State of the Bureau: Accomplishments and Goals... United States Department of Justice... 1997

54 Pages·1997·15 MB·English

by  United States Department of Justice

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Message from the Attorney General
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merica’s crime rate has declined dra- allow inmates tob ring about realr ehabilitation—
matically over the past several years. real change in their lives.
The Federal Bureau of Investigation's
Uniform Crime Report shows that serious crime More than 90 percent of Federal inmates will
declined by 3 percent in 1996, the fifth consecu- someday be released back to the community.
tive annual reduction, The Bureofa Jusuti ce Inmates who take advantage of such programs as
Statistics’ National Crime VictimizatSiurovne y education, vocational training, and drug treat-
for 1996 revealed the lowest victimizatiraotne s ment have a much greater chance of living pro-
recorded since the survey began in 1973. ductive, crime-free lives upon release. Further,
the Bureau's mandatory work assignments
While there are surely many factors that contrib- teach inmates vitally needed job skills and give
ute to this welcome news, one of them has to be them experience at practicing responsible work
America's outstanding correctsiyostnema—tlh e habits.
hundreds of jails, prisons, and halfway houses
that help keep our Nation safe. Correctional agen- Several recent studies have shown that Bureau
cies enhance public safety in four ways. First, work, educatianod ndr,u g treatment programs
they incaopffeandercs iso tthata thtey ecan no have as igniefffecit con arecniditvis m rates: in-
longer victimize law-abidciitinzegns . Second, mates who participate are less likely to return to
they provide meaningful punishment by depriv- prison than inmates who do not. In addition,
ing lawbroef athekire frreesdom . Third, they these programs also improve inmates’ behavior
serve as a deterrent; some would-be lawbreakers while incarthcus eincrreasaingt tehe dsafe,ty of
may avoid crime because they don't want go to staff, other inmates, and the general public.
jaori prliso n. Finally, through educatiovnoc,a -
tional training, drug treatment, and a host of other Each day, thousands of men and women go to
programs, correctional agencies provide the tools work in America’s Federal prisons—as officers,
inmates need to rehabilitate themselves. counselors, teachers, and other staff members—
because they believe they can make a difference.
The corrseystcem twitih wohicnh a| aml mo st Studies now tell us that they do. Eacofh u s
familiar is the Federal Bureau of Prisons, which sho id be grateful for the extra measure of secu-
is a component of the Department of Justice. rity Federal correwcortkeris obrninga tlo o ur
During my 5-year tenure as Attorney General, lives.
Chustbbice
I have been extremely proud +f the way the Fed-
eral Bureau of Prisons accomplialsl hfoeurs o f
these goals simultaneously. The programsof
which I am most proud, however, are those that Janet Reno
es
eS4 (es|)
iteeitd e t
'
ach year, the State of the Bureau: the long-term goals gives tremendous scope for
Accomplishments and Goals highlights important and innovative objectives that em-
the Federal Bureau of Prisons’ progress power the BOP to solve problems, meet chal-
toward meeting its strategic management goals. lenges, anticipate trends, respond to changing
The Bureau adopted the strategic management circuamnd csarrty oaut ints cmisseions as, eff ec-
concept a decade ago, and it has enabled us to tivase polssiybl e, Our progtorwared smeesti ng
meet succtehe sunpsrecfedenutedl clhallyeng es FY-97 objectives is discussed on pages 7-16,
of corrections in the late 1980's and the 1990's. and the objectives for FY-98 are outlined on pages
17-20.
What makes strategic management so valuable
for the Bureau is that it encompasnoste osnl y I am proud of the Bureau's ability to take charge
our current needs, but also our long-term goals of its future in a way that relies on its past. Com-
for the future—as well as ovr historical values bining tradition and innovation in this way has
and principles. Thus, the BOP has developeda given the Bureau both the stability and the flex-
management philothast loiveps uhp tyo t he ibility it needs to serve the people of the United
maxim for successful private sector corporations States as an effective partner in the Federal law
that is outlined in the recent book Built to Last, enforcement community.
