Turnover Rate in Corrections free essay sample

Throughout the years, there has been one major dilemma that continues to hassle the administration whose sole purpose is to provide institutional sanctions, treatment programs, and services for managing criminal offenders. This dilemma is the high turnover rate of the Corrections Officers, whom agencies nation wide are losing at an extremely high rate. Recent statistics indicate that nearly half of all Corrections Academy graduates will have left their agency within a two-year period (â€Å"State questions high, â€Å"2004). This high turnover rate is causing a staff shortage, which is forcing agencies to put new officers on the job immediately while being untrained. Though the amount of Corrections Officers departing from their agencies continues to rise, the amount of inmates entering prisons remains the same. This of course can become a serious safety issue for the departments employing these new hires that are inadequately trained. Throughout this paper I will explore the numerous possibilities of what’s causing Corrections Officers to depart from their agencies at such a high rate. We will write a custom essay sample on Turnover Rate in Corrections or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Whether it’s the demanding hours associated with shift work, the high stress and burnout, or the inadequate pay and benefits, all possibilities will be discussed in an attempt to understand why the retention rate of Corrections Officers is lower compared to various other careers across the nation. The Department of Corrections (DOC), privately owned jails, parish jails, and local city jails not only face the hardship of maintaining inmate property, specific calorie counts from meals provided, medicine dispensing, doctor visits, and numerous other tasks required that Corrections Officers tend to on a typical day of work, but these facilities also face the hardship of retaining these Officers for extended lengths of employment. As stated in the Abstract of this paper, â€Å"Recent statistics indicate that nearly half of all Corrections Academy graduates will have left their agency within a two-year period† (â€Å"State questions high, â€Å"2004). This has become a major problem for agencies that have a continuous increase in the number of inmates entering these facilities each year, while becoming almost impossible to keep enough manpower to operate shifts in a safe and secure manner. It is stated that in 1999, the turnover rate of Officers and Corporals within an agency was 29. 6 percent, while the average tenure of Officers was 3 years (â€Å"Department of corrections,†). The turnover rates in 2000 ranged from a low of 3. percent in New York, to a high of 41 percent in Louisiana (Lommel, 2004). Typically, once an Officer has been hired and accepted the job, they are to be trained in some type of Corrections Academy. The department hiring the Officer may host this Academy, or the Officer may have to travel to receive their training. Either way, prior to an Officer actually beginning their job monitoring the walkways of a prison or jail, the Officer should first be well trained to ensure theirs, the inmates, and other Officers safety. However, due to the high number of vacancies within Corrections, Officers are being hired without any experience, while hoping to receive this training academy shortly after becoming employed. Some agencies have established a policy that once the Officer has completed their training at an Academy, they are to sign a contract stating that they will remain with the department for a set amount of years. This is due to the high costs that an agency incurs by having these Officers sent to an accredited Academy to receive their training. The dollar amount that an agency may spend on an Officers training may range anywhere between a few hundred dollars, to a few thousand dollars. To elaborate on the amount of vacancies within Corrections, this could very well be a contributing factor to the increased amount of Officers who resign due to stress and burnout. Officers are being ordered in on their off days or holidays, forced to work mandatory overtime, a higher inmate to Correctional Officer ratio, as well as experienced Officers having to work with an extensive amount of â€Å"rookie† or inexperienced Correctional Officers. This combining of experienced officers with new hires, who have not received any type of prior training, raises the stress level during dangerous interactions with inmates, as well lowering the morale of the Officers who remain and attempt to complete their careers with a specific agency. This may be due to long term employees realizing that many of the new hires are using their time as a Correctional Officer to gain experience, or as a stepping-stone to eventually become a road or patrol Officer, which may involve more experienced Officers not spending the time necessary to assist, or provide â€Å"On the job training† to the new hires. Additional causes of stress may include the threat of inmate violence, actual inmate violence, inmate demands and manipulations, problems with co-workers, as well as having a poor public image. For example, â€Å"Between 1990 and 1995, the number of attacks on correctional officers in State and Federal prisons jumped by nearly one third, from 10,731 to 14,165 (Lommel, 2004). An additional stress added to a Correctional Officers life is being able to balance and separate work from their personal relationships. Workdays at a correctional facility often involve long hours of uneventful and routine procedures. This â€Å"routine† may quickly be disrupted by a brief period of crisis. Some Officers have issues with being able to return to a calm state once a crisis occurs, often times bringing their problems home to their families. This may lead Officers to substance abuse, or alcoholism. Law Enforcement careers can be an extremely difficult, stressful, yet rewarding career, even when referring to Corrections Officers. However, due to the long work hours associated with shift work, combined with the stressful and strenuous workdays officers are exposed to, it seems as if all Law Enforcement, to include Corrections officers do not receive the pay and benefits that they are entitled to. A large number of Corrections Officers are leaving this career field due to struggling with raising families while trying to balance and survive on the annual salary of a Corrections Officer. It seems as if economically speaking, the value of everyday necessities ontinues to rise in value, except for the officers’ paychecks. This dilemma, combined with the additional stress an Officer encounters on the job, could possibly explain why many Officers leave their jobs due to stress and burnout. The benefits that an Officer, or Corrections Officer receives is usually the highlight of their employment contract. Officers usually do receive good insurance and retirement plans. Not just for them, but for their families as well. However, the type of insurance that an Officer receives depends on the plan that the agency has purchased. Some agencies will have top of the line benefits, while others may have insurance carriers with extremely high deductibles and rates, due to tight budget restraints and cutbacks within the department. In addition to the stress, burnout, long hours, and low pay, many officers are never set on retiring within corrections. As previously stated, numerous officers, such as myself, use corrections as a stepping-stone, or training prior to being hired for a patrol position. Numerous agencies such as Sheriff’s Offices of various Parishes within the state, require that an individual hired first serve one to two years within the parish jail prior to being sent to a Police Academy and ultimately landing a position on patrol. Many agencies have come to realize this, which is why they may not spend the time, effort, and funds to train the individual to become a more efficient Corrections Officer. By reflecting on the issues presented in this paper, it is determined that turnover rate in Corrections Officers will likely continue to be a rising problem for agencies. Administrators seeking seminars on retention strategies, which may depend on additional funding, can combat some of these issues. Agencies can improve their policies, improve management, increase criteria of the screening process, as well as address the wage and benefit issue. However, no matter what an agency decides in attempting to retain there officers, there will always be the Officers that slip through the cracks and ultimately cost the department more funding in training the individual, only to have them leave the agency before reaching their desired and previously stated commitment.

