U.S. Disciplinary Barracks at Fort Leavenworth

U.S. Disciplinary Barracks at Fort LeavenworthU.S. Disciplinary Barracks at Fort LeavenworthThere are two kinds of soldiers at the U.S. Disciplinary Barracks (USDB) at Fort Leavenworth, Kansas- the ones with no rank or pay, and those with keys. The USDB,unofficially called The Castle, is the only maximum-security prison within the Department of Defense. Its limited to male inmates only female felons are locked away at the Naval Consolidated Brig in San Diego. A stay at Leavenworth is unlike any other prison for the most part, prisoners are safer here then they would be in the general population of a maximum security prison. But that doesnt mean theyre enjoying their stay. Confinement at Leavenworth Custody grades for military prisoners include installation trusty, minimum, minimum inside only, medium and maximum. The special housing unit is reserved for inmates who could be locked up 23 hours a day. Food is slid into cells through narrow slots, and a small window at the foot of each door lets the guards, aka correctional specialists, chain inmates ankles before theyre escorted out for showers or fresh air. Every time one of these inmates moves, two or three staff members are with them. The correctional specialists actually have more contact with maximum-security inmates than those who rumliche lage fewer risks. Despite prospects of moving to a lower custody grade for good behavior, some inmates remain in maximum security for most of their stay. The staffs intent is for all inmates to join the general population. Medium- and minimum-security areas contain large open spaces where inmates may spend free time. Rehabilitation for Leavenworth Prisoners Prison isnt forever for most inmates. While counting off the days and years until their release, inmates can participate in as many as 13 treatment programs that focus on self-growth. Inmates also have access to traditional education programs and vocational work details. Apprenticeship programs include carpent ry, dental assistance, graphic design, screen printing, and welding. Work details are offered in embroidery, textile repair, graphic arts, and woodwork. The state of Kansas also offers licensing in barbering, and some details allow inmates to earn between 14 and 80 cents an hour. Guards at Leavenworth Prison Reason and unarmed self-defense are guards sole weapons, as guns arent allowed inside prison walls. All soldiers assigned to the USDB receive plus-rechnenal training before taking charge of security. Among the lessons they learn are techniques for observing prisoner behaviors that may indicate potential problems. Correctional specialists must know how to de-escalate any situation an inmate could provoke, whether its directed toward the staff or another inmate. While guards arent fill-ins for psychiatric experts, theyre observant enough to provide details to mental-health specialists who arrive on site to help disturbed inmates. Population of Leavenworth Prison The prison benefits from the fact that every inmate has had some military discipline before he arrives. With the rare exception, they arent career criminals. The Leavenworth community is no stranger to prisons. In addition to the USDB, the city hosts a federal maximum-security penitentiary, the Lansing Correctional Facility, and a privately operated prison called the Corrections Corporation of America. The USDB has operated since 1875.

Sample Resume for Crime Analyst Job Position

Sample Resume for Crime Analyst Job PositionSample Resume for Crime Analyst Job PositionWhen youre a crime analyst, you want your resume to look as sharp and precise as your investigative skills so youre presenting job recruiters with a document that opens doors to interviews. By displaying your training and analytical achievements clearly and crisply, you can make yourself stand out from the crowd.Your resume should highlight the forensic equipment in which youre proficient, as well as the investigative procedures youre trained and experienced in. You may want to provide information regarding specific cases youve worked on, especially if any of them have come to public attention or would be known to your interviewers.Take a look at the crime analyst resume template below to figure out the best way to present your own training and experience. Create this Resume Walter Thomas3571 Cantebury DriveNew York, NY 10007(111)-831-8379w.thomastmail.comObjectivePursuing a career as a Crime Ana lyst to develop skills and experience to lessen crime rate in the city.Summary of QualificationsKnowledge in criminal investigative proceduresKnowledge in using forensics laboratory equipment Skills in conducting troubleshooting methodAbility in questioning and getting valued information from crime suspectsProfessional ExperienceCrime Analyst, January 2007 Present Crimetech Investigative Institute, Los Angeles, California ResponsibilitiesObtained evidences to conclude the trace of events.Collected samples from the crime scene.Evaluated the investigation conducted by colleagues.Compiled reports of the investigation.Interviewed witnesses.Crime Analyst, March 2004 December 2006 Kansas Crime Laboratory, Kansas City, Missouri ResponsibilitiesInvestigated crime scenes and collected samples.Conducted interviews from witnesses in the crime scene.Coordinated the evidences with the investigators.Evaluated evidences for issuances of arrest warrants.Planned crime preventions. EducationMaster s Degree in Criminology, 2004University of ArizonaBachelor of Science in Criminology, 2001 University of Arizona Customize ResumeMore Sample ResumesCourier Driver Resume Crane Operator Resume Crime Analyst Resume Crime Scene Investigator Resume Crime Scene Investigator Criminal Justice Resume Critical Care Nurse Resume Customer Service Manager Resume Dance Instructor Resume

