Prison Rape Elimination (PREA) - SOP

Idaho
Department of
Correction

Standard
Operating
Procedure
Title:
Prison Rape Elimination

Page:
1 of 27

Control Number:
149.01.01.001
Version:
6.0
Adopted:
08-17-2004

IDOC Data Sensitivity Classification - L3 Restricted
Bree Derrick, deputy director, approved this document on 01/21/2021.
Open to the public: Yes
SCOPE
This standard operating procedure (SOP) applies to Idaho Department of Correction (IDOC)
employees, residents, contractors, volunteers, and any person who is involved directly or
indirectly in the care and custody of residents.
Revision Summary
Revision date (00/00/2020) version 6.0: Changed SOP control number to reflect this SOP being
cross-divisional. This revision provides extended time limits for PREA incident reporting and
adds an expedited grievance system process for reporting allegations.
TABLE OF CONTENTS
Board of Correction IDAPA Rule Number ................................................................................ 2
Policy Control Number ............................................................................................................ 2
Purpose ................................................................................................................................... 2
Responsibility .......................................................................................................................... 2
Standard Procedures .............................................................................................................. 5
1. General Statement .......................................................................................................... 5
2. Consensual Contact Between Residents ........................................................................ 5
3. Prevention ...................................................................................................................... 5
4. Training ........................................................................................................................... 7
5. Resident Education ......................................................................................................... 8
6. Placement of Lesbian, Gay, Bisexual, Transgender, and Intersex (LGBTI) Residents .... 9
7. Youthful Residents .......................................................................................................... 9
8. Reporting ...................................................................................................................... 10
9. Concern Forms and Grievances Regarding Sexual Abuse ........................................... 11
10. Staff Reporting .............................................................................................................. 11
11. Response and Investigation .......................................................................................... 12
12. Sexual Assault Response Team (SART) ....................................................................... 13
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13. Staff Sexual Misconduct Allegations ............................................................................. 17
14. Administrative Sexual Assault Response Team (SART) ............................................... 19
15. Medical and Mental Health Services............................................................................. 19
16. Confidential Support Services ...................................................................................... 22
17. Protection against Retaliation ....................................................................................... 22
18. Findings and Notifications ............................................................................................ 23
19. Sexual Abuse Incident Reviews ................................................................................... 24
20. Sanctions ..................................................................................................................... 24
21. Data Collection and Review ......................................................................................... 25
Definitions ............................................................................................................................. 25
References ............................................................................................................................ 26
BOARD OF CORRECTION IDAPA RULE NUMBER
None
POLICY CONTROL NUMBER
149 Prison Rape Elimination
PURPOSE
This document outlines the department’s approach to preventing, detecting, and responding to
sexual abuse and sexual harassment to support the IDOC zero-tolerance standard.
RESPONSIBILITY
Director
The director is responsible for:
• Selecting a Prison Rape Elimination Act (PREA) coordinator to develop, implement,
and oversee the department PREA program to reduce and prevent sexual abuse and
sexual harassment in prisons and community reentry centers.
• Reviewing and signing the annual reporting document.
PREA Coordinator
The PREA coordinator is responsible for:
• Coordinating and leading department PREA compliance efforts.
• Ensuring consistency in staff training and the education of residents by approving all
materials.
• Updating PREA informational materials including posters, pamphlets, and videos.
• Developing and maintaining memorandums of understanding (MOUs) and other
resources to support facilities.
• Acting as liaison between the department and PREA auditors.
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• Conducting an annual review of the PREA Facility Staffing and Post Plan Review form
with PREA compliance managers.
• Developing data collection, reporting, and trend evaluation processes.
• Reviewing facility processes and field memorandums to ensure consistency and
compliance in PREA practices.
• Maintaining statewide PREA reporting options and ensuring PREA hotline calls are
directed to prisons leadership, facility leadership, the PREA coordinator, and PREA
compliance managers.
• Maintaining a confidential folder on the internal server (PREA File) for retention of
PREA investigations, notifications, tracking, and training and education materials. The
folder is accessible to all facility PREA compliance managers and other select staff
approved by PREA coordinator.
Facility Heads
Facility heads are responsible for:
• Assigning a second in command to serve as the PREA compliance manager to
oversee facility PREA compliance efforts.
• Coordinating required sexual abuse incident reviews.
• Implementing the Prison Rape Elimination Field Memorandum–Prisons or the Prison
Rape Field Memorandum–CRC.
• Reporting alleged sexual abuse at other facilities to facility leadership.
PREA Compliance Managers
PREA compliance managers are responsible for:
• Maintaining contact with the PREA coordinator.
• Coordinating facility PREA compliance efforts and compiling audit files.
• Coordinating facility housing efforts to ensure vulnerable individuals are not housed
with potentially abusive residents.
• Coordinating the investigation, finding reports to the residents, and retaliation-
monitoring processes.
• Leading the administrative sexual assault response team (SART).
• Reviewing PREA information posted in housing units and provided to residents to
ensure it is current, adequate, and documenting the quarterly check in the facility
PREA audit file.
• Testing the PREA hotline quarterly from one of the phones designated for use by
residents to ensure the line is working properly and triggering alerts to facility and
division leadership.
Human Resource Director
The Human Resource director is responsible for:
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• Ensuring PREA training is included in new employee pre-service and support service
academies and maintaining training records of the new employee trainings.
• Notifying appropriate licensing bodies of staff sexual misconduct.
• Responding to reference checks required by PREA standards.
Training Managers
The training managers for the Division of Prisons and Probation and Parole are
responsible for:
• Ensuring that annual IDOC-approved PREA training is completed.
• Maintaining training records for in-service PREA training.
Volunteer Program Coordinator
The volunteer program coordinator is responsible for:
• Ensuring IDOC-approved PREA training is completed for all volunteers entering
prisons and maintaining training verification.
Management Services Chief
The chief of Management Services is responsible for:
• Ensuring all contractors providing services to, or housing residents, comply with PREA
standards.
• Ensuring IDOC-approved PREA training is provided and documented by the contractor
or IDOC.
• Monitoring contracts for compliance to PREA standards.
Medical Services Provider
The medical services provider is responsible for:
• Stabilizing patient and sending the PREA nursing encounter form and medical history
to hospital for off-site forensic exams.
• Following evidence protocol to protect forensic evidence.
• Ensuring appropriate medical treatment is provided, and medical follow-ups are
completed.
• Notifying appropriate licensing bodies of contractor sexual misconduct.
Clinical Supervisor
The clinical supervisor is responsible for:
• Providing crisis intervention services as needed.