by James C. Collins and Jerry I. Porras—that or-
ganizations are best able to succeed when they One of the Bureau's most valued cultural anchors
“preserve the core,” while at the same time is the “Bureau Family” concept, which encour-
“stimulating progress.” ages healthy and supportive relationshaimposng
staff, and organizational responsiveness to staff
It is important to “preserve the core” because, in needs. This sense of family within the Bureau is
order for an organization such as the BOP to look especially keen when tragedy strikes, as it did on
ahead, set goals, and develop strategies for meet- April 3, 1997. That evening, Senior Officer Spe-
ing those goals, it must first look within, to clarify
cialist Scott Williams was killed by an inmate at
its underosf ittselaf annd ditsi misnsiogn. To the U.S. Penitaet Lnomtpoci, aCalrifoyrni a. Al-
this end, the Bureau identai sefrieis eofd cu l-
though Officer Williams’ death occurred during
tural anchors and core values when it moved to 1997, we published a tribute to him in the 1996
strategic management 10 years ago. Those cul- State of the Bureau. Additicopoiens oaf lth at
tural anchors and core values appear on page 5 tribute may be obtained from our Office of Pub-
of this publication, and most can be traced back lic Affairs. I wanted to take this opportunity,
to concepts and operating philosophies that however, to express our continued sorrow over
emerged in the Bureau's earliest days. The the death of Officer Williams. Kristy Williams
Bureau's longgoal-s atre efirmrly mroot ed in and her daughters, Kaitlin and Kallie, as well as
those cultural anchors and core values. all of Officer Williams’ loved ones, remain in the
prayers of all members of the Bureau Family.
But if the Bureau's long-term goals “preserve the
core” by being tied to its historical traditions, they eens Houdes taups
also “stimulate progress” by providing a
frafmor iets fwuturoe dervelokpme nt. Each of KathHlawek eSanwye r
=
@ Promotes Integrity
The Federal Bureau of Prisons protects The Bureau of Prisons firmly adheres to
society by confining offenders in the a set of values that promotes honesty and
controlled environments of prisons and integrity in the professional efforts of its on Septembe|r1 , 1993, This order required
community-based facilities that are safe, staff to ensure public confidence in the each agency to develop service standards
humane, and appropriately secure, and Bureau's prudent use of its allocated in order to carry out the principles of the
which provide work ami other self- resources, National Performance Review.
improvement opportunities to assist
Customer Service Standards
offenders in becoming law-abiding B Recognizes the Dignity of All
citizens, The Federal Bureau of Prisons protects
Recognizing the inherent dignity of all society by confining offenders in the con-
Cultural Anchors/Core Values human beings and their potential for trolled environments of prisons and com-
change, the Bureau of Prisons treats in- munity-based facilities that are safe, hu-
@ Bureau Family mates fairly and responsively and affords mane, and appropriately secure. Com-
them opportunities for self-improvement mitted to maintaining a healthy partner-
The Bureau of Prisons recognizes that to facilitate their successful re-entry into ship with the community, the BOP will:
staff are the most valuable resource in the community. The Bureau further rec-
@ In the event of an inmate escape from a
accomplishing its mission, and is com- ognizes that offenders are incarcerated
Federal instinottifuy tFedieroal nan,d l o-
mitted to the personal welfare and pro- as punishment, not for punishment.
cal law enforofcficeialsm iemmendiattel y
fessional development of each em-
and furnish them with the details of the
ployee. A concept of “family” is encour- @ Career Service Orientation
escape and the identity of the escapee.
aged through healthy, supportive rela-
tionships among staff and organization The Bureau of Prisons is a career-oriented
® At least 5 days prior to releasing an in-
respontso sitafvf neeedns. eThse ascti ve service, which has enjoyed a consistent mate with prior convictions for a drug traf-
participation of stafatf a ll levels is es- management philosophy and a continu- ficking crime or a crime of violence, no-
sential to the developanmde ancctom - ity of leadership, enabling it to evolve tify the State and local law enforcement
fficials of jurisdiction.
plishment of organizational objectives. as a stable, professional leader in the field
of corrections.
