Qualifications, Screening, Salaries, and Training Affect Quality and Turnover of Juvenile Justice Employees
Report 05-46, September 2005
- Florida's minimum educational requirements for juvenile justice staff parallel those of similar states, and the department is making the process of checking staff's criminal history more timely and thorough.
- Salaries paid to direct care staff by most private providers are lower than those paid by the state (although salaries of private provider program directors are higher). Providers assert that this is due to limited increases in per diem rates over time.
- Salary is one of several factors that contribute to staff turnover, which increases overtime, hiring, and training costs. However, programs can reduce turnover by selecting employees who relate to youth in positive ways; involving direct care staff in treatment; and fostering good relationships among staff.
- Training requirements for state employees, who must become certified, are higher than those of private provider staff. A new workgroup will study the feasibility of certification for private provider staff. More staff training is needed on de-escalating potentially dangerous situations and modeling and helping youth learn pro-social skills and attitudes.
Steps Taken to Improve Juvenile Justice Direct-Care Staff Screening and Training
Report 10-42 May 2010
Redirection as Effective as Residential Delinquency Programs, Achieved Substantial Cost Avoidance
Report 06-34 March 2006
Gender-Specific Services for Delinquent Girls Vary Across Prevention, Detention, and Probation Programs
Report 05-56 December 2005
criminal justice, juvenile justice, crime, corrections, sexually violent predators, sex offenders, treatment, ryce act, martin, liberty, mentally ill, desoto, monitoring, evidence-based programs, staff training, salaries, juvenile justice staff certification, evaluation