EFTA00141465¶
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Applying Criteria to Identify High-Risk Groups of Employees¶
Using the criteria checklist to identify groups of employees who are at a higher risk of separating from the BOP will enable BOP leaders (e.g., Wardens, etc.) to give the most impactful incentives at the right time to maximize the Bureau’s return on investment.¶
USE WHEN:¶
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You want to determine if a group of employees or a specific individual is at a high risk of separating from the BOP
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You want to identify the groups of employees or specific individuals to give incentives to
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You have limited resources and want to prioritize who to incentivize
HOW OFTEN SHOULD I USE THE CHECKLIST?¶
It is recommended to determine who the high-risk groups are by using the criteria checklist at least once a year along with reviewing similar reports (e.g., Turnover Report) to ensure proper identification of high-risk groups. Frequently re-evaluating the high-risk groups once a quarter will help determine if resources need to be re-allocated to new groups.¶
WHAT TO CONSIDER WHEN USING THE CHECKLIST?¶
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The checklist is meant to serve as one general model for identifying high-risk groups, not the sole resource
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The questions are ordered by their ranking of most impactful to least impactful, as determined by the Central and Regional Office Executive Staff
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Not all criteria will apply to every institution, region, or group of employees
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Please note there can be multiple appropriate approaches for applying the criteria
WHO CAN HELP?¶
Please work with other leaders around you (e.g., Associate Wardens, Department Heads, Human Resource Managers, etc.) to participate in working through the checklist, allowing for a comprehensive and unbiased decision. If you have questions on the criteria, how to determine if a group of employees or specific individual is at a higher risk of separating from the BOP, or want to learn more about the Incentives Playbook, please contact HRMD.¶
HIGH-RISK GROUPS:¶
The following groups of employees were initially identified as being at a higher risk of separating from the BOP by Central Office and Regional Office Executive Staff:¶
Correctional Officers¶
Nurses¶
New Hires¶
This list should be constantly re-evaluated to determine if these groups are still at high-risk.¶
Talk with Wardens and BOP leaders around you to share how you identified high-risk groups at your institution and see if neighboring institutions have similar high-risk groups.¶
Forget to talk to your peers and executive teams to work together to identify who the high-risk groups are at your institution.¶
EFTA00141466¶
Page 2 of 2¶
Criteria Checklist¶
These criteria and questions were developed to assist BOP leaders identify groups of employees and/or specific individuals at a higher risk of separating from the BOP. Using the criteria checklist below, ask each of the questions when considering a group of employees or a specific individual.¶
IS THE GROUP HIGH-RISK?¶
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More than 50% of the items (7+) have been checked YES, then the group is likely to be high-risk
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More than 75% of the items (11+) have been checked YES, then the group is very likely to be high-risk
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100% of the items (15) have been checked YES, then the group is extremely likely to be high-risk
CRITERIA CHECKLIST TO IDENTIFY HIGH-RISK GROUPS¶
If you have questions, please contact HRMD.¶
| Location of Institution: Is the cost of living considered high for this location? |
| Location of Institution: Is the location considered a non-desirable place to live? |
| Location of Institution: Are critical resources such as hospitals, schools, and grocery/shopping stores far? |
| Job Market Competition: Is there local competition for the high-risk group to earn better or work better hours (including work from home option)? |
| Job Market Competition: Is there national competition for the high-risk group to earn better or work better hours (including work from home option)? |
| Pay: Is the salary considered below the competitive rate compared to local competition? |
| Schedule: Is there flexibility or multiple options for setting the work schedule for this high-risk group (i.e., night shifts, holiday hours, hybrid eligibility)? |
| Time-to-Recruit/Hire: Does it take a long time to recruit and hire for this high-risk group? |
| Morale: Is the mental and emotional condition of the high-risk group considered low? |
| Promotion Opportunities: Does this high-risk group have frequent opportunities to move up on the pay scale and different promotion levels? |
| Turnover Rate: Is there a high frequency of individuals leaving from this high-risk group? |
| Job Requirements: Does this high-risk group require additional education, licenses, or certifications to conduct their work properly? |
| Empowerment and Authority: Does the high-risk group have little to no ability to make choices and decisions independently in their day-to-day work? |
| Supervisor/Manager Relationships: Does the high-risk group have a lack of qualified and strong leaders and mentors within their roles? |
| Tenure: Does the high-risk group have either very low tenure (less than a year) or very high (eligible to retire)? |