Understanding Retention and Turnover in Corrections

• In Event: Correctional Staff, Culture, and Organizational Climate

Abstract

Objective: Departments of Correction have historically experienced high rates of officer attrition, especially early in the career (when attrition rates can be as high as almost half leaving within the first five years). Persistent staffing challenges in corrections have been further aggravated by multiple factors, with the COVID-19 pandemic standing out as a significant contributor. Despite high rates of staff turnover, there is sparse research that has examined what can predict attrition among officers. Data/Methods: We conducted in-person interviews with a four-year cohort of new recruits in a northeastern state. During the interview, officers' self-assessments of health and wellbeing, life and job satisfaction, organizational and operational stress, and coping mechanisms were assessed. As of March 2025, 71 of the 345 officers in the cohort were no longer employed by the department (21%). Results: Our findings identify key relationships between background characteristics, pre-employment psychological evaluations, academy performance, and attrition. Conclusions/Implications: We discuss the implications of our results for hiring and retention.

Authors

• Delanie Nahikian, Northeastern University

• Julia Bell, Northeastern University

• Anna Vasaturo, Northeastern University

• Megan Marie Di Russo, Northeastern University

• Natasha Frost, Northeastern University