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Office of Program Policy Analysis and Government Accountability

Steps Taken to Improve Juvenile Justice Direct-Care Staff Screening and Training, Report No. 10-42, May 2010
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  • The Legislature and the Department of Juvenile Justice have improved screening, salaries, and training of direct-care staff that work in juvenile justice facilities. The department has substantially reduced the length of time needed to complete background checks of new employees and has stopped conditionally hiring staff that may not pass background inspections. However, 22% of residential facilities are not consistently performing subsequent criminal history rechecks of existing staff, which statutes require be done every five years.
  • Private providers have used part of funding increases provided by the Legislature to increase direct care staff salaries. Turnover among these staff has decreased, although this may be due in part to the depressed economy. DJJ has implemented our recommendations to improve staff training by including evidence-based concepts and techniques to better manage confrontations with youth in its care.

What were our earlier findings?

Report No. 05-46 Qualifications, Screening, Salaries, and Training Affect Quality and Turnover of Juvenile Justice Employees,published in September 2005.

Which Government Program Summaries contain related information?

Department of Juvenile Justice
Residential Services

What other OPPAGA-related materials are available?

  • Report No. 05-13 Gender-Specific Services for Delinquent Girls Vary Across Programs, But Help Reduce Recidivism,published in March 2005.

Copies of this report in print or alternate accessible format may be obtained by telephone (850/488-0021), by FAX (850/487-9213), in person, or by mail (OPPAGA Report Production, Claude Pepper Building, Room 312, 111 W. Madison St., Tallahassee, FL 32399-1475).
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