Oaks Correctional Town Hall
On Wednesday, July 21, Michigan Department of Corrections Director Heidi Washington, along with Human Resources Administrator Christine Hunnicutt and Deputy Directors Jeremy Bush, Lia Gulick and Russ Marlan, had the opportunity to speak with current staff from both Oaks Correctional Facility and the surrounding Parole and Probation offices. Staff who took part in the virtual meeting brought a lot of great questions to the table, and we hope they will help provide answers for MDOC employees across the state.
Q: What is the MDOC administration doing to help solve the departments staff retention issues?
· Director Washington — We are constantly looking at options that will have a positive impact on hiring not only for corrections officers but also for healthcare and skilled trades people. We are continually having discussions on this with the Office of State Employer.
Q: Has the department looked at adding more Sergeants to shift compliments to allow for better supervision, and guidance, and training?
· Director Washington — We are currently looking at job responsibilities of staff with a goal of identifying all additional tasks and duties that have been added over the years that have impacted their ability to supervise and mentor line staff. The Deputy Director, Assistant Deputy Directors, and the Wardens are working on compiling this information and are also reviewing reports and data collection in regard to if they are still needed. Once this has been completed, we will review to make sure staff are doing work that is of value to allow for more hands on supervision.
Q: Would it be possible to move 415 training back to the winter months?
· Deputy Director Gulick — The training plan for next year is currently being reviewed and approved and we are hoping to have that ready to roll out October 1, 2021, so that training can take place earlier in the year.
Q: Would the Director be open to a new and improved uniform material and design?
· Director Washington — The department has a uniform committee that can bring those ideas forward. I would be open to an update to the uniform as long as it works for the staff and the department, and we can fiscally afford it.
Q: Is the department open to remote working ability for non-custody staff (For example 1 or 2 work from home days a week)?
· Director Washington — We always have to examine options like this on a case by case basis. Facilities are unique and even if you are non-custody, you still have a critical role in ensuring the safety and security of the facility. During the pandemic we saw that the staff on the non-custody side were beneficial in assisting with different areas to get through that difficult time. Also, we are very focused on offender success in this department, and we all have a role to play in helping others succeed. To work with the prisoner population, you need be physically present. We are going to look at some alternate schedules for those that work in the facilities in terms of the number of hours they work in a day or starting earlier or later.
Q: To encourage staff to participate with training opportunities outside of PA415 (handgun qualifications, ERT, etc.), how do you feel about offering training “bonuses” to staff at the end of the fiscal year?
· Director Washington — Offering bonuses is compensation and that is a subject for bargaining so we cannot do that on our own.
· Human Resources Administrator Hunnicutt — This is something that would need to be negotiated between the Office of State Employer and the Unions.
Q: Is there a new timeline for FOA return to office / office availability?
· Deputy Director Marlan — We are currently waiting on some additional guidance that will be coming out from the Office of State Employer. The offices are open and staff can go in as needed. The departments return to work plan is being updated and once that is finalized, we will begin looking at a timeframe to return 100% to the FOA offices.
Q: While meeting with staff at PA 415 training, staff are repeatedly asking about bringing back former benefits in order to retain staff. Many staff that still have the pension state that was the reason they stayed. Paid sick, vested health care, and or pension were examples provided.
· Director Washington — This is part of the benefits package that is negotiated with the Office of State Employer. We appreciate all of the suggestions on how to retain staff, even if it is something that we cannot act on our own, we are continually having conversations with the Office of State Employer and will share them.
