Commissioner's Report on July 12 Hostage Incident, DE CC, DE DOC, 2004
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THE COMMISSIONER'S REPORT ON THE JULY 12, 2004 HOSTAGE INCIDENT AT THE DELAWARE CORRECTIONAL CENTER ISSUED OCTOBER 06, 2004 Pos ed by The ew�oµrn�I TABLE OF CONTENTS 1. Executive Swnmary II. Security Overview: Pages 1 - 5 Hostage Negotiation Training Page 6 Corrections Emergency Response Team Page 7 Security Staffing Plan Page 8 Hazardous Duty Pay Criteria Ill. Action Plan IV. Appendix Pages 8 - 9 Pages 10 -11 Page 12 Pas ed y e EXECUTIVE SUMMARY THE HOSTA GE INCIDENT On July 12,2004 DCC Counselor Cassandra Arnold was conducting a Group Session in Medium Housing Complex, Support Building #24-classroom #4. The group numbered approximately 15 inmates, including Scott A. Miller, SBI# 00145669. The session ended atter 10:00 a.m. Counselor Arnold lett the classroom, walked past the Control Pod, down the hallway and into the Building #24 administration offices. As she passed the bathroom, she observed a yellow inmate uniform through the bathroom door. Inmate Miller confronted Counselor Arnold, taking her hostage using a homemade metal weapon. A brief struggle ensued as Counselor Arnold resisted. Her yells alerted staff to the situation. Inmate Miller briefly held her hostage in the bathroom and then entered the hallway with her and moved across the hallway into an office. He barricaded the office door with the room's furniture. Institutional staff responded to the emergency from assignments throughout the complex including the Hostage Negotiation Team (HNT) and the Corrections Emergency Response Team (CERT). Atter several hours of negotiations with the HNT, Inmate Miller stopped communicating and raped his hostage. Shortly thereafter, the CERT Team entered the room through the ceiling and shot Inmate Miller twice, resulting in his death. Counselor Arnold was extracted from the room, treated at the scene, and transported to a hospital. SHU & MHU POLICY STATEMENT The Security Housing Unit (SHU) controls and manages the most dangerous, highest risk inmates, as well as, those inmates who have demonstrated through their institutional and/or criminal history/behavior that they are unable to function in lesser security levels. Some of these behaviors include, but are not limited to, assaultive-aggressive behavior, escape risks or a history of non-compliant behavior. Also housed in SHU are inmates sentenced to the death penalty, protective custody inmates and detentioners who have demonstrated that they cannot function in general population because they present a serious risk to others. SHU inmates are confined to a single occupant cell except for medical appointments, visits, showers and recreation. Inmates are mechanically restrained when movement occurs out of their cell. 1 Pas ed y e Simply stated, SHU is a prison within a prison. Inmates earn their way into SHU with unacceptable behavior. Inmates must progress through various review levels, which require them to complete specific treatment programs and comply with rules and regulations. Program completions coupled with continued positive behavior may result in steps toward placement in the general population. As both positive behavior and program achievements become consistent, inmates can progress to the Medium Housing Unit (MHU). Here they are housed in a cell with another inmate, meals are served in a central dining room, programming occurs in a classroom setting and recreation occurs with other inmates. The focus in this housing unit is to continue behavior modification and increase program achievements to the point where inmates can function in the general population. THE PERPETRA TOR Inmate Miller was sentenced to a term of 699 years on June 23,2000. His initial classification, th made on July 6 , assigned him to Maximum Security-High Custody status. He was housed in the Maximum Security Unit (predecessor to SHU), consistent with the Central Institutional Classification Board unanimous decision. A review of Miller's classification occurred in October 2000. While the Classification Team noted that he was making some progress, their decision was to continue his original placement in order to observe behavior and attitude trends for a longer time period. The Institutional Based Classification Board (mCB) approved this recommendation and Miller remained housed in the Maximum Security Unit. Incorporated within the DOC system expansion, a new Maximum Security area was opened in December 2000. Inmate Miller was moved to the new Security Housing Unit on December 12, 2000, consistent with his maximun-high custody classification. Throughout this time period, SHU staflmonitored Miller's behavior and response to programming. In early 2003, the DOC developed and adopted an objective classification system. This new system includes some of the former subjective system processes, however, its new scoring mechanism provides a benchmark for appropriate security level placement. Initial scores may be overridden placing inmates in higher or lower security levels based on behavior trends, disciplinary sanctions, etc. This objective classification system was developed in conjunction with technical assistance from The Institute On Crime, Justice, and Corrections ofthe George Washington University. Additional technical expertise was provided under the auspices of the National Institute of Corrections. 