state: FL

summary: PREA - Year 1 Cycle 5

raw_content:
PREA Facility Audit Report: Final
Name of Facility: Okaloosa Regional Juvenile Detention Center
Facility Type: Juvenile
Date Interim Report Submitted: NA
Date Final Report Submitted: 02/21/2026
Auditor Certification
The contents of this report are accurate to the best of my knowledge.
No conflict of interest exists with respect to my ability to conduct an audit of the
agency under review.
I have not included in the final report any personally identifiable information (PII)
about any inmate/resident/detainee or staff member, except where the names of
administrative personnel are specifically requested in the report template.
Auditor Full Name as Signed: Robert Manville Date of Signature: 02/21/2026
AUDITOR INFORMATION
Auditor name: Manville, Robert
Email: robertmanville9@gmail.com
Start Date of On- 02/01/2026
Site Audit:
End Date of On-Site 02/02/2026
Audit:
FACILITY INFORMATION
Facility name: Okaloosa Regional Juvenile Detention Center
Facility physical 4448 Straight Line Road, Crestview, Florida - 32539
address:
Facility mailing
address:
Primary Contact
Name: Courtney Preston
Email Address: courtney.preston@fldjj.gov
Telephone Number: (850) 689-7800 x6162
Superintendent/Director/Administrator
Name: Courtney Preston
Email Address: courtney.preston@fldjj.gov
Telephone Number: 850-689-7800 x6162
Facility PREA Compliance Manager
Name: Courtney Preston
Email Address: courtney.preston@fldjj.gov
Telephone Number: (850) 689-7800 x6162
Name: John Robinson
Email Address: john.robinson@fldjj.gov
Telephone Number: (850) 689-7800 x6169
Facility Health Service Administrator On-Site
Name: Nicole Sperry
Email Address: nicole.sperry@fldjj.gov
Telephone Number: (850) 689-7800 x6165
Facility Characteristics
Designed facility capacity: 35
Current population of facility: 24
Average daily population for the past 12 23
months:
Has the facility been over capacity at any No
point in the past 12 months?
What is the facility’s population Both women/girls and men/boys
designation?
Age range of population: 15 to 17
Facility security levels/resident custody Secure
levels:
Number of staff currently employed at the 32
facility who may have contact with
residents:
Number of individual contractors who have 8
contact with residents, currently
authorized to enter the facility:
Number of volunteers who have contact 1
with residents, currently authorized to
enter the facility:
AGENCY INFORMATION
Name of agency: Florida Department of Juvenile Justice
Governing authority
or parent agency (if
applicable):
Physical Address: 2737 Centerview Drive, Tallahassee, Florida - 32399
Mailing Address:
Telephone number: 8504881850
Agency Chief Executive Officer Information:
Name: Eric S. Hall
Email Address: Eric.Hall@fldjj.gov
Telephone Number: 8504881850
Agency-Wide PREA Coordinator Information
Name: Jeff Wenhold Email Address: jeff.wenhold@fldjj.gov
Facility AUDIT FINDINGS
Summary of Audit Findings
The OAS automatically populates the number and list of Standards exceeded, the number of
Standards met, and the number and list of Standards not met.
Auditor Note: In general, no standards should be found to be "Not Applicable" or "NA." A
compliance determination must be made for each standard. In rare instances where an auditor
determines that a standard is not applicable, the auditor should select "Meets Standard” and
include a comprehensive discussion as to why the standard is not applicable to the facility being
audited.
Number of standards exceeded:
7
• 115.311 - Zero tolerance of sexual
abuse and sexual harassment; PREA
coordinator
• 115.313 - Supervision and monitoring
• 115.317 - Hiring and promotion
decisions
• 115.331 - Employee training
• 115.332 - Volunteer and contractor
training
• 115.351 - Resident reporting
• 115.368 - Post-allegation protective
custody
Number of standards met:
36
Number of standards not met:
0
POST-AUDIT REPORTING INFORMATION
Please note: Question numbers may not appear sequentially as some
questions are omitted from the report and used solely for internal
reporting purposes.
GENERAL AUDIT INFORMATION
On-site Audit Dates
1. Start date of the onsite portion of the 2026-02-01
audit:
2. End date of the onsite portion of the 2026-02-02
audit:
Outreach
10. Did you attempt to communicate Yes
with community-based organization(s)
or victim advocates who provide
No
services to this facility and/or who may
have insight into relevant conditions in
the facility?
a. Identify the community-based Gulf Coast Sexual Abuse Program
organization(s) or victim advocates with
whom you communicated:
AUDITED FACILITY INFORMATION
14. Designated facility capacity: 35
15. Average daily population for the past 23
12 months:
16. Number of inmate/resident/detainee 3
housing units:
17. Does the facility ever hold youthful Yes
inmates or youthful/juvenile detainees?
No
Not Applicable for the facility type audited
(i.e., Community Confinement Facility or
Juvenile Facility)
Audited Facility Population Characteristics on Day One of the Onsite
Portion of the Audit
Inmates/Residents/Detainees Population Characteristics on Day One of the Onsite Portion
of the Audit
23. Enter the total number of inmates/ 18
residents/detainees in the facility as of
the first day of onsite portion of the
audit:
25. Enter the total number of inmates/ 0
residents/detainees with a physical
disability in the facility as of the first
day of the onsite portion of the audit:
26. Enter the total number of inmates/ 1
residents/detainees with a cognitive or
functional disability (including
intellectual disability, psychiatric
disability, or speech disability) in the
facility as of the first day of the onsite
portion of the audit:
27. Enter the total number of inmates/ 0
residents/detainees who are Blind or
have low vision (visually impaired) in the
facility as of the first day of the onsite
portion of the audit:
28. Enter the total number of inmates/ 0
residents/detainees who are Deaf or
hard-of-hearing in the facility as of the
first day of the onsite portion of the
audit:
29. Enter the total number of inmates/ 0
residents/detainees who are Limited
English Proficient (LEP) in the facility as
of the first day of the onsite portion of
the audit:
30. Enter the total number of inmates/ 1
residents/detainees who identify as
lesbian, gay, or bisexual in the facility as
of the first day of the onsite portion of
the audit:
31. Enter the total number of inmates/ 0
residents/detainees who identify as
transgender or intersex in the facility as
of the first day of the onsite portion of
the audit:
32. Enter the total number of inmates/ 0
residents/detainees who reported sexual
abuse in the facility as of the first day of
the onsite portion of the audit:
33. Enter the total number of inmates/ 1
residents/detainees who disclosed prior
sexual victimization during risk
screening in the facility as of the first
day of the onsite portion of the audit:
34. Enter the total number of inmates/ 0
residents/detainees who were ever
placed in segregated housing/isolation
for risk of sexual victimization in the
facility as of the first day of the onsite
portion of the audit:
35. Provide any additional comments No text provided.
regarding the population characteristics
of inmates/residents/detainees in the
facility as of the first day of the onsite
portion of the audit (e.g., groups not
tracked, issues with identifying certain
populations):
Staff, Volunteers, and Contractors Population Characteristics on Day One of the Onsite
Portion of the Audit
36. Enter the total number of STAFF, 26
including both full- and part-time staff,
employed by the facility as of the first
day of the onsite portion of the audit:
37. Enter the total number of 1
VOLUNTEERS assigned to the facility as
of the first day of the onsite portion of
the audit who have contact with
inmates/residents/detainees:
38. Enter the total number of 2
CONTRACTORS assigned to the facility as
of the first day of the onsite portion of
the audit who have contact with
inmates/residents/detainees:
39. Provide any additional comments No text provided.
regarding the population characteristics
of staff, volunteers, and contractors who
were in the facility as of the first day of
the onsite portion of the audit:
INTERVIEWS
Inmate/Resident/Detainee Interviews
Random Inmate/Resident/Detainee Interviews
40. Enter the total number of RANDOM 10
INMATES/RESIDENTS/DETAINEES who
were interviewed:
41. Select which characteristics you Age
considered when you selected RANDOM
INMATE/RESIDENT/DETAINEE Race
interviewees: (select all that apply)
Ethnicity (e.g., Hispanic, Non-Hispanic)
Length of time in the facility
Housing assignment
Gender
Other
None
42. How did you ensure your sample of Interview residents from each of the housing
RANDOM INMATE/RESIDENT/DETAINEE units.
interviewees was geographically
diverse?
43. Were you able to conduct the Yes
minimum number of random inmate/
resident/detainee interviews?
No
44. Provide any additional comments No text provided.
regarding selecting or interviewing
random inmates/residents/detainees
(e.g., any populations you oversampled,
barriers to completing interviews,
barriers to ensuring representation):
Targeted Inmate/Resident/Detainee Interviews
45. Enter the total number of TARGETED 4
INMATES/RESIDENTS/DETAINEES who
were interviewed:
As stated in the PREA Auditor Handbook, the breakdown of targeted interviews is intended to
guide auditors in interviewing the appropriate cross-section of inmates/residents/detainees who
are the most vulnerable to sexual abuse and sexual harassment. When completing questions
regarding targeted inmate/resident/detainee interviews below, remember that an interview with
one inmate/resident/detainee may satisfy multiple targeted interview requirements. These
questions are asking about the number of interviews conducted using the targeted inmate/
resident/detainee protocols. For example, if an auditor interviews an inmate who has a physical
disability, is being held in segregated housing due to risk of sexual victimization, and disclosed
prior sexual victimization, that interview would be included in the totals for each of those
questions. Therefore, in most cases, the sum of all the following responses to the targeted
inmate/resident/detainee interview categories will exceed the total number of targeted inmates/
residents/detainees who were interviewed. If a particular targeted population is not applicable in
the audited facility, enter "0".
47. Enter the total number of interviews 0
conducted with inmates/residents/
detainees with a physical disability using
the "Disabled and Limited English
Proficient Inmates" protocol:
a. Select why you were unable to Facility said there were "none here" during
conduct at least the minimum required the onsite portion of the audit and/or the
number of targeted inmates/residents/ facility was unable to provide a list of these
detainees in this category: inmates/residents/detainees.
The inmates/residents/detainees in this
targeted category declined to be interviewed.
b. Discuss your corroboration strategies I spoke with each resident during the tour.
to determine if this population exists in Residents who were not formally interviewed
the audited facility (e.g., based on were still asked various questions during the
information obtained from the PAQ; facility tour. I reviewed all VSAB reports,
documentation reviewed onsite; and interviewed all staff, including medical and
discussions with staff and other inmates/ mental health staff, and asked whether they
residents/detainees). knew of any residents who would be part of
the targeted population. The center provided
me with the at-risk log that did not include
any disabled residents.
48. Enter the total number of interviews 1
conducted with inmates/residents/
detainees with a cognitive or functional
disability (including intellectual
disability, psychiatric disability, or
speech disability) using the "Disabled
and Limited English Proficient Inmates"
protocol:
49. Enter the total number of interviews 1
conducted with inmates/residents/
detainees who are Blind or have low
vision (i.e., visually impaired) using the
"Disabled and Limited English Proficient
Inmates" protocol:
50. Enter the total number of interviews 0
conducted with inmates/residents/
detainees who are Deaf or hard-of-
hearing using the "Disabled and Limited
English Proficient Inmates" protocol:
a. Select why you were unable to Facility said there were "none here" during
conduct at least the minimum required the onsite portion of the audit and/or the
number of targeted inmates/residents/ facility was unable to provide a list of these
detainees in this category: inmates/residents/detainees.
The inmates/residents/detainees in this
targeted category declined to be interviewed.
b. Discuss your corroboration strategies I spoke with each resident during the tour.
to determine if this population exists in Residents who were not formally interviewed
the audited facility (e.g., based on were still asked various questions during the
information obtained from the PAQ; facility tour. I reviewed all VSAB reports,
documentation reviewed onsite; and interviewed all staff, including medical and
discussions with staff and other inmates/ mental health staff, and asked whether they
residents/detainees). knew of any residents who would be part of
the targeted population. The center provided
me with the at-risk log, which did not include
any hard of hearing residents.
51. Enter the total number of interviews 0
conducted with inmates/residents/
detainees who are Limited English
Proficient (LEP) using the "Disabled and
Limited English Proficient Inmates"
protocol:
a. Select why you were unable to Facility said there were "none here" during
conduct at least the minimum required the onsite portion of the audit and/or the
number of targeted inmates/residents/ facility was unable to provide a list of these
detainees in this category: inmates/residents/detainees.
