Probation and Parole Sample Clauses
The 'Probation and Parole' clause defines the terms and conditions under which an individual may be released from incarceration, either under supervision (probation) instead of serving time in prison, or after serving part of a sentence (parole). This clause typically outlines eligibility criteria, behavioral expectations, reporting requirements, and possible consequences for violations. Its core function is to provide a structured framework for reintegrating individuals into society while maintaining oversight, thereby reducing recidivism and supporting public safety.
Probation and Parole. The Montana Physical Abilities Test (MPAT) will be the standard used to gauge physical fitness levels of Probation and Parole Officers. Participation is voluntary, officers will have the opportunity to complete the test three times in the first year and then once a year thereafter.
Subsection 1. Officers may participate in the MPAT three times in the first year and then once annually thereafter.
a. It will be the responsibility of each officer to schedule the date and time they will run the MPAT. Officers will go directly through their immediate supervisor when scheduling their test.
b. Participation in the MPAT will be done in an on-duty status. Officers will be compensated for driving to and from the test, as well as for time incurred at the test site.
c. Officers who are in probationary status will not be allowed to receive compensatory time for the MPAT.
d. Bureau Chiefs or their designee will be responsible for scheduling testing opportunities.
Subsection 2. After completion of the MPAT, officers will be compensated by receiving compensatory time. The incentive matrix for voluntarily completed MPAT is as follows. MPAT Completion Time Comp Time Award 4 minutes 45 seconds or less 40 hours 5 minutes 45 seconds or less 30 hours 6 minutes 45 seconds or less 20 hours 7 minutes 45 seconds or less 10 hours 7 minutes 45 seconds or more 0 hours
a. Compensatory time must be used prior to July 1.
b. Compensatory time may not be rolled over from year to year, but the deadline for using the compensatory time may be extended on a case-by-case basis in a fashion similar to excess vacation time usage.
c. Compensatory time may not be converted to cash. If it is not used, it will be forfeited.
d. Bureau Chiefs along with their Deputies, will monitor their respective officers to ensure any compensatory time earned is used prior to July 1.
Probation and Parole. You understand that if you are currently on probation or parole, a plea of guilty may result in the revocation of probation or parole and further confinement.
Probation and Parole. It is the responsibility of each resident on probation or parole to notify staff of appointments. Prospective residents must inform staff of any known outstanding warrants or pending charges. This may or may not affect acceptance into the program. If at any time, contact of Probation or Parole officers is deemed appropriate by JHRM, contact will be made. Any and all scheduled court dates should also be conveyed in appropriate timing to the director for attendance purposes. Each resident is responsible for arrangement and payment of all medical/dental care. The JHRM or its members are not responsible for injuries or payment of injuries to anyone participating in this program. All staff must be notified of any medication taken. The resident agrees to sign a HIPPA release, granting JHRM access to mental health records, physical health records, and dental records as allowed by law.
Probation and Parole. Performance Advancement Wage Scale (PAWS).
Subsection 1. Path A: Goal Setting process $0.25 per hour.
a. During the annual evaluation process, Employee will set a training goal.
i. Training should be position relevant such as trauma informed care, domestic violence, human trafficking, leadership trainings, cross agency training, suicide awareness, drug identification, substance abuse, medically assisted treatment, mental health, writing classes, public speaking, proficient in software, and effective communication. Or other training with management approval. (Many of these are or can be POST certified training)
b. Training should be a minimum of four hours (cumulative) and related to performance goal. This is in addition to the statutory training.
c. The employee will set their goals.
d. During the following year’s evaluation process, using the TALENT system, the employee through self-evaluation will articulate how they implemented the training learned with their current role. The supervisor and employee will then use the TALENT system to complete the evaluation and move forward with the compensation process.
e. PAWS compensation will start the first pay period after the completion of the evaluation. It will be received on an hourly and continuous basis.
i. No compounding goals.
ii. Employees can change their goal each year or continue with the same training goal with different training to maintain the differential pay.
iii. If employees choose not to set training goal, the money goes away.
f. Limit one training goal per evaluation.