2 Pas ed y e Inmate Miller transferred back and forth between SHU and MHU four times between 12-12-00 and 09-20-02. These transfers ref1ect his treatment program participation and behavior trends. In March 2003, Inmate Miller's classification status was reviewed under the objective classification system. The Classification Team recommended and received approval for a change to Medium Security consistent with his score. Miller was moved to the MHU Complex, Building #22 Housing Unit. Inmate Miller's next classification review occurred in March 2004. As a result of this review Miller remained at MHU. In May 2004, as a result of a disciplinary violation and resultingjob termination, a classification review was conducted. The Classification Team recommended and received TBCB approval for Inmate Miller to remain at MHU. Simply stated, he spent the fifteen months prior to the incident housed in the MHU. During his incarceration and classification reviews, Inmate Miller was assigned to some institutional programs, and brief1y held a job in the Building #24 kitchen. He participated in programs including conflict resolution, decision-making, values training, anger management, communication skills, substance abuse education, selfesteem, and thinking errors. He also participated in the Prison Education Program as a QED student, but didn't complete any courses. A summary ofInmate Miller's Disciplinary History Record indicates nine offenses from 01-0800 through 11-23-00. Two years later he had one offense on 10-16-02. One year later he had two offenses dated 08-26 and 10-02-03. Seven months later he had three additional offenses dated 05-05, 05-24, and 06-27-04. Examination of the time frame leading up to this incident indicates that specific events in Miller's life contributed to his frustration and anger. On 04-21-03 he was transferred from SHU to MHU; Miller expected placement in the general population compound. More than a year later (05-05-04), he received a disciplinary written reprimand for rules infractions. On 05-24-04 he was sanctioned for job related oflenses, which resulted in his being fired. On 06-04-04 the Hearing Board overturned the sanction and reinstated Miller to his kitchen job. Days later his divorce became final. On 06-27-04 he was found in possession offood items and was again fired. On 07-03-04 he had an abbreviated visit with his ex-wife and their children. She stated that Miller was rude and verbally abusive to the children, so she cut short the visit. Miller's exwife scheduled another visit for 07-09-04 but chose not to attend. She states that Miller called her saying he would give her a present for her upcoming birthday that she wouldn't forget. Counselor Arnold, at her 08-18-04 interview, stated that Miller's demeanor during the group session was stressful. She recalls his specific comments referring to a bogus disciplinary sanction over a sandwich, a staff member using a racial slur, loss of his job, change of housing units, and request for Interstate Compact Transfer to Virginia. 3 Pas ed y e At this same interview, Counselor Arnold recounts elements of the conversation she had with Miller, while held as his hostage. They discussed the transfer to Virginia and Miller said that perhaps he had acted too soon. He told her that he wanted to kill a specific Sergeant, who he followed to the chow hall. When Miller entered the chow hall the Otlicer turned around, so Miller exited and came up to the Administration Area. Miller said he was sorry she was his hostage because she was the good Counselor and that he would rather kill either one of two other Counselors he named. Miller again stated that he really wanted to kill the Sergeant. The frustrations noted above seem to be the motivation for Inmate Miller's actions the day ofthe incident. Miller was stressed and sought to vent his anger on a staff member. OFFENDER MOVEMENT CONTROL On the day and time of the incident, Building #24 had a Sergeant in the Control Pod post, another Sergeant as the Building Rover, the area Lieutenant, two Teachers in the classrooms, one Administrative Assistant, two Counselors, one Nurse