Peter A. Collins

Conducted Energy Device Use in Municipal Policing: Results of a National Survey on Policy and Effectiveness Assessments

Some concern has arisen over the overly “routine” use of conducted energy devices (CEDs) and their effectiveness in achieving important policy goals such as reducing the incidence of lethal force. These concerns directly call into question the departmental policy surrounding these devices. Using a large, national sample of chief executive officers of municipal law enforcement agencies (N = 210), the analyses reported here (a) describe the current state of CED policy, including placement on the use of force continuum; (b) assess departmental perceptions of the effectiveness of CEDs in reducing the incidence of lethal force; and (c) examine how variations in CED policy is related to a number of use of force outcomes. Findings suggest that 56% of departments surveyed reported that CEDs reduced the need to use lethal force. Moreover, regression analyses indicate that higher placement of CEDs on the use of force continuum is related to both fewer CED deployments and, although not significantly, also to reported reductions in the use of lethal force. Implications for policy and research are discussed.

An Analysis of Written Conductive Energy Device Policies: Are Municipal Policing Agencies Meeting PERF Recommendations?

Although scholars have recognized the utility of conductive energy devices as less-than-lethal force tools, there have been concerns over the misuse of the device and the adverse health effects associated with its use in the field. In an attempt to improve policy, scholars and policing organizations, such as the Police Executive Research Forum (PERF), have developed “model” written CED policies as guidelines. It is expected that adherence to these policies can improve the overall effectiveness of the device as well as reduce many negative outcomes. This study reviews and compares the written CED policies of 124 municipal policing agencies to the model policies set forth by PERF. The findings indicate that municipal police agencies have done a rather poor job meeting these recommendations. Implications and recommendations for making broad improvements to CED policies are discussed.

Assessing the Organizational Culture in a Jail Setting

The culture of an organization shapes much that occurs in that environment. Leaders who are oblivious of their organizational culture are less likely to succeed. Organization members who do not understand the culture may be vulnerable to its more negative influences. Assessing the key attributes of an organizational culture in an agency is a tricky but important enterprise. In this research, we pre-tested an instrument that could be used, in tandem with others, to assess the organizational culture of a criminal justice agency’s (in this case a jail). We focused on the perceptions of the ‘lower level’ workers in this organization.

Ethics in a Mountain State County Jail

This research was conducted to identify and explain factors that shape staff and inmate perceptions of ethical behavior within a correctional setting. Prior research has found that staff do perceive high levels of deviance among their peers, but this varies by both the facility (jails were perceived as more unethical) and staff characteristics, with female and older staff perceiving their workplace as more ethical. The current research attempts to expand this line of study by surveying both inmates and staff on their perceptions of staff ethics within a jail in a mountain state jail. This research first examines what the general perceptions are among these two populations in regard to staff ethics. Second, it answers the question of whether perceived differences exist and how they vary between staff and inmates in regard to staff ethical behavior.

A comparison of jail inmate and staff correctional goal orientations: results from across the line

Previous research on correctional goal orientations has focused on the attitudes of the public, correctional administrators, and correctional staff. Only a few studies have examined inmate attitudes. This research addresses the question: Do jail inmates and staff have similar beliefs about the goals of corrections? Findings from a sample drawn from a single rural mountain state jail indicate that jail staff rank incapacitation as the primary goal of corrections, while inmates rank rehabilitation as most important. Results from two multinomial logistic regression models were mixed. The inmate model indicated that race is significantly associated with a rehabilitative goal orientation. Additionally, for inmates, gender and education influence a non-retributive goal orientation. The staff model did not reach statistical significance. These findings lend some support to further empirical studies that address problems associated with correctional operations and organizational culture in a way that incorporates an inmate perspective.

Confirmatory Analysis of an Ethics Instrument for Corrections

In this research, we quantify the difference in correctional officers’ ethical standards, as perceived by both officers and inmates. Confirmatory factor analysis (CFA) and higher order modeling were used to validate the correctional ethics instrument. Group invariance tests at first-order level were applied to examine the invariance structure of conceptualized and operationalized ethics across staff and inmates. The evidence indicates the construct validity of the ethic instrument. Furthermore, correctional officers have a higher perception of their ethical practice than inmates on two of five common dimensions (“professional relationship with inmates” and “use of force”).

Confirmatory Analysis of an Organizational Culture Instrument for Corrections

Research has determined that organizational culture is related to employee turnover, job commitment, and job satisfaction. Assessment of this culture requires an instrument that befits the type of organization under examination. Using exploratory factor analysis, Stohr and her colleagues were able to demonstrate that the Organizational Culture Instrument (OCI) had a solid reliability and validity profile. The current study reanalyzes these data, using confirmatory factor analysis and structural equation modeling. The findings indicate that there is statistical evidence to claim validation of the OCI and its seven theoretically based dimensions.

The Power of Personal Narratives in Crime Prevention and Reentry: Process Evaluation of the Seattle Police Department’s IF Project

ABSTRACT With thousands of ex-offenders entering communities every week, reentry is at the forefront of agendas for legislators and correctional administrators. The IF Project, founded in 2008 in Washington State, seeks to foster crime prevention and successful reentry through the use of offender narratives. This paper reports results from an evaluation of the IF Project comprised of process and outcome elements including: 1) Development of an IF Project “tool-kit” describing program structure, components and content; and 2) Pilot of a pre/post survey instrument to understand how the program is perceived by participants. Results from analyses of surveys and observation of the IF Project workshops including 68 adult participants is presented. Future steps in evaluating the IF Project are discussed.