Workforce

Best Employer

The TDCJ strives to become the best employer in Texas. The agency will focus on transforming the culture and boosting morale to increase recruitment and retention efforts. By 2030, the agency will be voted by employees as the best place to work in Texas.

Strategies:

• Develop career counseling and career ladders to promote employee growth.
• Revise the agency’s policy on employee conduct to emphasize coaching.
• Establish flexible and hybrid work schedules to promote positive work/life balance.
• Develop a multi-disciplinary team to research innovative concepts in corrections.
• Host town hall meetings at each division and for the agency as a whole.
• Create employee affinity groups to increase a sense of community among members in the community.
• Develop a tuition reimbursement program to encourage employees to pursue educational opportunities.

Staffing

The TDCJ’s biggest operational challenge is staffing. The agency is dedicated to improving staffing through increased recruitment and retention efforts.

Strategies:

• Establish a relationship with Texas Commission on Law Enforcement (TCOLE) to improve recruitment and training efforts.
• Incorporate retention education into training for supervisors.
• Realign minimum job requirements to current workforce.
• Partner with higher education institutions to expand potential applicant pool.

Training

To create a multi-skilled workforce, improve retention, and increase employee satisfaction, the TDCJ will enhance agency training through new curriculum, methodologies, and programs.

Strategies:

• Establish Individualized training plans for employees to strengthen skill sets.
• Develop an agencywide mentorship program.
• Expand training through the use of technology such as online learning platforms and virtual reality.
• Expand the warden development program by establishing new and enhancing a warden mentor program, developing leadership forums and online training, and creating a warden’s handbook.
• Expand parole officer training by developing cognitive, empathy, and communication-focused curriculum as well as an on-the-job training program.
• Revise in-service training for agency staff to provide a better understanding of TDCJ’s mission, divisions, and populations served.
• Expand leadership training to all front line supervisors.
• Provide enhanced training on specialized populations.

Next Pillar: Operational Efficiencies