• Ensuring mental health evaluation is completed, and appropriate treatment provided.
• Providing access to outside care when deemed appropriate.
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STANDARD PROCEDURES
1. General Statement
The department supports the zero-tolerance standard for sexual abuse and sexual
harassment by aggressively responding to, investigating, and supporting the prosecution of
incidents of sexual abuse and sexual harassment in all department facilities. The department
uses internal administrative disciplinary processes and external partnerships with law
enforcement and prosecutors to enforce the standard.
The department cooperates with outside investigators, requests updates on progress in the
cases, and requests that outside law enforcement responding to PREA investigations follow
PREA requirements.
When the department conducts its own investigations into allegations of sexual abuse and
sexual harassment, it is done promptly, thoroughly, and objectively for all allegations,
including third party and anonymous reports.
The department increases awareness of safe reporting mechanisms through education of
staff, residents, volunteers, vendors, and contractors, to create institutional cultures that
discourage sexual abuse and sexual harassment.
The department separates, where appropriate, and carefully monitors both residents who are
sexually abusive and those who may be vulnerable to reduce the incidence of sexual abuse
and sexual harassment through classification, housing assignment, review of new
technologies, and improvements to institution architecture where feasible.
Sexual contact between staff, volunteers, contractors, vendors and residents, regardless of
consensual status, is prohibited and subject to administrative disciplinary sanctions and
criminal prosecution. (See Policy 219, Sexual Misconduct with Offenders.)
The department collects data to accurately track sexual abuse and sexual harassment, and
uses the information to improve operations, employee training, orientation for the newly
incarcerated, and services toward a sustainable zero-tolerance standard.
The department protects the confidentiality of the victim of sexual abuse and provides
available services necessary to help with recovery.
2. Consensual Contact Between Residents
Before an investigation, it is often unknown if sexual contact between residents is sexual
abuse or consensual sexual activity. When it is determined the sexual contact is consensual,
the procedure converts to disciplinary action based on SOP 318.02.01.001, Disciplinary
Procedures for Residents. Consensual sexual activity between residents is a rule violation, not
sexual abuse.
3. Prevention
Preventing sexual abuse includes many core correctional practices such as direct supervision,
camera surveillance and an expectation of professional behavior for staff and appropriate
behavior for residents.
Unhealthy dynamics that require staff intervention include verbal harassment, protection
offers, gifts, favors, rule violations, signs of coercion, or other attempts to establish power and
dominance over others.
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Organizational Structure
IDOC administrative prevention efforts include designating a PREA coordinator and PREA
compliance managers with sufficient authority to oversee changes required to enhance
prison safety.
Staffing and Post Plan
The department ensures that each facility develops and documents a staffing and post
plan that provides for adequate levels of staffing to protect residents against sexual abuse.
Any deviations from the plan must be documented in staffing logs. The PREA coordinator
and PREA compliance managers review staffing annually.
Unannounced Supervisory Rounds
Institutional leadership, including lieutenants, sergeants, program managers, and above,
must conduct and document in unit logs random, unannounced rounds to deter staff
sexual abuse and sexual harassment. Unannounced rounds will be conducted randomly
on all shifts and units to enforce the IDOC’s zero tolerance standard. Staff is prohibited
from alerting other staff members that the supervisory rounds are occurring.
Presence of Opposite Gender Staff, Contractors, and Volunteers
Opposite-gender staff, contractors, and volunteers must announce their presence when
entering a living area. A living area is an area where residents are likely to be showering,
performing bodily functions, or changing clothes. In secure facilities, this is the entry point
into a distinctive living area, sometimes described as the entry door. At community
confinement facilities, community reentry centers and the St. Anthony Work Camp, this is
the entry threshold into the restroom area. Such an announcement must be made every
time a staff member or visitor of the opposite gender enters the living area, unless another
opposite-gender staff member or visitor is visibly present in the living area at the time of
entry.
Opposite-gender staff must verbally announce “male on tier,” “female on tier,” or similar
professional language. The announcement will be made in a normal voice, appropriate to
the level of activity in the living area.
• Standardized signs outside living areas remind opposite-gender staff members to
announce their presence when entering and alert staff to announcement modifications
when required.
• Residents with disabilities will be advised of how announce procedures are modified to
ensure all residents receive notice.
Residents must be given an opportunity to shower, perform bodily functions, and change
clothing without nonmedical staff of the opposite gender viewing their breasts, buttocks, or
genitalia, except in emergency circumstances or when such viewing is incidental to routine
cell checks. This includes viewing via surveillance systems.
Physical Plant and Technology
The IDOC must consider how design and technology enhance the department’s ability to
protect residents from sexual abuse:
• When designing or acquiring any new facility.
• When planning any substantial expansion or modification of existing facilities.
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• When installing or updating a video monitoring, or other monitoring technology.
4. Training
To be most effective in providing a safe environment, IDOC staff members must recognize the
signs of sexual abuse and sexual harassment and understand their responsibility in the
detection, prevention, response and reporting of alleged sexual abuse or sexual harassment
of residents.
The PREA coordinator ensures that all IDOC PREA training meets PREA standards and
approves all PREA training materials for staff, contractors, and volunteers. The facility training
coordinator ensures training is properly delivered and documented.
Staff, volunteers, and contractors must verify by signature, or electronic confirmation, that they
have received and understand the PREA training.
Training records for IDOC-delivered pre-service and in-service training for IDOC staff are
stored in the electronic Relias training system. Contractors maintain records of all contractor-
delivered PREA training in their employees’ training files. The volunteer coordinator maintains
training records.
Staff and Facility-assigned Contractor Training
All department staff and facility-assigned contractors who may have contact with residents
receive mandatory face-to-face PREA training on the department’s zero-tolerance
standard for sexual abuse and sexual harassment every two years. The department
provides refresher PREA information in years when trainings are not provided.
Required training includes:
• IDOC’s zero-tolerance policy on sexual abuse and sexual harassment.
• How to fulfill staff, contractor, and volunteer responsibilities to prevent, detect, report,
and respond to sexual. abuse and sexual harassment.
• Residents’ right to be free from sexual abuse and sexual harassment.
• The right of residents and employees to be free from retaliation for reporting sexual
abuse and sexual harassment.
• The dynamics of sexual abuse and sexual harassment in correctional facilities.
• The common reactions of sexual abuse and sexual harassment victims.
• How to detect and respond to signs of threatened and actual sexual abuse.
• How to avoid inappropriate relationships with residents.
• How to communicate effectively and professionally with residents, including lesbian,
gay, bisexual, transgender, intersex, and gender non-conforming.