The inmates/residents/detainees in this
targeted category declined to be interviewed.
b. Discuss your corroboration strategies I spoke with each resident during the tour.
to determine if this population exists in Residents who were not formally interviewed
the audited facility (e.g., based on were still asked various questions during the
information obtained from the PAQ; facility tour. I reviewed all VSAB reports,
documentation reviewed onsite; and interviewed all staff, including medical and
discussions with staff and other inmates/ mental health staff, and asked whether they
residents/detainees). knew of any residents who would be part of
the targeted population. I asked the residents
during the tour whether anyone on the tour
was unable to speak English. I had three
youth who indicated they were bilingual. The
center provided me with the at-risk log, which
did not include any disabled residents.
52. Enter the total number of interviews 1
conducted with inmates/residents/
detainees who identify as lesbian, gay,
or bisexual using the "Transgender and
Intersex Inmates; Gay, Lesbian, and
Bisexual Inmates" protocol:
53. Enter the total number of interviews 0
conducted with inmates/residents/
detainees who identify as transgender
or intersex using the "Transgender and
Intersex Inmates; Gay, Lesbian, and
Bisexual Inmates" protocol:
a. Select why you were unable to Facility said there were "none here" during
conduct at least the minimum required the onsite portion of the audit and/or the
number of targeted inmates/residents/ facility was unable to provide a list of these
detainees in this category: inmates/residents/detainees.
The inmates/residents/detainees in this
targeted category declined to be interviewed.
b. Discuss your corroboration strategies I spoke with each resident during the tour.
to determine if this population exists in Residents who were not formally interviewed
the audited facility (e.g., based on were still asked various questions during the
information obtained from the PAQ; facility tour. I reviewed all VSAB reports,
documentation reviewed onsite; and interviewed all staff, including medical and
discussions with staff and other inmates/ mental health staff, and asked whether they
residents/detainees). knew of any residents who would be part of
the targeted population. The center provided
me with the at-risk log, which did not include
any transgender or intersex residents.
54. Enter the total number of interviews 0
conducted with inmates/residents/
detainees who reported sexual abuse in
this facility using the "Inmates who
Reported a Sexual Abuse" protocol:
a. Select why you were unable to Facility said there were "none here" during
conduct at least the minimum required the onsite portion of the audit and/or the
number of targeted inmates/residents/ facility was unable to provide a list of these
detainees in this category: inmates/residents/detainees.
The inmates/residents/detainees in this
targeted category declined to be interviewed.
b. Discuss your corroboration strategies I spoke with each resident during the tour.
to determine if this population exists in Residents who were not formally interviewed
the audited facility (e.g., based on were still asked various questions during the
information obtained from the PAQ; facility tour. I reviewed all VSAB reports,
documentation reviewed onsite; and interviewed all staff, including medical and
discussions with staff and other inmates/ mental health staff, and asked whether they
residents/detainees). knew of any residents who would be part of
the targeted population. I had three youth
who indicated they were bilingual. The center
provided me with the at-risk log, which did
not include any resident that claim they had
been sexually abused at the center. I
reviewed the one allegation of sexual abuse.
The youth was no longer at the center.
55. Enter the total number of interviews 1
conducted with inmates/residents/
detainees who disclosed prior sexual
victimization during risk screening using
the "Inmates who Disclosed Sexual
Victimization during Risk Screening"
protocol:
56. Enter the total number of interviews 0
conducted with inmates/residents/
detainees who are or were ever placed
in segregated housing/isolation for risk
of sexual victimization using the
"Inmates Placed in Segregated Housing
(for Risk of Sexual Victimization/Who
Allege to have Suffered Sexual Abuse)"
protocol:
a. Select why you were unable to Facility said there were "none here" during
conduct at least the minimum required the onsite portion of the audit and/or the
number of targeted inmates/residents/ facility was unable to provide a list of these
detainees in this category: inmates/residents/detainees.
The inmates/residents/detainees in this
targeted category declined to be interviewed.
b. Discuss your corroboration strategies The facility does not have a segregation unit.
to determine if this population exists in During the tour of the center, there were no
the audited facility (e.g., based on residents in their rooms, except for the tour
information obtained from the PAQ; conducted at 945 P.M. The center does not
documentation reviewed onsite; and use isolation.
discussions with staff and other inmates/
residents/detainees).
57. Provide any additional comments I interviewed 12 youth on the first day. The
regarding selecting or interviewing center provided additional training on the
targeted inmates/residents/detainees emotional support program, so I interviewed
(e.g., any populations you oversampled, two residents on the second day. The one
barriers to completing interviews): resident who had been identified with a
history of being victimized was out in court on
the first day, so I interviewed her as part of
my determination for compliance with
additional training on the Gulf Coast Sexual
Abuse Program.
Staff, Volunteer, and Contractor Interviews
Random Staff Interviews
58. Enter the total number of RANDOM 14
STAFF who were interviewed:
59. Select which characteristics you Length of tenure in the facility
considered when you selected RANDOM
STAFF interviewees: (select all that Shift assignment
apply)
Work assignment
Rank (or equivalent)
Other (e.g., gender, race, ethnicity,
languages spoken)
None
60. Were you able to conduct the Yes
minimum number of RANDOM STAFF
interviews?
No
61. Provide any additional comments No text provided.
regarding selecting or interviewing
random staff (e.g., any populations you
oversampled, barriers to completing
interviews, barriers to ensuring
representation):
Specialized Staff, Volunteers, and Contractor Interviews
Staff in some facilities may be responsible for more than one of the specialized staff duties.
Therefore, more than one interview protocol may apply to an interview with a single staff
member and that information would satisfy multiple specialized staff interview requirements.
62. Enter the total number of staff in a 12
SPECIALIZED STAFF role who were
interviewed (excluding volunteers and
contractors):
63. Were you able to interview the Yes
Agency Head?
No
64. Were you able to interview the Yes
Warden/Facility Director/Superintendent
or their designee?
No
65. Were you able to interview the PREA Yes
Coordinator?
No
66. Were you able to interview the PREA Yes
Compliance Manager?
No
NA (NA if the agency is a single facility
agency or is otherwise not required to have a
PREA Compliance Manager per the Standards)
67. Select which SPECIALIZED STAFF Agency contract administrator
roles were interviewed as part of this
audit from the list below: (select all that Intermediate or higher-level facility staff
apply) responsible for conducting and documenting
unannounced rounds to identify and deter
staff sexual abuse and sexual harassment
Line staff who supervise youthful inmates
(if applicable)
Education and program staff who work with
youthful inmates (if applicable)
Medical staff
Mental health staff
Non-medical staff involved in cross-gender
strip or visual searches
Administrative (human resources) staff
Sexual Assault Forensic Examiner (SAFE)
or Sexual Assault Nurse Examiner (SANE) staff
Investigative staff responsible for
conducting administrative investigations
Investigative staff responsible for
conducting criminal investigations
Staff who perform screening for risk of
victimization and abusiveness
Staff who supervise inmates in segregated
housing/residents in isolation
Staff on the sexual abuse incident review
team
Designated staff member charged with
monitoring retaliation
First responders, both security and non-
security staff
Intake staff
Other
68. Did you interview VOLUNTEERS who Yes
may have contact with inmates/
residents/detainees in this facility?
No
a. Enter the total number of 1
VOLUNTEERS who were interviewed:
b. Select which specialized VOLUNTEER Education/programming
role(s) were interviewed as part of this
audit from the list below: (select all that Medical/dental
apply)
Mental health/counseling
Religious
Other
69. Did you interview CONTRACTORS Yes
who may have contact with inmates/
residents/detainees in this facility?
No
a. Enter the total number of 4
CONTRACTORS who were interviewed:
b. Select which specialized CONTRACTOR Security/detention
role(s) were interviewed as part of this
audit from the list below: (select all that Education/programming
apply)
Medical/dental
Food service
Maintenance/construction
Other
70. Provide any additional comments No text provided.
regarding selecting or interviewing
specialized staff.
SITE REVIEW AND DOCUMENTATION SAMPLING
Site Review
PREA Standard 115.401 (h) states, "The auditor shall have access to, and shall observe, all areas
of the audited facilities." In order to meet the requirements in this Standard, the site review
portion of the onsite audit must include a thorough examination of the entire facility. The site
review is not a casual tour of the facility. It is an active, inquiring process that includes talking
with staff and inmates to determine whether, and the extent to which, the audited facility's
practices demonstrate compliance with the Standards. Note: As you are conducting the site
review, you must document your tests of critical functions, important information gathered
through observations, and any issues identified with facility practices. The information you
collect through the site review is a crucial part of the evidence you will analyze as part of your
compliance determinations and will be needed to complete your audit report, including the Post-
Audit Reporting Information.
71. Did you have access to all areas of Yes
the facility?
No
Was the site review an active, inquiring process that included the following:
72. Observations of all facility practices Yes
in accordance with the site review
component of the audit instrument (e.g.,
No
signage, supervision practices, cross-
gender viewing and searches)?
73. Tests of all critical functions in the Yes
facility in accordance with the site
review component of the audit
No
instrument (e.g., risk screening process,
access to outside emotional support
services, interpretation services)?
74. Informal conversations with inmates/ Yes
residents/detainees during the site
review (encouraged, not required)?
No
75. Informal conversations with staff Yes
during the site review (encouraged, not
required)?
No
76. Provide any additional comments The center operates under one roof.
regarding the site review (e.g., access to There is a front entrance for signing in and
areas in the facility, observations, tests obtaining prior approval before access to the
of critical functions, or informal facility's secure area is granted. The facility
conversations). has a control room with an updated
monitoring area where all cameras are fed
and/or displayed to the control room operator.
The building houses the lobby, administrative
area, video surveillance and control room,
multipurpose room, staff briefing/training
room, medical clinic, intake, offices, computer
lab, kitchen/dining area, and teachers’
lounge. The facility's dining area is the
primary location for visitation. Female youth
are housed in Module 3, which houses a
capacity of 12 sleeping rooms, a community
bathroom, and three individual shower stalls
with shower curtains for privacy. Males are
housed in modules 1 and 2, each with 12
rooms. These modules also include a
community bathroom and three individual
shower stalls, each with a shower curtain for
privacy.
Each housing unit has a PREA board that
includes information for the Victim Advocate
program and PREA-specific posters providing
general information on safe facilities for
sexual activity. Also, it includes external
advocacy, and “internal hotline” information
was assessed during the facility tour. Postings
(in English and Spanish) regarding PREA
violation reporting and the agency’s zero-
tolerance policy for sexual abuse and sexual
harassment.
Medical Request Forms, PREA/grievance
forms, and the corresponding locked boxes
are posted in the communal area and are
accessible to all residents, staff, and visitors.
All residents have access to the writing
utensils needed for completing the forms.
During the comprehensive tour of the facility,
posted signs were also observed regarding
general PREA information and contact
numbers for reporting sexual abuse or sexual
harassment. Also presented were the phone
number and address for the Gulf Coast Sexual
Abuse Program, as well as the telephone
numbers for the local police department, the
Central Communication Centers (CCC), and
the DFC Child Abuse Hotline. All of the above
numbers were called. The call to CCC received
a text message to the facility administrator.
The Child Abuse Hotline staff indicated they
would notify the local Department of Children
and Families and local law enforcement upon
receiving a call. Both parties indicated that
residents and family members can call the
hotline anonymously. The local sheriff’s office
answered the dispatcher, who indicated they
would send a deputy to the center and not
take anonymous calls. A live person answered
telephone calls to the Gulf Coast Sexual
Abuse Program, local police, and CCC. There
is an office that the resident utilizes to make
these phone calls in each of the housing units
or the supervisor’s office. The residents’
attorneys and parents can use this same
phone for emergencies or legal information.
There was also a flyer that included
instructions to call 911 in an emergency. The
posting included the PREA brochure, End the
Silence, and additional PREA posters
identified in the standards. A total of 10
posters were on display throughout the
facility.
Residents were observed interacting with staff
and under direct supervision from staff during
dinner, leisure activities, and classroom
instruction. When counting direct care staff
per resident, the ratio ranged from 1:4 to 1:6
during the awake portion of the day. The night
tour found a 1:7 ratio; the other two housing
units operated at a 1:4 ratio.