Assistant, one Mental Health Clinician, one Mental Health Doctor, two Commissary Officers, one Para-legal, one Property Otlicer, and four statlfrom the Housing Units (Total of 19 employees). The area Lieutenant and a Sergeant were in the Control Pod. The four additional officers were staging in the area near the Control Pod and Chow Halls. These ofticers are usually sent from Buildings # 21-23 to assist with feeding the inmates. Counselor Arnold was conducting a group session in classroom #4. There was a Teacher in Classroom #1 and another Teacher in Classroom # 3. The Building Rover was near the classrooms. Two officers were in the Commissary and a Para-legal was in the Law Library. The Inmate Property Otlicer was positioned in the hallway between the Control Pod and the slider door to the lobby. The Administration Area contained a Counselor, the Mental Health Doctor, the Mental Health Clinician, the Medical Assistant, and the Administrative Assistant. 4 Pas ed y e BUILDING #24 CONDITIONS THE DAY OF THE INCIDENT On the morning of July 12,2004 several witnesses observed the door to the Building #24 Administrative Office Area propped open with a wooden chock. Individuals interviewed stated that this had become a routine practice. The Control Pod Officer electronically controls this door. The door is usually secured daily after 5:00 p.m. and remains secured throughout the evening hours. All staff who worked in or had offices in the MHU Complex had a responsibility to ensure that all doors were locked when not in use. Many interviewees advised that the slider doors would occasionally be left open during shift changes to facilitate staff movement to their assigned positions. When this occurred, inmates would normally be secured in their cells and locked in for a count. Other than the shift changes, the slider door to the entrance of Building #24 would be secured. The Control Pod oflicer also electronically controls the slider door. The investigation also focused on where Inmate Miller's weapon originated. Examination of the shank revealed the metal was round, approximately eight inches long, possibly a galvanized material with an improvised handle. The metal resembled fencing material. The handle was made of plastic wrapping material like that used in the kitchen. The handle also had masking tape wrapped around the plastic wrap. The point was sharpened on four sides, similar to a nail. The exact location of where Inmate Miller obtained the materials to construct the shank could not be determined. 5 Pas ed y e SECURITY OVERVIEW HOSTAGE NEGOTIATION TRAINING Early in 1997, DOC identified the need to reinforce the role of hostage negotiation teams and provide more consistent team training. The Employee Development Center was tasked with researching national programs, identifYing trainers and resources to fund the training. Through the National Institute for Corrections and the Virginia Department of Correction the Department identified a model successfully used by federal and state correctional agencies. On November 17, 1997 DOC sought technical assistance from the Federal Bureau of Prisons. Technical experts with teaching credentials and applied experience in hostage negotiations were identified. The initial training was held at Delaware Technical and Community College the week of April 20, 1998. Wardens and their Executive Staff were provided an overview ofthe model and training their teams would receive. Team classroom-based training culminated with an off-site mock hostage drill affording DOC teams the opportunity to practice their negotiation skills. The trainees also had a policy development session with one of the technical experts. Through the subsequent years from 1998 until August 21,2001 the Department's teams continued to run practice drills. In March 2000, due to the 2,500-bed expansion, a work group including a representative from the Employee Development Center and institutions met to review the existing program and make recommendations. In 2001, DOC identified the need to offer the program again to train additional hostage negotiation team members. This session was conducted at our Employee Development Center. On November 30, 2001 another briefing session was conducted for the Wardens and their Security Teams. Throughout this session, information was provided on decision-making issues/strategies for Wardens and teams, as well as, lessons learned from the Federal Bureau of Prisons' incidents relevant to Delaware. The CERT Team presented their role in the hostage negotiation process and discussed available technology. 