Community Corrections. The General District Court Judges, when sitting in the City, from time to time will utilize the Arlington County Community Corrections Unit (CCU) to provide sentencing reports, community supervision, referral assistance, and community monitoring of local offenders. The CCU, a part of the Arlington County Manager's Office, upon request of the court Judges, will prepare sentencing Page 110 Judicial and Public Safety Services Agreement reports, provide probation supervision and/or monitoring, assist offenders with referrals to address issues such as mental health, substance abuse and anger management, and otherwise keep the Court informed of an offender's status while he or she is in the Community. The CCU will provide written status reports, notify the Court when offenders commit new offenses or otherwise violate their terms and conditions of Probation, and appear in Court to explain offender status. Each fiscal year, the City agrees to pay its proportionate share of County funded personnel and non- personnel expenses in the adopted budget for CCU, less revenue via the State's Comprehensive Community Corrections Act grant funds.
Community Corrections. The County does not provide or oversee a Community Corrections Program or alternatives to confinement.
4.6.1 The term “Community Corrections Program” and “alternatives to confinement” includes but is not limited to: Electronic Home Detention, Work/Education Release, and Work Crew.
4.6.2 If the City wishes to provide a Community Corrections Program and/or “alternatives to confinement” options for City Inmates, the City shall not book such City Inmates into the Snohomish County Jail.
Community Corrections a. The facility head or designee will approve all inmates assigned.
b. Special circumstances may require the approval of the deputy director of Community Corrections and Contract Services, as outlined in Section IV. B. item 3. of this procedure.
Community Corrections. Xxxx Xxxxxxxxxx
1. Consider FY2006 JABG fund application and cash match of $2,044.00.
Community Corrections. As provided in this Section 4.6 and the Jail’s policies and procedures, City Inmates confined to the Jail may serve their time in a Community Corrections Program.
4.7.1 The term “Community Corrections Program” includes Work/Education Release and Work Crew, as those programs are defined in the Jail’s policies and procedures.
4.7.2 Except where a City Inmate is confined in the Jail at the request of multiple jurisdictions of which not all have executed an inter-local agreement in substantially the same form as this Agreement, a City Inmate is eligible to participate in a Community Corrections Program if he or she has been (a) screened by the County and the County has found that the City Inmate meets all statutory and program eligibility requirements, and (b) ordered into a Community Corrections Program by the City’s municipal court or other judicial agency.
4.7.3 A City Inmate may be terminated from a Community Corrections Program if: (a) the City municipal court or other judicial agency order the City Inmate terminated from the Program or otherwise amends its earlier order; (b) the County determines, in its sole discretion, that the City Inmate is no longer eligible for the Program, in which case the County will provide written notice of such to the City and/or the City’s municipal court or other judicial or law enforcement agency within twenty-four
Community Corrections. Within current bargaining, PSA is seeking annual automatic pay progression in Community Corrections due to long standing dissatisfaction with competency-based pay and active discriminatory impacts. PSA know that competency-based pay systems within Community Corrections produce differentiated pay results, which serve to benefit some groups of staff more than others. This in turn produces ethnic and gender pay gaps. Competency based pay is premised on staff advancing their own remuneration, however there is very little intervention when staff do not move up pay steps. This causes some staff to advance quickly and others to stagnate. Competency based pay is a form of discretionary pay; where Managers assess and determine staff progression. Discretionary pay systems lend themselves to demotivation, favouritism and subjectivity – let alone gender and ethnic bias. Since 2018, Corrections has been required to assess its remuneration policies against the Gender Pay Principles, including “Agencies take action to prevent gender bias and discrimination before it occurs” & “Decision makers recognise and act to remove the impact of conscious and unconscious bias”. Remuneration policies such as competency pay involve high levels of discretion and are therefore prone to bias. Since 2018, the Department of Corrections has been required to: o Map the points in the remuneration process where decisions involve discretion to identify bias o Gather data about remuneration outcomes and compare outcomes for different groups o Seek feedback about remuneration policies, practise and outcomes from unions and employees This has not been occurring, despite PSA making repeat request to be engaged in this process (as we are in other small, medium and large public service agencies). It is vital that the Department identify where gender and ethnic pay gaps exist and target their efforts there. The Community Corrections workforce is a predominately female workforce, and its remuneration system is fundamentally discretionary and thus beset with bias. Example 1: Female Administration Officer – Community Corrections o Administration Officers in CC have three pay steps and they move up via competencies. The rates of pay are currently: $46,429, $49,348, and $55,203. PSA have a female Pacifica member with 42 years tenure with the Dept; 16 years as an AO and she is earning $49,348, living in Auckland. She should have been on Step 3 for at least the last decade. Just in the last term of the last ...
Community Corrections