• How to comply with laws that require mandatory reporting of sexual abuse to outside
authorities.
Volunteers, Contractors
The department trains volunteers and contractors on their PREA responsibilities based on
the services they provide and level of contact they have with residents. All volunteers and
contractors are notified of the zero-tolerance standard for sexual abuse and sexual
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harassment and informed on how to respond if they observe or receive a report of sexual
abuse or sexual harassment.
Limited service contractors and non-facility staff who will be unescorted while in facilities
and have not received PREA training in the past year, must verify understanding of PREA
information by reading and signing the PREA Limited Services Training form. A signed
copy of the form must be kept in the facility’s PREA training file.
Specialized Training
The department requires specialized training for medical and mental health professionals,
and department investigators.
Medical and mental health care professionals
Full and part-time medical and mental health care providers who regularly work in facilities
must receive the following specialized training which includes:
• How to detect and assess signs of sexual abuse and sexual harassment.
• How to preserve physical evidence of sexual abuse.
• How to respond effectively and professionally to victims of sexual abuse and sexual
harassment.
• How and to whom to report allegations or suspicions of sexual abuse and sexual
harassment.
The medical contractor provides the necessary specialized medical training for its
employees and maintains training records in the employee file. The medical contractor
also provides PREA training rosters annually during compliance audits and sends them to
the PREA coordinator when PREA trainings are completed.
Clinical supervisors ensure mental health care staff receive the specialized training and
maintains training records on Relias.
Investigators
Staff investigating sexual abuse must receive the specialized training which includes:
• Techniques for interviewing sexual abuse victims.
• Proper use of Miranda and Garrity warnings.
• Sexual abuse evidence collection in confinement settings.
• Criteria and evidence required to substantiate a case.
The intelligence and investigations coordinator ensure investigators receive the training
and maintains training records.
5. Resident Education
During the reception and diagnostic unit (RDU) process, residents receive initial information
on PREA, followed by comprehensive education within 30 days. They receive written and oral
information regarding:
• The department’s zero-tolerance policy on sexual abuse and sexual harassment, and
residents’ and CRC residents’ right to be free from sexual abuse, sexual harassment,
and retaliation for reporting such incidents.
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• How to avoid sexual contact in prison.
• The risks and consequences of engaging in sexual activity.
• How to report sexual abuse and sexual harassment.
• What defines a false accusation and the consequences of making a false accusation.
• How to obtain counseling services and medical assistance if victimized.
• Outside emotional support services and confidentiality offered.
This information is available in printed, oral, electronic and video formats. English, Spanish
and closed-captioned versions make it accessible to residents, including (but not limited to)
those who have limited English proficiency, are deaf, visually impaired, or otherwise disabled,
as well as those with limited reading skills. Only materials reviewed and approved by the
PREA coordinator may be used. Approved education materials are on the internal server in
the PREA folder that is accessed and managed by the PREA coordinator.
Residents must sign a training sheet confirming that they have received the training. The RDU
manager logs a training verification in the electronic resident record that states the following:
Attended PREA orientation, watched video, discussed reporting methods, services available,
expectations, and how to stay safe. The signed training sheets must be filed and retained for
three years.
All residents receive education when transferred to a different facility if facility-specific
resources are different. They must verify by signature that they have received PREA
education and facility-specific PREA information.
6. Placement of Lesbian, Gay, Bisexual, Transgender, and Intersex (LGBTI) Residents
The department does not place lesbian, gay, bisexual, transgender, or intersex residents in
dedicated facilities, units, or wings solely based on such identification or status.
The IDOC considers the management and placement of transgender or intersex residents on
a case by case basis. Health and safety, operational management, security, and mental
health needs are considered. Serious consideration is given to the resident’s own views
regarding safety.
Hygiene
Transgender and intersex residents must be given the opportunity to shower separately.
7. Youthful Residents
Residents under the age of 18, also known as “youthful residents”, must not be placed in a
housing unit in which they have sight, sound, or physical contact with any adult resident
through use of a shared dayroom or other common space, shower area, or sleeping quarters.
In areas outside of housing units, the department must maintain sight and sound separation
between youthful residents and adult residents or provide direct staff supervision when
youthful residents and adult residents have sight, sound, or physical contact. Direct staff
supervision means that security staff are in the same room with, and within reasonable
hearing distance of, the resident.
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The IDOC manages youthful residents on a case-by-case basis at the direction of the chief of
prisons or designee. When needed, the facility head will develop a written plan for short-term
housing of a youthful resident until permanent placement is located.
State law requires agencies notify the Idaho Department of Health and Welfare of any
reported abuse involving a juvenile.
8. Reporting
Reporting by Residents
The department provides multiple methods for residents to report sexual abuse, sexual
harassment, retaliation by other residents or staff, staff neglect, or staff violation of
responsibilities that may have contributed to such incidents.
All reports of sexual abuse and sexual harassment must be investigated. Incidents
involving potentially criminal acts are referred to law enforcement for investigation and
potential prosecution.
The department does not rely on interpreters from the prison population to help residents
who are disabled or have limited English proficiency report sexual abuse, unless a delay
would compromise the resident or CRC resident’s safety. Whenever possible the
department uses a staff member, or an alternative source such as the AT&T Language
Translation Service: Language Line Service.
The best method of reporting is the quickest and safest method available to the resident at
the time. Generally, the best methods are:
• Oral report to any staff member
• Written report to any staff member
• Voicemail report to the PREA hotline
Confidential Reporting
Residents can report sexual abuse or sexual harassment to the Idaho Sheriffs’ Association
(ISA). Mail to this reporting option may be sent confidentially in accordance with SOP
402.02.01.001, Mail Handling in Correctional Facilities. The resident can request that the
ISA remove identifying information and keep the source of the information anonymous.
Information sent to this outside option is forwarded to the PREA coordinator for
investigation.
Idaho Sheriffs’ Association
3100 Vista Ave., Suite 203
Boise, ID 83705
Family and Community Reporting
The department accepts and investigates reports of sexual abuse or sexual harassment
made on behalf of a resident.
The department website, www.idoc.idaho.gov, provides a telephone number and e-mail
address for third party reporting outside of facilities.
The Helpline is 1-800-361-6286.
The email option is [e-mail].
The Helpline and email are checked during normal business hours.
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Staff, contractors, and volunteers may also use these options to privately report sexual
abuse or sexual harassment.