6 Pas ed y e Since 2001 the Employee Development Center has continued to maintain a training relationship with Virginia Department of Correction. On two separate occasions representatives from our Employee Development Center, along with Delaware DOC institutional staff, have participated in Virginia training drills. DOC teams continue to run periodic practice drills to maintain readiness. CORRECTIONS EMERGENCY RESPONSE TEAM (CERT) The CERT mission is to ensure public safety, the safety of DOC stan: as well as, inmates through joint partnership with BOP institutions. This is accomplished through: • Development and implementation of security programs based on needs identified by the institutions. • Training and development of selected groups of staffto perform advanced, high risk, or community operations. • Acting as technical advisor to Wardens and providing a tactical response during emergency situations. Each CERT Member receives: • • 4 weeks of Basic Training 1 Day of proficiency training each month Topics Include: Building Assaults Riot Control Defensive Tactics PR 24 Riot Baton Chemical Munitions Cell Extractions Rappelling Tactical Firearms Escapee Recovery & Management Non Lethal Munitions 7 Pas ed y e SECURITY STAFFING PLAN The MHU Complex is designed with four units (Buildings # 21, 22, 23 and 24). The original design for the 8-4 shifts was a total of six security personnel in each of the Housing Units and two security personnel in Building 24. To refine stafling within the complex to meet operational needs, the 8-4 shifts complement was increased, in October 2003, to a total of seven security personnel in each of the Housing Units and 2 security personnel in Building 24. In summary, the MHU complex requires a total security compliment of twenty-three staff members. On Monday, July 12 th the following staff were present on the 8-4 shifts, at the time of the incident: • • • • Building # 21 Building # 22 Building # 23 Building #24 - seven security staff - six security staff - seven security staff - two security staff This equates to a total security compliment of twenty-two staff or minus one officer compared to the Operations Plan. Seven of these OtIicers were working overtime. An Area Lieutenant, who was present in Building #24 the day of the incident, is not included in the above as he had MHU Complex supervisory responsibilities. HAZARDOUS DUTY PAY CRITERIA All Correctional Officers receive Level A hazardous duty pay. Some non-uniform staff members receive Level A, while others qualify for Level B. In order to receive Level A hazardous duty pay, a DOC employee must meet the Merit Rule criteria and successfully complete the Correctional Employee Initial Training (CEIT) Program. Counselor Arnold had successfully completed the CElT Program, and was receiving Level A hazardous duty pay at the time of the incident. The State of Delaware Merit Rules, which receives its Statutory Authority from 29 Delaware Code, Section 5914, recognizes that certain state employees work in an environment that involves an unusual risk of serious physical injury. Merit Rule 4.18.1 states that "determination as to the positions eligible for hazardous duty pay shall be requested by agencies for the Director's approval. The agency shall notify the Director when a substantive change occurs in the duties of work conditions of any position receiving hazardous duty pay. Compensation shall be set by the State Budget Act." 8 Pas ed y e In the definition section ofthe Merit Rules, Hazardous Duty is further defined in the following manner: "Hazardous Duty Pay": uncontrollable circumstances that involve an unusual risk of serious physical injury, impairment to health or death resulting from accidental, negligent or intentional causes. Compensation for Exposure Levels A & B shall be set in the Budget Act. The following two degrees of exposure are recognized: "Exposure Level A ": Continuing exposure to hazards where the employee's responsibility is to deal with the hazard as a function of assigned duties. "Exposure Level B ": Proximate exposure to hazards where it is not the employee's stipulated job duty to deal with the hazard, or occasional exposure to hazards where the employee's responsibility is to deal with the hazard as a function of assigned duties. The following definitions shall be used to determine eligibility for hazardous duty pay: "Continuing ": frequency of exposure is normally more than 50% of employees' working time. "Occasional ": frequency of exposure is normally more than 5% but less than 50% of employees' working time. "Uncontrollable ": precautions, such as safety and life support equipment, are either impractical to be used continually or are insuflicient to assure reasonable safety. "Proximate": the location of employee's work site precludes evacuation as a means of avoiding exposure to serious physical injury, impairment to health or death resulting from accidental, negligent or intentional cause. 