Essay on Agency Operations
It is know that the criminal justice system consists of various agencies and organizations. Each criminal justice agency should be well-organized to perform its functions in a proper way. Besides, each criminal justice agency has its own responsibilities to succeed in different areas of decision-making authority (Cole et al., 2014). It is very important to have a deep understanding of the key operations of criminal justice agencies in order assess the effectiveness of functioning of the criminal justice agency as part of the entire criminal justice system. According to researchers, “the American criminal justice system “consists of more than 60,000 public and private agencies with an annual budget of more than $214 billion and more than 2.4 million employees” (Cole et al., 2014, p. 102). The examples of the sections, bureaus or divisions that influence agency operations include Human Resources Section, Records Division, Office of Legal Affairs, Internal Affairs and/or Professional Standards, Labor Relations Office, and Budget Section.
Scott County Iowa Juvenile Detention Center is one of the criminal justice agencies aimed at fulfilling certain roles and responsibilities within the whole criminal justice system, which deals with people who violate the established criminal justice laws. The Juvenile Detention Center is focused on the use of effective strategies to maintain control in the community, including the “involvement between youth and staff” that can be viewed as an important management tool to facilitate agency operations (About Juvenile Detention Center: Background, Philosophy & Components, 2014). Moreover, the Juvenile Detention Center provides individual approach to planning of treatment programs, implementing crisis counseling and living skills training for the youth and promoting a wide range of supervised recreational activities. In general, the Juvenile Detention Center can be characterized as an integral part of the larger Juvenile Justice/Treatment system promoted within the criminal justice system (About Juvenile Detention Center: Background, Philosophy & Components, 2014).
The Human Resources section is responsible for administering workforce diversity programs; monitoring labor management relations; providing professional career development services; designing and administering employee benefit programs and other functions (Scott County Iowa Juvenile Detention Center Human Resources, Official Website, 2014). The mission of the Human Resources section is to provide “excellent service; through strategic business partnerships and collaboration with departments Human Resources recruits, developing and retaining a highly qualified and diverse workforce utilizing effective, innovative recruitment and benefit strategies” (Scott County Iowa Juvenile Detention Center Human Resources, Official Website, 2014). The Human Resources section of the Scott County Iowa serves as an effective centralized source of the proper information that can be used as “advice or guidance through the fair and equitable treatment of employees, applicants, and departments” (Scott County Iowa Juvenile Detention Center Human Resources, Official Website, 2014).
The major goal of this paper is to analyze and report on a section/bureau/division in a criminal justice agency. The focus of the analysis is to examine the manner in which the section/bureau/division influences agency operations. This paper will be focused on the study of the Human Resources Section of the Scott County Iowa Juvenile Detention Center.
Methodology
The methodology that will be applied by the study has been chosen in order to acquire information and deduce conclusions about the effectiveness of the criminal justice agency operations. The Scott County Iowa Juvenile Detention Center will be chosen as a criminal justice agency and the Human Resources section will be analyzed as one of the agency’s sections that fulfill its roles and responsibilities defined by the criminal justice system.
Purpose of the study and type of investigation
The major purpose of this study is to learn more about agency operations and the effectiveness of strategies used to conduct agency operations. In fact, the selected agency and the section provide the proper materials, such as organization charts, annual reports, and budgets that can be used in the study (See Appendix 2).
Data collection methods
In order to achieve the established goals of the study, it is necessary to conduct interviews with the persons working in the section about their job(s). In other words, primary data will be used in the form of interviews that will be conducted with the Human Resources employees. Besides, observation method will be used to provide data collection. Various activities in the Human Resource section will be observed. The observer will be focused on watching the implementation of the key activities, conditions, interactions, and individual and team behaviors.
The interview survey
The technique of personal interviewing can be effectively used in this study in order to reach the major goals of the study. Actually, the interview survey is the most useful and productive method of communication, which influences the results of the study or research. To achieve the established goals of this study, semi-structured face to face interviews will be contacted involving one interest group: the employees working in the Human Resources section. The choice of the participants will depend on the researcher’s knowledge about different levels of education, lifestyles, and ages of interviewees.