Residents were interviewed during the tour
and again during the auditor’s recreation time
in the yard, when the auditor spoke informally
with the residents. All residents indicated they
felt safe at the facility. Residents knew the
facility administrator and reported that he
spoke with them daily, including on most
weekends. Staff were engaging with the
auditor. Each indicated they knew they had a
responsibility to report all allegations of
sexual abuse or sexual harassment. They also
indicated that the administrative staff is
consistently at the back of the center.
All housing units are under constant camera
surveillance. The bathrooms used by
residents provide a reasonable level of
privacy for changing clothes, using the toilet,
and showering. There are no surveillance
cameras located in the bedrooms or
bathrooms. Posted signs were observed
requiring female staff to announce their
presence when entering the dormitories. The
residents interviewed stated that all staff
members announce their presence upon
entering their dormitory. The practice of staff
announcing their presence was observed
during the facility's comprehensive tour. The
intake processing area has a secure port of
entry and can be accessed through the
assessment center. There are private offices
and a changing room in this area. A PREA
bulletin board is in this area. A television in
the intake area plays a PREA video that
explains the PREA program at the facility. It is
one of several videos that intake staff use for
PREA orientation and comprehensive training.
During the tour of the center, the television or
video was not working, and the center is
utilizing a computer monitor for the youth to
review the orientation and comprehensive
education videos.
The facility has two nurses assigned to
provide 12 hours of coverage per day. They
share a small examination room and office
area. Medical and mental health services are
contracted with Vital Pro Services. Medical
and Mental Health Services are available to
youth seven days a week. The contracted
staff consists of a Physician, a Registered
Nurse Practitioner, Registered Nurses, and a
Licensed Mental Health Counselor.
The education wing includes three portable
classrooms. There are cameras in each
classroom. The Florida Department of
Education funds the educational services
through the Okaloosa County School District.
All educational classrooms have cameras
monitored by the control room. There are
officers stationed in each class.
The visitation area can be accessed through
the front entrance and the facility's secure
area. The facility allows contact visits. There
are cameras located in the visitation room as
well as PREA Notices on the visitation room
bulletin board.
Five staff members were informally
interviewed during the tour. Each was aware
of PREA and how to respond as first
responders if a youth makes an allegation of
sexual abuse or sexual harassment.
The auditor went to the multipurpose room
and spoke with the male resident about PREA
and how to report. Later, the auditor did the
same with the female resident during a break
from the education program.
Residents were aware of PREA, all indicated
they had received an orientation, and felt safe
at the center.
Documentation Sampling
Where there is a collection of records to review-such as staff, contractor, and volunteer training
records; background check records; supervisory rounds logs; risk screening and intake
processing records; inmate education records; medical files; and investigative files-auditors must
self-select for review a representative sample of each type of record.
77. In addition to the proof Yes
documentation selected by the agency
or facility and provided to you, did you
No
also conduct an auditor-selected
sampling of documentation?
78. Provide any additional comments The auditor requested some specific and
regarding selecting additional some random training files for employees.
documentation (e.g., any documentation The agency has developed a Skill Pro program
you oversampled, barriers to selecting with modules for general and specialized
additional documentation, etc.). training. All staff complete general training
annually. Eight staff training files were
reviewed.
The auditor requested random personnel
background checks and reviewed 8
employees and two contractor files. The
auditor requested random background checks
for staff who had been employed at the
facility for more than 5 years, for staff who
had been promoted, and for staff who had
been employed in the last 12 months. The
personnel files check was completed and is
maintained on file in the personnel’s office.
The contractor’s files contained the same
email regarding background clearance
and PREA training documentation.
Eight resident records were reviewed.
Included in the review were age, date of
arrival, date of initial PREA orientation, date of
comprehensive PREA training, initial
vulnerability Screening, and rescreening as
needed based on staff interactions and
mental health referrals. A review of the
residential records also included resident
referrals for mental health or victim advocate
programs. The resident’s file contained
documentation of Intake Screening,
rescreening, and formalized PREA education.
The auditor requested and received five
mental health crisis assessments based on
screening and investigations.
The auditor requested PREA unannounced
rounds for specific weeks, conducted by
intermediate and supervisory staff. The
rounds were for weekends and at night and
included a general description of PREA
standards. A total of 16 rounds were provided.
There was one investigative report in the last
12 months. It included the OIG report,
interview narrative, administrative review,
notification to the youth, and the
investigation outcome.
SEXUAL ABUSE AND SEXUAL HARASSMENT ALLEGATIONS AND
INVESTIGATIONS IN THIS FACILITY
Sexual Abuse and Sexual Harassment Allegations and Investigations
Overview
Remember the number of allegations should be based on a review of all sources of allegations
(e.g., hotline, third-party, grievances) and should not be based solely on the number of
investigations conducted. Note: For question brevity, we use the term “inmate” in the following
questions. Auditors should provide information on inmate, resident, or detainee sexual abuse
allegations and investigations, as applicable to the facility type being audited.
79. Total number of SEXUAL ABUSE allegations and investigations overview during
the 12 months preceding the audit, by incident type:
# of allegations
# of
# of that had both
sexual # of criminal
administrative criminal and
abuse investigations
investigations administrative
allegations
investigations
Inmate- 1 1 1 1
on-
inmate
sexual
abuse
Staff- 0 0 0 0
on-
inmate
sexual
abuse
Total 1 1 1 1
80. Total number of SEXUAL HARASSMENT allegations and investigations overview
during the 12 months preceding the audit, by incident type:
# of allegations
# of sexual # of that had both
# of criminal
harassment administrative criminal and
investigations
allegations investigations administrative
investigations
Inmate-on- 0 0 0 0
inmate
sexual
harassment
Staff-on- 0 0 0 0
inmate
sexual
harassment
Total 0 0 0 0
Sexual Abuse and Sexual Harassment Investigation Outcomes
Sexual Abuse Investigation Outcomes
Note: these counts should reflect where the investigation is currently (i.e., if a criminal
investigation was referred for prosecution and resulted in a conviction, that investigation
outcome should only appear in the count for “convicted.”) Do not double count. Additionally, for
question brevity, we use the term “inmate” in the following questions. Auditors should provide
information on inmate, resident, and detainee sexual abuse investigation files, as applicable to
the facility type being audited.
81. Criminal SEXUAL ABUSE investigation outcomes during the 12 months preceding
the audit:
Referred Indicted/
Convicted/
Ongoing for Court Case Acquitted
Adjudicated
Prosecution Filed
Inmate-on- 0 0 0 0 0
inmate sexual
abuse
Staff-on- 0 0 0 0 0
inmate sexual
abuse
Total 0 0 0 0 0
82. Administrative SEXUAL ABUSE investigation outcomes during the 12 months
preceding the audit:
Ongoing Unfounded Unsubstantiated Substantiated
Inmate-on-inmate 0 0 1 0
sexual abuse
Staff-on-inmate 0 0 0 0
sexual abuse
Total 0 0 1 0
Sexual Harassment Investigation Outcomes
Note: these counts should reflect where the investigation is currently. Do not double count.
Additionally, for question brevity, we use the term “inmate” in the following questions. Auditors
should provide information on inmate, resident, and detainee sexual harassment investigation
files, as applicable to the facility type being audited.
83. Criminal SEXUAL HARASSMENT investigation outcomes during the 12 months
preceding the audit:
Indicted/
Referred
Court Convicted/
Ongoing for Acquitted
Case Adjudicated
Prosecution
Filed
Inmate-on- 0 0 0 0 0
inmate sexual
harassment
Staff-on- 0 0 0 0 0
inmate sexual
harassment
Total 0 0 0 0 0
84. Administrative SEXUAL HARASSMENT investigation outcomes during the 12
months preceding the audit:
Ongoing Unfounded Unsubstantiated Substantiated
Inmate-on-inmate 0 0 0 0
sexual
harassment
Staff-on-inmate 0 0 0 0
sexual
harassment
Total 0 0 0 0
Sexual Abuse and Sexual Harassment Investigation Files Selected for
Review
Sexual Abuse Investigation Files Selected for Review
85. Enter the total number of SEXUAL 1
ABUSE investigation files reviewed/
sampled:
86. Did your selection of SEXUAL ABUSE Yes
investigation files include a cross-
section of criminal and/or administrative
No
investigations by findings/outcomes?
NA (NA if you were unable to review any
sexual abuse investigation files)
Inmate-on-inmate sexual abuse investigation files
87. Enter the total number of INMATE- 1
ON-INMATE SEXUAL ABUSE investigation
files reviewed/sampled:
88. Did your sample of INMATE-ON- Yes
INMATE SEXUAL ABUSE investigation
files include criminal investigations?
No
NA (NA if you were unable to review any
inmate-on-inmate sexual abuse investigation
files)
89. Did your sample of INMATE-ON- Yes
INMATE SEXUAL ABUSE investigation
files include administrative
No
investigations?
NA (NA if you were unable to review any
inmate-on-inmate sexual abuse investigation
files)
Staff-on-inmate sexual abuse investigation files
90. Enter the total number of STAFF-ON- 0
INMATE SEXUAL ABUSE investigation
files reviewed/sampled:
91. Did your sample of STAFF-ON-INMATE Yes
SEXUAL ABUSE investigation files
include criminal investigations? No
NA (NA if you were unable to review any
staff-on-inmate sexual abuse investigation
files)
92. Did your sample of STAFF-ON-INMATE Yes
SEXUAL ABUSE investigation files
include administrative investigations? No
NA (NA if you were unable to review any
staff-on-inmate sexual abuse investigation
files)
Sexual Harassment Investigation Files Selected for Review
93. Enter the total number of SEXUAL 0
HARASSMENT investigation files
reviewed/sampled:
a. Explain why you were unable to The center did not have an allegation of
review any sexual harassment sexual harassment in the last three-year
investigation files: cycle.
94. Did your selection of SEXUAL Yes
HARASSMENT investigation files include
a cross-section of criminal and/or No
administrative investigations by
findings/outcomes?
NA (NA if you were unable to review any
sexual harassment investigation files)
Inmate-on-inmate sexual harassment investigation files
95. Enter the total number of INMATE- 0
ON-INMATE SEXUAL HARASSMENT
investigation files reviewed/sampled:
96. Did your sample of INMATE-ON- Yes
INMATE SEXUAL HARASSMENT files
include criminal investigations? No
NA (NA if you were unable to review any
inmate-on-inmate sexual harassment
investigation files)
97. Did your sample of INMATE-ON- Yes
INMATE SEXUAL HARASSMENT
investigation files include administrative No
investigations?
NA (NA if you were unable to review any
inmate-on-inmate sexual harassment
investigation files)
Staff-on-inmate sexual harassment investigation files
98. Enter the total number of STAFF-ON- 0
INMATE SEXUAL HARASSMENT
investigation files reviewed/sampled:
99. Did your sample of STAFF-ON-INMATE Yes
SEXUAL HARASSMENT investigation files
include criminal investigations? No
NA (NA if you were unable to review any
staff-on-inmate sexual harassment
investigation files)
100. Did your sample of STAFF-ON- Yes
INMATE SEXUAL HARASSMENT
investigation files include administrative No
investigations?
NA (NA if you were unable to review any
staff-on-inmate sexual harassment
investigation files)
101. Provide any additional comments No text provided.
regarding selecting and reviewing
sexual abuse and sexual harassment
investigation files.
SUPPORT STAFF INFORMATION
DOJ-certified PREA Auditors Support Staff
102. Did you receive assistance from any Yes
DOJ-CERTIFIED PREA AUDITORS at any
point during this audit? REMEMBER: the
No
audit includes all activities from the pre-
onsite through the post-onsite phases to
the submission of the final report. Make
sure you respond accordingly.
Non-certified Support Staff
103. Did you receive assistance from any Yes
NON-CERTIFIED SUPPORT STAFF at any
point during this audit? REMEMBER: the
No
audit includes all activities from the pre-
onsite through the post-onsite phases to
the submission of the final report. Make
sure you respond accordingly.