9 Pas ed y e ACTION PLAN CHANGES ALREADY MADE: • A Directive was issued to ensure that the door to the Building #24 Administration Area remains locked at all times. Inmate access or movement to this area is prohibited, including inmate janitorial services. • A Directive was issued to ensure that all Building #24 areas and offices are locked whether occupied or vacant. • Motorola radios have been ordered for issue to the Counselors in the SHU/MHU area. • One additional Correctional Officer has been reassigned to Building #24 from #21 through #23 on a rotational basis, Monday through Friday, 8-4 shifts, to assist with security coverage for classrooms, mental health groups, treatment programs, Law Library, and Commissary. • DCC security staff is escorting all DOC staff: and contractual services employees when they are on the housing unit tiers. • Signs have been posted on the Building #24 front slider and Administration Area Door stating "No Inmates Beyond This Point". • A Directive was issued stating that all inmates entering and leaving Building #24 will be escorted, at all times, by Correctional Staff • A Directive was issued to add another override category in both the initial inmate classification and reclassification process for a pattern of assaultive/preditatory behavior in institutions or the community. 10 Pas ed y e WORK-IN-PROGRESS: • Review Classification Policy & Procedures with the United States Department of Justice, National Institute of Corrections. • Review StatfTraining Academy Curriculum with the United States Department of Justice, National Institute of Corrections. • Review Emergency Response Procedures with the United States Department of Justice, National Institute of Corrections. • Review the Institutional Staffing Analysis with the United States Department of Justice, National Institute of Corrections. • Develop a plan to utilize the analysis of this incident as a training tool for all DOC institutions, • Continue efforts begun in Fall 2002 to address Correctional Officer Series Compensation issues. The Compensation Task Force, formed in Spring 2003, delivered its Final Report Recommendations in September 2003, The Govemor recommended and the General Assembly approved hazard duty pay increases for the Correctional Officer series in July 2004. A Selected Market Variation Analysis was conducted in compliance with Senate Bill NO. 320 of the 142nd General Assembly, Epilogue Section 224 (see Appendix). The State Personnel Office, in conjunction with the Budget Office and Pension Office, has developed a proposed revised supplemental benefits package that incorporates multiple Task Force Recommendations. Work continues on a plan to phase-in implementation ofthe recommendations ofthe Task Force on Correctional Oflicer Compensation, Benefits and Pension Issues. • Require mandatory CElT classes for all DOC employees working inside any institutional fence line. • Establish DCC Shakedown Teams. • Investigate specific tactical equipment options. If selected, submit the appropriate budgetary request for approval and funding. 11 Pas ed y e APPENDIX • Senate Bill NO. 320, 142 nd General Assembly, Sections 60 & Section 224 • State of Delaware Merit Rules, effective January 1,2004, Section 4.18 "Hazardous Duty Pay" page 9 and "Definitions" page 33 • Compensation Task Force Recommendations, Executive Summary • Compensation Presentation for the Correctional Officers Association of Delaware, dated September 1,2004 • DOC request for Department of Justice, National Institute of Corrections (NIC) teclmical assistance, dated September 28,2004. • NIC affirmative reply, dated September 30, 2004 • MHU Complex Diagram • MHU Building Diagram • Internal Affairs Unit Investigative Report - Case # 04-031 12 Pas ed y e 1 Posted by TheNew~Q~rn~1 DELAWARE STATE SENATE 142nd GENERAL ASSEMBLY SENATE BILL NO. 320 AN ACT MAKING APPROPRIATIONS FOR THE EXPENSE OF THE STATE GOVERNMENT FOR THE FISCAL YEAR ENDING JUNE 30, 2005; SPECIFYING CERTAIN PROCEDURES, CONDITIONS AND LIMITATIONS FOR THE EXPENDITURE OF SUCH FUNDS; AND AMENDING CERTAIN PERTINENT STATUTORY PROVISIONS. BE IT ENACTED BY THE GENERAL ASSEMBLY OF THE STATE OF DELAWARE: Section 1. The several amounts named in this Act, or such part thereof as may be necessary and essential to the proper conduct of the business of the agencies named herein, during the fiscal year ending June 30, 2005, are hereby appropriated and authorized to be paid out of the Treasury of the State by the respective departments and divisions of State Government, and other specified spending agencies, subject to the limitations of this Act and to the provisions of Title 29, Part VI, Delaware Code, as amended or qualified by this Act, all other provisions of the Delaware Code notwithstanding. All parts