Biography of Augusta Savage, Sculptor and Educator

Biography of Augusta Savage, Sculptor and Educator Augusta Savage, an African American sculptor, struggled to succeed as a sculptor despite barriers of race and sex. She is known for her sculptures of  W.E.B. DuBois,  Frederick Douglass,  Marcus Garvey; Gamin, and others. She is considered part of the  Harlem Renaissance arts and culture revival. Early Life Augusta Christine Fells Savage  lived from February 29, 1892, to March 26, 1962. She was born Augusta Fells in Green Cove Springs, Florida to Edward Fells and Cornelia (Murphy) Fells. She was the seventh of fourteen children. As a young child, she made figures out of clay, despite religious objections of her father, a Methodist minister. When she began school in West Palm Beach, a teacher responded to her clear talent by engaging her in teaching classes in clay modeling. At college, she earned money selling animal figures at a county fair. Marriages She married John T. Moore in 1907, and their daughter, Irene Connie Moore, was born the next year, shortly before John died.  She married James Savage in 1915, keeping his name even after their 1920s divorce and her remarriage to Robert L. Poston in 1923 (Poston died in 1924). Sculpting Career In 1919 she won an award for her booth at the county fair in Palm Beach. The fairs superintendent encouraged her to go to New York to study art, and she was able to enroll at Cooper Union, a college without tuition, in 1921. When she lost the caretaking job that covered her other expenses, the school sponsored her. A librarian found out about her financial problems, and arranged for her to sculpt a bust of African American leader, W.E.B. DuBois, for the 135th St. branch of the New York Public Library. Commissions continued, including one for a bust of Marcus Garvey. During the Harlem Renaissance, Augusta Savage enjoyed growing success, though a 1923 rejection for a summer of study in Paris because of her race inspired her to get involved in politics as well as art. In 1925, W.E.B. DuBois helped her get a scholarship to study in Italy, but she was unable to fund her additional expenses. Her piece Gamin brought attention, resulting in a scholarship from the Julius Rosenwald Fund, and this time she was able to raise money from other supporters, and in 1930 and 1931 she studied in Europe. Savage sculpted busts of Frederick Douglass, James Weldon Johnson, W. C. Handy, and others. Succeeding in spite of the Depression, Augusta Savage began to spend more time teaching than sculpting. She became the first director of the Harlem Community Art Center in 1937 and worked with the Works Progress Administration (WPA). She opened a gallery in 1939, and won a commission for the 1939 New York Worlds Fair, basing her sculptures on James Weldon Johnsons Lift Every Voice and Sing. The pieces were destroyed after the Fair, but some photos remain. Education Overview Florida State Normal School (now Florida A M University)Cooper Union (1921-24)with sculptor Hermon MacNeil, ParisAcademie de la Chaumiere, and with Charles Despiau, 1930-31 Retirement Augusta Savage retired to upstate New York and farm life in 1940, where she lived until shortly before her death when she moved back to New York to live with her daughter Irene.​

