Sector-specific issues In addition to the cross-sector factors mentioned above that are influencing all of the government and community safety sectors, the following emerging trends and issues were identified during our research and data collection as being sector-specific. Where necessary, some of the key cross-sector issues mentioned earlier are also discussed in greater detail in the context of the relevant individual sector. Correctional services GSA data collection identified a number of key trends and factors that are likely to have an impact on the correctional services sector over the next five years. These include:
Balancing service demand with budget cuts: ‘more for less’ As mentioned earlier, in the last 12 months the number of prisoners in full-time custody has increased slightly [2]. In the last five years, the numbers of prisoners in full-time custody and community-based corrections have increased by 11% and 3% respectively [32]. This increase in prisoner numbers is coupled with reports of budget cuts within the sector. Significant restructuring has been reported within organisations in the sector, requiring staff to be up-skilled and multi-skilled. Sixtyseven per cent of respondents to our enterprise survey indicated that economic factors were expected to have an impact on the workforce needs of their organisation over the next five years.
of succession planning, up-skilling, attracting and retaining young employees and maintaining corporate knowledge. Labour shortages were cited by two-thirds of respondents as a potential issue for workforce capability in the coming five years. To further address this issue, some organisations indicated that they are implementing targeted recruitment campaigns.
Cost of training and the impact on service provision Feedback from members of the Correctional Services IAC indicated that there were a number of issues related to staff training. It was felt that recent budget cuts reduced the capacity to fund further training for staff. This finding is reflected in data collection from our enterprise survey which indicated that 25% of respondents experienced cuts to their training budget in the 2011-12 financial year. In addition, there were concerns over the time spent at training and away from short-term service provision in an environment of increasing service demand.
Ageing workforce
Drive towards more professionalism: up-skilling and multi-skilling
Sixty-seven per cent of respondents to our enterprise survey indicated that projected retirements will have an impact on workforce capability and skills over the next five years. Our survey data indicated that staff aged 5059 years comprised 21-30% of the workforce across all participating organisations, with those aged 40-49 making up 21-30% of the workforce for two-thirds of responding organisations. Workers aged 60 years and above accounted for 11-20% of the workforce for one-third of organisations that participated in GSA data collection.
Feedback from Correctional Services IAC members indicated that the drive within the industry towards more professionalism will necessitate the up-skilling of staff. There is also a need to identify emerging leaders within the sector and promote leadership and management training to ensure that suitable staff can follow a career path towards senior roles. This need for up-skilling and additional training is counteracted by reports of reduced training budgets and ineligibility for government funding to support training.
The concerns regarding the ageing workforce in the correctional services sector highlights the importance
Environmental Scan 2013
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