9. Concern Forms and Grievances Regarding Sexual Abuse
Concern forms and grievances can be used for reporting sexual abuse but may result in a
slower response. If information received in a concern form or grievance indicates a resident
may be at substantial risk for sexual abuse, the process is stopped and the facility reverts to
procedures outline in section 11 of this SOP.
Concern Forms
• Any concern form alleging sexual abuse should be kept confidential and may be
submitted to the facility head, PREA compliance manager, PREA coordinator, or any
staff member, including central office staff. It should not be submitted or referred to the
subject of the allegation.
Grievances
The following guidelines apply to any grievance that pertains to sexual abuse or staff
sexual misconduct:
• Time limits for filing a grievance do not apply to sexual abuse specific elements but
may be applied to unrelated concerns contained in the same grievance.
• The three-grievance limit does not apply.
• Informal resolution is not required.
• Grievance coordinators must not reject a grievance or allegation of sexual abuse.
• The grievance should be confidential and may be submitted to the facility head, PREA
compliance manager, or PREA coordinator for review and appropriate referral. It
should not be submitted or referred to the subject of the investigation.
• A final decision on the merits of any portion of a grievance is required within 90 days of
receiving the grievance. Computation for the 90-day time period does not include time
consumed by the resident in preparing an appeal. An extension may be granted based
on normal grievance procedures. If an extension is granted, notify the resident in
writing and provide a date when the final decision will be made.
• Third parties, including fellow residents, staff members, family members, attorneys,
and outside advocates, can assist the resident submitting the grievance.
• Third parties may submit such allegations on behalf of an resident. Third parties are
not required to use the standard grievance form when submitting an PREA grievance.
If the alleged victim denies the allegation, declines to participate, and there is no
evidence to support it, the allegation will be deemed unfounded and closed.
• If it is determined that the resident submitted a sexual-abuse related grievance
containing false allegations, disciplinary action may be taken in accordance with SOP
318.02.01.001, Disciplinary Procedures for Residents.
10. Staff Reporting
All staff, volunteers, and contractors must immediately report orally and in writing any
knowledge, suspicion, or information received from any source regarding an allegation or
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incident of sexual abuse and sexual harassment to the shift commander. When the
department learns that a resident is at risk of imminent sexual abuse, immediate action is
required by the shift commander to protect them.
Staff, volunteers, and contractors must keep the report and its contents confidential, except as
necessary to facilitate investigation of the allegation and administrative or criminal
proceedings.
The reporting staff, contractor, or volunteer must write an incident report before leaving the
facility and forward it to the shift commander.
Staff, contractors and volunteers may privately report sexual abuse or sexual harassment
using these options.
The Helpline is 1-800-361-6286.
The email option is [e-mail].
The Helpline is managed by Special Investigations Unit. The email is managed by the PREA
coordinator. Both are checked during normal business hours.
Failure to Report
Any staff member, contractor, or volunteer found to have failed to report sexual abuse or
sexual harassment of a resident, retaliation by other residents or staff, staff neglect, or
staff violation of responsibilities that may have contributed to such incidents, is subject to
disciplinary or other appropriate action, up to and including termination. Volunteers and
contractors may be denied access to the facility for failure to report.
Reporting to Other Confinement Facilities
If a resident reports being sexually abused while confined in another facility, either within
or outside IDOC’s jurisdiction, the shift commander must report the information directly to
the facility head.
The facility head will notify the agency or facility head where the alleged abuse occurred.
All notifications must be made within 72 hours and copied to the PREA coordinator. The
PREA coordinator will log and file notifications in the PREA folder.
11. Response and Investigation
Sexual abuse and sexual harassment are considered a major incident and require immediate
response in accordance with SOP 105.02.01.001, Reporting and Investigation of Major
Incidents.
An investigator who has received PREA-required investigation training must interview all
residents involved in an allegation of sexual abuse. If an investigator cannot respond, the shift
commander may conduct the initial interviews and take appropriate action based on the
information available at the time. However, an investigator must conduct follow up interviews
with those involved as soon as possible. If the investigator finds additional or conflicting
information, the investigator must initiate steps in accordance with this section.
Response Based on When the Incident Occurred
The amount of time that has lapsed between the abuse and the discovery or report affects
specific steps of the response. If the alleged sexual abuse occurred within five calendar
days, then forensic evidence can be obtained from the victim and the perpetrator.
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If the alleged sexual abuse did not occur within five days, the basic response detailed in
this section remains the same.
First Responder
When the department receives an allegation that a resident was sexually abused, the first
staff member to respond must:
• Separate the alleged victim and abuser, if they have not already been separated.
• Immediately contact the shift commander.
• Preserve and protect any crime scene until evidence is collected.
• Request that the alleged victim not take any actions that could destroy physical
evidence, including, as appropriate, washing, brushing teeth, changing clothes,
urinating, defecating, drinking, or eating if the abuse occurred within five calendar
days.
• Ensure that the alleged abuser does not take any actions that could destroy physical
evidence, including, as appropriate, washing, brushing teeth, changing clothes,
urinating, defecating, drinking, or eating if the abuse occurred within five calendar
days.
If the first staff responder is not a security staff member, request that the alleged victim
take no actions that could destroy physical evidence and notify security staff.
12. Sexual Assault Response Team (SART)
The facility leader must detail a facility-specific coordinated response in the standardized
Prison Rape Elimination Field Memo. The FM must name a PREA compliance manager;
identify resources to support the initial response and administrative SART and identify the
community SART. When a facility does not have the required response team members on
staff, the FM must identify how those duties will be covered. The FM will be updated annually
or in a timely manner when changes occur. The facility initial response SART usually includes:
• Shift commander
• Medical staff
• Mental health staff
• Investigator
The initial response SART is responsible to work with the shift commander or duty officer for
the immediate management of the victim to include medical evaluation, crisis intervention, and
temporary housing decisions.
Alleged sexual abuse victims should not be housed on the same unit as the alleged abusers.
Sexual abuse victims should be housed in the least restrictive environment possible and
should be allowed to retain personal property that does not present a legitimate security
concern. After a sexual abuse exam has been completed (or refused), victims should be given
access to a shower, food, and drink. Telephone calls to family, visits from clergy, community
victim services coordinators, etc., should be allowed whenever possible.
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If initial response SART members cannot agree on a housing assignment, the shift
commander must notify the facility duty officer. The facility duty officer then decides the sexual
abuse victim’s housing assignment.
The PREA Sexual Abuse or Contact Checklist provides step-by-step guidance for sexual
abuse incidents.
Functional Roles and
Responsibilities Step Tasks
Staff Member 1 Detects or learns of an alleged sexual abuse, or an alleged
consensual sexual contact.