or portions of the several sums appropriated by this Act which, on the last day of June 2005, shall not have been paid out of the State Treasury, shall revert to the General Fund, provided, however, that no funds shall revert which are encumbered pursuant to Title 29, Section 6521, Delaware Code. The several amounts hereby appropriated are as follows: Page 129 of 251 - Section 60 Section 60. (a) Section 1 of this Act appropriates $1,143.6 to the Office of the Budget, Contingencies and One-Time Items (10-02-04) for the Correctional Officer Task Force. Funding in this appropriation shall be used to create a new Hazard Duty Level A-1 at the rate of $2,520.00 annually to include Correctional Officer series and Probation Officer series positions. Hazardous Duty Level A-1 will effectively increase the allocation of Hazardous Duty Level A currently provided to Correctional Officer and Probation Officer Series positions by $600.00 annually. (b) The Department of Correction is hereby authorized to develop a recruitment incentive pilot program. The pilot project shall be approved by the Budget Director and Controller General prior to implementation. Page 180 of 251 – Section 224 Section 224. The State Budget Director, the Director of State Personnel, and the Controller General are directed to work with the Department of Correction on a plan to phase-in implementation of the recommendations of the Task Force on Correctional Officer Compensation, Benefits & Pension Issues (September, 2003). Special attention and analysis shall be on the Correctional Officer Series pay grades and pay ranges. Recommendations shall be made no later than November 15, 2004 to the Governor and Co-chairs of the Joint Finance Committee. 2 Posted by TheNew~Q~rn~1 STATE OF DELAWARE MERIT RULES Adopted by the Merit Employee Relations Board Effective January 1, 2004 I, Statutory Authority: 29 Delaware Code, Section 5914 (29 DeI.C. §5914) Chapter Index 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. Introduction Non-Discrimination Classification of Positions Pay Plan Employee Benefits Recruitment and Application Policies Examinations and Registers Certification Probation Other Appointments Layoff Procedures Employee Accountability Performance Review Employee Development and Communications Employee Responsibilities Human Resource Records Payroll The Grievance Procedure Definitions 1.0 Introduction 1.1 Pursuant to 29 DeI.C. Chapter 59, these Rules apply to initial probationary, Merit and limited term employees, except as otherwise specified, and shall continue in effect until such time as they are amended or modified by the Merit Employee Relations Board ("Board") or are amended, modified or superseded by amendment to 29 DeI.C. Chapter 59. 1.2 In the event of conflict with the Delaware Code, the Code governs. In the event of conflict with individual agency regulations, these Rules take precedence. In the event of conflict with Intergovernmental Merit System Standards, the Standards govern federally funded positions subject to the provisions of the Intergovernmental Personnel Act. Federal laws supersede any conflicting state laws. 1.3 If a subject is covered in whole or in part by a collective bargaining agreement, 29 DeI.C. §5938(d) provides that the Merit Rules shall not apply to such subject matters. These Rules govern in matters of: classification, uniform Pas ed y e required during on-call periods shall also be compensated in accordance with 4.16. 4.17.2 Social workers providing direct child or adult protective services and the State Emergency Response Team approved by the State Personnel and Budget Directors shall be eligible for stand-by pay. 4.18 Hazardous Duty Pay 4.18.1 Determination as to the positions eligible for hazardous duty pay shall be requested by agencies for the Director's approval. The agency shall notify the Director when a substantive change occurs in the duties or work conditions of any position receiving hazardous duty pay. Compensation shall be set by the State Budget Act. 4.19 Supervisory Pay. Subject to the approval of the Director, the Secretary of the Department of Health & Social Services (DHSS) may grant supplemental pay equal to 5% of the employee's paygrade midpoint to registered nurses employed in DHSS institutions or facilities who are designated as charge nurses or team leaders and are permanently assigned such responsibilities in addition to their regular staff nurse duties. Charge Nurse/Public Health Nurse team leader responsibilities include the daily supervision and coordination of nursing or other patient care activities in a unit, ward, floor, clinic or field setting during a specified shift to ensure quality patient care and continuity of care with other shifts. This supplemental pay is not authorized for employees required to perform charge nurse/team leader functions on a temporary basis consistent with Merit Rule 3.2. 