1856099743?accountid=14872

Lai, Y., Tzeng, S., & Peng, S. (2013). Exploring turnover intent correlated to jail and prison officials: A taiwanese perspective. International Journal of Comparative and Applied Criminal Justice, 37(3), 213-232. Retrieved December, 2017, from https://search-proquest-com.ezp.waldenulibrary.org/criminaljusticeperiodicals/docview/1492868493/A8226EEAA47344A5PQ/8?accountid=14872.