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The database has thousands of broad classifications, religions, branches, individual churches, etc., and most people fit under multiple labels, but no individual can be completely categorized by any of these labels.
Finally, a third and final sample resulted from interviews andsurveys conducted with offenders, staff, and communitypartners. Profiles of these groups will be presented inSection 3.6; however, a brief description regarding themethodological approach follows. CSC staff members were askedabout their views on employment, employment assessments, vocationaltraining, and work release through a staff survey (see Appendix3). For a three-week period in January and February 2008,staff could access an online survey regarding the employment andemployability evaluation through a link received through e-mail andposted on the front page of the CSC InfoNet. The survey wasopen to all staff with access to the InfoNet, and was available24-hours a day for approximately three weeks. The survey was available in both English and French.
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Interview Data: The evaluation team conducted descriptive,parametric and non-parametric analyses on data emerging from theinstitutional and CEC samples. Also, the evaluation team conductedfrequency analyses of dichotomous and rating-scale questions,and qualitative analyses of open-ended interview questions. For open-ended questions, a preliminary analysis of each questionwas conducted in order to identify themes. Each open-endedresponse was then carefully reviewed and coded according to thefinal themes generated through the analysis. Frequencies andpercentages were then calculated to provide an overview of findings.
Various resources and financial documents / databases were alsoreviewed, including information from CORCAN financial and annualreports, the Corporate Reporting System, the Integrated Financial& Material Management System (IFMMS), and the Cost ofMaintaining Offenders (COMO) database. Note that detailedinformation regarding specific data collection sources / methodsand analytical techniques is provided in Appendix 4.
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The prison service in Finland includes both “closed” and “open”institutions. Closed prisons are those that accommodateinmates sentenced to prison and persons serving imprisonment fornon-payment of fines. Open institutions are those thataccommodate persons working or taking part in some other activityand being considered suitable for the freer conditions in openinstitutions compared to closed institutions and being assumed notto abscond from the institution.
Prisoners are paid an activity allowance orwage (market relevant wage for “professional” work in openinstitutions) according to three payment categories . Thehigher activity allowance and wage categories can be considered as“performance pay”. In accordance with the legislation, theactivity allowance is paid based on the demands, regularity andduration of the work, studies or other activity as well as the personal performance of the prisoner.
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Taxable (market relevant) wages paid for prison work in openinstitutions can also be considered as performance pay. Basedon the new act on imprisonment, prisoners in open institutionsreceive proper wages for their work if it is considered to beprofessional work, otherwise they receive an activityallowance. According to a regulation of the CriminalSanctions Agency, prisoners receive wages in certain specifiedworkshops if they master the basic skills of working life andcertain predetermined professional skills required in the work inquestion. The Criminal Sanctions Agency recommends thatprisons determine the required professional skills in accordancewith the so-called competence-based qualifications (generalqualification for adults in which skills are demonstrated in practice based on national criteria).
Thesis And Dissertation Database Canada - …
By contributing offender time to various projects, communityservice organizations have saved hundreds of thousands of dollarsin labour costs. Unsafe structures were made safe, and newstructures were put in place. The benefactors of theseefforts are the patrons at Camp Dorset, Camp Northern Lights, theCNIB camp, and of course the offenders themselves. The goodwork performed by CSVG and CORCAN has opened the door toestablishing Work Release jobs into the community for offenders. Through the positive achievements of the Crews, there hasbeen a growing acceptance of offender involvement in the community.
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Frisch, C. J. (1997). Worker productivity as a function of thepercentage of monetary incentives to base pay. Unpublisheddoctoral dissertation, Western Michigan University.; Smoot, D. A.,& Duncan, P. K. (1997). The search for the optimum individualmonetary incentive pay system: A comparison of the effects of flatpay and linear and non-linear incentive pay systems on workerproductivity. Journal of Organizational Behaviour Management,17, 5-75.; Lazear, E. P. (2000). Performance pay andproductivity. The American Economic Review, 90,1346-1361.; Singer, E., Van Hoewyk, J., & Maher, M. P. (1998).Does the payment of incentives create expectation effects? ThePublic Opinion Quarterly, 62, 152-164.; Ford, R., Gyarmati,D., Foley, K., & Tattrie, D. (2003). Can work incentivespay for themselves? Final report on the Self-Sufficiency Projectfor welfare applicants. Social Research and Demonstration Corporation.
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