Qualifications

Minimum of 6 years human resources experience Preferable to have experience in two or more of the following areas: human resources management, organizational development/change management, process improvement (Six Sigma preferred), compensation, staffing. Excellence in a client management model: mobilizing the best people and integrating the tools and processes required to meet the needs of the business Business driven with strong financial acumen. Strategic planning, complex problem resolution and general management expertise. Outstanding communication and presentation skills. High level of interpersonal skills and integrity; solid team player. Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership. Ability to architect and drive change Ability to lead in a global, matrixed environment

KRA
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues) Establish and maintain appropriate systems for measuring necessary aspects of HR development Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales Manage and develop direct reporting staff. Manage and control departmental expenditure within agreed budgets. Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements. Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation. Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team. Ensure activities meet with and integrate with organisational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care. Audit and authenticate all documents related to legal, salary statements and distribution, policies etc. Develop and Maintain healthy relation with Govt. and Non Govt. Organistions for better and fast functioning of organisation. Plan for employee s performance appraisal; develop tools for appraisal, job evaluation and development. Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training.

Compensation & Training & Development

DOC Training Programs New Employee Orientation The department offers a 40-hour New Employee Orientation (NEO) program to all employees new to the department, prior employees who have been away from the department for two years or more, and full-time contractors. The NEO program is designed to provide new employees base-line information on the mission, vision, values, concepts, principles, policies and rules of the agency, focusing on the Oregon Accountability Model. Selected functional units, such as Inmate Workforce Development, Security Threat Group Managers, and Emergency Response Managers provide information pertaining to their responsibilities. Skill-based training such as CPR and First Aid is also included. Newly hired staff are expected to successfully complete the NEO program within their trial service period. Hand over & Process training Basic Corrections Course (BCC) This program is offered to all DOC facilities a standardized process to implement the Department of Public Safety Standards and Training (DPSST) certified Basic Corrections Course (BCC) in compliance with ORS 181.610 to 181.712 and OAR 259-008-0025. This comprehensive program prepares Correctional Officers to perform their duties within the context of the Mission, Vision, Values and goals of the department. During their first year of employment, Correctional Officers will receive consistent, systematic onthe-job field training and coaching, classroom instruction, force skills, and on-line training in the basic knowledge and skills necessary for success. The BCC is a year long program incorporating classroom training, online courses, health and fitness classes, force skills training, and a comprehensive FTEP. The program is certified by DPSST and portable to other correctional agencies in Oregon. The content of the program is not altered at the institution level.

Annual In-Service Each annual 40 hour training program is designed to meet the training requirements for both custody and non-custody employees and contractors. The programs design is based on employee surveys, focus group results, out-side regulatory agency requirements, and training need assessments, and the program s design and presentation is intended to further the department s mission and goals while strengthening teamwork and communication among and between staff and functional units. Preparation For Supervision This 32 hour National Institute of Corrections course effectively serves as an introduction to supervisory concepts and is designed for those staff who might be seen as or who want to be considered for the next generation of department management. Management In-Service Traning Each year a variety of subjects are delivered which are specific to the needs and duties of department management employees. This 16 hour intensively interactive course provides participants with a standard set of knowledge and skills focusing on leadership and decision-making, communication, management of security, legal issues, ethics, and personnel procedures.

Tactical Basic Individuals who have recently been assigned to TERT will benefit from this comprehensive introduction to tactical skills. This course is designed to expose department personnel to an overview of procedures and tactics to be employed to resolve a variety of emergency situations. Students will be exposed to proper deployment of containment and entry personnel; criteria for deploying emergency entry tactics; tactical operations center concepts; crisis negotiations concepts; and hostage rescue options. This is a hands-on, highintensity course in which students practice tactics and techniques in the field that will develop, improve and enhance tactical skills. Students will be introduced to basic TERT topics, tactics and techniques including an overview of TERT, team organization and structure, resolution of barricaded suspect situations, covert individual and team movement, searches and room clearing both with and without ballistic shield, chemical agents, less-lethal options, and multiple field training exercises. Concepts involving planning; intelligence gathering; target site scouting; uses of diversionary devices and breaching; as well as methods of executing dynamic entry, breach and hold and limited penetration. This program provides rigorous intense physical conditioning to staff selected to serve on one of the department s Tactical Emergency Response Teams. Upon successful completion of this course, TERT members are required to participate in ongoing maintenance training for the duration of their assignment to a team. Contractor Orientation This one-day program, specifically designed for the part-time contractor (less than 20 hours per week), provides the information needed for them to work within the department in a manner that is both safe and constructive for the worker, the inmates, and other staff with whom they will have contact. The program includes presentations on workplace safety, professional conduct, working with inmates, including special-need inmates, and institution security practices and protocols. Basic Firearms This three-day program is designed to provide basic training in the safe handling and usage of the department s standard weapons, the .38 revolver, the shotgun, and the semi-automatic carbine. Students receive classroom instruction and intense hands-on practice, all within the context of the Rule on Use of Force, including Lethal Force. Current department policy requires successful completion of this course only for those students who have been unable to satisfactorily pass the annual armed post qualification test. Cell Extraction and OC Spray The Cell Extraction class covers the basics of the department s procedure for removing resistant inmates from their cells within the context of the Rule on the Use of Force, the composition of a cell extraction team, and the responsibilities of each team member. Students are then coached through one or more practice extraction drills. Chemical Agents are often a part of forced move situations. In this class, the various chemical agents available within the institutions are identified and each type s specific uses, contra-indications and decontamination processes are explained. Range Master Training The current one-week Range Master program trains selected staff to serve as department fire-arms instructors. The curriculum covers safety issues, training techniques, student and range management, a review of the Rule on Use of Force as it pertains to the employment of lethal force, and the specifics of the approved lesson plans for each of the department s standard weapons as well as the curriculum for Mobile Patrol officers. Participants are expected to practice teach during the program. Successful graduates are qualified, under the supervision of the Staff Training Section, to train other employees in any of the department s fire-arms programs. Train the Trainers The Staff Training Section conducts "Train the Trainers" sessions for a variety of training topics within the Orientation and In-Service programs. Department employees interested in serving as an adjunct trainer may be required to attend the Instructor Development course, in addition to the more "content" oriented Train the Trainer sessions in their expressed areas of interest. Some Train the Trainer modules, such as Medic First Aid, require successful completion of a proprietary instructor trainer course, which is coordinated by, or taught by the Staff Training Section.

Assessing Development Needs Each individual is responsible for the identification of their current development needs, career plans and development needs for the next 2-3 years, in liaison with their manager. The manager, in conjunction with HR in each department is responsible for assessing the training and development needs of their employees by guiding and coaching them in determining appropriate training or development activities. Tools used to identify training needs PMP On an annual basis, employees meets with their manager to discuss training and development needs for the next year. This assessment will focus on development needs in relation to enhancing the job currently performed and secondly, a career plan. It is both the employees and managers responsibility to ensure that this training plan is carried out. Other Training Needs Should the employees identify other training needs outside those detailed in their development planner, these are to be discussed with the line manager and then human resources as they arise. Company Wide Training Needs Some specific training needs may be identified as necessary by SCJ eg. OGSM. Competency Matrix The Competency Matrix covers those people that are employed in the factory or warehouse. This matrix identifies the qualifications and training needs for all identified jobs and levels. A training needs analysis is the process of reviewing job performance standards and identifying whether the individual has the skills, expertise or competency needed to perform their role to the required standard. If there are any appropriate development needs, training and/or development activities are identified and implemented.