® Sound Correctional Management ® Notify the victim/witness of the fol-
@ Community Relations lowing inmate activities within the
specified time frames:
The Bureau of Prisons maintains effec-
tive security and control of its institu- The Bureau of Prisons recognizes and fa-
& Initial designation: 30 days.
tions utilizing the least restrictmievaens cilitates the integral role of the commu-
necethuss prsovidaing rthey es,sent ial nity in effectutahet Biurneagu’ s mission, = Death: 30 days.
founford souand tcorriectioonaln ma n- and works cooperatively with other law
& Parole hearing: 60 days prior
agement programs. enforcement agencies, the courts, and
to the hearing.
other componof egonvertnmsent .
® CorrectWiorokenrs aFlirs t = Release to the community:
® High Standards 60 days prior.
All Bureau of Prisons staff share a com-
= Furlaso earuly gash pos:sib le
mon role as correctwoirkoern, awhlic h The Buroef aPriuson s requires high stan-
before the actual furlough
requires a mutual responsibifolri mtaiyn - dards of safety, security, sanitation, and date (by phone if necessary).
taining safe and secure institutionansd discipline, which promote a physically
© Transfert o a halfway house:
for modeling society’s mainstrevaaml - and emotionally sound environment for
upon accepatt tahen hcalfewa y
ues and norms. both staff and inmates.
house with the acceptandcatee .
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DLAE PAGE
FY-97: The Year in Review
@ =T he BOP’s inmate population at the Construction continues at; the Federal
end of FY-97 was 112,289 (101,091 in Medical Center (FMC) in Butner, North
The Federal Bureau of Prisons (BOP) its own facilities and 11,198 in contract Carolina; FDC Brooklyn, New York; FCI
uses a strategic planning approach to confinement). This is an increase of and FPC Edgefield, South Carolina;
management, Strategic planning is 6,857 over the FY-96 year-end inmate FMC Devens, Massachusetts; FDC's in
driven by the BOP’s Mission Statement, population of 105,432 (94,695 in BOP Philadelphia, Pennsylvania, and Hous-
which is supported by six broad correc- facilities and 10,737 in contract confine- ton, Texas; and an FCI in Victorville,
tional goals. The agency's mission and ment). At the end of FY-97, the BOP California.
six national goals are reviewed by the had a rated capacity of 83,022, an in-
Bureau's Executive Staff annually at a crease of 6,580 beds over the rated ca- Other projects include USP Pollock,
dedicated planning session and then pacity of 76,442 at the end of FY-96. Louisiana; FDC Hawaii; USP Atwater
regularly throughoeuatch year to ensure (formerly Castle AFB), California; USP
that they continually meet the needs of By the end of FY -97, Bureau institutions Lee County, Virginia; a USP in the State
society and reflect the vision and mis- were operating at 122 percent of capac- of Kentucky; FPC Forrest City, Arkan-
sion of a modern correctional agency ity. (This 122 percent figure was the av- sas; FPC Devens, Massachusetts; FPC
and the challenges confronting the erage crowding rate, crowding at high Pollock, Louisiana; FPC Victorville,
Bureau. Specific objectives, which fall and medium security institutions was California; FPC Atwater, California; FPC
under cach of the broad goals, are also significantly higher, at 151 percent and Lee County, Virginia; and an FPC in the
reviewed and modified as necessary. 137 percent, respectively.) Mid-Atlantic area.
The BOP’s current strategic plan reflects Through its ongoing construction and @ In accordance with a Congressional
major issues that face the agency today. expansion program, the BOP added sig- mandate, during 1997, the Bureau
Partemphiasics ius pllaceda onr th ose nificant prison capacity during FY-97. awarded a contract for the management
that are relevant to institutioonpearla- Facilities activated during FY-97 in- and operation of a Government-owned,
tions and those that impact the safety and cluded Federal Correctional Institutions contractor-operated facility for Federal
secouf BrOP iinsttituytion s. (FCI’s) in Beaumont, Texas; Elkton, inmates in Taft, California. During a
Ohio; Yazoo City, Mississippi; and 5-year Demonstration Project, the Bu-
The following is an overview of the Forrest City, Arkansas; a U.S. Peniten- reau will evaluate the potential effective-
Bureau's FY-97 accomplishments, tiary (USP) in Beaumont, Texas; a Fed- ness of privatizing future BOP facilities.
arranged according to the Bureau’s six eral Prison Camp (FPC) in Elkton, Ohio; The Taft correctional institution includes
national goals. and a Federal Detention Center (FDC) in a 1,536-bed low security prison and a
512-bed minimum security camp that
Go- aPopullati on
struction was completed on FPC’s in will help reduce crowding in the West-
Management:
Beaumont, Texas, and Coleman, Florida; ern Region. The facility started receiv-
inmates began arriving at these facilities ing inmates in December 1997.
