Thursday, November 1, 2012

Hybrid Governance in Arizona Prisons and other public services


Hybrid governance with Prisons


By Carl R. ToersBijns, former deputy warden, ASPC Eyman, Florence, AZ


The age of hybrid governance is already upon us. Arizona today has made a clear decision to allow private prison contractors to occupy vital middle ground between our public-owned prison system and numerous and various private-sector organizations. The ideology is capitalistic and powerful as is has already established firm roots in the daily practice of running our prisons today.

 

What hasn’t been talked about is the parasitic nature of this relationship and how it is designed to absorb more government functions as time goes by. No longer an emerging market, private prison contractors have established the practice and future of public governance based on lessons learned from the past and have merged sizable government stakes, subsidies and management decision making that reflect a practice of preferential treatment in more than many ways.

 

There is no doubt that this merger has compromised those leading elements of the public sector’s regulatory environment as they evolve existing regulations to meet the new hybrid status between government and private industries.

 

This changes the traditional roles of the past and created an infusion of ideologies beyond the traditional division between labor and market demands. In fact, this merger is almost invisible and when active to the fullest extend, will remain blurred creating confusion to the taxpayers as to what actual role the government plays versus the role of private business in our state.

 

There is no secret between the cooperative levels of this state’s governor and elected officials towards private prison groups as there has been significant wealth distributed between the two parties.

 

Today, Arizona is witnessing a massive agenda of proliferation in the number of new contracts and business dealings with new parastatal entities around the state as well as outside the state. It impacts the entire criminal justice system including the administrative and judicial elements of law with little or no scrutiny of how business is conducted under this new hybrid process.

 

Public authorities have been compromised to be managed privately and secretively based on private enterprise standards not subject to open meeting laws or other regulatory requirements.

 

Power diffusion is the key in this methodology as more decisions are conducted in the shadows of corporate strength and weaker public infusions to the table. Operating in such a closed market with little scrutiny will change the integrity of government and allow growth or development of mediocrity in performance and corruption for many who are willing to ride this train as a parasite leeches off the body.

 

Thus on the pretense of improving state run agencies and reducing inefficiencies, the privatization of public service will be handed over to those corporations that can meet the productive needs of this market.

 

Power diffusion continues even in the shadow of strength. Recent decades have witnessed a gradual revival of parastatals that foreshadowed their present surge. They gained access to international capital markets and have leveraged investment to expand operations.

 

By floating shares on exchanges, contracting with auditing firms, establishing independent boards of directors, restricting subsidies from the government, and improving recruiting standards and managerial incentives, parastatals have been able to make themselves competitive with the private sector justifying their creation and existence by those that praise the concept.  

 

Today there are very few, if any, areas of governance that have not been placed in the custody of parastatals entities that undertake commercial activities on the government’s behalf. They range from public transportation, medical care, economic and logistical support of state utilities down to the smallest micro purpose of government services such as the maintenance of parks, recreation and other support agencies.

 

There are reasons for this transition.  First and foremost, state governments are broke. They lack funding and in fact are unable to manage current needs as they exist. Frustration has led to exploring alternatives and aside from the traditional practices of raising taxes or other fees they have considerable needs to improve the infrastructure and manpower requirement to meet the full demands placed on them by law and other regulatory mandates.

 

In short, parastatals are the entities everyone wants to do business with because in places where politics is an opaque void or a byzantine labyrinth, they “get things done.” Collectively, these types of parastatals have been crucial for rising powers to capture the commanding heights of personal wealth and finance.

 

Their recruitment of top investment-banking and private-equity talent and riskier investments are a major departure from decades of more conservative asset management by central banks allowing hybrid governance to coexist in many places.

 

It’s a sign of the times and Arizona is smack in the middle of such financial relationships, endorsements and futuristic expectations of spreading this hybrid governance concept to other states in due time.