First Responder,
Security 2a
Ensure that the alleged victim is safe and separated from
the alleged abuser.
Notify the shift commander.
Request that the alleged victim and ensure the alleged
abuser do not take any actions that could destroy physical
evidence, including washing, brushing teeth, changing
clothes, urinating, defecating, drinking or eating.
First Responder, Non-
Security 2b
Ensure that the alleged victim is safe.
Request that the alleged victim not take any actions that
could destroy physical evidence.
Notify security staff immediately.
Shift Commander 3 Obtain the PREA Sexual Abuse or Contact Checklist, and
begin the required documentation.
Shift Commander 4 Notify investigator.
Shift Commander 5
When residents claim sexual activity is consensual,
interview both individuals separately.
If the interviews support possible sexual abuse, continue to
step 7.
If the interviews and evidence support that the allegation is
unfounded:
• Complete the applicable sections of the PREA
Sexual Abuse or Contact Checklist and forward
the original checklist with all reports and
documentation to the investigator, and copies to
the PREA compliance manager, facility duty
officer, and PREA coordinator.
If interviews and evidence support consensual activity
between the two residents,
• Ensure that disciplinary procedures are followed
in compliance with SOP 318.02 01.001,
Disciplinary Procedures: Resident.
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Functional Roles and
Responsibilities Step Tasks
• Complete the applicable sections of the PREA
Sexual Abuse or Contact Checklist and forward
the original of the checklist with all reports and
documentation to investigator, and copies to the
PREA compliance manager, facility duty officer,
and PREA coordinator.
If the interviews support that the allegation was unfounded
or that the activity was consensual, the process ends here.
Shift Commander 6
If sexual abuse occurred within five calendar days, and a
sexual assault forensic exam should be completed, the
victim must be escorted to medical for immediate care in
preparation for transport to the hospital.
• Secure the alleged abuser in a cell with water
turned off to preserve evidence
• Collect the alleged abuser’s clothing to
maintaining a chain of custody in accordance
with SOP 116.02.01.001,Custody of Evidence,
until it can be turned over to the law
enforcement agency with jurisdiction.
• Ensure that the victim’s clothing is collected
before leaving the facility to maintain a chain of
custody.
• Contact local law enforcement and request an
immediate investigation.
• Notify the hospital that a possible rape victim is
being transported and request that the hospital
sexual assault response team (SART) be
activated. (Transport in accordance with SOP
322.02.01.001,Transports: Medical, Court,
Family Emergency, and State.)
Shift Commander 7
Activate the facility SART to coordinate response and
ensure that victim receives timely on-site medical care for
emergency needs and is assigned a staff person for mental
health support.
Shift Commander 8 Request medical prepare all required documents for
hospital transport.
Shift Commander 9
If the abuse did not occur within the last five calendar days,
base the response on the following steps applicable to the
situation.
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Functional Roles and
Responsibilities Step Tasks
Shift Commander 10 Secure the alleged abuser in a different unit than where the
victim is housed.
Shift Commander 11 Notify the facility head or facility duty officer.
Facility Head or
Facility Duty Officer 12
Provide guidance if required.
When an allegation or circumstances require it, call the
administrative duty officer to ensure department resources
are deployed.
Shift Commander 13 Document the facility head contact on the PREA Sexual
Abuse or Contact Checklist and implement guidance.
Shift Commander 14
Ensure that evidence is gathered for law enforcement
investigation, based on guidance in SOP 116.02.01.001,
Custody of Evidence, and as requested by law
enforcement.
Maintain the custody of evidence, until it is turned over to
the law enforcement agency with jurisdiction.
Shift Commander 15 Notify the facility clinician or mental health professional (if
not a member of SART).
Shift Commander 16 Complete and transmit a 105 Incident Report.
Shift Commander 17 Ensure that involved staff members, contractors, and
volunteers, complete reports before they leave the facility.
Shift Commander 18
Ensure that medical discharge instructions from the
hospital are delivered directly to facility medical staff and
copies of the forensic exam summary are delivered to
medical and investigations.
Shift Commander 19
Forward completed checklists to the facility PREA
compliance manager, the facility duty officer, facility
investigations, and PREA coordinator usually immediately,
but within 72 hours.
PREA Compliance
Manager 20 Create PREA incident action plan with administrative SART
to best support the victim and investigation.
PREA Compliance
Manager 21
Verify that a qualified mental health professional performed
a risk and needs assessment within 24 hours in
accordance with this SOP.
PREA Compliance
Manager 22 Update the PREA coordinator within 72 hours.
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13. Staff Sexual Misconduct Allegations
Some Evidence
In sexual abuse cases involving a staff member, contractor, or volunteer, additional steps
are required. If the initial review finds some evidence supporting the allegation that staff-
resident abuse may have occurred, or law enforcement is contacted, the shift commander
must contact the warden or facility duty officer, the administrative duty officer (ADO) and
special investigations unit (SIU).
SIU must accept the investigation and perform the staff and contractor interviews, or
provide input to trained facility investigators on how to proceed with staff or contractor
interviews in conformance with SOP 150.01.01.006, Administrative Investigations. The
ADO will involve human resources staff as needed to ensure proper procedures are
followed if a staff or contractor must be removed from the facility.
In SIU cases referred to law enforcement, SIU will request law enforcement updates on
progress in open staff-resident cases, and inform department leadership, facility
leadership, and the PREA coordinator of key developments including case dismissal,
referral for prosecution, indictments, convictions, and acquittals.
In sexual misconduct cases involving staff or contractors, SIU must send finding
notifications to HR, the contractor, when relevant, and the PREA coordinator. Notifications
to licensing boards will be sent by the employer and copied to SIU and the PREA
coordinator.
SART and administrative SART actions supporting the victim must be completed
according to policy guidance below.
Functional Roles and
Responsibilities Step Tasks
Shift Commander 1
If the allegation involves a staff member or agent of the
department and includes some evidence, contact:
• The facility head or facility duty officer (The
facility head may notify the administrative duty
officer)
• The administrative duty officer
• The special investigations unit
Shift Commander 2
Based on leadership input:
• Contact local law enforcement
• If staff, remove from facility, only after
conferring with the facility head, ADO, and SIU
• If volunteer, remove from facility after
conferring with facility head
Shift Commander 3
Forward completed checklists to the facility PREA
compliance manager, the facility duty officer, facility
investigations, SIU, PREA coordinator usually
immediately, but within 72 hours.
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Administrative Duty
Officer 4 Make notifications required at department leadership level
to include human resources.