Observation method
The observation method, which can be used to assess the agency operations, requires much time. In this study, observation will be focused on the assessment of the behavior of employees working in the Human Resources section. Job observation will help to assess employs compliance with the existing rules and regulations, skill development and skill improvement. Watching how employees operate being involved in certain activity helps to assess the overall functioning of the agency.
Discussion
In this section, the structure, practice, operations and procedures of the agency and of the section will be analyzed. The procedures that can be used to conduct the study including interviewing some people who work in the section will be described. Besides, similar agencies will be compared and the results of the study will be presented.
Analysis of the structure, practice, operations and procedures of the agency and of the section
The Scott County Iowa Juvenile Detention Center is structured to provide effective services based on the established standards, rules and regulations of the criminal justice system. According to 2012 Annual Report, the staff members of the agency include the Director Jeremy Kaiser, Shift Leaders Casey Smith and Barbara Walton, Youth Counselors Kenneth Ashby, David Bonde, Jacqueline Chatman, Dave Donohoo, Jeff Douglas, Alvin Edgeworth, Neika Harms, Jessica Hankins, Oscar Hubert, Chad Huetmann, Jennifer Kargl and Jeff Lykam and other members (Scott County Juvenile Detention Center. Annual Report, Fiscal Year 2012). Besides, the Scott County Iowa Juvenile Detention Center includes area education agency staff: teachers Bob Bosco and Brice McKinney, para-educators Rose Roe and Becky Ervin, and social workers Stephanie Doubet and Patricia Fuller. The Scott County Iowa Juvenile Detention Center is operated by Scott County (Scott County Juvenile Detention Center. Annual Report, Fiscal Year 2012). The referrals are provided from some other counties in Eastern Iowa and Western Illinois (Quad Cities). Today there are ten detention centers in the State of Iowa, including Linn County (Cedar Rapids), Dubuque County (Dubuque), Polk County (Des Moines) , Woodbury County (Sioux City), North Iowa (Waterloo), Northwest Iowa (Cherokee), Southwest Iowa (Council Bluffs), Scott County (Davenport), South Iowa (Fairfield), Central Iowa (Eldora) (Scott County Juvenile Detention Center. Annual Report, Fiscal Year 2012). According to the 2012 Annual Report, many allegations against the detained youth are felonious acts. Moreover, many young people have committed multiple violations of criminal conduct. The types of offences are different (See Appendix). In other words, the detained young people were involved in different types of criminal conduct, including property-related offenses 49%, violent crimes 40%, drug-related offenses 5%, public order offenses 5%, and other types of offenses 1% (See Appendix 3). The behavior management program provided by the Center includes several components: educational services (e.g. G.E.D. testing), crisis counseling services, various recreational activities, testing and evaluation practices, living skills activities, realistic success planning activities, and testing for sexually transmitted diseases (Scott County Juvenile Detention Center, Annual Report, Fiscal Year 2012, p. 4).
The Human Resources section provides information about complete county job listings and job descriptions. Besides, the Human Resources staff submits online applications or provides other job-related inquiry. The Human Resources section provides support to the human resource needs of the agency and addresses the needs of employees regarding their employment opportunities, developing and administering the major organizational rules and regulations, based on the U.S. Constitution laws (State of Iowa Juvenile Detention Centers, 2011). Moreover, the Human Resources section is responsible for employee salary and benefits, offering a package of salaries and benefits. Some of the benefits include medical coverage, short-term disability coverage, critical illness coverage, long-term care coverage, dental coverage, life insurance, and other benefits. The Human Resources section provides equal opportunities to employees, avoiding discrimination on the basis of race, gender, age, disability, and national origin (State of Iowa Juvenile Detention Centers, 2011).