 

Source:

http://www.mckinsey.com/features/government_designed_for_new_times/the_rise_of_hybrid_governance

Tuesday, October 30, 2012

Managing Change


Managing Change in Our Prisons

By Carl R. ToersBijns, former deputy warden, ASPC Eyman, Florence, AZ

 

 

The psychology of “change management” suggests there are four (4) basic conditions are necessary before employees will change their behaviors:

 

  • Justification for change (reasons and current events)
  • Role modeling and embracement of new practices (leadership)
  • Reinforcing mechanisms to support proposed change with existing and new resources (support mechanisms)
  • Capability improvements e.g. training and skill abilities to make the desired changes (cultural diversity)

 

It has been said that most change programs are prone to failure. It is also said that if one takes the time to develop a sound concept that is well rounded and balances, a rational change in environment or operations can happen.

 

Change must have its own merits that can stand alone and withstand criticism and opposition to such a new concept. It is very important not to disregard the most important element of change management alas human beings involved in the change.

 

Justification for change (reasons and current events) – the justification for change must include:

  • Motivation – this change must motivate your employees as it must bring past shortcomings to the front and detail how change would turn this around to be most beneficial to the “good of all” rather than any individual within the organization.
  • Turnaround – this action must reflect short-comings of following standards on prison management and how these new changes would allow the organization to grow and survive external criticism [community growth) as well as provide career success opportunities (paycheck, promotions, benefits) for the workplace.
  • Ownership of the change – When we choose for ourselves, we are far more committed to the outcome and should be important for management to accept this for maximum impact of the proposed change.
  • Creating positive energy – take an approach that deflects blame and wrongful performance but rather embraces positive designs with a positive destiny and allow employees to take the risks of leaving the past behind with aspirations of gaining something more than they currently have.

 

Role modeling and embracement of new practices (leadership) - Leaders believe mistakenly that they already “are the change.”

  • Commit yourself to personally role modeling the desired behaviors
  • Change in behavior and role modeling should be based on external factors and not those within themselves. Being what others want to be or see is more effective than what you want to see.

 

Reinforcing mechanisms to support proposed change with existing and new resources (support mechanisms)

  • Emphasize the importance of reinforcing and embedding desired outcome or changes in the organizational structure, systems, goals and objectives, and incentives. Incentives can be anything that includes money or better salaries, job survival and prolonged durations of successful delivery of benefits and performance motivational logic.
  • Competition can be used as a motivator but be careful as particular care should be taken where changes affect how employees interact with one another within the organization creating fragmentation rather than unification.

 

Capability improvements e.g. training and skill abilities to make the desired changes (cultural diversity) –

Change-management outlines should emphasize the importance of building the skills and talent needed for the desired change.

  • Managers attempt to drive performance by changing the way employees behave; they all too often neglect the thoughts, feelings, and beliefs that, in turn, drive behavior in the wrong direction causing failures.
  • Good skill-building programs usually take into account that people learn better by doing than by listening. These programs are replete with interactive simulations and role plays, and commitments are made by participants regarding what they will “practice” back in the workplace.
  • Make enhancements to traditional training approaches in order to hardwire day-to-day practice into capability-building processes.
  • Training should not be a one-off event. It should be ongoing with a “field and forum” approach should be taken, in which classroom training is spread over a series of learning forums and fieldwork is assigned in between.
  • Create real fieldwork assignments that link directly to the day jobs of participants, requiring them to put into practice new mind-sets and skills in ways that are hardwired into their responsibilities.
  • Assignments should have quantifiable, outcome-based measures that indicate levels of competence gained and certification that recognizes and rewards the skills attained.
  • These fieldwork assignments must be observed and evaluated by supervisors to allow growth and self-development based on feedback by those in the field.

 

Good intentions aren’t enough. This lack of follow-through from the tip of management to the lowest point in the workforce is usually not due to ill intent: it is because nothing formal has been done to lower the barriers to practicing new concepts, new behaviors and new skills.

 

The time and energy required to do something additional, or even to do something in a new way, simply don’t exist in the busy day-to-day schedules of most employees but should be included as part of the overall commitment to excellence it is this failure to create the space for practice back in the workplace dooms most training programs to deliver returns that are far below their potential or expectations.

