CCWORK protocol: a longitudinal study of Canadian Correctional Workers’ Well-being, Organizations, Roles and Knowledge

Abstract

IntroductionKnowledge about the factors that contribute to the correctional officer’s (CO) mental health and well-being, or best practices for improving the mental health and well-being of COs, have been hampered by the dearth of rigorous longitudinal studies. In the current protocol, we share the approach used in the Canadian Correctional Workers’ Well-being, Organizations, Roles and Knowledge study (CCWORK), designed to investigate several determinants of health and well-being among COs working in Canada’s federal prison system.Methods and analysisCCWORK is a multiyear longitudinal cohort design (2018–2023, with a 5-year renewal) to study 500 COs working in 43 Canadian federal prisons. We use quantitative and qualitative data collection instruments (ie, surveys, interviews and clinical assessments) to assess participants’ mental health, correctional work experiences, correctional training experiences, views and perceptions of prison and prisoners, and career aspirations. Our baseline instruments comprise two surveys, one interview and a clinical assessment, which we administer when participants are still recruits in training. Our follow-up instruments refer to a survey, an interview and a clinical assessment, which are conducted yearly when participants have become COs, that is, in annual ‘waves’.Ethics and disseminationCCWORK has received approval from the Research Ethics Board of the Memorial University of Newfoundland (File No. 20190481). Participation is voluntary, and we will keep all responses confidential. We will disseminate our research findings through presentations, meetings and publications (e.g., journal articles and reports). Among CCWORK’s expected scientific contributions, we highlight a detailed view of the operational, organizational and environmental stressors impacting CO mental health and well-being, and recommendations to prison administrators for improving CO well-being.

A Qualitative Analysis of the Mental Health Training and Educational Needs of Firefighters, Paramedics, and Public Safety Communicators in Canada

“…Not all PSP were able to attend set focus group times and the researchers did not want to lose the opportunity to speak with all interested PSP. Further hampering data collection was the COVID-19 pandemic, which was in its third wave at the time of data collection (see Ricciardelli et al, 2021 for a description of how COVID-19 has impacted data collection in qualitative research) [ 80 ]. Second, focus groups and interviews provided opportunities for specific probing into individual experiences as well as probing into how experiences are expressed across peers (e.g., focus groups encourage participants to build on each other answers; interviews enable probing for clarity).…”

‘The human toll’: Highlighting the unacknowledged harms of prison suicide which radiate across stakeholder groups

“…The substantial burden of investigations alongside lack of trust in their ability to provide answers and/or 2006). Staff exposed to suicide have high prevalence of PTSD (Ricciardelli et al, 2021;Wright et al, 2006). Indeed, Ludlow et al (2015) highlight Governor perceptions that staff were traumatised by every suicide they experienced.…”

“…The risks of developing complicated grief, stress and trauma are heightened for staff with high levels of involvement in the death, who have experienced prior or concurrent losses, and who perceive that the death could have been prevented (Joy and Baron, 2008; McKendy et al, 2021; Wright et al, 2006). Staff exposed to suicide have high prevalence of PTSD (Ricciardelli et al, 2021; Wright et al, 2006). Indeed, Ludlow et al (2015) highlight Governor perceptions that staff were traumatised by every suicide they experienced.…”

“…Regarding executions in the United States, vicarious trauma-affected staff who were only indirectly involved, such as prison chaplains, wardens and correctional officers who escorted prisoners (Chiappetta and Johnson, 2021). Vicarious trauma results from empathic engagement with trauma experiences (Pearlman and Mac Ian, 1995: 558) and leaves staff susceptible to PTSD, major depression, burnout (exhaustion due to prolonged exposure to work-related problems) (Canu et al, 2021) and suicidal ideation, potentially requiring ‘considerable leave from work’ (Ricciardelli et al, 2021: 2), which can again establish vicious cycles that compound harms.…”

“…Staff may develop prolonged and complicated grief (Roulston et al, 2021), involving 'absent, excessive, distorted, or unending' responses, delayed grief reactions and 'masked' symptoms or behaviours that are not easily recognisable as grief (Joy and Baron, 2008: 136). This is significant, as complicated grief may lead to suicidal ideation, depression and Post-Traumatic Stress Disorder (PTSD) (Ricciardelli et al, 2021;Vaswani, 2014). The risks of developing complicated grief, stress and trauma are heightened for staff with high levels of involvement in the death, who have experienced prior or concurrent losses, and who perceive that the death could have been prevented (Joy and Baron, 2008;McKendy et al, 2021;Wright et al, stimulate change risks producing secondary victimisation, prolonged and complicated grief, trauma and frustration in bereaved families (Roulston et al, 2021;Shapland et al, 1985; Author, forthcoming).…”