Strengthening the Corrections workforce

What is the government doing to address the workforce challenges corrections is facing?

The government is introducing amendments to the Correctional Services Act 2014 to reduce staffing pressures and create a more flexible corrections workforce. The Commissioner of Corrections will have the power to appoint special officers, including external contractors and interstate corrections personnel.

Will these changes mean job losses for current correctional staff?

Current correctional and probation and parole officers will not lose their jobs.

In fact, we need more staff and will continue to invest in public sector roles through our ongoing recruitment for correctional officers and probation and parole officers. The amendments are designed to supplement the existing workforce.

How confident are you that these measures will work?

These measures are based on models that have been successfully implemented in other Australian jurisdictions. Implementation will be closely monitored, and necessary adjustments will be made to ensure effectiveness.

Why is the government turning to external contractors instead of investing in public sector jobs?

The current pressures we face make it increasingly difficult to deploy enough staff at the expanded growth rate our department requires. Despite our best efforts over the last couple of years, and record levels of recruitment, we continue to be short-staffed across our operations.

We will continue to invest in public sector roles through our continued ongoing recruitment for trainee and experienced correctional officers, and probation and parole officers.  The legislative amendments will provide additional options for the Commissioner to build a more sustainable workforce.

What safeguards are in place to ensure special officers meet safety and security standards?

Interstate officers, special correctional officers (SCOs) and special probation and parole officers (SPPOs) will undergo security vetting and background checks, and will have qualifications, skills or experience to properly perform their function. The department will undertake due diligence in contracting providers for special officer services.

To appoint a special officer, the Commissioner must be satisfied that they have the necessary qualifications, skills or experience. The Department of Corrections (DoC) will ensure any contract/s established for this purpose include ongoing auditing of personnel and services in those contracts.

How will accountability be maintained when outsourcing services to external operators?

Strict contractual agreements, performance monitoring, and compliance measures will be in place to ensure this supplementary workforce meet and maintain the required standards. The Commissioner of Corrections will retain full oversight.

Have similar workforce changes worked in other jurisdictions?

Other Australian jurisdictions have successfully implemented supplementary workforce models to provide options and improve staffing pressures while maintaining safety and security standards.

How does this legislation help address the overcrowding crisis in Northern Territory prisons?

The effect of these legislative amendments enables us to draw on supplementary workforces to support our operations in managing the increase in population growth and community caseloads.

The changes will reduce our workload pressures on our correctional officers, improve staffing levels in our facilities and ensure safer workplaces, while helping our correctional centres operate better.

What measures are in place to ensure prisoner and offender safety and well-being under these reforms?

The amendments mean the supplementary workforce can support our operations through prisoner transport, medical appointments and hospital bedsits, escort services outside correctional centres, and Local Court services.

Special probation and parole officers can assist with electronic monitoring device fitting, offender compliance activities and other support functions.

This means staff can have more time and capacity to focus on their core duties and create better rehabilitation outcomes for people in our custody and supervision.

Does the legislation include provisions for better rehabilitation programs for prisoners?

The amendments reduce lockdowns and balance staff-to-prisoner ratios, improving safety and ensuring prisoners have greater access to rehabilitation, education, and employment programs.

The changes also support our probation and parole officers in the community who have large caseloads over a large geographic region, allowing them to focus on their profession of case management and supervision.

Will external contractors be trained to the same standard as full-time correctional officers?

All staff, whether employed directly or through special officer arrangements, will have appropriate training to meet and maintain established security and operational standards. To appoint a special officer, the Commissioner must be satisfied that they have the qualifications, skills or experience to perform their function.

What background checks and qualifications will be required for special officers?

Special officers will all undergo security vetting, background checks and will have appropriate qualifications and training. Strict contractual agreements, performance monitoring, and compliance measures will be in place to ensure they meet and maintain the required standards.

How will these changes affect emergency response times within prisons?

The amendments allow for more efficient and flexible workforce allocation, allowing Corrections staff to focus on emergency response and critical security functions.

What oversight will the Commissioner have over interstate corrections officers working in the NT?

The Commissioner will have full oversight, and all qualified interstate officers will be required to comply with DoC policies and standards.

Could outsourcing correctional duties increase the risk of corruption or misconduct?

The department will undertake due diligence in contracting providers for special officer services.

Strict contractual agreements, performance monitoring, and compliance measures will be enforced to ensure accountability. The Commissioner of Corrections will retain full oversight.

Why is this legislation being introduced now, and was there proper consultation with the unions and staff?

We have seen a sharp increase in the adult prisoner population in the past five months with further growth anticipated with the recent bail reforms that impact our ability to deploy enough staff across our correctional centres. We don’t expect these trajectories to change in the near term.

The amendments are a response to an urgent need to provide options for employment models that have proven to be successful in similar jurisdictions.

We will continue to work with staff, unions and stakeholders during this transition.

Has the government conducted a full cost-benefit analysis of using special officers?

Our priority is to ensure that we have a sustainable workforce to fulfil our duties. An analysis will be conducted as part of the process as we engage service providers to ensure these measures are maintaining safety and service quality.

What commitments can you make to ensure full transparency as these changes are implemented?

Transparency will be maintained through regular staff updates, rigorous monitoring of implementation, and ongoing engagement with staff, unions and other stakeholders.

How will the government measure success under this new model?

We will measure success through staff call-backs, overtime, improved retention rates, reduced lockdowns, prisoner access to programs, and enhanced safety across correctional facilities.

What assurances can you give corrections staff that their jobs are safe?

The amendments are designed to supplement, not replace, the existing workforce. We will continue to invest in public sector roles through our continued ongoing recruitment for trainee and experienced correctional officers, and probation and parole officers.

The amendments provide additional support to corrections staff to improve staff levels and safety.

How will unions be involved in ongoing discussions about workforce changes?

Unions will be actively engaged through regular meetings and ongoing discussions to address any concerns and ensure a collaborative approach during this transition.

What response have you received from correctional officers and their representatives?

Union representatives and staff have raised concerns over the number of current staff when measured against rising prisoner and offender numbers.  We have listened to these concerns and devised solutions that can be delivered in the immediate/short-term.

Are you concerned about the possibility of industrial action or staff walkouts?

We will maintain ongoing discussions with staff and unions to address concerns and ensure clarity around these changes.

Our focus remains on building a stronger, more sustainable corrections workforce while ensuring the safety or our staff and better rehabilitation outcomes for people in our custody and supervision.

How will the government manage staff morale during this transition?

We will work with staff during this transition, provide regular staff updates and ensure proper implementation of these workforce support measures.

How will these changes impact public safety in the Northern Territory?

Greater staffing levels and operational efficiencies will improve safety across our operations, reducing risks for staff, prisoners, and the wider community.

How does this reform contribute to the NT Government’s broader crime reduction strategy?

Greater staffing levels will improve safety across correctional facilities and enable better support for prisoner and offender programs.

These improvements will contribute to a safer community and lower reoffending rates.