AUDITING ARRANGEMENTS AND COMPENSATION
108. Who paid you to conduct this audit? The audited facility or its parent agency
My state/territory or county government
employer (if you audit as part of a consortium
or circular auditing arrangement, select this
option)
A third-party auditing entity (e.g.,
accreditation body, consulting firm)
Other
Identify the name of the third-party Correctional Management and
auditing entity Communication Group
Standards
Auditor Overall Determination Definitions
• Exceeds Standard
(Substantially exceeds requirement of standard)
• Meets Standard
(substantial compliance; complies in all material ways with the stand for the relevant
review period)
• Does Not Meet Standard
(requires corrective actions)
Auditor Discussion Instructions
Auditor discussion, including the evidence relied upon in making the compliance or non-
compliance determination, the auditor’s analysis and reasoning, and the auditor’s conclusions.
This discussion must also include corrective action recommendations where the facility does not
meet standard. These recommendations must be included in the Final Report, accompanied by
information on specific corrective actions taken by the facility.
Zero tolerance of sexual abuse and sexual harassment; PREA
115.311
coordinator
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the Determination of Compliance
Department of Juvenile Justice Policy 1919 Prison Rape Elimination Act revised 5/25/
2025
Florida Department of Juvenile Justice for Regional Juvenile Detention Center
Operating Procedure 3.09
Agency Organization Chart
Facility Organization Chart
Interviews with the PREA coordinator
PREA compliance manager
115.311 (a): The PAQ requires an agency shall have a written policy mandating zero
tolerance toward all forms of sexual abuse and sexual harassment and outlining the
agency's approach to preventing, detecting, and responding to such conduct.
Okaloosa Regional Juvenile Detention provided policy Department of Juvenile Justice
(FDJJ) Policy 1919 Prison Rape Elimination Act revised /5/25/2025 and Florida
Department of Juvenile Justice for Regional Juvenile Detention Center (FOP)
Operating Procedure 3.09
FOP 3. 09 requires that detention center staff shall be familiar with FDJJ 1919 –
Prison Rape Elimination Act Policy and Procedures, which establishes the statewide
framework to implement procedures governing the Florida Department of Juvenile
Justice’s approach to preventing, detecting, and responding to sexual abuse and
sexual harassment.
FDJJ policy 1919 includes a policy that the Department of Juvenile Justice has zero
tolerance for any acts of sexual abuse, assault, misconduct, or harassment. Sexual
activity between staff and juveniles, volunteers or contract personnel and juveniles,
and juveniles and juveniles is prohibited and subject to administrative and criminal
disciplinary sanctions. Policy includes definitions and the agency's approach to
preventing, detecting, and responding to such conduct.
• Policy 1919 Prison Rape Elimination Act maintains that the Department employs a
designated PREA Statewide Coordinator who is responsible for the development,
implementation, and oversight of the agency's efforts to comply with the PREA
standards. Each facility operated by the Department shall designate a PREA Facility
Compliance Manager.
• All employees, contractors, juveniles, and volunteers are expected to have a clear
understanding that the Department strictly prohibits any type of sexual relationship
with an individual under Department supervision and considers such a relationship a
serious breach of the standards of employee conduct, and these relationships will
not be tolerated.
• Engaging in a romantic and/or sexual relationship may result in employment
termination and/or termination of the contractual or volunteer status, or imposition
of criminal charges.
• Program staff must take prudent measures to ensure the safety of both youth and
staff.
• Youth and staff who report sexual abuse or sexual harassment, or who cooperate
with sexual abuse or harassment investigations, are protected from retaliation by
other youth or staff. The facility compliance manager is responsible for monitoring
retaliation.
• Failure to comply with the requirements contained in this policy and procedures
may result in disciplinary action up to and including dismissal. All terminations for
violations of agency sexual abuse policy, or resignations by staff who would have
been terminated if not for their resignation, shall be reported to law enforcement
agencies, unless the activity was clearly not criminal. Termination shall be the
presumptive disciplinary sanction for staff who have engaged in sexual abuse.
• All new contracts, amended contracts, or contracts renewed after the effective
date of this policy shall include the contracting entity's obligation to adopt and
comply with the PREA standards outlined in this policy, procedures, and any
subsequent administrative rule for any confinement services provided on behalf of
the Department. Contracted providers will be subject to PREA audits, including
contract monitoring, to ensure compliance.
In an interview with the agency head, PREA coordinator, and conducting a
thorough site review, it is obvious that the Florida Department of Juvenile Justice is
committed to a zero-tolerance standard for incidents of sexual abuse and sexual
harassment. The agency has developed and implemented policies to comply with
PREA standards for Juvenile Facilities. Okaloosa Regional Juvenile Detention Center
(ORJDC) and other stakeholders associated with ORJDC are committed to
preventing, detecting, and responding to sexual abuse and sexual harassment.
Department of Juvenile Justice Policy 1919 PREA establishes that all facilities, staff,
residents, volunteers, contractors, or visitors are committed to a zero-tolerance
standard for incidents of sexual abuse and sexual harassment. Residents with
disabilities are afforded the same rights. They will be provided with access to
interpreters and presented material to effectively communicate with those residents
who have intellectual disabilities, limited reading skills, are blind, or have low vision.
Residents will have access to interpreters who can interpret effectively, accurately,
and impartially, both receptively and expressively, using any necessary specialized
vocabulary. Interpreters will be provided through local community resources.
Residents with disabilities have equal opportunity to participate in and benefit from
all aspects of the Okaloosa Regional Juvenile Detention Center’s efforts to prevent,
detect, and respond to sexual abuse and sexual harassment.
115.311 (b):
The PAQ requires that an agency employ or designate an upper-level, agency-wide
PREA coordinator with sufficient time and authority to develop, implement, and
oversee agency efforts to comply with the PREA standards in all of its facilities.
The facility provided the Prison Rape Elimination Act (Policy 1919), the Agency
organizational chart, and an interview with the PREA coordinator.
Policy 1919, Prison Rape Elimination Act, states that the Department employs a
designated PREA Statewide Coordinator responsible for the development,
implementation, and oversight of the agency's efforts to comply with the PREA
standards. Each facility operated by the Department shall designate a PREA Facility
Compliance Manager.
Policy 1919 Prison Rape Elimination Act Florida Department of Juvenile Justice
employs a PREA Coordinator who oversees the efforts to comply with the PREA
standards in all Juvenile Facilities under the umbrella of the Division of Juvenile
Justice.
The Agency's organizational chart clearly established that the PREA coordinator
reports to the Division Director.
Interview with the PREA Coordinator. I have sufficient time and resources to oversee
the implementation of PREA standards. The Florida Department of Juvenile Justice
established a PREA Statewide Coordinator position in 2013 to oversee the
implementation of the PREA standards. My sole responsibility is PREA compliance
for our residential and detention facilities, and I believe I have sufficient time to
manage those responsibilities.
As the FDJJ PREA Statewide Coordinator, I do not have any PREA Compliance
Managers that report to me. Private providers contract our residential facilities, and
the PREA Compliance Managers report within the providers’ organizational
structure. In our detention facilities, PREA Compliance Managers are the facility
Superintendents and report to the respective Regional Director.
I have an excellent working relationship with all PREA Compliance Managers and
maintain open lines of communication. They know they can email or call me at any
time, and I will always be responsive. I provide technical assistance, documentation,
and training, as necessary, to ensure that all facilities in Florida comply with the
PREA juvenile standards. As a Certified DOJ PREA auditor, I have access to many
resources to assist with the compliance of the Juvenile PREA standards.
In the interview, the PREA coordinator states that he has sufficient time and
authority to develop, implement, and oversee agency efforts to comply with the
PREA standards across all of its facilities. He has the responsibility to conduct an
assessment of all private facilities and review and/or work with the private facilities
to implement any Corrective Action Plans based on his assessment and PREA audits
conducted by PREA-certified auditors. The PREA coordinator for the Florida
Department of Juvenile Justice is a certified PREA auditor.
115.311(c)
The PAQ requires where an agency operates more than one facility, each facility
shall designate a PREA compliance manager with sufficient time and authority to
coordinate the facility's efforts to comply with the PREA standards.
The facility provided policy 1919 and the Okaloosa Regional Detention Center
organization chart.
Policy 1919 Prison Rape Elimination Act Compliance allocates and mandates that
the department employ a designated PREA Statewide Coordinator who is
responsible for the development, implementation, and oversight of the agency's
efforts to comply with the PREA standards. Each facility operated by the Department
shall designate a PREA Facility Compliance Manager.
The Okaloosa Regional Juvenile Detention Center (ORJDC) assigns responsibility to
the center superintendent and the PREA compliance manager (PCM), who reports to
the regional DJJ supervisor.
The Central Regional Office also employs a regional analyst who assists the center's
PREA compliance manager and the State PREA coordinator in carrying out the
PCM's duties.
The interview with the center's PREA compliance manager indicated they had
sufficient time and authority to coordinate the facility's PREA efforts. One of the
center’s Captains is designated to assist the PREA compliance manager at Okaloosa
Regional Juvenile Detention Center. The Compliance Manager works with the
regional analyst and the PREA coordinator to accomplish all PREA-related tasks.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.312 Contracting with other entities for the confinement of residents
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making compliance determination
PREA Contract Language
PREA Contract and Monitoring Auditing
Florida Department of Juvenile Justice Contracts (31)
Department of Juvenile Justice Policy 1919 PREA
Completed PREA audits
Interviews with
PREA Coordinator
Agency Contracting Supervisor
The PAQ requires a public agency that contracts for the confinement of its residents
with private agencies or other entities, including other government agencies, shall
include in any new contract or contract renewal the entity's obligation to adopt and
comply with the PREA standards.
At the time of the PAQ, FDJJ had 32 contracted centers that provided programming
for residents.
Policy 1919: All new contracts, amended contracts, or contracts renewed after the
effective date of this policy shall include the contracting entity's obligation to adopt
and comply with the PREA standards outlined in this policy, procedures, and any
subsequent administrative rule for any confinement services provided on behalf of
the Department. Contracted providers will be subject to PREA audits, including
contract monitoring, to ensure compliance.
The Agency Contracting Supervisor indicates, in an interview, that contracts with
facilities to operate residential facilities in Florida include specific information for
contractors regarding the requirements of the Florida Department of Juvenile Justice
to comply with the PREA Standards and to participate in PREA audits.
The PREA website includes all privately operated PREA audits. The State presently
has 32 privately managed residential programs. All have undergone PREA audits
within the last 3 years.
Contract Language stipulates the Provider agrees to comply with all requirements
and standards of the Prison Rape Elimination Act (PREA) 42 U.S.C. §15601-15609
and 28 CFR Part 115 as outlined in FDJJ 1919 and 1919P (Revised 5/25/2025).
Providers are subject to PREA compliance audits conducted by the Department-
designated third-party certified PREA auditors.
The PREA Coordinator indicated in the interview that private providers are used for
specialized programs involving youth assigned to the Department of Juvenile
Justice. The coordinator conducts an assessment each year, and the FDJJ contracts
with a private, certified PREA auditor to conduct an audit during each three-year
cycle. All audits of private providers are uploaded to the Florida website.
The Florida Department of Juvenile Justice PREA coordinator conducts an annual
PREA assessment of private juvenile facilities and provides the facility with this
information annually. Okaloosa Regional Juvenile Center is a state-operated facility
and does not contract for housing services.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.313 Supervision and monitoring
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
FDJJ 1919 Supervision and Monitoring
Staffing Plan – PREA 2025
Staffing Plan – PREA 2024
Staffing Plan – PREA 2023
Unannounced Tours
PAQ
Interviews with
Intermediate Staff
Facility Director
313.313 (a):
The PAQ requires the agency shall ensure that each facility it operates shall
develop, implement, and document a staffing plan that provides for adequate levels
of staffing, and, where applicable, video monitoring, to protect residents against
sexual abuse. In calculating adequate staffing levels and determining the need for
video monitoring, facilities shall take into consideration: (1) Generally accepted
juvenile detention and correctional/secure residential practices; (2) Any judicial
findings of inadequacy; (3) Any findings of inadequacy from Federal investigative
agencies; (4) Any findings of inadequacy from internal or external oversight bodies;
(5) All components of the facility's physical plant (including "blind-spots" or areas
where staff or residents may be isolated); (6) The composition of the resident
population; (7) The number and placement of supervisory staff; (8) Institution
programs occurring on a particular shift; (9) Any applicable State or local laws,
regulations, or standards; (10) The prevalence of substantiated and unsubstantiated
incidents of sexual abuse; and (11) Any other relevant factors.