4.20 Computing Overtime Pay. The hourly rate of pay for overtime, holiday and call-back payment purposes includes shift differential, stand-by and hazardous duty pay. 5.0 Employee Benefits 5.1 Holidays 5.1.1 The following days are legal holidays for employees: New Year's Day; Martin Luther King, Jr. Day; Presidents' Day; Good Friday; Memorial Day; Independence Day; Labor Day: Columbus Day; Veterans' Day; General Election Day; Thanksgiving Day; Day after Thanksgiving; Christmas Day; and Return Day (the second day after the General Election), 3.75 hours for 37.5 hours work week schedule or 4 hours for 40 hour work week schedule for employees who live or work in Sussex County; and any other day or part of proclaimed by the Governor as a holiday. 9 Pas ed y a the Merit System. An examination may consist of, but is not limited to, oral, written or performance tests, or a rating of the candidate's training and experience. "Exceptional Employment": employment of individuals with disabilities through special program such as the Agency Aide or Selective Placement Program. "FMLA Eligible Employee": an employee who has at least one year of state service and has been paid for at least 1,250 hours over the 12-month period prior to the first day of the FMLA leave. "FMLA Leave": leave taken in accordance with the provisions of the Family and Medical Leave Act of 1993. "Grievance": Merit employee's claim that these Rules or the Merit system statute has been violated. A grievance may not deal with the content of the Rules or the Merit system statute. "Hazardous Duty Pay": uncontrollable circumstances that involve an unusual risk of serious physical injury, impairment to health or death resulting from accidental, negligent or intentional causes. Compensation for Exposure Levels A & B shall be set in the Budget Act. The following two degrees of exposure are recognized "Exposure Level A": Continuing exposure to hazards where the employee's responsibility is to deal with the hazard as a function of assigned duties. "Exposure Level B": Proximate exposure to hazards where it is not the employee's stipulated job duty to deal with the hazard, or occasional exposure to hazards where the employee's responsibility is to deal with the hazard as a function of assigned duties. The following definitions shall be used to determine eligibility for hazardous duty pay: "Continuing": frequency of exposure is normally more than 50% of employees' working time. "Occasional": frequency of exposure is normally more than 5% but less than 50% of employees' working time. "Uncontrollable": precautions. such as safety and life support equipment, are either impractical to be used continually or are insufficient to assure reasonable safety. "Proximate": the location of employee's work site precludes evacuation as a means of avoiding exposure to serious physical injury, impairment to health or death resulting from accidental, negligent or intentional cause. "Hiring List": the list of finalist candidates eligible to fill a vacant position. 33 Pas ed y 3 Posted by TheNew~Q~rn~1 FINAL REPORT FROM THE TASK FORCE ON CORRECTIONAL OFFICER COMPENSATION, BENEFITS & PENSION ISSUES SEPTEMBER ~003 Stak051)~ IT""",·-:-,C "e"" . -.t· "'10'" rt t 0.f"C'" " D _"epa.,men, ",o;~ "",'.'n'", " " • ',' "" ',<' , ", ',', " "" ,;" , ' " '," "'0' p" . LS 10 T E' S tt; " , ',ur 1'T'opnorlty ,,; nsure Phi" . U ",'lCajety Pas ed y a PREFACE On February 3, 2003 the Department of Correction Commissioner and the State Personnel Director jointly held a meeting with representatives from the Correctional Officers Association of Delaware (COAD) to discuss Correctional Officer compensation, benefits and pension related issues. As a result of their meeting, this Task Force was created to study and make recommendations for these areas... DOC Bureau Chief of Prisons, Paul W. Howard, was appointed as the Task Force Chairperson. The Task Force was instructed to focus on both short & long term proposals and objectives. Given Delaware's present economic climate, short-term recommendations (less than 2 years) had to be limited to only those that would not represent a significant fiscal impact. Reconnnendations that potentially represented a significant fiscal impact were by design deemed as long-term proposals. Even these long-term recommendations would be subject to adjustment depending on the economic situation and availability of funding. In pursuit of its mission to identify compensation alternatives the Task Force included members from the Department of Correction Bureau of Management Services, Bureau of Prisons, Bureau of Community Correction, the State Personnel Office, the