Corrections Agent Career Promotional Process
a) Performance requirements – demonstrated professional leadership and excellence in the field of corrections.
(1) Written documentation from the applicant citing specific achievements within his/her corrections employment experience.
(2) Written recommendation from the applicant's supervisor explaining why the applicant should/should not be promoted.
(3) Overall annual performance rating of "fully meets standards” and “exceeds standards" in at least one responsibility over each of the past two years, and no performance rating of "below standards" in any responsibility.
(4) Documentation from the applicant's supervisor citing how the applicant met required performance rating.
(5) No written reprimands within the last 12 months and no suspensions or greater discipline within the last 36 months prior to the time of application.
b) Experience requirements – eight years total service in corrections preceding the date of application, including:
(1) Minimum of four years of experience as a corrections agent/senior or equivalent, with at least two years of experience as a corrections agent, senior, with the Minnesota Department of Corrections (DOC) or an equivalent position within another corrections delivery system.
(2) Half credit up to a maximum of two years is awarded for comparable work experience in a corrections setting, that includes case management and evidence-based components. A signed position description of the comparable position(s) must be submitted, similar to the employment history documentation described in section B.2.b), below.
(3) Master's degree in corrections, counseling, criminal justice, criminology, psychology, sociology, social work, law enforcement, or a human services-related field receives two years of credit toward the eight-year requirement.
c) Training requirement
(1) The applicant must have met agency job-related training requirements during each of the two years preceding the application start date of the application year.
(2) The applicant must complete an additional ten hours of training in evidence-based practices (EBP) during each of the two years preceding the application start date of the application year.
(3) Graduate course work is not counted towards training hours if it is being credited towards meeting the experience requirement.
Defined Evidence Based Practices Training (EBP): Training that incorporates or enhances the use of current best evidence elements when working with offenders, victims, community, or stakeholders on correctional matters. The practice of evidence based means integrating individual expertise with the best available external evidence from systematic research.
2. Application Process
When the corrections agent, career, is open for application and the applicant meets the requirements outlined in this instruction, the applicant must provide a cover requesting consideration for promotion to corrections agent, career, and attach the appropriate documentation, including:
a) Performance evaluations
Attach copies of performance evaluations from the past two years.
b) Employment history
Submit documentation substantiating work experience. For each separate classification, include:
(1) Job classification and begin/end date(s) (day/month/year) of each position held;
(2) Agency and location where the work experience was gained; and
(3) Brief description of the job responsibilities.
Submit documentation substantiating the approved training courses. For each training course, include:
(1) Course title;
(2) Course description;
(3) Notation if training is to count toward EBP;
(4) Date(s) of training;
(5) Total hours of course; and
(6) A printed copy of the training record.
d) Position description
Attach a signed copy of the current position description.
e) Supervisory letter of support
A letter of support from the supervisor must be included in the application packet. The letter must indicate how the applicant has met all of the corrections agent, career, and application requirements. DOC FS applicants and CCA and CPO agencies must submit the packet to the appropriate DOC district supervisor by the established deadline. DOC staff from the work release unit who are applying must submit the packet to the director of FS.
f) Signed DOC Notice of Intent and Consent to Collect Private Information related to the corrections agent, career, promotion process.
3. DOC district supervisor/FS director responsibilities
a) Evaluate the request to ensure that all required materials (as specified in this instruction) are attached and the applicant meets the requirements for promotion to corrections agent, career, as listed under section B.1., above, and the application process specified in section B.2., above. Email applicant that the application submitted has been reviewed and sent to the DOC regional manager for approval.
Note: If the applicant has not submitted the required materials or has not adequately addressed the requirements for promotion and the application process is still open, the DOC district supervisor or FS director returns the materials and advises the applicant accordingly. If the applicant does not meet the requirements, the DOC district supervisor and/or the FS director send written notification to the applicant and the applicant’s supervisor, citing the reason(s) why the application was rejected.
b) Submit all application materials to the DOC FS regional manager by the established deadline.
4. DOC FS regional manager responsibilities
a) Evaluate applications to ensure the applicants meet all requirements for promotion to corrections agent, career, as listed under section B.1., above, and the application process specified in section B.2., above.
b) For applicants who meet the requirements outlined for promotion, forward the application materials to DOC HRM by the established deadline. Email applicant that the application submitted has been approved and sent to DOC HRM for processing.
c) If the applicant does not meet the requirements, send written notification to the applicant and the applicant’s supervisor, citing the reason(s) why the application was rejected
5. DOC HRM staff invite, via e-mail, applicants who meet the requirements described above to participate in the corrections agent, career, interview process. A copy of the potential oral interview questions must be attached.
6. A panel consisting of a CPO, a CCO, and a DOC supervisor who does not supervise the employee conducts the interview. The interview contains an oral and a written exercise that is scored by a panel based on pre-determined criteria.
7. The interview panel members must make and document the promotional decisions, based on the results of each applicant’s interview, and must compile and provide the interview documentation to DOC-designated FS staff who are coordinating the correction agent, career, process.
8. DOC FS staff review applicants’ interview documentation for accuracy and completeness and forward the documentation to DOC HRM.
9. DOC HRM staff provide written notice, via work e-mail, by the established deadline, to the applicants who pass or do not pass the corrections agent, career, promotional process, with a copy to each applicant’s supervisor.
a) HRM staff must provide information to the applicants who do not pass about their rights to appeal the promotional decision. An appeal of the promotional decision must be made in writing to the FS director within 30 calendar days from the date of the written notice, and must include specific reasons why a change in the promotional decision is proposed.
b) Appeal decisions by the FS director are final.
10. For DOC employees, the effective date for promotion to corrections agent, career, is the first day of the pay period following the completion of interviews.