The BOP will proactively manage its
early in FY-98.
offender populto aensturei soafen a nd @ On August 5, 1997, President
secure operations. There were 23 facilities under some phase Clinton signed into law the National
of develat oyeapr’s mende; tnheste w ill Capitol Revitalization and Self-Govern-
provan iaddditieona l 15,056 beds. ment ImprovemeAcntt o f 1997. This law
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included provisions intended to “revital- facilities to 18 different countries and 112 @ in FY-9at 7ota,l of 2,846 job appli-
ize” the District of Columbia (D.C.) by American citizens from foreign prisons cants were selected for initial employ-
transferring to the Federal Government to the U.S. to finish serving their sen- ment with the BOP, increasine the
many State-like functions. As a result of tences. The majority of foreign nationals agency's total staff complement ‘o
this legislation, the responsibility for in- were returned to Mexico (76 percent) or 30,212.
carcerating D.C. sentenced felony of- Canada (12 percent).
fenders will be transffreomr trhee Dd.C . @ in an effort to foster employee de-
government to the Federal Bureau of Pris- @ At the end of FY-97, the number of velopment, career advancement, and
ons by the end of 2001. This will require inmates in Community Corrections Cen- equal opportunity, the BOP established
the Bureau to absorb approximately ter (CCC) and home confinement pro- a formal mentoring program in January
7,000 additional offenders. (According grams was approximately 6,250. During 1995. The mentoring program allows
to the statute, some of these offenders FY-97, more than 70 percent of all BOP interested employees to enhance their
are to be held in contract facilities.) Upon releases (some 18,000 offenders) went personal growth and professional devei-
passage of this bill, the Bureau immedi- through community-based transitional opment and to improve their potential
ately began planning for the transition. programs, approximately 90 percent for upward career mobility. It seeks to
successfully completed them. increase staff morale, career success, and
@ in FY-97, the Bureau activated its job satisfaction, and to develop the next
third Intensive Confinement Center @ During FY-97, the BOP also ex- generation of leaders within the BOP.
(ICC) in Lompoc, California. Eighty- panded the use of Comprehensive Sanc- More than 1,000 proteges and an equal
four male inmates graduated from this tions Centers (CSC’s), which are de- number of mentors participated in the
correctional “boot camp” in FY-97. The signed to provide enhanced oversight mentoring program during FY-97. The
ICC in Lewisburg, Pennsylvania, gradu- and intensive programming for offend- BOP remains firmly committed to this
ated 233 male inmates during the fiscal ers, including those on supervision who program.
year, and the ICC in Bryan, Texas, gradu- have reverted to the use of drugs, as well
ated 208 female inmates. as inmates returning to the community @ During FY-97, to ensuandr meain -
after extended periods of incarceration. tain a competent workforce, 3,386 staff
@ = The BOP has actively encouraged While similar in many ways to traditional members attended training at the Staff
non-citizen inmates to apply for interna- CCC’s, CSC’s place even greater empha- Training Academy in Glynco, Georgia;
tional treaty transfer to their native coun- sis on offender accountability, drug treat- 5,220 attended training at the Manage-
ment, and programs to assist inmates in ment and Speciality Training Center in
to be nearer their families while, at the successfully reentering society. Of the Aurora, Colorado; and thousands more
same time, decreasing the U.S. BOP’s approximately 250 residential attended various internal and external
Government’s cost of housing non- community programs, 33 are now CSC’s. training programs.