The center provided policy 1919, staffing assessments for the last three years, and
documentation of unannounced rounds.
Policy 1919 requires that staffing plans be established for each residential and
detention center facility. These plans provide for adequate levels of staffing, and,
where applicable, video monitoring, to protect youth against sexual misconduct. In
developing appropriate staffing plans and determining the need for video
monitoring for the facility, the following must be taken into consideration:
Generally accepted juvenile detention and residential practices.
Any judicial findings of inadequacy; findings of inadequacy from Federal
investigative agencies or internal or external oversight bodies.
All components of the facility's physical plant (including "blind spots" or areas where
staff or youth may be isolated);
The composition of the youth population.
The number and placement of supervisory staff; vi. Institution programs occurring
on a particular shift; Any applicable State or local laws, regulations, or standards.
The prevalence of substantiated and unsubstantiated incidents of sexual
misconduct; and ix. Any other relevant factors.
a. Staffing ratios are to be adhered to except during limited and discrete
exigent circumstances, and any deviations from the staffing plan shall be fully
documented.
b. At a minimum of once a year, each facility operated or contracted by
the Department, and in consultation with the Department's PREA Statewide
Coordinator, shall assess, determine, and document whether adjustments are
needed to:
i. The staffing plan; ii. Prevailing staffing patterns.
The deployment of video monitoring systems and other monitoring technologies,
along with the resources the facilities have available, is intended to ensure
adherence to the staffing plan.
The annual assessments at the center were completed on July 11, 2022; April 19,
2023, and July 10, 2025.
Intermediate-level or higher-level supervisors in Detention or Residential facilities,
as indicated on the facility table of organization, shall conduct and document
unannounced rounds to identify and deter staff sexual misconduct at least twice a
month. These rounds shall also be conducted during day and night shift hours.
Staff are prohibited from notifying other staff that supervisory rounds are occurring
unless the announcement pertains to the facility's legitimate operational functions.
Each year, the facility reviews staffing levels, the need for additional cameras, and
the need to adjust the staffing plan to meet required staffing levels to maintain a
safe and secure operation. Their staffing plan’s annual reviews conducted in August
2025 were found to comply with this standard. The staffing plan included: 1)
Generally accepted detention and correctional/secure residential practices. (2) Any
judicial findings of inadequacy. (3) Any findings of inadequacy from Federal
investigative agencies. (4) Any findings of inadequacy from internal or external
oversight bodies. (5) All components of the facility’s physical plant (including “blind
spots” or areas where staff or residents may be isolated). (6) The composition of the
resident population. (7) The number and placement of supervisory staff. (8)
Institution programs occurring on a particular shift. (9) Any applicable State or local
laws, regulations, or standards. (10) The prevalence of substantiated and
unsubstantiated incidents of sexual abuse; and (11) Any other relevant factors. The
facility did report deviation from the staffing plan during the past 12 months.
According to the PAQ the staffing plan is based on 12 residents. However, the
annual assessment indicated that the staffing plan was based on 37 youth. Based
on conversations with the PREA coordinator and facility administrator, it was clear
that the facility reviews all areas of the center for additional staffing or cameras
based on resident movement to meet the requirements of this standard. The direct
care staff were observed throughout the center during the tour and camera
monitoring review. At least once every year, the agency or facility, in collaboration
with the PREA Coordinator, reviews the staffing plan to see whether adjustments are
needed to the staffing plan; prevailing staffing patterns; the deployment of
monitoring technology; or the allocation of agency or facility resources to commit to
the staffing plan, to ensure compliance with the staffing plan.
313.314(b):
The PAQ requires the agency to comply with the staffing plan except during
limited and discrete exigent circumstances, and shall fully document deviations
from the plan during such circumstances.
The facility has not deviated from the plan in the last 12 months.
The facility administrator provided a daily roster indicating the staffing used during
the prior 24 hours.
The center had to pay overtime and use non-essential staff to ensure the required
number of staff were available to meet the mandatory posts. The Florida
Department of Juvenile Justice has implemented a daily staffing form to document
deviations from the mandatory ratios, which is available on the agency’s Share
Drive. In the last 12 months, the center has never been without staff to meet the
mandatory staffing requirements.
A randomly selected direct care staff member confirmed that assignments are
based on activities at each unit, which will impact the staffing plan. The random
staff stated that the center does not count control operators toward meeting this
requirement. The facility administrator provided a daily roster indicating the staffing
used during the prior 24 hours. The facility's plan aims to maintain staffing ratios of
at least 1 staff member per 8 residents during resident waking hours and at least 1
per 16 residents during resident sleeping hours. The facility has had deviations in
the ratios mandated by FDJJ Policy 1919. These deviations are documented on the
DJJ Share Drive. The facility has a holdover and overtime pay program to provide
coverage as required. Staff interviewed indicated they are not allowed to abandon
their post until properly relieved.
Throughout the audit, the auditor made rounds throughout the facility. The daytime
ratio was 1:6 on each visit. For the overnight shift, the ratio was 1:10.
115.313 (c):
The PAQ requires that each secure juvenile facility maintain staff ratios of a
minimum of 1:8 during resident waking hours and 1:16 during resident sleeping
hours, except during limited and discrete exigent circumstances, which shall be fully
documented. Only security staff shall be included in these ratios. Any facility that,
as of the date of publication of this final rule, is not already obligated by law,
regulation, or judicial consent decree to maintain the staffing ratios outlined in this
paragraph shall have until October 1, 2017, to achieve compliance.
The facility provided policy 1919 and three annual staffing assessments. Daily
rosters and interviews with random staff.
FDJJ Policy 1919 - Juvenile Prison Rape Elimination Act mandates that the staffing
plan be reviewed and approved by the PREA coordinator at least yearly. The facility
staffing plan for 2024 was submitted in August 2025. ORJDC conducts an extensive
review of all areas of the facility and assesses the need for additional cameras, staff
programming, and overall facility operations. During the facility tour, the auditor
found no blind spots or areas where residents were unattended.
The facility director indicated in the interview that the facility uploads the number of
staff on duty, the number required to be on duty, the number of residents assigned,
and any special programs or residents out to external services. The computerized
staffing database is reviewed daily by the administrator. He indicated that the PREA
coordinator completes an annual assessment of the staffing, incident reports, and
blind spots. The annual assessment is signed by the PREA coordinator and the
facility administrator and forwarded to the Agency Head through the regional office.
The administrator indicated that the center has not experienced any deviations in
the last 12 months. However, if there is a deviation he is required to document, it
must be part of the staffing share drive.
The annual assessment includes all elements described in standard 313(A) and is
signed by the PREA coordinator, facility director, and regional supervisor.
115.313 (e):
The PAQ requires that each secure facility implement a policy and practice of
having intermediate-level or higher-level supervisors conduct and document
unannounced rounds to identify and deter staff sexual abuse and sexual
harassment. Such policies and practices shall be implemented for both night and
day shifts. Each secure facility shall have a policy prohibiting staff from notifying
other staff that supervisory rounds are occurring, unless the announcement relates
to the facility's legitimate operational functions.
The center provided Policy 1919, unannounced rounds, and interviews with
intermediate staff members.
Policy 1919 requires the facility administrator and PREA compliance manager to
conduct and document unannounced rounds on all shifts and all areas of the facility
to monitor and deter staff sexual abuse and harassment. Each shift supervisor
makes rounds several times during each shift. It is the policy of ORJDC that staff do
not inform other staff when the shift supervisor, facility manager, or regional
administrators are making rounds. During the tour, the auditor reviewed the
logbooks in all housing units and noted that the shift supervisor and facility
administrator had signed the logbooks at least once per day for the past three
weeks, excluding weekends. The shift supervisor signed the logbooks each day,
including weekends. FDJJ has developed a PREA form used by administrative staff to
conduct daily, weekly, and monthly unannounced rounds, which are then uploaded
to the DJJ share drive.
All center staff receive the same training through Skill Pro modules 1 and 2. What
are the requirements of the act for direct care staff members?
One of the captains was interviewed as an intermediate staff member who conducts
unannounced rounds. He indicated they conduct rounds on different shifts each day,
including weekends and holidays. These rounds are documented. The captain
indicated they don't tell staff when they arrive at the center or when they make
rounds. They indicated they vary the days and times.
Exceed compliance was determined through a review of policies and documentation
and an interview with staff. During the audit, the auditor visited all areas of the
facility. During the visit, the auditor counted the number of residents and staff in
each area. The facility ratio was always below the required youth-to-staff ratio.
During the tour, the ratio was 1 staff to 4 youth. During the evening shift, the ratio
was 1 staff to 5 youth.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.315 Limits to cross-gender viewing and searches
Auditor Overall Determination: Meets Standard
Auditor Discussion
1919 PREA - Searches.
PREA Statement of Preference
Female and Male Announcements
Training in Cross gender -gender
Training Video on Guidance on Cross Gender searches
Okaloosa Skillpro Search Training 2025.pdf
ORJDC Cross Gender Frisk Searches Training Roster
Staff interviews
Resident interviews
115.315 (a):
The PAQ requires that the facility not conduct cross-gender strip searches or cross-
gender visual body cavity searches (meaning a search of the anal or genital
opening) except in exigent circumstances or when performed by medical
practitioners.
The center provided the FDJJ Policy 1919 PREA - Searches, Cross Gender viewing
and searches, Training Video on Guidance on Cross Gender searches, and training
Roster.
a. FDJJ Policy 1919 PREA - Searches Cross Gender mandates Staff shall not search or
physically examine a transgender or intersex youth for the sole purpose of
determining the youth's genital status. If the youth's genital status is unknown, it
may be determined during conversation with the youth, by reviewing medical
records, or, if necessary, by learning that information as part of a broader medical
examination conducted in private by a medical practitioner.
b. Staff shall not conduct cross-gender (opposite sex) strip searches or cross-gender
frisk searches.
Based on interviews with staff and residents, there have been no cross-gender pat-
down searches in the last 12 months. An intake staff member indicated that, upon
admission to ORJDC, the resident is escorted to a private area by two staff members
of the same gender as the resident. Residents are asked to remove their outer
garments but not their undergarments. The staff member then visually confirms
there is no contraband and identifies any tattoos, scars, bruises, or other marks.
Seventeen residents were interviewed. All indicated that no person of the opposite
gender had searched them.
Fourteen staff were interviewed. Every member of staff attended the cross-gender
training and signed the training roster. All interviewed indicated they had not
searched a resident of the other gender since working at the center.
During the center tour, the auditor spoke with staff and residents. All staff indicated
they don’t conduct pat searches or strip searches of residents of the other gender.
All residents interviewed during the tour and in formal interviews indicated they had
never been searched by staff of the opposite gender.
115.315 (b):
The PAQ requires that the agency not conduct cross-gender pat-down searches
except in exigent circumstances.
The center provided a Cross-Gender Pat Searches facilitator guide and a video on
guidance for cross-gender searches.
Search procedures mandate that the facility always refrain from conducting any
cross-gender pat-down except in exigent circumstances. All staff interviewed
indicated they have never conducted a cross-gender search. All residents
interviewed stated that a staff member of the other gender had never searched
them. Staff were able to articulate the exigent circumstances under which they
might be required to search.
115.315 (c):
The PAQ requires the facility shall document and justify all cross-gender strip
searches, cross-gender visual body cavity searches, and cross-gender pat-down
searches.
According to the PAQ there were no cross-gender searches during the last 12
months.
The facility provided policy 1919 which clearly mandates that Staff shall not search
or physically examine a transgender or intersex youth for the sole purpose of
determining the youth's genital status. If the youth's genital status is unknown, it
may be determined during conversation with the youth, by reviewing medical
records, or, if necessary, by learning that information as part of a broader medical
examination conducted in private by a medical practitioner.
Staff shall not conduct cross-gender (opposite-sex) strip searches or cross-gender
frisk searches.
During the center tour, the auditor spoke with staff and residents. All staff indicated
they don’t conduct pat searches or strip searches of residents of the other gender.
Sixteen residents were engaged in a conversation during the on-site audit. All
residents indicated they have never been searched by staff of the opposite gender.