Special Investigations
Unit Chief 5 Monitor or oversee all staff and contractor interviews in
sexual misconduct cases
Special Investigations
Unit Chief 6
Seek updates and provide timely updates on staff sexual
misconduct cases to department leadership, facility
leadership, and the PREA coordinator.
PREA Compliance
Manager 7 Ensure administrative SART actions are completed after
consultation with SIU.

No Evidence
When a staff-resident sexual abuse allegation is made, but the initial review finds no
evidence supporting the allegation, the shift commander will complete and forward the
PREA checklist, and reports to investigations and the PREA compliance manager for
prioritization and assignment. The shift commander will consult facility leadership on how
to separate the alleged victim and accused staff member until the investigation is
completed. Temporarily reassigning a staff member to another unit or another facility is
usually appropriate.
The shift commander will forward PREA checklists for all staff-resident allegations of
sexual abuse and sexual harassment to SIU in addition to the other required distribution.

Functional Roles and
Responsibilities Step Tasks
Shift Commander 1
If the allegation involves a staff member or agent of the
department but no immediate threat exists, contact the
facility head or facility duty officer.
Shift Commander 2 Assign an investigator to collect information and evidence.
Shift Commander 3
Ask the facility head or duty officer if the staff member or
contractor should to be reassigned to a different unit than
where the victim is housed or removed from the facility.
If volunteer or visitor, remove from facility after conferring
with facility head.
Shift Commander 4
Forward completed checklists to the facility PREA
compliance manager, the facility duty officer, facility
investigations, SIU, and PREA coordinator usually
immediately, but within 72 hours.
Investigator 5 Gather initial evidence and information reports.
Keep SIU informed of process.

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14. Administrative Sexual Assault Response Team (SART)
Sexual abuse incidents require on-going monitoring, support and follow-up. The administrative
sexual assault response team (SART) assumes responsibility after the initial response and
establishes the PREA incident action plan to ensure a victim-focused response. The
administrative SART usually includes:
• PREA compliance manager (PCM)
• Investigator
• Clinical supervisor, or mental health professional
• Medical representative
An incident action plan should be developed within 72 hours of the initial response in sexual
abuse cases. The PCM may use the PREA Incident Action Plan form to guide and track
required actions. The action plan ensures the victim is supported and that medical and mental
health follow-ups, resident reporting, retaliation checks, and an incident review are completed
in a timely manner.
SART ensures a balanced multi-disciplinary team approach is used when making decisions
regarding a sexual abuse victim in the immediate crisis and in providing follow-up support
services.
15. Medical and Mental Health Services
Victims of sexual abuse receive prompt access to emergency medical treatment and crisis
intervention based on the nature and scope of the abuse as determined by a medical or
mental health professional. These services are provided to the victim without cost and
regardless of whether the victim names the abuser or cooperates with any investigation
arising out of the incident.
Forensic Examinations
Facility medical staff must stabilize and provide emergency medical care prior to transport
for a forensic exam. Medical staff must send the victim’s medical history and the PREA
Nursing Encounter (medical records form) to the receiving hospital, but no forensic
evidence should be collected by facility medical staff.
The forensic medical exam will be performed by a sexual assault forensic examiner
(SAFE) or sexual assault nurse examiner (SANE) at a local hospital. A forensic exam can
be completed by qualified medical practitioners at the local hospital if a SAFE or SANE
provider is unavailable. The victim may refuse the forensic exam.
A community victim services advocate provides emotional support and explains the
forensic exam process.
Facility Forensic Follow-up
Hospitals send sealed medical discharge instructions with the patient. The facility medical
staff ensure medical follow-up is completed. The nurse must notify the on-call facility
medical provider in a timely manner as needed and ensure the provider is aware a
forensic exam was completed.
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Medical Services
When sexual abuse is reported five calendar days or more after the incident, facility
medical staff provide appropriate treatment to include a medical assessment, mental
health referral, treatment of all injuries, appropriate baseline labs, and prophylaxis for
sexually transmitted diseases as described in “A National Protocol for Sexual Assault
Medical Forensic Examinations and the Centers for Disease Control (CDC) Treatment
Guidelines.”
All appropriate follow-up exams and booster vaccines must be scheduled and completed
based on the CDC treatment guidelines. Referrals for continued care must be provided
upon release from custody as needed.
Victims of sexually abusive vaginal penetration must be offered pregnancy tests. If a
sexual abuse results in pregnancy, sexual abuse victims must receive comprehensive
information about, and timely access to pregnancy-related medical services.
When a reportable infectious disease, such as HIV, is detected, the medical provider is
responsible for reporting it to the state health authority as required by law.
Functional Roles and
Responsibilities Step Tasks
Medical provider 1
Stabilize and assess the victim.
If no off-site treatment and no forensic exam is required
complete:
• Medical assessment
• Treat all injuries
• Perform appropriate baseline labs
• Administer prophylaxis for sexually transmitted
diseases
• Perform pregnancy testing when appropriate
Medical provider 2 When hospital transport is required, send victim’s medical
history to the hospital with the transport officer.
Medical provider 3
Ensure the medical discharge instructions and a copy of
the forensic exam summary are received and required
follow-up scheduled and completed.
Medical provider (if
nurse) 4 Ensure on-call medical provider is informed in a timely
manner that an resident was sent for a forensic exam.
Medical provider 5 Schedule and complete appropriate medical follow-ups.

Mental Health Services
Facility mental health providers must provide a mental health evaluation and appropriate
treatment to residents who have been victimized by sexual abuse while incarcerated.
Services provided must be based on that individual’s identified clinical need.
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Immediate Crisis Intervention
When a SART member is notified of a report of sexual abuse, they will notify the facility
clinical supervisor. The clinical supervisor assigns a mental health professional to conduct
a screening and complete a PREA Mental Health Progress Report as quickly as possible,
but no later than within 24 hours of receiving a sexual abuse report.
Ongoing Response
A follow-up mental status assessment will be performed within 30 days to monitor for
delayed trauma reaction. The same standards as the first assessment apply.
If the resident is suffering from an acute stress reaction as the result of sexual abuse or
victimization, the clinician will determine the level of need for services. In most cases, the
resident will be referred to current facility mental health services. If a mental health
professional determines their mental health needs cannot be met by the facility services,
the clinical supervisor is to consult with the Chief of Psychology, who may determine that a
service provider outside the employment of IDOC is to be contracted to provide
assessment and stabilization services for individual therapy to last approximately six
sessions.
Confidentiality and Mandatory Reporting
Information gathered in the mental health assessment must be managed according to
laws and policies regarding confidentiality of protected health information.