 

Source:

 

https://www.mckinseyquarterly.com

 

Friday, October 26, 2012

Prison Corruption


The Rise & Fall of Corrections inside Arizona

By Carl R. ToersBijns, former deputy warden, ASPC Eyman Complex, Florence AZ

The primary cause of the failing adult prison system in Arizona will not be the internal weaknesses or even a break away from the agency’s mission or goals and objectives. Rather, it will be the deliberate deterioration of the masses under control [correctional officers and other public employees] that will cause it to plummet into catastrophic conditions while failing all public safety expectations.

Although it is with most certainty this will be clouded by biased arguments by those in power insisting in 20th Century sensibilities and rationalizing it was the weakness of the systems that caused the failures and not human as it is proposed in these writings, the fact remains it was deliberate sabotage from the inside that caused the failure by design.

Corrections ability to meet public safety and mission statements are being negatively influenced for the worse and not the better plans or policies by those hired by the chief executive officer in charge. It is with high expectations this CEO works for the chief executive officer for the state and is paid according to his ability to wreak havoc and convert public [state] interest into private [CCA, GEO, MTC, etc] interests throughout the state.

The agency’s ability to withstand numerous failures without severe repercussions from those in power makes it easier to manipulate and destroy the agency from within and over time fragment all areas and services to the point of inefficiency and total chaos making it easier for the CEO to justify the means used to quell the disorder and use pre-determined final fiscal and economical resolutions already on the bargaining table.

Thus the ability to survive systemic malfunctions e.g. escapes, attempted escapes, disturbances, racial or hate crimes, deaths, suicides, assaults, delayed medical treatment, insufficient mental health services, excessive litigation and lawsuits etc. allows them to organize positive influence among those working in concert [chain of command] with the CEO and create a false confidence within the agency and generate instability to maintain strong unfair discipline, impact and lower staff morale, and deny capable leadership ultimately fragmenting the spirit and strength of the troops [correctional officers] working on two front lines of this confrontation [combat] with politics and prisoners.

In fact, it would be the unofficial co-sponsored adverse acts of these prisoners that would contribute to the overall success in decimating the agency’s effectiveness and gain trust from the powers to be in office, to convert public trust and ownership into contractual obligations to take over a failing and faltering ship to the private prison business for salvation and redemption of all concerned and involved in this matter.

Consequently it is logical to deduct that the acts of these prisoners who have been mistreated with “deliberate indifference” based on design will create mass undesirable and most violent and repulsive acts that were allowed to be well planned and organized by those considered being “reasonable partners of these designated covert allies.”

This is done in a quest for total loss of control and repugnant accountability of internal strife and eventual systems failures throughout the state warranting a new lease on life with long-term contractual obligations with friendly allies [private prison contractors] in the end and replacing state employees with private security guards and prison grounds kept and managed by private security contractors and associated vendors.

This is the final quest for such a plan in Arizona prisons. A more detailed paper will be written on this topic and all strategies, motives, actions and outcome expectations will be recorded as a matter of record in some time in the future as we put together this grand scheme to defraud Arizona and its public employees of their inherited future to be successful in public safety and maintain their full time employment status as public servants with according wages, benefits and opportunities.

We will identify those in a position to collaborate with the CEO in this strategic plan to turn public prisons into privately controlled prisons as well as all the services associated with such a venture making investors, stockholders and stock takers richer and stronger in political terms. 

October 26, 2012

 

 

Monday, October 15, 2012

A Broken Journey Veterans with Unseen Scars ~


Unseen Battle Scars

According to the National Consensus Statement on Mental Health Recovery, “Mental health recovery is a journey of healing and transformation enabling a person with a mental health problem to live a meaningful life in a community of his or her choice while striving to achieve his or her full potential.”

