Captain (Assistant Chief of Security)
: Job Details :

Essential Duties and Responsibilities:Plan, coordinate, and direct security functions for the facility.Provide staff training, evaluate staff performance, and implement organizational and personnel changes as approved by the Assistant Warden and the Human Resources department.Assist the Assistant Warden in the preparation of facility budget; monitor and control expenditures.Develop and implement new and revised policies, procedures and programs affecting security, coordinate with other staff to ensure compliance with overall facility objectives.Direct procedures and practices relating to the training, counseling, and security of inmates and staff; maintain constant vigilance of staff assignments to ensure adherence to policies, rules, and regulations.Supervise staff assignments for food service, laundry, property room and security functions.Review report preparation for hearing and permanent records of inmates and monitor their rehabilitative prospects.Assist in staff selection process, ensuring compliance with applicable local and federal regulations and LaSalle Corrections directives.Promote the development of positive social skills through modeling appropriate behaviors and intervening when inappropriate behaviors are observed.Provide regular feedback to staff regarding social skills procedures and intervention techniques.Maintain accountability of staff, inmates, and property; adhere to safety practicesRequired Knowledge Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and customer service skills.Excellent organizational skills and attention to detail.Ability to function well in a high-paced and at times stressful environment.Education and Experience:High school diploma or equivalent;Bachelor's degree in correctional management, criminal justice, education, counseling, or related field is preferred; Certification as a county jailer required;Five (5) years' experience required, three (3) of which must be in a supervisory capacity;Directly related experience may be considered in lieu of formal education requirements if approved by upper management.Valid driver's license is requiredPhysical Requirements: The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable qualified individuals with disabilities to satisfactorily perform these essential functions without causing an undue hardship for the employer.Long periods of continuous standing and walking for 4 hours or more per shiftFrequent periods of sitting for 30 minutes or moreRepetitive climbing of stairs to reach the assigned areas and working at heightsOccasional kneeling, squatting, and bending to perform pat or strip searchesFrequent grasping, reaching, pushing, pulling, bending, twistingOccasionally responding to altercations and occasional restraining and securing assaultive offendersAbility to respond rapidly to potential security and/or medical codes/issuesFrequent transferrers and transporting offenders by walking or riding in various vehicles such as vans, buses, and other forms of transportationContinuous periods of operating/driving company vehicles to pick up and transport offenders for 4 hours or more per shiftRemaining awake and alert while on duty for 12 or more hours per shiftOccasional lifting and carrying up to 50-100 lbsAbility to occasionally withstand direct or indirect exposure to OC sprayAbility to hear and understand verbal communication.Salary: From $4500 per monthEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)