All staff and contractors, including medical and mental health professionals, are required
to report immediately in-custody sexual abuse. State law requires agencies notify the
Idaho Department of Health and Welfare of any reported abuse involving a juvenile or
vulnerable adult.
Functional Roles and
Responsibilities Step Tasks
Mental health
professional 1
Provide immediate crisis intervention to help stabilize the
victim.
• When indicated, follow 315, Suicide Risk
Management
• Participate in SART consultation on housing
options to ensure the safety of the resident.
Mental Health
Professional 2
Within 24-hours after an allegation, complete mental health
status examination. The encounter should be entered into
the medical record as a subjective, objective, assessment
and plan (SOAP) charting format note.
Mental Health
Professional 3
Submit a PREA Mental Health Progress Report to the
clinical supervisor, chief psychologist, and PREA
compliance manager to verify the evaluation is complete.
Mental Health
Professional 4 Provide mental health services at level of care identified.
Or:
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Functional Roles and
Responsibilities Step Tasks
When indicated, submit an outside counseling request to
the clinical supervisor.
Clinical Supervisor 5 Review outside counseling request and consult with the
chief psychologist
Mental Health
Professional 6
When treatment is completed, the responsible treatment
professional submits a final PREA Mental Health Progress
Report to the chief psychologist for final review, with copies
to the facility clinical supervisor, and PREA compliance
manager to confirm PREA treatment is complete.
Chief Psychologist 7 Reviews termination summary on all outside counseling
services. Approves additional services if indicated.
16. Confidential Support Services
Residents are provided with access to outside victim advocates for emotional support services
related to sexual abuse. The department allows reasonable communication between these
individuals and support organizations in as confidential a manner as possible.
Just Detention International (JDI) provides emotional support services related to sexual
abuse. Mail to and from JDI is monitored for contraband and items that might threaten the
safety of the recipient in accordance with SOP 402.02.01.001, Mail Handling in Correctional
Facilities. JDI is required to report information that would impact the safety or security of any
IDOC facility, or the lives of staff or residents.
Rape crisis centers in five Idaho regions provide victim advocate support for residents during
and after a forensic exam. Residents in facilities where local victim advocate support is
available receive training on services available and how to access those services.
17. Protection against Retaliation
The department strictly prohibits retaliation against any person for reporting or cooperating in
an investigation of sexual abuse or sexual harassment. Any resident or staff member who
reports sexual abuse or sexual harassment, or who cooperates with any such relative
investigation(s), or, who fears retaliation, must be protected.
The facility PREA compliance manager must assign facility staff to monitor the conduct and
treatment of residents or staff who reported the sexual abuse to determine if any activities
suggest retaliation by other residents or staff and act promptly to remedy any such retaliation.
The PREA Retaliation Monitoring Form is used for 90 days to track for retaliation in sexual
abuse cases. One initial check in required in sexual harassment cases. The PCM will request
additional retaliation checks for harassment when merited. Completed forms are filed at the
facility in the PREA compliance manager audit file.
If a sexual abuse or sexual harassment allegation is unfounded, retaliation
monitoring can end, unless the facility head determines that further monitoring is
warranted. Potential protective measures for residents who fear retaliation include:
• Monitoring disciplinary offense reports
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• Direct monitoring for unusual or abnormal behavior
• Housing reassignment or transfers
• Program changes
Possible retaliation by other residents must be reported to the facility head for further
investigation and possible disciplinary action.
Protective measures for staff who fear retaliation include:
• Monitoring for unwarranted and apparent retaliatory performance reviews
• Monitor job reassignments that appear retaliatory
Suspected retaliation must be reported to the facility head and human resources director
for further investigation and possible disciplinary action, based on procedures in SOP
205.07.01.001, Corrective and Disciplinary Action,. Retaliation, in and of itself, is grounds
for disciplinary action up to and including termination.
18. Findings and Notifications
Findings
When the sexual abuse investigation is completed, facility leadership will determine
findings based on the evidence.
• Substantiated means an allegation was investigated and determined to have
occurred based on a preponderance of evidence.
• Unsubstantiated means an allegation was investigated and the investigation
produced insufficient evidence to make a final determination as to whether or not the
event occurred.
• Unfounded means an allegation was investigated and determined not to have
occurred.
In unfounded cases, sanctions for false reporting will be considered. A report of sexual
abuse made in good faith based upon a reasonable belief that the alleged conduct
occurred must not constitute a false allegation, even if the evidence does not substantiate
the allegation.
Notifications
The PREA compliance manager must ensure the victim is notified of key events, as noted
below, during and after a sexual abuse investigation. All notifications will be documented
on the PREA Finding Report. The PREA Finding Report must be signed by the staff
delivering the notification. The signed PREA Finding Report is then filed in the PREA
folder.
For all allegations, the victim is notified of the investigation findings, and when criminal
indictments or convictions occur. Findings for investigations involving outside agencies or
SIU must be delivered in the same manner with the PREA coordinator providing the
information for delivery to the victim.
For investigations involving allegations against staff, the victim is also notified when the
following occurs:
• The accused staff member is no longer posted within the victim’s unit.
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• The accused staff member is no longer employed at the facility.
Notifications are no longer required after the resident is released from the custody of the
department.
The PREA coordinator must review open PREA cases monthly and notify PREA
compliance managers of victims who have been transferred between facilities to ensure
the victim continues to receive required services and notifications, unless the victim has
requested otherwise.
19. Sexual Abuse Incident Reviews
The facility head or designee must conduct a sexual abuse incident review at the conclusion
of every sexual abuse investigation usually within 30 calendar days after the investigation
ends, unless the allegation was unfounded.
For substantiated and unsubstantiated incidents, the facility head must assemble a review
team comprised of upper-level facility management, which will seek input from:
• Line supervisors
• Investigations
• Medical and mental health staff
The team must assess all factors outlined in the PREA Sexual Abuse Incident Review,
provide recommendations for improvement, and submit the report to the facility head and
PREA compliance manager. The facility head must implement the recommendations for
improvement or document the reasons for not doing so and forward the completed incident
review form to the PREA coordinator.
The PREA coordinator will compile a summary of incident reviews, address any departmental
changes needed, and provide an annual review to the department’s leadership team.
The PREA compliance manager ensures the PREA Sexual Abuse Incident Review and
investigation file are filed in the PREA folder.
20. Sanctions
All substantiated sexual abuse incidents are referred to law enforcement for possible
prosecution.
Staff
Staff members are subject to disciplinary sanctions, up to and including termination,
pursuant to Sexual Misconduct with Offenders, Policy 219, for:
• Engaging in sexual abuse of a resident.
