Trends in Correctional Officer Turnover

¶ … Correction Officer Turnover

This work intends to review two articles, which both have as their subject the increase in Correctional officer turnovers and to compare why correctional officer turnover is a trend in today's agencies and how the articles relate.

Udechukwu, et al. (2007)

The work of Udechukwu, et al. (2007) entitled "The Georgia Department of Corrections: An Exploratory Reflection on Correctional Officer Turnover and its Correlates" reports an exploratory study that was conducted for the purpose of determining the reasons for correctional officer turnover at the Georgia Department of Corrections (GDC). It is stated that strategic workforce planning "has played an increasing role in human resource related activities of "many state public agencies in Georgia. The GDC is no exception. The GDC's strategic workforce objectives are aimed at anticipating potential gaps in employee competencies, diversity and staffing, which if unchecked, could potentially create work challenges for the GDC. The GDC has long recognized such work challenges, especially correctional officer turnover, and the consequent costs associated with it." (Udechukwu, et al., 2007) Udechukwu reports findings as follows regarding correction officer turnover:

Reasons for leaving:

Other job opportunities 42%

Job security 13%

Leave availability 11%

Health insurance 10%

Infrequent pay increase 14%

Efforts not well rewarded 13%

Entry Salary too low 12%

Better job offers 16%

It is interesting to note that 80% of the officers stated they would be willing to work for the agency again.

Article II

The work of Udechukwu (2009) entitled "Correctional Officer Turnover: Of Maslow's Needs Hierarchy and Herzberg's Motivation Theory" has as its focus the concepts of Maslow's hierarchy of needs and Herzberg's motivation-hygiene theory and how it can be applied to understanding the turnover rates of correctional officers. The study was conducted via the intranet of the agency and states the findings that of the correctional officers who left the agency:

Had a high school diploma 45%

Some college experience 9%

Some technical training 9%

Bachelor's degree 6%

Of the respondents who left, 16% stated that they left due to better job offers and 13% stated that they loved the agency but left due to job security. Citing infrequent increases in pay were 14% of the officer and 13% stated that their efforts were not rewarded well. Finally, 12% stated that their entry salary was too low. It is once again interesting to note that 80% of the officers stated that they would be willing to work for the agency again.