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De basisopleiding voor gevangenisbewaarders in vergelijkend perspectief: België versus Canada Bijlage 1: ‘Rating Guide Personal Suitability‘ voor kandidaat-C.O.’s 1. Respect Description Within the correctional environment, the employee will regularly encounter experiences that place his or her values up against those of other individuals and groups. Firstly, it is vital that the candidate has values that are generally consistent with those enunciated in the CSC Mission. Where differences exist, the candidate must be capable of respecting these differences to maintain his or her professional obligations. Furthermore, how he or she behaves in response to perspectives, beliefs, or ideas other than his or her own will have a significant impact on how effective the candidate would be in encouraging and assisting the offender and in working in the correctional team. It is imperative that potential employees bring to the position a respect for Canadian law, authority, the philosophy of social justice, and the CSC Mission. They will experience differences in values and beliefs in the diverse groups of offenders, staff, and other criminal justice system partners. Their ability to be empathic, while upholding their value system, is essential. Examples of Supporting Behaviours Abides by rules Acknowledges and accepts corporate norms and boundaries Accepts direction Supports leaders and authority figures Allows for differences in opinion Explores and recognizes the needs of others Interacts with others in a mannerly fashion Defers judgement to seek to understand other points of view Endorses rule of law Supports the rights of others 0 1 2 3 Rating Guide The candidate is outwardly critical of Canadian law and/or the philosophies of social justice and progressive Canadian corrections. His or her value system is dissonant and irreconcilable with that of the CSC Mission. The candidate is hostile to the beliefs, ideas and differences of others and aggressively oppresses diversity. The candidate attempts to impose his or her strong biases on others. He or she is likely to initiate punitive encounters with offenders and confrontational relations with others. The candidate would likely rebel against the authority of his or her supervisors. The candidate is passively unsupportive of Canadian law and/or the philosophy of social justice and progressive Canadian corrections. When probed, the candidate displays disrespect, rigidity, intolerance, and insensitivity towards the CSC Mission, as well as towards the beliefs, ideas, and differences of others. When confronted, the candidate guards and defends his or her values. The candidate’s absence of empathy and compassion would likely lead to confrontations with offenders and others. The candidate’s lack of respect for authority would likely make him or her very difficult to supervise. The candidate is ambivalent towards Canadian law and/or the philosophy of social justice and progressive Canadian corrections. While not strongly opposed to the CSC Mission, the candidate demonstrates indifference. He or she is apathetic towards the beliefs, values and differences of others. The candidate’s lack of commitment to a value system would likely lead to sporadic, complacent interactions with offenders and others. The candidate would likely need continual supervision in this area. The candidate generally accepts Canadian law and/or the philosophy of social justice and progressive Canadian corrections. There are some differences between his or her value system and the CSC Mission, however the candidate is flexible enough to readjust and respect these minor differences. He or she reacts tactfully, courteously, and sensitively to the beliefs, ideas, and differences of others. The candidate’s empathy and compassion would likely result in open, fair, and humane interactions with offenders and others. The candidate would require routine supervision in this area. ii
De basisopleiding voor gevangenisbewaarders in vergelijkend perspectief: België versus Canada 4 5 The candidate endorses Canadian law and/or the philosophy of social justice and progressive Canadian corrections. There is consistency between his or her value system and the CSC Mission. He or she engages in encounters tactfully, courteously, and with sensitivity to the beliefs, ideas, and differences of others. The candidate’s high level of empathy and compassion would likely generate proactive, value-based interactions with offenders and others. The candidate would require occasional supervision in this area. The candidate staunchly and openly advocates for Canadian law and/or the philosophy of social justice and progressive Canadian corrections. There is a strong concordance between his or her value system and that of the CSC Mission. He or she facilitates encounters tactfully, courteously, and with sensitivity to the beliefs, ideas, and differences of others. The candidate firmly believes that he or she can have a positive impact and would likely stimulate offenders and others to reexamine their ethics. The candidate would require minimal supervision in this area. 2. Initiative Description The capacity to: Identify work yet to be completed and undertake appropriate action. Recognize situations which require action and to put forth a significant effort into finding solutions. Originate actions rather than just responding to events, be proactive instead of reactive. Actively influence events rather than passively accepting the status quo. Be creative, originate, develop and carry through activities to completion. Independently undertake new work activities without specific direction. Complete work assignments without supervision. Examples of Supporting Behaviours Follows through on activities and goes beyond what is expected of him or her. Anticipates events rather than reacts to them, and takes the necessary action. Comes up with original, creative ideas, innovative approaches or solutions to problems. Is proactive; goes beyond what is expected of him or her. Demonstrates an ability to see, understand and perform the duties without always waiting for colleagues to take the initiative or provide the incentive to complete the work. Looks for ways to improve the job or the situation and suggests new ideas and constructive solutions. Rating Guide 0 The candidate does not at all do what is expected of him/her. Heor she outright refuses to take initiative and recommend solutions to problems. Heor she refuses to take responsibility for the development of hisor her work. Hisor her complete lack of initiative will adversely affect the work done by hisor her supervisor and the organization. 1 The candidate must be directed at all times to do what is expected of him or her. He or she is resistant to doing the expected work. He or she does not see the importance of making changes to his or her work or finding solutions to problems. Heor she may denigrate other employees’ and inmates’ efforts to show initiative. The candidate should probably be under intensive supervision in this respect. 2 Heor she is reluctant to perform the expected work. He or she does what is expected of him or her if persuaded to do so by his or her supervisor. He or she does not think that it is his or her job to contribute to the development of the organization, so he or she waits for decisions to be made and does not propose solutions. He or she will probably not be interested in the initiatives of other employees and inmates. The candidate will require continuous supervision in this respect. iii
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