Description of the interviewing procedure and the observation procedure
The interviewing procedure was aimed at finding some important information regarding the effectiveness of employee jobs in the Human Resources section. The Scott County’s Human Resources Team members include the Assistant County Administrator/Human Resources Director Mary J. Thee, the Human Resources Generalist Barb McCollom, the Human Resources Generalist Vanessa Wierman and the Benefits Coordinator Cheri Sexton The Human Resources staff members follow the Human Resources policies, which help to effectively implement the established strategies in the field, including recruitment and selection procedures, promotion, retrenchment, employee compensation, performance management, employee training and development practices. The interviewing procedure was focused on a set of specific questions (for detailed information regarding the interviewing procedure refers to the Appendix 1). During the process of interviewing, the Human Resources staff members were asked to explain what motivates them to work in the agency.
The observation procedure was focused on providing behavioral assessment of employees involved in various agency operations. The type of information received by the observer helps to assess the impact of agency operations on the overall functioning of the system. Several operations were observed, including recruitment and selection procedures. In general, the operations were conducted based on the established standards, rules and regulations. As Human Resources operations require planning, it is very important to use the proper organizational policies. The Human Resources section of the agency demonstrated well-organized recruitment and selection processes. The staff members used technology to facilitate these procedures. They used databases to make the processes of recruitment and selection easier to implement. The planning developed by the Human Resources employees was based on the policies set by the agency and the government. In general, it has been found that recruitment and selection processes are well-planned. The employees responsible for recruitment and selection use their professional skills, knowledge and experience to minimize delays in finding the proper candidates to fill vacancies. The staff members use previously submitted employment applications in order to review and analyze the most qualified candidates for the recruitment and selection procedures. The Human Resources staff members use various recruitment efforts, e.g. advertisements of all types. As a result, the positions were filled without any problems. Thus, the observation procedure helped to assess the behavior of employees. All staff members were motivated to recruit and select candidates. They were polite, attentive and communicative. These facts mean that the policy set by Scott County to recruit and select the most qualified candidates to the required positions was followed by the Human Resources employees. Recruitment and selection operations were conducted effectively, in an affirmative manner, ensuring the existence of open competition, and providing equal employment opportunities. The acts of discrimination were not found.
Comparing similar agencies
Comparing the Human Resources section of the Scott County Iowa Juvenile Detention Center to other agencies, it is possible to find some similar characteristics, such as the structure, practice, operations and procedures of the agency and of the section. Juvenile Detention Center in Winchester, Virginia shares similar characteristics of recruitment and selection processes. For example, both the Human Resources section of the Scott County Iowa Juvenile Detention Center and the Human Resources section of the Winchester Juvenile Detention Center receive applications based on the established standards, including “supplemental application, official copies of high school diploma/transcripts, college transcripts; a copy of birth certificate, driver’s license and social security card” (Juvenile Detention Center Hiring Process, 2014; Scott County Policies, 2014). Moreover, applicants should be screened based upon the established pre-set criteria. In both agencies, the Human Resources staff members invite selected candidates for an oral interview. In addition, both agencies place emphasis on the role of a comprehensive background investigation of successful candidates. The procedures used to provide an effective investigation include polygraph testing, psychological examination and fingerprinting. Besides, in both agencies, successful candidates have to pass drug screening and physical examination (Juvenile Detention Center Hiring Process, 2014; Scott County Policies, 2014).
The results of the study
The results of the study demonstrate the effectiveness of the selected agency operations. The Human Resources section is well-structured and well-organized. The interviews with staff members provided much important information regarding the employee performance, motivation and responsibility. The Human Resource employees perform well as they are motivated. They have the required skills and follow the set policies. Besides, work environment is supportive to perform well. The employees have the necessary resources to conduct agency operations in a proper way. Some of these resources include equipment, time management and reliable information.
Conclusion
Thus, it is necessary to conclude that the Scott County Iowa Juvenile Detention Center and the Human Resources section are well-organized to fulfill their roles and responsibilities in a proper way. This study is focused on providing thorough investigation of the two major Human Resources operations that influence overall functioning of the agency. The results of the study demonstrate the impact of important factors for the overall success of the agency, such as employee motivation, the structure of organizational processes, and other factors. This paper provides analysis of the effectiveness of recruitment and selection operations in the Human Resource section in the criminal justice agency. The manner in which the section influences agency operations is standard, based on the study finding.
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