®@ Since January 1997, as a condition
During FY-97, under the auspices of the Goal - Human Resource of employment, all employees entering
Depaof Jrustitce mPriseonern Extchan ge Management: on duty into law enforcement positions
Program, the BOP worked with the Of- have been required to participate and suc-
fice of Enforcement Operations (OEO) The BOP will have a competent and cessfully complete the Physical Ability
and the U.S. Marshals Service (USMS) representative workforce meeting the Test (PAT) during the Introduction to Cor-
to return 369 foreign inmates from BOP organization's needs up to and beyond rectional Techniques Program at the Staff
the year 2000.
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Training Academy in Glynco, Georgia. Asians must be interpreted with caution; During the same period, women have re-
The PAT includes the following five tests: because they comprise only a small por- ceived promotions and reassignments in
dummy drag, ladder climb, obstacle tion of the overall workforce, a small a greater proportion than their represen-
course, % mile run and cuff, and stair change in the number of Native Ameri- tation in the Bureau. For example, in
climb. From February 25 - November 5, can or Asian staff can have a significant, 1996 women represented 26.7 percent of
1997, 2,046 trainees took the PAT; 2,026 and perhaps misleading, impact on the BOP workforce, and received 38.2
passed, 4 received medical exemptions, percentages. ) percent of promotions and 41.3 percent
and 16 failed on their initial attempt.O f of reassignments.
the 16 failur9e passs,e d when retested,4 Women increased from 18.1 percent of
were given medical exemptions, and 3 re- the workforce in 1980 to 26.7 percent in Employee work experience varies by
fused to take the retest. The PAT was cre- 1996. However, the percentage of women minority status. The average years of
ated to ensure that individuals hired for working for the BOP appears to have sta- BOP service for all minority groups has
law enforcement positions in the BOP are bilized since 1991 (staying at roughly increased since 1980, creating less dif-
physically able to perform correctional 26.6 percent). ferential between racial minorities and
work safely and successfully. whites, and between women and men.
The minority trends based on grade level
@ During FY-97, the Bureau’s Human and supervisory status indicate that ra- Overall, the percentage of minority new
Resource Research and Development cial minorities and women are occupy- hires continues to increase. For example,
(HRRD) Office completed an analysis of ing an increasing number of managerial, the percentage of racial minority new
the race and gender composition of the upper-level, and supervisory positions. hires in 1980 was 28.7 percent. In 1996,
BOP workforce. The office examined For example, the percentage of racial the percentage of racial minority new
data from 1980 to 1996 to determine minoritini gerasde s 13-15 increasferdo m hires increased to 38.7 percent.
trends and movement of minority and 10.6 percent in 1980 to 23.9 percent in
women employees in the BOP workforce. 1996. Similarly, women in grades 13-15 Gender and racial diversification con-
In addition, employees were categorized increased from 5.2 percent in 1980 to tinue within the Federal Bureau of Pris-
on several personal and job characteris- 23.1 percent in 1996. ons werkforce. The Bureau believes that
tics to provide further information on a diverse workforce makes it better able
race and gender distribution. HRRD’s Over the past 15 years, racial minorities to neet the many challenges it faces.
analysis revealed the following: have received promotions, reassign-
ments, and transfers in close proportion
In general, the percenoft mianogrietie s to their distribution within the BOP. For Goal - Security and Facility
in the Bureau’s workforce has increased example, in 1996, Hispanics represented Management:
steadily since 1980. Racial minorities 10.0 percent of all BOP employees, and
increased from 21.8 percent of the BOP received 9.6 percent of promotions, | 1.3 The BOP will maintain its facilities in
workforce in 1980 to 32.3 percent in percent of reassignments, and 11.9 per- operationally sound conditions and in
1996 (African Americans from 15.5 per- centof transfers. African Americans rep- compliance with security, safety, and envi-
cent to 19.1 percent; Hispanics from 5.3 resented 19.1 percent of the BOP ronmental requirements.
percent to 10.0 percent; Asians from 0.4 workforce, and received 19.1 percent of
percent to 1.9 percent; and Native Ameri- all promotions, 19.3 percent of all reas- @ =O n April 3, 1997, Senior Officer
cans from 0.6 percent to 1.3 percent). signments, and 23.5 percent of all Specialist Scott J. Williams was killed in
(The trends for Native Americans and trunsfers. an attack by an inmate at the U.S. Peni-