Budget Office, the Correctional Officers Association of Delaware (COAD), and the American Federation of State, County & Municipal Employees Local 247 (AFSCME). And so the process began... The Task Force conducted its fITst meeting on April 10, 2003 and their work culminated with submission of this Final Report of fmdings and recommendations. Pas ed y a Executive Summary The Task Force reviewed the consolidated Final Report Findings and Recommendations at their August 12, 2003 meeting. By consensus vote, the Task Force ranked their recommendation priorities as follows: 1. Compensation Issues: a. Increase Hazard Duty Pay stipend, b. Establish horizontal movement through the pay range, and c. Move starting salary to 85% of midpoint 2. Pension Issues: a. b. c. d. Adopt 25 year retirement (pass Senate Bill 90), Institute a Drop Program, Adopt a 20 year retirement, and Explore leaving the Merit System and/or Pension Plan. 3. Traditional Benefits Issues: a. Expand Supplemental Benefits coverage to include disability, vision, prepaid legal, dental, auto insurance, and b. Institute an incentive program for Sick Leave. 4. Recognition/Career Development Issues: a. Expand training opportunities, b. Enhance Recognition Program, and c. Establish a new Rank Structure. The four individual Committee reports are integral to this Task Force Final Report. They are included in their entirety, under separate tabs in the pages that follow, along with referenced materials appendix and Committee Chainnan's Remarks. 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,I ~J£~}/14!, STATE OF DELA WARE DEPARTMENT OF CORRECTION 245 McKee Road Dover, Delaware 19904 (302) 739-5601 Fax: (302) 739-8221 E-Mail: sttaylor@state.de.us Stan Taylor Commissioner September 28, 2004 George M. Keiser Chief, Community CorrectionslPrisons Division US. Department of Justice National Institute of Corrections 320 First Street, NW Washington, D.C. 20534 Dear George: On July 12, 2004 the Delaware Department of Correction experienced a difficult hostage incident. The hostage, a female counselor, was raped. The hostage taker was shot and killed by a Department of Correction tactical team member. The hostage taking, the rape, and the use of deadly force have been investigated by the Delaware State Police and the Delaware Attorney General. The Department of Correction has conducted an internal investigation to detennine whether employees complied with policies and procedures as well as to identify possible operational improvements. In addition to the above, I am requesting technical assistance from the National Institute of Corrections in four areas: 1. Provide a staffing analysis for the Delaware Correctional Center, a 2700 bed facility with 16 housing units and 640 FTE's. 2. Review the Delaware Department of Correction Correctional Employee ~tial Training and refresher training as it compares to other states and national standards. 3. Review the'Delaware Department of Correction Objective Classification System to determine its validity and reliability. Pas ed y .' . George M. Keiser September 28,2004 Page Two 4. Review the Delaware Department of Correction Emergency Response and Hostage Negotiation Plans relative to the current standards being provided by the National Institute of Corrections. This incident has had a dramatic effect on our department and we want to ensure that we are current with professional standards in these important areas. I thank you in advance for your consideration of my request. Xc: Morris L. Thigpen, Director, NrC P sted y 6 Posted by TheNew~Q~rn~1 09/30104 THU 14:40 FAX 2023051956 [4]002 PRISONS DIV u.s. Dcp~rtl1lcnt of Justice Nation31 Institute of Corrections Was!lillgtoll, DC 2053-/ September 30, 2004 Stan W. Taylor, Jr., Commissioner Delaware Department of Corrections 245 McKee Road Dover, DE 19904 Deal' Commissioner Taylor: We are developing a working plan of assistance with the Delaware Department of Conections in response to your letter on September 28,2004. If you have any questions, please feel free to give me a call George M. Keiser, Chief, Community Corrections/Prisons Division at 1-800-995-6423 extension 3-4213. Sincerely ~r~h{ff ~;f~ Community cZ;ectionS/PriSO:, LS:l Pos ed y e al 7 Posted by TheNew~Q~rn~1 + I I I I! i I + +1 i I . !Ii j! I L_JU Ii . i ! ! I co9ftttCWt~~AL CEN iE:.K SMYRNA. DEL.I\WARE JIII 19~77 I I WI .•. ~l J _ TEYEBAUGH ASSOCIATES ...........,.. ..--- - . 1_ _-=s.._a_-.. '-- D __ "':l::t"'------' I 8 Posted by TheNew~Q~rn~1 ,-,--------,--- --+--J I ''~- "-' L-l.::- I I I~: ~;: " II!~ -.' I rr===::i(~'l~__ ====~ t; fi ~ /~,. ~ ", ~ ' ......... I "~''''"'''f> I '~, t:;- ~:7 J. y-="'-; .:. ----0 I··.. ",~",,, II I .~~.'\ ~!~I~~ r'~-l:: \';1 , ':"/"~ ' ;.' 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