Unfair Dismissal Report Essay Example | Topics and Well Written Essays - 2500 words

Unfair Dismissal Report - Essay Example 9. Employed in Victoria or in a Territory. In determining if this has been the case, the Commission must have regard to a number of factors including: 1. whether there was a valid reason for the termination and whether the employee was notified of that reason; 2. whether the employee was given an opportunity to respond; 3. if the termination related to unsatisfactory performance by the employee and whether the employee had previously been warned about that unsatisfactory performance; 4. the degree to which the size of the employer's business, or the absence of dedicated human resource management specialists, may have had an impact on termination procedures. The AIRC hears cases which are still unresolved after going through the conciliation process. Its role is to decide, after hearing from both sides, whether the dismissal was harsh, unjust or unreasonable. It also exercises a range of powers under the Act in relation to ensuring the establishment and maintenance of fair minimum wages and conditions of employment, preventing and settling industrial disputes, facilitating agreement making between employers and employees, conciliating and arbitrating claims in relation to the termination of employees and dealing with matters concerning industrial organizations. The AIRC seeks to help employers and employees to reach a settlement in a way that minimizes legal costs and discourages vexatious and unreasonable claims. If matters are not settled, the AIRC will make a decision that is binding on both the employer and employee. Under the Act, the AIRC is responsible for conciliation in both unfair dismissal and unlawful termination cases. Only unfair dismissal cases, however, can be arbitrated in the AIRC. Procedural fairness has two meanings in... Unfair Dismissal Report The Australian Industrial Relations Commission (AIRC) had to decide on a balance of probabilities whether the applicant had proven her allegations regarding unlawful discrimination and harassment taking into account all the evidence available to it. The AIRC seeks to help employers and employees to reach a settlement in a way that minimizes legal costs and discourages vexatious and unreasonable claims. If matters are not settled, the AIRC will make a decision that is binding on both the employer and employee. Procedural fairness has two meanings in this context. Firstly, one of the characteristics of a Tribunal is informality - which generally means excluding the rules of evidence, whilst retaining due process, natural justice or procedural fairness. The AIRC are required to do what is fair in the circumstances of each case. The onus is on yielding a fair result and if that requires greater formality then the AIRC will do so in order to establish any disputed facts. For example in the case study, the Tribunal arranged for the parties to agree the matters which were not in dispute prior to the hearing of the matter. Tribunal members hearing cases are also ready to help applicants to understand the issues in their cases and the procedures in the Tribunal where they can. In particular, Mrs Huang was given the opportunity to change her interpreter. The Tribunal also reminded the interpreter that he could ask to stop the proceedings if they were going too quickly for him to ensure an accurate translation of what was said. The Tribunal was of the view that it was imperative that Mrs Huang understood the proceedings as if it were her first language.