In my research on mental illness of prisoners and war veterans, I have come upon a link that worries me to no extent. Being a war veteran myself, I can related to many of those issues written about in these health magazines and surveys conducted by research on war veterans and the impact of such trauma inflicted during combat. To make sure everybody understands what we are talking about there must be one agreement. The wounds, whether physical, emotional or psychological are far beyond what you can see with the naked eye or mind. These scars inflicted during the times of battle last way beyond those times the person has left the combat arena behind and comes back to face their own problems coping in a different world than war. The concept of mental health soundness is how we think, feel, and behave. This includes adaptation to life and its demands and the ability to make good choices in every stage of your life with positive results.

Tracking the most difficult statistics to gather on this subject matter, we did glean that according to the Bureau of Justice facts, in 1998, there were an estimated 25,062,400 veterans in the U.S. population, including 225,700 veterans held in the nation's prisons and jails. That means that for every 100,000 veterans there were 937 incarcerated.  The number of veterans in prison or jail rose from 154,600 in 1985 to 225,700 in 1998, an increase of 46%.  Other facts reveal that 1 out of 6 incarcerated veterans were dishonorably discharged from the military. 1 out of 5 veterans in prison or jail reported seeing combat duty during their military service. Veterans accounted for 12% of all inmates in 1998, down from 21% in 1985.  In 1998, an estimated 56,500 Vietnam War-era veterans and 18,500 Persian Gulf War-era veterans were held in state and federal prisons.  Males comprised 99% of those veterans in prison and jail. (Bureau of Justice Statistics Veterans in Prison or Jail. January 2000.) [1]

 “Folks returning from combat have a constellation of health concerns, including physical issues, psychological issues and psychosocial issues concerning things like work and family,” said Dr. Stephen Hunt, national director of the U.S. Department of Veterans Affairs Post Deployment Integrative Care Initiative. “This is a population that has unique health care needs that need to be addressed,” added Hunt, who is based in Seattle. “It’s something that really needs to be done by a team. We can’t do it without the collaboration of other providers, and the knowledge and presence of the community.” [2]

The biggest mistake one can make is to group these health concerns into one group and address them with “one pill.”  There are many disorders present that don’t necessarily run parallel to the others and can often create conflict in the mannerism we function in life. Dealing with the aftermath of combat and dealing with the fatigue, pain, and dysfunctional memories of these events can create concentration problems as we deal with our daily strife and stress at work or with the family.  What appears to be a psychosis of self inflicted pain or make belief discomfort in their body, the reality of their psychosis is real as the combat trauma has impacted their nervous system and cognitive abilities in one way or another. Therefore, being under this constant barrage of “pain” the person’s ability to think straight is impacted if not impaired.

According to the research conducted there are several areas of the body that are impacting returning war veterans and that seems to delay or create lingering means to cope with the reality of post war relationships and life in general. Very common are the symptoms related to injuries to the body’s muscular systems as many experience chronic muscle pains in all areas of their bodies. According to an August study in the Journal of Pain, about 100,000 veterans of the Gulf War nearly 20 years ago have reported chronic muscle pain. Previous research indicated that regular, sustained exercise can help reduce that pain, which doctors encourage to help avoid disability. However, “A primary complaint of these individuals is chronic musculoskeletal pain (CMP). CMP symptoms in Gulf War veterans are similar to those reported by patients with fibromyalgia (FM), but have not received equivalent scientific attention.” [3]

Without a doubt, there are mental health issues whether acute or minor in nature, they are ever present because of post-traumatic stress disorder, and other symptoms of war like psychological effects.  A June study in the journal Archives of General Psychiatry found that one in 10 Iraq war vets develop serious mental problems, including violent behavior, depression and alcohol abuse. The study found that PTSD or depression seriously impaired daily functioning in 8.5 percent to 14 percent of these vets. Disabling on its own, PTSD is also linked to the development of physical illnesses for veterans as years pass. Researchers from Walter Reed Army Medical Center in Washington, D.C., reported this year that 54 percent of veterans with PTSD also had sleep apnea, compared with 20 percent of PTSD patients in the general population. PTSD in vets is also associated with a greater risk of developing dementia, according to a June study in Archives of General Psychiatry. [4]