• Failing to report to a supervisor any suspected or known sexual abuse of an resident
by another resident, or by a staff, contractor, or a volunteer.
• Engaging in retaliatory conduct against a party involved in a sexual abuse or sexual
harassment complaint.
A staff member who has engaged in sexual misconduct with a resident may be subject to
criminal prosecution. Information regarding termination of staff for sexual misconduct or
sexual harassment is also reported to relevant licensing bodies.
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Contractors and Volunteers
Any contractor or volunteer who engages in sexual abuse must be prohibited from contact
with residents and must be reported to law enforcement agencies and to relevant licensing
bodies.
Sanctions for Residents
Residents involved in sexual abuse of other residents can face criminal charges and IDOC
administrative disciplinary action. Residents are subject to IDOC disciplinary actions for
false reports, sexual abuse, sexual harassment, and consensual sexual activity in
accordance with Disciplinary Procedures: Residents, SOP 318.02.01.001. Disciplinary
actions may be taken even if the resident is not criminally charged, criminal charges are
dismissed, or they are not convicted of the criminal charge.
If the sexual abuse was between a staff member and a resident, the resident can face
criminal charges if evidence indicates that a staff member did not consent to sexual
contact.
21. Data Collection and Review
The department must collect and review data on all incidents of sexual abuse and sexual
harassment occurring in correctional facilities. Annually, the data is used to assess and
improve the effectiveness of sexual abuse prevention, detection, response policies, practices,
and training.
The PREA coordinator aggregates the data to respond to the Survey of Sexual Violence
conducted by the Department of Justice. The PREA coordinator also prepares an annual
report that identifies problem areas, and corrective action or changes were implemented. The
report, when approved by the director, is posted on the IDOC website, www.idoc. idaho.gov.
The data collected is securely retained and maintained for 10 years after the date of the initial
collection.
DEFINITIONS
Community Confinement Facility: A correctional facility in which residents reside while
participating in gainful employment or employment search efforts. This definition includes St.
Anthony Work Camp and community reentry centers and is only used for SOP 325.02.01.001
and PREA-related purposes.
Sexual Abuse, Level 1, Resident-Resident: Occurs if the victim does not consent, is
coerced into such act by overt or implied threats of violence or is unable to consent or refuse
and includes any of the following acts:
• Contact between the penis and the vulva or the penis and the anus, including
penetration, however slight.
• Contact between the mouth and the penis, vulva, or anus.
• Penetration of the anal or genital opening of another person, however slight, by a
hand, finger, object, or other instrument.
Sexual Abuse, Level 2, Resident-Resident: Occurs if the victim does not consent, is
coerced into such act by overt or implied threats of violence or is unable to consent or refuse.
Any other intentional touching either directly or through the clothing, of the genitalia, anus,
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groin, breast, inner thigh, or the buttocks of another person, excluding contact incidental to a
physical altercation.
Sexual Harassment, Resident-Resident: Is repeated and unwelcome sexual advances,
requests for sexual favors, or verbal comments, gestures, or actions of a derogatory or
offensive sexual nature by one resident directed toward another resident.
Staff Sexual Misconduct, Staff-Resident Sexual Abuse: Residents cannot consent to
sexual contact with staff. Sexual abuse of an resident by a staff member, contractor, or
volunteer includes the following categories of staff sexual misconduct and occurs with or
without consent of the resident:
• Contact between the penis and the vulva or the penis and the anus, including
penetration, however slight.
• Contact between the mouth and the penis, vulva, or anus.
• Contact between the mouth and any body part where the staff member, contractor, or
volunteer has the intent to abuse, arouse, or gratify sexual desire.
• Penetration of the anal or genital opening, however, slight, by a hand, finger, object, or
other instrument, that is unrelated to official duties or where the staff member,
contractor, or volunteer has the intent to abuse, arouse, or gratify sexual desire.
• Any other intentional contact, either directly or through the clothing of or with the
genitalia, anus, groin, breast, inner thigh, or the buttocks, that is unrelated to official
duties or where the staff member, contractor, or volunteer has the intent to abuse,
arouse, or gratify sexual desire.
• Any attempt, threat, or request by a staff member, contractor, or volunteer to engage in
the activities described in bullets above in this section.
• Any display by a staff member, contractor, or volunteer of their uncovered genitalia,
buttocks, or breast in the presence of a resident.
• Voyeurism by a staff member, contractor, or volunteer means an invasion of privacy of
an resident by staff for reasons unrelated to official duties, such as peering at
residents using a toilet in their cell to perform bodily functions; requiring an resident to
expose their buttocks, genitals, or breasts; or taking images of all or part of an
resident’s naked body or of them performing bodily functions.
Sexual Harassment, Staff-Resident: Repeated verbal comments or gestures of a sexual
nature to a resident by a staff member, contractor, or volunteer, including demeaning
references to gender, sexually suggestive or derogatory comments about body or clothing, or
obscene language or gestures.
Intersex: Means a person whose sexual or reproductive anatomy or chromosomal pattern
does not seem to fit typical definitions of male or female. Intersex medical conditions are
sometimes referred to as disorders of sexual development.
Transgender: Means a person whose gender identity (i.e., internal sense of feeling male or
female) is different from the person’s assigned sex at birth.
REFERENCES
PREA Field Memorandum-Prisons
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PREA Field Memorandum–CRCs
PREA Incident Action Plan
PREA Limited Services Training
PREA Mental Health Progress Report
PREA Retaliation Monitoring Form
PREA Finding Report
PREA Sexual Abuse Incident Review
PREA Sexual Abuse or Contact Checklist
PREA Staffing and Post Plan Review
Prison Rape Elimination Act, Prison and Jail Standards, 28 C.F.R. Part 115
Policy 219, Sexual Misconduct with Offenders
Policy 315, Suicide Risk Management
Standard Operating Procedure 150.01.01.006, Administrative Investigations
Standard Operating Procedure 105.02.01.001, Reporting and Investigation of Major Incidents
Standard Operating Procedure 116.02.01.001, Custody of Evidence
Standard Operating Procedure 205.02.01.001, Corrective and Disciplinary Action
Standard Operating Procedure 318.02.01.001, Disciplinary Procedures: Inmate
Standard Operating Procedure 322.02.01.001 Transports: Medical, Court, Family Emergency,
and State
Standard Operating Procedure 401.06.03.501, Gender Dysphoria: Healthcare for Inmates with
Standard Operating Procedure 402.02.01.001, Mail Handling in Correctional Facilities
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