Segmentation and targeting Personal Statement Example | Topics and Well Written Essays - 250 words

Segmentation and targeting - Personal Statement Example The major consumer characteristics influencing market segmentation include geographic, psychographic, behavioral and demographic characteristics. Harry and David, a leading internet-retail store that deals with delivery of fruit gifts exemplifies a successful marketing segmentation strategy. In the Harry and David site, segmentation has been achieved through development of a product mix consisting of; Among the various gift segments, the products are targeted to the needs of specific customers using different messages. For instance, the birthday gift segment allows personalization of the gifts by adding a free gift card where the customer can write a specific message. Flower gifts are also tailored to specific occasions like May Day (May 1st), Administrative professional day (April 25th), Earth day(April 22nd) and Nurses Week (May 6th– May 12th) among other occasions. Some of the Promotional messages used in the product mix include; The segmentation choice and the messages used in each category are suitable as they are tailored to provide a personal touch to the customers. However, I would include messages that appeal to the tastes of different age groups like teenagers, young adults and middle-age groups if I was responsible for marketing the Harry and David e-retail

''Why We Crave Horror Movies'' by Stephen King Essay

''Why We Crave Horror Movies'' by Stephen King - Essay Example However, the guidelines of social morality and socially acceptable behavior, perpetually prevent us from unleashing these urges. Thus, we constantly strive to find, alternative and somewhat more acceptable ways of venting out our feelings of hostility and aggression; and in this quest of ours, we are magnetically drawn towards horror movies. Our Id -and the primitive lust for violence cherished by it - as the Freudians would remark, is able to achieve instant gratification through viewing the harrowing scenes depicted on the screen. Thus, it can be asserted that our craving for horror movies is in a way, a manifestation of the: anger, frustration and aggression that we experience in relation to the society around us. The following discussion will suffice to substantiate this point. It is a commonly observed fact that there is a disparity between our public and private selves. This dichotomy leads to a monstrously twofold existence. Our public self is governed by inhibitions whereas o ur private self constantly yearns to sever itself from the restraints of the more socially poised self. As opposed to the seemingly placid public self, the private self craves for anarchy and social rebellion. It is note-worthy that within each of us resides a spy or an imposter- forever struggling to remain hidden from the outside world. While viewing a grotesque scene or a horror movie, this imposter overshadows the much civil public self and assumes a dominant role.