Other areas of concerns for post-battle war veterans are exposure to the different gases or chemicals used during wartime to control crowds, to kill the enemy or to conceal their exposure when advancing into battle.  This has been linked to cardiac difficulties that will need to be addressed for very long periods of time. Then there are the most annoying or persistent cases of exposure to infectious diseases, fungus, bacterial and viral infections as well as parasite infestations. Just like jungle rot of the feet were attributed to Vietnam veterans, Leishmaniasis, a parasitic disease caused by the bite of a sand fly native to the Middle East, is a condition many gulf war veterans experience. Those infected suffer weight loss, fevers, headaches, muscle pain and weakness, anemia, and enlargement of the spleen and liver. It can be fatal if untreated, according to the Veterans Affairs agency. When it is all said and done, war veterans suffer from lack of motivation, irritability, anxiety and depression, headaches, memory loss and PTSD.

Sources:

[1] https://www.aca.org/government/employees.asp

[2]http://blog.quantumunitsed.com/2010/11/11/after-the-battle-7-health-problems-facing-veterans-psychological-psychosocial-and-physical/


[4] http://archpsyc.ama-assn.org/cgi/search?fulltext=pstd+war+veterans

Monday, October 8, 2012

Counsel to Satan - Today's trend in government


Today, it seems that no matter what approach you take politically, it will upset somebody. No need to go into details, this sensitivity has caused many to avoid either direct or indirect involvement or participation in political affairs or government details causing a high level of apathy helpful to the deliberate indifference government elected and nonelected officials want you to take. Thus they manage to hide their true motives within the lack of transparency of government and remain a blurred, bored, nameless or faceless figure to the media and the general public even though their faces are plastered on billboards and repeated vigorously on television in political ads that costs millions of dollars every election.

There is no doubt that many of these officials have sold their souls to the Devil. In fact, it must surely be recognized these faceless bureaucrats provide Satan his success in this world. Thus it is fair to say that today, almost every eager, greedy and corrupt official has joined up with Satan as he has promised them power in exchange for their souls.

These faceless men and women once had principles. Through time and political corruption, Satan has whispered in their ears the very thoughts evil to mankind and allowed them to grow in stature and influence inside government. Once in office and in power, they make compromises in order to win their positions and afterwards, their soul belongs to the Devil as his evil spirit desires.

Don’t be fooled, these evil individuals know what they do. They know their true allegiance is to Satan. In order to fulfill his plans, they must followed his words unconditionally and do what he says to do to make things come true. There are no limits to this evil influence as there is no limit to the power sought by these greedy and corrupt men and women promising to serve a cause but in reality serving only the Devil.

With the Devil’s influence, they know how to make small compromises eventually leading to making larger compromises. They no longer know the difference between right and wrong and find themselves in a filthy swamp of quicksand that allows no escape without retribution or vengeance by the Devil himself. They quickly learn they are now the property of the Devil and they are on a slippery slope to hell as they follow the leader.
 
Compromising between what is permissible and forbidden, their agenda becomes acts of evil and always ends with the common phrase “end justifies the means” as they destroy moral fiber and values along the way. There are no choices left when you work for the Devil, there can be no stubborn resistance to his will as Satan will only relent his wickedness until you have given him your “total surrender.”

Wanting to be an inspiring leader has a high price to pay. You can no longer expect them to make the right choices. They will be oblivious or unaware of righteousness any longer and journey into chasms of corrupt leadership and governing methods that will doom any government or organization to their death.
 
They will have corrupted and decimated their own personalities as well as others as this is a joint venture to counsel Satan. Those that joined them will lose all their personal and individual control abilities, lack self-confidence in their own abilities to succeed and lose their strengths and character to the Devil as he pulls the strings tighter and tighter with every compromise made.

Their appearances in public will make it difficult to determine fact from fiction. In other words, they will leave no true impressions and keep you off balance of their intentions and motive so they can destroy the very fiber of the justice system as it exists. Thus today, you have persons elected to office that proffers to the Devil without taking any responsibility and without paying any price for such evilness.