611.02.01.004 (ISCC)Offender Incentive Pay V 3 10-19

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This document was approved by Jay Christensen, Warden of ISCC
Purpose
The purpose of this field memorandum is to provide specific guidelines that are unique to this facility in order to fully implement standard operating procedure 611.022.01.004.
General Statement
This field memorandum is subject to revision at the discretion of the warden of this facility, chief of the Operations Division (or designee), or director of the Idaho Department of
Correction. Any one of these persons may revise, suspend, or rescind any procedural steps, at any time, at hissole discretion.
Table of ContentsPurpose1General Statement1General Guidelines11.Available Jobs22.Offender Worker Eligibility23.Hiring Procedures34.Termination35.Pay Rate4References4
General Guidelines
Offendersmay receive incentive pay based on the position they hold within the approved pay scale on established offenderpaydays.
SOP 611.02.01.004 Offender Incentive Pay, establishes standards for job categories and pay scales for offender workers in institutional jobs.
The standards for pay shall be communicated to offenders prior to assignment.
Supervisors must make written recommendations to the administrative support manager or warden for approval of special incentive awards. The approved recommendation will be attached to
the pay sheets.
Using the Offender Pay Sheet located on the shared user drive, the offender worker supervisors will submit the pay sheetsto the administrative support manager no later than the fifth
day of each month.
The administrative support manager will audit the offender pay records for SOP compliance and submit them to accounting.
Available JobsCategories
Job Type
Quantity
Job Type
Quantity
Administration
3
Maintenance
16
Education
45
Medical-Mobility Assistants
15
Food Service
160
Programs
30
Housing
120
Recreation
18
Institutional Labor Detail & Bio-Haz
31
Religious Activities
5
Laundry
11
Boise-Bike Project
2
Note: These numbers may change at any time if the facility head deems necessary due to facility needs at the time.
Offender Worker Eligibility
A work or training position is a privilege afforded to the offender population to assist them in acquiring vocational skills, acceptable work habits, job-related attitudes, pro-social
behavior, and self-confidence.
Offenders will be considered for an institutional work or training position if:
They have not received a Class A or B DOR within the previous six (6) months
They have not been terminated for cause nor quit without reason from another position at any facility within the previous six (6) months
The housing lieutenant or designee may be petitioned by a hiring supervisor or by the unit management team if an exception to these limitations appears warranted or if there is institution,
individual, or unit management need.
Offenders may only work in one position. The administrative support manager will grant exceptions on a case by case and institutional need basis.
Hiring Procedures
All offenders who wish to be considered for an institutional position must first complete the offender worker application form (located on the shared user drive, Attachment A, SOP 611.02.01.004).
The offender submits his application to his case manager. If approved, the offender then takes the application to the hiring supervisor.

The case manager completes a review to determine case plan compliance.
Awaiting enrollment in classes.
Enrolled or completed with all programs
The housing Sergeant or (Corporal) will conduct a security review.
Check DOR history (No class A or B DOR’s in last 6 months)
Check Job history (No quit w/out notice or fired in last 6 months)
Check for any STG affiliations (All will be forwarded to housing Lieutenant)
Added to TCM meeting for additional discussion
Sign the application as security staff review; approve or deny
Forward to Hiring Authority- (i.e. Housing, Maintenance, kitchen)
The housing Lieutenant will review exceptions and security concerns.
For exception must have recommendations from Unit Sergeant and or Hiring Authority requesting an exception.
For review of all STG applications.
Once completed and approved, the offender may be interviewed.
The hiring supervisor for each area will act as a work coordinator for that area.
The hiring authority will approve or deny for hire and sign.
The hiring supervisor will be responsible for making arrangements for medical clearance, if applicable.
If the offender is not hired, the hiring supervisor will check denied and return it to the offender.
Termination
Offender workers are not entitled to work or training positions and may be terminated for any reason. Enter a C-note with the date, location, and reason for termination.
Immediate suspension and subsequent termination of an offender from a position at the facility shall include, but not limited to:
Receipt of any Class A or B DOR
Possession or use of contraband
Refusing to report to the work position,or absenteeism
Theft from the work area
Unauthorized use of any computer, telephone, facsimile, or communication radio
Unit team recommendation
Inadequate performance in the position
Safety violations
Security related concerns
Exceptions to the above will only be granted by the housing lieutenant or designee.
It is the work area supervisor’s responsibility to address offender performance issues.
Fairness and sound judgment are an important factor when considering hiring or termination from a position.
Pay Rate
Pay Rate for ISCC jobs are as follows:
Pay Scale by Skill Level
Skill Level
Prisons
Work Camps
Low
20 ¢ per hour
50 ¢ per hour
Basic
30 ¢ per hour
70 ¢ per hour
High
40 ¢ per hour
90 ¢ per hour
“Skill Levels and Pay Scales Incentive pay scales for institutional jobs in prisons and work camps are based on skill level with a corresponding pay differential. The full list of job
categories available in the Corrections Integrated System (CIS) “work assignments module”, are identified in Appendix D, CIS Work Assignment Job Titles. Pay is based on the following
skill levels:
• Low--(Examples: basic labor and entry-level in higher skilled positions.)
• Basic--(Examples: general worker such as janitor, kitchen help, etc.)
• High--(Examples: lead worker, lead cook, etc.)”
References
SOP 611.02.01.004 Offender Incentive Pay
Idaho Code 20-10
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