AJA CJM cheat sheet

Span of control: the number of subordinates a supervisor can effectively manage; typically 5–8 for first-line jail supervisors.

Chain of command: a formal, unbroken line of authority from the chief executive down to the line staff; each employee has exactly one supervisor.

Unity of command: each employee reports to only one supervisor to avoid conflicting orders.

Staffing formula: required officers = (number of posts) × (hours per day) × (days per year) ÷ (net available work hours per officer per year).

Net available work hours per officer = (scheduled hours per year) − (leave, training, sick, etc.).

Inmate classification: objective, validated risk and needs assessment tools (e.g., proxy, custody level) determine housing and program assignment.

Grievance procedure: written policy with defined timelines, levels of review, and appeal rights; must be available to all inmates.

Budget types: line-item, program, performance, and zero-based; jail administrators often use line-item for control.

Direct supervision: officers are stationed in the housing unit with inmates, managing behavior proactively; compared to indirect (linear) supervision.

Security perimeter: single point of entry with sally port, controlled access, and search procedures for all persons and vehicles.

Key control: keys are signed out, inventoried, and secured; master keys are limited and audited.

Count procedures: formal counts at least once per shift and at irregular times; inmates stand for count and are identified.

Use of force continuum: presence, verbal direction, empty-hand control, less-lethal, lethal; force must be objectively reasonable and proportional.

Emergency plans: fire, riot, escape, hostage, natural disaster; drills conducted at least annually (often quarterly).

Inmate searches: pat-down, strip, and body cavity searches; strip searches require reasonable suspicion and are conducted by same-gender staff except in emergencies.

Contraband control: regular shakedowns, metal detectors, drug dogs, and mail screening.

Suicide prevention: screening at intake, housing in safe cells, observation levels (e.g., every 15 minutes), and removal of ligature points.

Fire safety: working smoke detectors, fire extinguishers, and evacuation routes; monthly inspections and annual drills.

Eighth Amendment: prohibits cruel and unusual punishment; deliberate indifference to serious medical needs or excessive force violates it.

Fourteenth Amendment: due process and equal protection; applies to pretrial detainees and state inmates.

First Amendment: inmates retain rights to mail, religion, and access to courts, subject to reasonable security restrictions.

Fourth Amendment: applies to searches of inmates and visitors; strip searches require reasonable suspicion (Bell v. Wolfish).

PLRA (Prison Litigation Reform Act): requires exhaustion of administrative remedies before filing federal lawsuits.

PREA (Prison Rape Elimination Act): mandates zero tolerance for sexual abuse, staff training, reporting, and investigation.

Use of force: must be objectively reasonable under the circumstances (Graham v. Connor); deadly force only to prevent escape or imminent serious harm.

Medical care: deliberate indifference standard; jail must provide access to care, screening, and emergency treatment.

Standards: ACA (American Correctional Association) accreditation standards and state jail standards; compliance is voluntary unless mandated by law.

Leadership styles: autocratic, democratic, transformational, transactional, servant; situational leadership adapts style to follower readiness.

Transformational leadership: inspires and motivates through idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.

Ethics: code of conduct, integrity, and avoidance of conflicts of interest; model ethical behavior.

Staff wellness: critical incident stress debriefing, peer support, employee assistance programs (EAP), and suicide awareness.

Burnout prevention: manageable workloads, recognition, training, and work-life balance.

Professional development: continuing education, certifications (e.g., CJM), and cross-training.

Performance evaluations: objective, behavior-based, and tied to job descriptions; use for development, not just discipline.

Diversity and inclusion: recruit and retain a workforce reflecting the community; address implicit bias.