The Face of Corrections
Process of Hiring an Officer Begins with Recruitment Unit

Are the prisons anything like "Oz"?

In the course of her duties as a member of the Recruitment Unit for the New Jersey Department of Corrections, Sgt. Cassandra Watson fields all kinds of questions. Among the most frequently asked is the "Oz" question, whether she is representing the department at a job fair, community day or speaking engagement.

"Whenever I'm asked about 'Oz' -- and its a question I definitely get -- I explain that 'Oz' is a television show, so its all pretend," said a giggling Watson, a 23-year veteran of the NJDOC. "On the other hand, what we do is the real thing. We don't work from a script."

In many ways, the Recruitment Unit is the public face of the department. It is the job of the unit to sell the NJDOC -- and to clear up any misconceptions -- to men and women who are considering a career in corrections.

"I see us as customer relations specialists," said Senior Correction Officer Rae Coles, who has been part of the unit since its inception in 1998. "When we attend jobs fairs or other public events, people largely form their opinions of the Department of Corrections based on our appearance, what we say and how we conduct ourselves. We take that responsibility seriously."

The Recruitment Unit, headquartered in Lawrenceville, has the additional responsibility of overseeing pre-employment processing, a three-phase procedure that must be completed before a would-be correction officer can be admitted to the Correctional Staff Training Academy.

On a recent morning, 93 candidates converged on the unit's headquarters. Five were dismissed because of an invalid driver's license; nine others were removed due to suspended licenses or poor driving records. Thus, in a matter of a few hours, the field of potential officers was reduced from 93 to 79.

"That," Smith pointed out, "isn't particularly unusual."

The first phase also includes a psychological examination. The department is phasing in a new form of psychological testing designed to indicate the emotional state, general disposition and professional ethics of applicants. According to Dr. Andrew Savicky, chief psychologist and director of mental health for the NJDOC, it is an approach that has been utilized by increasing numbers of law enforcement agencies.

"There is a track record of success in applying these measures to the selection process," Savicky said.

The new psychological test will measure such factors as intrapersonal skills (self-awareness, problem solving, flexibility), adaptability (reality testing, stress tolerance), social responsibility (disposition, impulse control), stress management (mood, self-regard) and interpersonal skills (relationships, optimism, self-actualization).

"We want individuals who have a sense of right and wrong well above what's opportunistic, who will set a positive example for others," Savicky said. "If a person has the kinds of qualities we're looking for, you're likely to see fewer disciplines, improved attendance, better time management and greater potential for leadership and advancement. The bottom line is to do whatever is possible to select the best possible men and women to serve as correction officers."

Phase two of the process is a background investigation that includes personal interviews, visits to an applicant's residence and, when applicable, visits to the workplace.

The third and final phase consists of a full medical examination and an interview conducted by a psychologist, which is based on the written information completed during phase one.

The survivors of pre-employment processing, which can take up to six months, qualify for the Training Academy, a recruit's final step on the road to becoming a correction officer.

"The idea is to wean out those who, for whatever reasons, aren't cut out to become officers before we invest a lot of money in them," Watson explained.

Speaking of money, the salary for a correction officer -- a top salary of more than $60,000 annually, achieved in nine steps -- is among the primary enticements for the job. However, members of the Recruitment Unit cautioned, candidates who are largely motivated by money are unlikely to last long in the Department of Corrections.

"The money is attractive," noted Loretta James, unit supervisor, "but in this department, you earn it."

Added Watson: "It can't be about the money, because this isn't just a job. We're law enforcement professionals. People might not realize what they have to do to get that paycheck every two weeks."

What exactly is it that correction officers do? The realm of possible answers is surprising to many.

"A lot of people we speak to at different events look at us and say, 'You guard inmates in the prisons, right?' Our job is to educate the public, let them know how much more this department has to offer," Watson said. " We have jobs in Central Transportation. We have a Canine Unit, which is part of our Special Operations Group. There are positions in the Special Investigations Division, the Training Academy and, hey, let's not forget about the Recruitment Unit. Of course, we also have tons of civilian jobs.

"The reaction is usually, 'Wow, I never knew.' That's one of the reasons we feel so strongly about what this unit does."