The Effectiveness Of Methods To Control Microorganisms Health Essay

The Effectiveness Of Methods To Control Microorganisms Health Essay In the following assignment I will discuss the effectiveness of methods to control microorganisms in particular I will highlight the methods such as temperature, Immunisations and antibodies. Temperature is a huge factor in the growth of microorganisms along with food supply, pH levels and time. Refrigeration and freezing play a role together in the growth of bacteria in foods. Freezing foods at low temperatures merely leaves large amounts of microorganisms dormant by being unactive which is an effective method of controlling the spread of the microbes but not in the eradication of the microorganisms. As the temperature increases the microorganisms become active and spread which can lead to illness. The types of bacteria found in refrigerated foods are pathogenic bacteria and spoilage bacteria, such as salmonella, listeria, E.coli O157. these bacteria are present in large amounts of foods which have been repeatedly frozen again. Certain foods have different shelf lives to others because of this certain foods have to be frozen before the use by date for availability of consumption. A refrigerator is an effective method for the control of microorganisms. Effectiveness of controlling microorganisms by freezing/refrigeration is visibly present as spoilage bacteria turns foods off, changing colour, fungi growth, they release bad odours and by freezing foods/refrigeration it lets foods be available for consumption for longer periods of time. There are over a million cases of food poisoning each year, 20,000 hospitalisations and 500 deaths. This rate is slowly decreasing in the U.K. This costs the economy  £1.5 billion each year (Micbo 2012). In Northern Ireland and Scotland the risk of food poisoning from local food stores and food outlets was increasing at an alarming rate. The Food Standard Agency devised a plan to introduce a scheme of rating every food outlet and provider with a score from 1-5 on their business when it is inspected by a food safety officer from the businesss local authority. The hygiene rating shows how closely the business is meeting the requirements of food hygiene law (The Food Standards Act 1999). (FSA 2012) Th is scheme along with food hygiene legislation greatly decreases the rate of microorganisms growing and it is a great way that shows that when the rules are followed correctly the methods are effective in controlling microorganisms. An autoclave is a machine which operates highly pressurised steam, this is known as sterilisation. Sterilisation is the most effective method of controlling microorganisms. Due to autoclaves being used in a large scoop of practise, every practise has their own set of guidelines in the use of autoclaves. With further research I have concluded that the majority of autoclaves based on the University of Cardiffs research guidelines preform at the same capacity i.e. correct autoclaving will result in a 100% kill rate. It should therefore be the first choice method (wherever practicable) both wild-type and genetically modified micro-organisms. (UOC2012). With this information I can concluded that the use of autoclaves for example within a hospital or dental care practise is different to a lab environment autoclave. This means that autoclaves in hospitals and dental care practises come into contact with a range of different microorganisms and it is these microorganisms that spread disease. In do so some microorganisms have adapted and modified to insure survival such as prions, these prions do not eradicate at normal pressurised temperatures such as the typical 134  °C for three minutes or 121  °C for 15 minutes. The overall effectiveness in controlling microorganisms with the use of an autoclave is still considered to be the best method. Due to the factor of small amounts of prions still alive after autoclave it poses major concerns with infection control policies. Immunisations are one of the greatest achievements of medicine and it has saved millions of lives that have been spared from diseases. Immunisations can prevent diseases such as measles, mumps, rubella and a wider list ranging from anthrax to yellow fever. (DOH2012)(NHS,1.2012) Measles, mumps and rubella known as MMR our infectious diseases. Since the introduction of the MMR vaccination in 1998 the number of children who develop the disease has fallen to a relatively low number. The MMR vaccine works by activating parts of the immune system to produce antibodies against MMR. If you come into contact with one of the diseases your immune system will produce antibodies to fight against it or them. According to BUPA UK after the first dose of the MMR vaccine, 64 out of 100 people will be protected against mumps, 90 out of 100 people will be protected against measles and 95 out of 100 people will be protected against rubella. After the second dose, 99 out of 100 people will be protected against all three illnesses. (Bupa2012) Controversy over the effectiveness of the MMR vaccine and its side effects caused by the published findings by Dr Andrew Wakefield in 1998 caused a huge number of people not receiving their children vaccinated against MMR. His published findings showed a strong link between the MMR vaccine and autism and bowl disease. An investigation of the published findings showed that by Dr Andrew Wakefield used controlled tests with selected individuals in which he based his findings on. This was a huge error in his findings which proved that Dr Andrew Wakefield findings where wrong but because these findings were published they caused panic for the public. MMR still has a foothold in the United Kingdom and across Europe and it hasnt been totally eradicated like the infectious disease called smallpox. The Department of Health along with the General Medical Council state that Over 90% of individuals will seroconvert to measles, mumps and rubella antibodies after the first dose of the MMR vaccines currently used in the UK (DOH2010) which shows that it is a highly effective method. The Antibiotic was first discovered in 1928, the first antibiotic was called penicillin by Andrew Fleming. Penicillin is used to treat infections caused by bacteria. Over time these bacteria have become multi-resistant to antibiotics with the abuse of antibodies which create new strains of bacteria known as super bugs such as (MRSA) Methicillin-resistant Staphylococcus aureus and (TB) Tuberculosis. According to the Northern Ireland Strategic and Research Agency (2012) the number of deaths with Staphylococcus aureus or MRSA mentioned and recorded as the underlying cause on the death certificate by registration year, 2001-2011 with All Staphylococcus aureus at a percentage of 35% and MRSA with a percentage of 31%. Compared to 2001 All Staphylococcus aureus where at a percentage of 52% and MRSA at a percentage of 44% (NISRA2012). These findings show that the mortality rate for all Staphylococcus aureus and MRSA in Northern Ireland is on the decline due to infection control policies, ant ibiotic administration policies and proper use of antibiotics. Therefore antibodies are extremely effective method for the control of microorganisms when used correctly in accordance with your doctor and policies (NICE 2012). Reference Section (Bupa2012) Bupa Information Resource website (2012) On how effective is the MMR vaccine? [Accessed Online] Available from http://www.bupa.co.uk/individuals/health-information/directory/m/mmr-vaccine?tab=Resources (Date Accessed: 23/11/12) (DOH2012) (NHS,1) Department of Health website NHS Choices website (2012) Immunisation facts [Accessed Online] Available from http://www.nhs.uk/Planners/vaccinations/Pages/Landing.aspx (Date Accessed: 23/11/12) Department of Health (2010) and General Medical Council (2010) / NHS Publications of Immunisations statistics from 2009-10 with the present. [Accessed Online] Available from https://www.wp.dh.gov.uk/immunisation/files/2012/07/Chap-21-dh_122643.pdf http://www.ic.nhs.uk/webfiles/publications/immsstatisticsreplacement/imms%20200910%20replacement/Immunisations_Bulletin_2009_10_v2.pdf (Date Accessed: 23/11/12) FSA 2012) Food Standards Agency. Food Safety Week statistics.*(2012.) [Accessed Online] Available from http://www.food.gov.uk/multimedia/pdfs/fsw2012-toolkit.pdf (Date Accessed: 23/11/12) (FSA 2012) Food Standards Agency. Food Standard Hygiene Act 1999 [Accessed Online] Available from http://www.food.gov.uk/enforcement/regulation/foodstandardsact (Date Accessed: 23/11/12) (NICE2012) National Institute for Health and Clinical Excellence Infection: prevention and control of healthcare-associated infections in primary and community care (2012) [Accessed Online] Available from http://www.ips.uk.net/uploads/guidelines/NICE%20Clinical%20Guidelines%20for%20Infection%20Control_CG139.pdf (Date Accessed: 23/11/12) (NISRA2012) Northern Ireland Strategic and Research Agency (2012) [Accessed Online] http://www.nisra.gov.uk/demography/default.asp29.htm (Date Accessed: 23/11/12) (Micbo2012) Microbiology Online [Accessed Online] Available from http://www.microbiologyonline.org.uk/about-microbiology/microbes-and-food (Date Accessed: 23/11/12) (UOC2012) University of Cardiff evidence based research on the OSHEU Autoclave Guidance Online Document effectiveness of the autoclave [Accessed Online] Available from http://www.google.co.uk/url?sa=trct=jq=esrc=ssource=webcd=1ved=0CDAQFjAAurl=http%3A%2F%2Fwww.cardiff.ac.uk%2Fosheu%2Fresources%2FAutoclave%2520Guidelines%2520draft%2520document.docei=Ee6uUJT4H8fD0QXp9oHIDwusg=AFQjCNEYNS-kN77ojA7_rYNFnSRywJKAggsig2=s1poyV8RmTH3TngWK-ijLQ (Date Accessed 23/11/12)