115.315 (d):
The PAQ requires the facility to implement policies and procedures that enable
residents to shower, perform bodily functions, and change clothing without
nonmedical staff of the opposite gender viewing their breasts, buttocks, or genitalia,
except in exigent circumstances or when such viewing is incidental to routine cell
checks. Such policies and procedures require staff of the opposite gender to
announce their presence when entering a resident housing unit. In facilities (such as
group homes) that do not contain discrete housing units, staff of the opposite
gender shall be required to announce their presence when entering an area where
residents are likely to be showering, performing bodily functions, or changing
clothing.
The facility provided the FDJJ Policy 1919 PREA - Searches, Cross-Gender Viewing
and Searches Training Video on Guidance on Cross-Gender Searches.
Policy 1919 Youth must be allowed to shower, perform bodily functions, and change
clothing without nonmedical staff of the opposite gender viewing their breasts,
buttocks, or genitalia, except in exigent circumstances or when such viewing is
incidental to routine cell checks.
A tour of the center found that all areas used for resident housing have the
necessary barriers to allow residents to shower without being seen by members of
the opposite gender and to maintain privacy from other residents. The ORJDC
showering procedure requires staff of the same gender to supervise all showers and
to position themselves so they can’t see residents fully naked.
A review of the camera system found no cameras in the restroom area of the
facility.
All residents stated they are allowed to change clothes and shower in private. A
review of the cameras found no units with views of the shower or toilet areas. All
staff of the other gender always announce their presence when entering a housing
unit. Reminders are posted at the entrance of each housing unit.
Staff and residents confirm that staff announce their presence and will knock on the
door before looking in during counts.
All residents interviewed, both formally and informally during the on-site interview,
indicated that staff announce their presence whenever they enter the housing unit.
A review of the staff training plan includes intervention techniques and standards
that must be used before conducting any searches. Interviews with randomly
selected staff confirmed they had received training in intervention techniques. This
training included conducting cross gender searches professionally and respectfully.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
Residents with disabilities and residents who are limited English
115.316
proficient
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
PREA Posters in English, Spanish, French, and Creole
Zero Tolerance Poster English– Spanish English and Spanish Third-Party Posters
Department of Juvenile Justice Policy- 1919 PREA Disabilities
LLS Onsite Brochure
Global Language Telephone Contract
Global Language Poster
At Risk Log
Random Staff Interviews
Resident Interviews
Agency Head Interview
115.316 (a)(c):
The PAQ requires that the agency shall take appropriate steps to ensure that
residents with disabilities (including, for example, residents who are deaf or hard of
hearing, those who are blind or have low vision, or those who have intellectual,
psychiatric, or speech disabilities), have an equal opportunity to participate in or
benefit from all aspects of the agency's efforts to prevent, detect, and respond to
sexual abuse and sexual harassment. Such steps shall include, when necessary to
ensure effective communication with residents who are deaf or hard of hearing,
providing access to interpreters who can interpret effectively, accurately, and
impartially, both receptively and expressively, using any necessary specialized
vocabulary. In addition, the agency shall ensure that written materials are provided
in formats or through methods that facilitate effective communication with residents
with disabilities, including residents with intellectual disabilities, limited reading
skills, or who are blind or have low vision. An agency is not required to take actions
that it can demonstrate would result in a fundamental alteration like a service,
program, or activity, or in undue financial and administrative burdens, as those
terms are used in regulations promulgated under title II of the Americans with
Disabilities Act, 28 CFR 35.164.
The agency shall not rely on resident interpreters, resident readers, or other types
of resident assistants except in limited circumstances where an extended delay in
obtaining an effective interpreter could compromise the resident's safety, the
performance of first-response duties under § 115.364, or the investigation of the
resident's allegations.
The facility provided Policy- 1919 which mandates PREA mandates that facilities
will ensure that residents with disabilities (e.g., those who are deaf, hard of hearing,
blind, have low vision, intellectual, psychiatric or speech disabilities) have an equal
opportunity to participate in or benefit from the facility’s efforts to prevent, detect,
and respond to Sexual Abuse and Sexual Harassment. Such steps will include, when
necessary, ensuring effective communication with residents who are deaf or hard of
hearing, and providing access to interpreters who interpret accurately, impartially,
and in both receptive and expressive modes, using any necessary specialized
vocabulary. ORJDC will ensure that all written materials for every resident are in
formats or delivered through methods that support effective communication with
residents with disabilities, including those with intellectual disabilities, limited
reading skills, or who are blind or have low vision. Facilities will not rely on residents,
readers, or other types of resident assistants except in limited circumstances where
an extended delay in obtaining an effective interpreter could compromise the
resident’s safety, the performance of first-response duties, or the investigation of
the resident’s allegations. Any use of these interpreters under these types of
circumstances will be justified and fully documented in the written investigative
report. Residents receive information explaining the agency’s zero-tolerance policy
in an age-appropriate fashion, including how to report incidents or suspicions of
sexual abuse or sexual harassment appropriately, taking into consideration age,
disabilities, sexual orientation, and language. Comprehensive education is
accessible to all residents, including those who are limited-English proficient, deaf,
visually impaired, or otherwise disabled, as well as those with limited reading skills.
If the youth report a deficiency, or the staff are aware of one, in any of these areas,
they will report the need for an additional resource to the supervisor.
The facility is under contract with Global Language Lines. The contract provides
interpretive telephone services, one-on-one sign language services, and in-person
services for investigative services. A review of the LLS website indicates that all
staff are required to have at least two years’ experience providing verbal or
language line interpretive services.
The agency head interview indicated that the center has provided all staff with PREA
compliance training for youth who have difficulty understanding PREA standards.
Staff can read the information to the resident. We offer large-print materials,
magnifiers, bilingual staff, and contract interpretive services, including language
translation and sign language.
There was one resident who was identified as having limited vision, and one
resident who was identified as having limited reading disability and had an IEP for
Special Education Services.
The youth with limited vision indicated he could read posters and the handbook with
his glasses. The limited-reading youth indicated that a staff member had read the
intake document with him, and he was able to understand the video.
All staff interviewed indicated they have not used, and would not use, resident
interpreters. The staff indicated they were aware of the Language Line contract and
would use it.
115.315 (b) FDJJ Policy mandates that information about services, consent forms,
rights, and program rules, etc., is communicated to youth with the use of
interpreters or other auxiliary aids. Additionally, these procedures will facilitate
effective information exchange among staff/employees, youth, and families during
service delivery. The facility shall provide all aid and/or assistance without cost to
the person being served.
ORJDC will take such steps to provide reasonable accommodations as are
necessary to ensure that disabled persons, including those with impaired sensory,
hearing, or speaking skills, receive effective notice concerning benefits, services, or
written material concerning waivers of rights or consent to treatment. All aids
needed to provide this notice, e.g., sign-language interpreters, readers, or through
other auxiliary aids, shall be provided within the service limits and availability of
qualified/ certified interpreters provided under contractual service without cost to
the person being served. The education department teachers are actively involved
in providing these services to residents. Residents who receive special education
services attend an Individualized Education Program meeting that includes parents,
legal guardians, or child advocates.
Family members or friends of the youth may not be used as the sign language
interpreter, unless specifically requested by that individual. Other youth may not be
used for translating. The facility has a contract for language services, including sign
language. Staff would read all required information for facility orientation and the
comprehensive PREA training for residents who can’t read. All residents interviewed
were able to articulate the training programs, recall the intake process, and report
feeling safe at the facility.
Whenever communication accommodation is needed, the facility director or
regional analyst is responsible for arranging an interpreter or another auxiliary aid
to ensure reasonably prompt and effective communication with the youth. It is the
Regional Director's ultimate responsibility to ensure that all ADA requirements are
met. In interviews with the mental health staff, this is accomplished with the
assistance of the education staff.
The facility maintains an at-risk log that includes any medical or developmental
concerns that require assistance in providing services to the residents. At the time
of the audit, there was one resident who had limited vision and one resident who
was cognitively disabled. All were interviewed and indicated they had received the
training by reviewing a video and a staff member reviewing the PREA training
Pamphlet.
Compliance was determined through a review of the policy, the language line
contract, and interviews with the clinical supervisor director, education staff, and
the facility administrator.
Based on this analysis, the facility is substantially compliant with this provision,
and corrective action is not required.
115.317 Hiring and promotion decisions
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
Department of Juvenile Justice Policy 1919 – Hiring and Promotions
Department of Juvenile Justice Policy 1800 Background Screening
Five-year rescreening
FDJJ Employee Handbook
Annual Affidavit of Compliance 2025.pdf
BSU PREA Questionnaire Form IG/BSU form .003 revised 052019 secure
Okaloosa Approved Volunteers.xlsx
Human resources staff interviews
115.317 (a):
The PAQ requires The agency shall not hire or promote anyone who may have
contact with residents, and shall not enlist the services of any contractor who may
have contact with residents, who (1) Has engaged in sexual abuse in a prison, jail,
lockup, community confinement facility, juvenile facility, or other institution (as
defined in 42 U.S.C. 1997); (2) Has been convicted of engaging or attempting to
engage in sexual activity in the community facilitated by force, overt or implied
threats of force, or coercion, or if the victim did not consent or was unable to
consent or refuse; or (3) Has been civilly or administratively adjudicated to have
engaged in the activity described in paragraph (a)(2) of this section.
The PAQ indicated that 72 employee background checks and 2 contracting
background checks have been completed in the last 12 months.
The facility provided FDJJ Policy 1919, Department of Juvenile Justice Policy 1800
Background Screening, and BSU PREA Questionnaire Form IG/BSU form .003, and
Employee Handbook.
The Employee handbook specifically states on page 20 that the agency's policy
prohibits hiring or promoting anyone who may have contact with residents, and
prohibits enlisting the services of any contractor who may have contact with
residents, who:
• Has engaged in sexual abuse in a prison, jail, lockup, community confinement
facility, juvenile facility, or other institution (as defined in 42 U.S.C. 1997);
• Has been convicted of engaging or attempting to engage in sexual activity in the
community facilitated by force, overt or implied threats of force, or coercion, or if
the victim did not consent or was unable to consent or refuse; or
• Has been civilly or administratively adjudicated to have engaged in the activity
described in paragraph (a)(2) of this section.
FDJJ Policy 1919, Department of Juvenile Justice shall not hire or promote anyone
who may have contact with youth and shall not enlist the services of any contractor
who may have contact with youth, who. 1. Has engaged in sexual abuse in a prison,
jail, lockup, community confinement facility, juvenile facility, or other institution (as
defined in 42 U.S.C. 1997). 2. Has been convicted of engaging or attempting to
engage in sexual activity in the community facilitated by force, overt or implied
threats of force, or coercion, or if the victim did not consent or was unable to
consent or refuse; or 3. Has been civilly or administratively adjudicated to have
engaged in or attempted to engage in sexual activity in the community facilitated
by force, overt or implied threats of force, or coercion, or if the victim did not
consent or was unable to consent or refuse. 4. ORJDC shall consider any incidents of
sexual harassment in determining whether to hire or promote anyone, or to enlist
the services of any contractor, who may have contact with youth.
Department of Juvenile Justice Policy 1800 Background Screening states this policy
promotes the integrity of the Department of Juvenile Justice and ensures the proper
care, safety, and protection of youth in the Department's care and custody by
requiring background screening for employment and volunteer service prior to the
person having access to youth or confidential youth.
Background screening and hiring practices shall be conducted to ensure that all
department employees, contract providers, and grant recipient employees
(including owners, operators, and directors), volunteers, mentors, and interns with
access to youth or confidential youth records meet the established statutory
requirements of the Level 2 Screening Standards.
The Department recognizes its status as a criminal justice agency and its special
responsibilities in serving the youth population. It has determined that it is
appropriate to establish background screening and hiring requirements for all
Department employees and volunteers, as well as all contract provider owners,
operators, employees, and volunteers.
All contract providers and Department employees will be screened in accordance
with Level 2 standards, as outlined in Chapter 435, Florida Statutes, as a condition
of initial employment and retention in those positions. Additionally, all provider and
Department employees will be re-screened every five (5) years of continued
employment.
Employment background screening shall be completed before hiring an employee or
utilizing the services of a volunteer, mentor, or intern.
An assessment shall be completed before the hiring of direct-care positions.
Contract provider employment and volunteer background screenings will be
processed and housed in the Care Provider Background Screening Clearinghouse.
This database is owned and maintained by the Agency for Health Care
Administration (AHCA).