4 reasons to include your team in your next hiring process

4 reasons to include your team in your next hiring process4 reasons to include your team in your next hiring processWhen you hire someone new, youre introducing risk and reward into the set equation of your office tribe. Teams can be made or broken by this one new hires skills and interpersonal dynamics. Its why hiring is the most important decision a manager can make. Thats why careers experts argue its so important that this decision shouldnt be made alone and you should include team members in the process.When done right, collaborative hiring is a win-win for both sides It vets good and bad hires and it can make your teams feel valued to be included.Heres why you need to include current employees in your next hire and how to do it right1) It makes things easier once the candidate gets hiredIf you let candidates talk and interview with your team, this benefits both your team and the chosen candidate because it will build relationships that will make it easier for them to join the g roup if theyre hired.Being a good fit means not only having the skills to do the job, but it also means being a good fit for the community your job serves and the organization you work for. And thats exactly the kind of vetting process collaborative hiring can improve.Randy Conley,Vice President of Client Services and Trust Practice Leader at the leadership development companyThe Ken Blanchard Companies, says that managers who fail to seek the eingabe of their team members in a new hire are putting themselves and the candidate at a disadvantage.I think not soliciting the input of your existing team sets you up for a gap in trust and a harder onboarding process of who youre bringing on whether its a peer of theirs or a manager, he said.With an inclusive hiring process, the new hire gets to ask honest questions about the company culture to their future team, and your team gets to see how a candidate seems in person - not just on their resume and titelbild letter. When that chosen can didate starts their first day of work, they will already have the beginnings of relationships with the people they will be working with on a regular basis.2) It makes employees feel valuedCollaborative hiring doesnt just help you find strong hires, it also keeps teams strong to know that their voice and opinions matter.But how do you make employees feel valued while also letting them know that they dont have final say? Conley says he makes expectations clear from the beginning about what role each team member will play in the hiring process is and how their opinions will factor into the final decision.Conley said he tells his team members, I value their input and it will influence my decision on who to hire and I leave it at that because it ultimately is my decision.He warns that managers should avoid giving false promises to staff that their input matters, or else its a trustbuster because if Ive already made up my mind, thats worse than not involving them.3) It vets candidates for cultural fitDespite the advantages of involving your team in the hiring process, there are many command-and-control managers who dont subscribe to collaborative hiring. The thinking goes, its much quicker and easier to hire someone when the decision process is just up to you. Which is true. But to those managers, Conley argues that you gain mora than you lose when you involve your teamYes, itll take a little longer. Yes, its logistically harder. Yes, it can present some challenging team dynamics depending on whos included, whos not. But at the end of the day, I think it is worth it because you get multiple perspectives and views that you may not pick up on your own. The more information you have as a hiring manager, the better equipped you are to make a decision.In fact, people who support collaborative hiring say there are plenty of ways to include stakeholders in the hiring process without slowing down the process too much.Cheryl Hyatt, a partner of Hyatt-Fennell, an executive se arch firm, cited an example ofa college looking for a new vice president. The schools search committee of faculty, students and staff had winnowed the pool to two candidates who were then brought to campus to meet with the wider community. The committee welches split on who to pick because both candidates were perfect on paper, so they needed help.These two individuals had such differing skill sets and differing personalities that they wanted to bring them both in as the finalists. When they came on to campusthe campus community truly went behind one candidate and the other candidate pretty much bombed, Hyatt said. So while it was up to the president who was going to get hired, the campus community was able to provide input and they all aligned behind one particular candidate.4) It adds overall accountabilityBy including your team in the hiring process, it spreads accountability and maintains trust within a team even if the hiring decision leads to a bad outcome like a termination.C onley cites the example of hiring an employee who he eventually needed to fire because she was not a good fit. Because his team had signed off on the vetting of this hire, Conley said it was a collective ugh when the hire didnt work out.If you get your team to buy into your next hire, theyre less likely to mutiny if the hire doesnt pan out, because they were as invested as you in the hires success.People who plan the battle rarely battle the plan, Conley said. If you involve your team in not just hiring decisions, but also in the strategies youre developing as a team, the action plans youre focused on, it creates much more ownership. Theyre invested in it. They will be less likely to work against your plans if theyve had a hand informing them.