Educational Psychology - Teacher Interview :: essays research papers

Educational Psychology - Teacher Interview I interviewed a teacher from the Philadelphia School District and here is the result from my interview. I am a teacher in the head start program of Philadelphia .I have been with the head start program for 10yrs. I see children younger than kindergarteners with special needs. I see this problem not only with education but behavioral. Children with special problems can learn. You have to know how to deal with children period. Regular children and special educational children all learn. Special educational children know exactly what they’re doing just as well as regular children.   Ã‚  Ã‚  Ã‚  Ã‚  The teachers involvement with the process is the teachers observes the children than fills out an application or suggest that this student needs some type of help if its with speech, or any other problem.   Ã‚  Ã‚  Ã‚  Ã‚  In head start we have physiologist who get children mental health together and evaluate the children. They do a test and it is evaluated with staff and parents or guardian of the child. We are involved in the Early Invention Programs. This program is even for younger children with behavioral problems and we get help from a supportive staff. Pros  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Cons 1.  Ã‚  Ã‚  Ã‚  Ã‚  Test  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  1.The terminology they slow the 2.  Ã‚  Ã‚  Ã‚  Ã‚  Free (help)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   staff uses with parents. 2. Not enough people to provide services.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  3. Therapist does not follow up   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   year to year   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  4. Dedication from pre k-12 grade   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  5. Parents don’t show confidence   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   in their child   Ã‚  Ã‚  Ã‚  Ã‚  My opinion on issue special education. We as teachers and therapist really need to take our jobs serious. They are children all over the world that need help.