Employees and volunteers will report any arrest, which includes any notice to
appear in court for a criminal charge, to their immediate supervisor within 24 hours
of the arrest or receipt of the notice to appear. If an employee or volunteer fails to
report an arrest within 24 hours, they shall submit an explanation for the delay in
reporting. Failure to report an arrest promptly may result in disciplinary action, up to
and including dismissal. Supervisors and/or Human Resources personnel will report
the new arrest or notice to appear to the Background Screening Unit, which will
determine if the offense disqualifies the employee or volunteer from continued
service.
Any person required to complete an assessment for direct-care positions, or
undergo background screening as a condition of employment or volunteering
services who refuses to cooperate in such screenings or refuses to submit the
information necessary to complete the screening process shall not be employed or
utilized as a volunteer until a background screening is completed and the outcome
of the screening states the person is eligible for employment. Any person already
employed or working as a volunteer becomes disqualified.
ORJDC shall ensure that a criminal background records check has been completed,
and consult applicable child abuse registries, before enlisting the services of any
contractor who may have unsupervised contact with youth. During initial interviews,
prospective employees, interns, and volunteers shall be informed of the background
check procedure. ORJDC shall require the following background checks for all DJJ
staff, volunteers, interns, and contractors, and for any applicant being considered
for employment or promotion with DJJ. FDJJ utilizes Live Scan Background checks for
all staff. The program includes the Florida Crime Information Center, the National
Crime Information Center, and the Florida Child Registry reviews.
115317 (b):
The PAQ requires the agency shall consider any incidents of sexual harassment in
determining whether to hire or promote anyone, or to enlist the services of any
contractor, who may have contact with residents.
The facility provided policy 1919, the employee handbook, and policy 1800.
The Agency Policy states that any incidents of sexual harassment by a staff
member will be taken into consideration if the staff member is eligible for
promotion. Prior to a promotion, the facility will conduct a promotion board. Prior to
meeting with the board, the applicant completes a questionnaire that includes all
areas of the standard. The interview questions for employment also address
previous misconduct. The evidence shows the facility considers any incident of
sexual harassment in determining whether to hire or promote anyone, or to enlist
the services of any contractor, who may have contact with residents. The policy
states that any incidents of sexual harassment by a staff member will be taken into
consideration if the staff member is eligible for promotion. The employment
interview questions also address prior misconduct. The evidence shows the facility
considers any incident of sexual harassment in determining whether to hire or
promote anyone, or to enlist the services of any contractor, who may have contact
with residents.
The human resources staff interview indicated that, before a promotion, staff
complete another questionnaire. We also conduct Live Scan on prospective
promotions. All people who apply to work at the center, whether full-time, part-time,
or as contractors, must have completed a background check conducted by the
Background Unit. We completed the PREA questionnaire on the DJJ employment
application, before
promotion and each year.
115.317 (c):
The PAQ requires before hiring new employees who may have contact with
residents, the agency shall: (1) Perform a criminal background records check; (2)
Consults any child abuse registry maintained by the State or locality in which the
employee would work; and (3) Consistent with Federal, State, and local law, make
its best efforts to contact all prior institutional employers for information on
substantiated allegations of sexual abuse or any resignation during a pending
investigation of an allegation of sexual abuse.
The facility provided Policy 1919 and Policy 1800. The facility also provided
randomly selected background checks.
Policy 1919 mandates that the Department perform a background check before
hiring any new staff. The Department will make its best efforts to contact all prior
PREA-regulated employers for information on substantiated allegations of sexual
abuse or any resignation during a pending investigation of an allegation of sexual
abuse. Background checks shall be conducted every five (5) years for staff.
Policy 1800 requires That Background screening and hiring practices be conducted
to ensure that all Department employees, contract providers, and grant recipient
employees (including owners, operators, and directors), volunteers, mentors, and
interns with access to youth or confidential youth records meet the established
statutory requirements of Level 2 Screening Standards.
• The Department is cognizant of its status as a criminal justice agency and its
special responsibilities in dealing with the youth population. It has determined that
it is appropriate to establish background screening and hiring requirements for all
Department employees and volunteers, as well as all contract provider owners,
operators, employees, and volunteers.
• All contract providers and Department employees will be screened in
accordance with Level 2 standards, as outlined in Chapter 435, Florida Statutes, as
a condition of initial employment and retention in those positions. Additionally, all
provider and Department employees will be re-screened every five (5) years of
continued employment.
• Employment background screening shall be completed before hiring an
employee or utilizing the services of a volunteer, mentor, or intern.
• An assessment shall be completed before the hiring of direct-care positions.
• Contract provider employment and volunteer background screenings will be
processed and housed in the Care Provider Background Screening Clearinghouse.
This database is owned and maintained by the Agency for Health Care
Administration (AHCA).
• The BSU will review and provide the results from the FDLE's Automated
Training Management System (ATMS) to the contract providers for screenings done
on potential or permanent employees.
• The Department does not hire, promote, or contract with anyone who:
i. Has engaged in sexual abuse in a prison, jail, lockup, community confinement
facility, juvenile facility, or other institution (as defined in 42 U.S.C.
1997);
ii. Has been convicted of engaging or attempting to engage in sexual activity in the
community facilitated by force, overt, or implied threats of force, or coercion, or if
the victim did not consent or was unable to consent or refuse;
iii. Has been civilly or administratively adjudicated to have engaged in
the activity described in ii above.
• The Department shall ask all applicants and employees who may have contact
with youth about previous misconduct in written applications or interviews for hiring
or promotions, and in any interviews or written self-evaluations conducted as part of
the review of current employees.
• The Department shall consider any substantiated incidents of sexual misconduct
in determining whether to hire, promote, or contract with anyone.
• Employees being considered for promotion shall disclose any sexual misconduct
and material omission regarding such misconduct, or the provision of materially
false information shall be grounds for termination.
During initial interviews, prospective employees, interns, and volunteers shall be
informed of the background check procedure. FDJJ shall require the following
background checks on all DJJ staff, volunteers, interns, and contractors, and any
applicant that is being considered for employment or promotion with DJJ: 1. Criminal
background or records check. 2. Child abuse and neglect registry check. The human
resources staff indicated that, during interviews and by reviewing personnel files,
they confirmed that she conducts reference checks on all prospective employees.
This check includes any history of sexual abuse, sexual harassment, including
sexual harassment toward other staff. Over the past 12 months, the facility has
conducted background checks on 72 applicants for positions. Two contractor
background checks were completed in the last 12 months. Vendor Vital Core
completes medical and mental health staff background checks. The center received
notification that the person has been approved for entry into the facility. Several
centers use vendor contractors, and the vendors conduct their own background
checks.
115.317 (d):
The PAQ requires the agency also to perform a criminal background records check
and consult applicable child abuse registries before enlisting the services of any
contractor who may have contact with residents. ORJDC shall ensure that a criminal
background records check has been completed, and consult applicable child abuse
registries, before enlisting the services of any contractor who may have
unsupervised contact with youth.
The facility provided policy 1919, 1800, and the PREA questionnaire
The policy 1919 and 1800 requires ORJDC to ensure that a criminal background
records check has been completed, and consult applicable child abuse registries,
before enlisting the services of any contractor who may have unsupervised contact
with youth.
Interviews with contracting staff indicated that they have completed their
background checks before being employed by the local school district. The medical
staff receive their background checks through the central office, which contacts the
BSU to complete the background checks.
115.317 (e):
The PAQ requires the agency to either conduct criminal background records checks
at least every five years on current employees and contractors who may have
contact with residents or have in place a system for otherwise capturing such
information for current employees.
The facility provided policy 1800
Policy 1800 requires that all contract providers and department employees be
screened in accordance with Level 2 standards, as outlined in Chapter 435, Florida
Statutes, as a condition of initial employment and retention in those positions.
Additionally, all provider and Department employees will be re-screened every five
(5) years of continued employment.
Human Resources indicated in an interview that the agency uses Live Scan to
conduct background checks and to verify current charges. However, she indicated
that she still sends five-year background checks each January to keep them up to
date. A review of the five-year background checks confirmed compliance.
ORJDC shall conduct background checks or alternative background checks on all
staff, volunteers, interns, and contractors every five (5) years. FDJJ utilized “Live
Scan” for continuous background checks on staff, contractors, or volunteers. This
includes a background check by the sheriff’s office. This was confirmed by reviewing
Live Scan background checks for staff with 5 or more years of tenure at the facility.
At the same time, the agency conducts five-year background checks on all staff
before reaching their 5-year tenure.
115.317 (f):
The PAQ requires the agency shall also ask all applicants and employees who may
have contact with residents directly about previous misconduct described in
paragraph (a) of this section in written applications or interviews for hiring or
promotions and in any interviews or written self-evaluations conducted as part of
reviews of current employees. The agency shall also impose upon employees a
continuing affirmative duty to disclose any such misconduct.
The agency asks applicants about previous misconduct described in paragraph (a)
of this section in written applications or during interviews for hiring or promotions.
The facility does a yearly staff appraisal, and sexual abuse or sexual harassment is
part of that appraisal. This includes having staff review and sign the BSU PREA (form
003) Questionnaire. According to the human resources staff, they use Live Scan and
are not hesitant to notify the office of any criminal findings, including speeding
tickets.
115.317 (g):
The PAQ requires that material omissions regarding such misconduct, or the
provision of materially false information, shall be grounds for termination.
The facility provided policy 1800 and BSU policies. The center also provided
information on the live scan tracking system.
FDJJ Policy 1800 – Background Screening and Hiring mandates that employees and
volunteers will report any arrest, which includes any notice to appear in court for a
criminal charge, to their immediate supervisor within 24 hours of the arrest or
receipt of the notice to appear. Failure to report may result in disciplinary action up
to and including termination. Material omissions regarding such misconduct, or the
provision of materially false information, shall be grounds for termination.
115.317 (h):
The PAQ requires, unless prohibited by law, that the agency provide information on
substantiated allegations of sexual abuse or sexual harassment involving a former
employee upon receiving a request from an institutional employer for whom such
employee has applied to work.
The center provided policy 1919, and policy1800
The polices mandate that, unless prohibited by law, the agency shall provide
information on substantiated allegations of sexual abuse or sexual harassment
involving a former employee upon receiving a request from an institutional
employer for whom such employee has applied to work. The interview with human
resources confirmed that the facility would provide this information upon request.
Policy states that the information would be provided when requested, unless it is
prohibited by law to provide the information. According to interviews with human
resources staff, the center would ask the prospective candidate to sign a release
statement and would then send the requested information.
Based on a review of the documentation and interviews with the Facility
Administrator and Human Resources staff, the facility complies with all provisions of
this standard. FJDC uses Live Scan to provide background information while still
conducting a five-year background check on all staff with over 5 years of tenure in
the agency.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.318 Upgrades to facilities and technologies
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
Annual Facility Review August 2025
Interviews with
Agency head
Facility administrator
115.318 (a)
The PAQ requires that when designing or acquiring any new facility and in planning
any substantial expansion or modification of existing facilities, the agency shall
consider the effect of the design, acquisition, expansion, or modification upon the
agency's ability to protect residents from sexual abuse.
If the facility has not planned any substantial expansion or modification of existing
facilities, the agency shall consider the effect of the design, acquisition, expansion,
or modification on the agency's ability to protect residents from sexual abuse.
115. 318 (b)
The PAQ requires that when installing or updating a video monitoring system,
electronic surveillance system, or other monitoring technology, the agency shall
consider how such technology may enhance the agency's ability to protect residents
from sexual abuse.
The facility provided that the center has replaced some cameras. The new cameras
have much better quality.
The agency head indicated that we operate all detention centers and contract for
residential programs. Each program must have a staffing plan that ensures
compliance with PREA ratios and staffing to address blind spots. Any new programs
or modifications to any building require a staffing plan and cameras with at least 30
days of storage to ensure staff or cameras are available to cover any blind spots.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.321 Evidence protocol and forensic medical examinations
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
FDJJ Policy 1919 PREA - Investigative Protocols
IG Compliance Form-directive 3-05
OIG requested Law Enforcement Officers to follow uniform evidence protocols.
Investigative protocol
PREA Youth Posters
Gulf Coast Sexual Assault Program
Interview with the Gulf Coast Sexual Assault Program
PREA compliance manager
SANE staff from the Gulf Coast Sexual Assault Program
PREA Coordinator
PREA Compliance Manager
115.321 (a):
The PAQ requires that, to the extent the agency is responsible for investigating
allegations of sexual abuse, the agency shall follow a uniform evidence protocol that
maximizes the potential for obtaining usable physical evidence for administrative
proceedings and criminal prosecutions.
The facility provided policy 1919 Investigative protocol and OIG training.
Policy 1919 Investigative protocol mandates that the Department not conduct
criminal investigations for youth-related sexual abuse reports. Local law
enforcement agencies and the Department of Children and Families handle such
investigations involving youth in Florida. The Department conducts administrative
investigations and· management reviews, separate and apart from any criminal
investigations, to identify any misconduct by staff as related to Department
regulatory guidance. Staff are expected to cooperate with the Office of the Inspector
General (OIG) investigations.
The OIG staff will be trained on Department policies and procedures for
handling sexual misconduct incidents and reports.
The Department will ensure that administrative investigations and reviews are
completed for all criminal allegations.
Fourteen random staff interviews confirmed an understanding of the facility’s
protocol for obtaining usable physical evidence if a resident alleges sexual abuse
and knowledge of the entities responsible for conducting investigations. Staff
interviews confirmed an understanding of the facility’s protocol for obtaining usable
physical evidence if a resident alleges sexual abuse and knowledge of the entities
responsible for conducting investigations.
There have been one allegation of sexual abuse and 2 allegations of sexual
harassment in the last 12 months. Local law enforcement responded to the request
to investigate, reviewed the allegation, interviewed the residents, and declined to
investigate. The facility administrator indicated the allegations were not criminal in
nature.
The PREA compliance manager interview indicated that the center has requested an
MOU with the Gulf Coast Sexual Assault Program. Staff or residents can contact the
program by telephone or via Zoom. The Gulf Coast Sexual Assault Program staff will
come to the location, or the center will take the resident to the program. The Gulf
Coast Sexual Assault Program was contacted by the auditor, who verified that the
center has reached out to the program to establish an MOU and that the program
has agreed to sign and provide the services outlined in the MOU. The GCSAP has
provided posters and a one-page handout to be given to residents upon admission
to the facility.
115.321 (b):
The PAQ requires that the protocol shall be developmentally appropriate for youth
and, as appropriate, shall be adapted from or otherwise based on the most recent
edition of the U.S. Department of Justice's Office on Violence Against Women
publication, "A National Protocol for Sexual Assault Medical Forensic Examinations,
Adults/ Adolescents," or similarly comprehensive and authoritative protocols
developed after 2011.
The facility states that the department does not conduct criminal investigations into
youth-related sexual abuse reports. Local law enforcement and the Department of
Children and Families conduct such investigations involving youth in Florida.
The Department conducts administrative investigations and management reviews,
separate and apart from a criminal investigation. To the extent the agency is
responsible for investigating allegations of sexual abuse, the agency shall follow a
uniform evidence protocol that maximizes the potential for obtaining usable
physical evidence for administrative proceedings and criminal prosecutions. (b) The
protocol shall be developmentally appropriate for youth and, as appropriate, shall
be adapted from or otherwise based on the most recent edition of the U.S.
Department of Justice’s Office on Violence Against Women publication, “A National
Protocol for Sexual Assault Medical Forensic Examinations, Adults/Adolescents,” or
similarly comprehensive and authoritative protocols. Policy provides for the uniform
Protocols to be followed. The Protocol outlines the appropriateness for youth and
adults. Staff interviews confirmed an understanding of the facility’s protocol for
obtaining usable physical evidence if a resident alleges sexual abuse and
knowledge of the entities responsible for conducting investigations.
The chief of OIG investigations in interviewed indicated that his staff was trained on
conducting PREA investigations utilizing the National Protocol for Sexual Assault
Medical Forensic Examinations, Adults/Adolescents, or similarly comprehensive and
authoritative protocols. He indicated that he has sent a letter to all local law
enforcement agencies that conduct criminal investigations, urging them to consider
adopting the same protocol.
Random staff interview confirmed staff responsibilities to protect residents, secure
the crime scene, and notify the shift supervisor and CCC. The center staff indicated
they would move the residents to a safe location and that they would not change
clothes, wash or shower, use the toilet, or brush their teeth. The staff indicated that,
based on training, the Okaloosa County Sheriff's office or OIG would be responsible
for collecting the evidence when they arrived at the center.
115.321 (c):
The PAQ requires that the agency shall offer all residents who experienced sexual
abuse access to forensic medical examinations, whether on-site or at an outside
facility, without financial cost, where evidentiary or medically appropriate. Such
examinations shall be performed by Sexual Assault Forensic Examiners (SAFEs) or
Sexual Assault Nurse Examiners (SANEs) where possible. If SAFEs or SANEs are
unavailable, the examination may be performed by other qualified medical
practitioners. The agency shall document its efforts to provide SAFEs or SANEs.
The facility provided Policy 1919 and an MOU with Gulf Coast Sexual Assault
Program Inc.
The Policy 1919 states:
Residents will receive timely, unimpeded access to on-site and off-site emergency
medical treatment and crisis intervention services, the nature and scope of which
are determined by medical and mental health practitioners in their professional
judgment.
Be offered access to forensic medical examinations, whether on-site or at an
outside facility, without financial cost, where evidentiary or medically appropriate.
Such examinations shall be performed by Sexual Assault Forensic Examiners (SAFE)
or Sexual Assault Nurse Examiners (SANE) where possible. If a SAFE or SANE cannot
be made available, the examination can be performed by other qualified medical
practitioners. The facility has an MOU with the Gulf Coast Sexual Assault Program
and Napier Medical Center for emergency treatment. In interviews with the Gulf
Coast Sexual Assault Program staff, the center has a Sexual abuse.
Have access to a victim advocate from a rape crisis center, a qualified staff member
from a community-based organization, or a qualified agency staff member.
Okaloosa is finalizing an MOU with the Gulf Coast Sexual Assault Program for victim
advocacy and has staff on duty or on call twenty-four hours a day. Gulf Coast Sexual
Assault Program has a Sexual Assault Victim Examination program that provides a
forensic examination completed by a sexual assault nurse examiner.
The facility policy and MOU state that the services will be provided at no cost to the
victim. The Nurse’s interview was aligned with the facility Policy.
In an interview with the Gulf Coast Sexual Assault Program, he indicated that Gulf
Coast is an authorized program to provide forensic examination. However, Florida
has designated 28 forensic examinations center that are that are geographically
located. In the case at Okaloosa the local law enforcement would utilize the Victim
Services program for forensic examination. He indicated that the center could
request the law enforcement utilize GCSAP, however the determination would be
the law enforcement investigative staff. He indicated that GCSAP has several MOU
with Adult and Juvenile Center and would provide emotional support and advocates
if youth call the hotline or staff needed an advocate to attend a forensic
examination and they have staff in the Crestview office. However, the victim service
also has victim advocates and the role GCSAP would be to provide follow up
counseling, group therapy or pregnancy testing if a victim requested these services
any time Post examination. The protocol utilized for SANE or SAFE staff includes
giving youth that have been sexual abused the information on pregnancy and
sexual transmitted diseases during the examination.
115.321 (d)(e):
The PAQ requires the agency shall attempt to make available to the victim a victim
advocate from a rape crisis center. If a rape crisis center is not available to provide
victim advocate services, the agency shall make available to provide these services
a qualified staff member from a community-based organization, or a qualified
agency staff member. Agencies shall document efforts to secure services from rape
crisis centers. For the purpose of this standard, a rape crisis center refers to an
entity that provides intervention and related assistance, such as the services
specified in 42 U.S.C. 14043g(b)(2)(C), to victims of sexual assault of all ages. The
agency may utilize a rape crisis center that is part of a governmental unit as long as
the center is not part of the criminal justice system (such as a law enforcement
agency) and offers a comparable level of confidentiality as a nongovernmental
entity that provides similar victim services.
As requested by the victim, the victim advocate, qualified agency staff member, or
qualified community-based organization staff member shall accompany and support
the victim through the forensic medical examination process and investigatory
interviews and shall provide emotional support, crisis intervention, information, and
referrals
The facility provided MOU with the Gulf Coast Sexual Assault Program.
In interview with the PREA compliance manager, they indicated that the MOU
includes advocacy, emotional support, SANE examinations, and an emotional
support hotline.
The facility has a MOU with Gulf Coast Sexual Assault Program for victim advocacy
services. According to the MOU, the supportive services to victims include access to
24-hour reporting and contact for advocacy service; emotional support;
accompaniment through forensic examination and investigative interview upon
request; and provision of information and resources. The Superintendent confirmed
that advocacy services will be provided in accordance with the MOU. The interview
with the Superintendent confirmed the resident and/or facility staff members are
able to utilize the victim service hotline to request a victim advocate.
In interviews with the Gulf Coast Sexual Assault Program, the program would
provide victim advocacy and follow-up services as required. This includes meeting
with the family, attending court hearings, providing a safe haven for the family, and
follow-up treatment as needed. This would continue when the youth left the center
if they are from the geographical area. The Gulf Coast Sexual Assault Program
indicated in interview that they are a member of the Florida Coalitions Against
Sexual Violence and provide and receive training from the Statewide organization.
115.321 (f)
The PAQ requires to the extent that the agency itself is not responsible for
investigating allegations of sexual abuse, the agency requests that the investigating
agency follow the requirements of paragraphs (a) through (e) of this section.
The facility provided a memorandum from the Chief of OIG investigative units to all
local law enforcement. Requesting that law enforcement utilize the Sexual Assault
Medical Forensic Examinations, Adults/Adolescents. The center is required to notify
the Central Communication Center, Department of Children and Family Services,
and the Okaloosa County Sheriff’s Office to report allegations of sexual abuse for
criminal investigations and to the Florida Central Abuse Hotline and the FDJJ Central
Communication Center (CCC) for administrative investigations.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required
115.322 Policies to ensure referrals of allegations for investigations
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
FDJJ Policy 1919 - Investigative Protocols
OIG Compliance Form-directive
OIG Directive requests that Law Enforcement Officers follow uniform evidence
protocols.
FDJJ Website
Investigator Database
Investigative Chief Interview
Agency Head Interview
115.322 (a & b)
The PAQ requires the agency shall ensure that an administrative or criminal
investigation is completed for all allegations of sexual abuse and sexual
harassment.
The facility provided the FDJJ Policy 1919 - Investigative Protocols.
The agency shall have in place a policy to ensure that allegations of sexual abuse
and/or sexual harassment are referred for investigation to an agency with the legal
authority to conduct criminal investigations, unless the allegation does not involve
potentially criminal behavior. The agency shall publish such policy on its website or,
if it does not have one, make the policy available through other means. The agency
shall document all such referrals.
The facility provided policy 1919 Investigative Protocol.
ORJDC does not conduct criminal investigations for residents related to sexual
abuse reports. Local Law enforcement and the Department of Children and Families
handle such investigations involving youth in Florida. The Department conducts
administrative investigations and management reviews, separate from criminal
investigations. The DJJ PREA Policy outlines how investigative responsibilities are
handled for allegations of sexual abuse and harassment and is available on the
Florida DJJ website. This information is available in both English and Spanish.
Further, the agency has a Policy that requires allegations of sexual abuse or sexual
harassment be referred to an agency with the legal authority to conduct criminal
investigations unless the allegation does not involve criminal behavior. Staff,
including the facility administrator and residents, indicated that any allegations
received from residents, staff, volunteers, or contractors would be reported to the
Central Communication Center and Child Abuse Hotline by the person with the most
information, when possible. This information is sent to Central Control Center (CCC),
Child Abuse Hotline, and local law enforcement within 2 hours of the first staff or
volunteer being made aware of an allegation. This information is documented in the
Investigative database maintained by the OIG office.
The agency head was interviewed and indicated that we have a PREA policy that
requires all allegations of sexual abuse or sexual harassment be reported to
the Central Communication Center within 2 hours.
We have an IG office that completes administrative investigations. We contact the
local law enforcement to conduct criminal investigations. We notify the Department
of Children and Family Services, which conducts an independent investigation. If it is
a criminal investigation, the OIG will follow with an administrative investigation that
includes a review of policies, cameras, staffing, notifications, and staff actions.
The chief of investigation indicated that all allegations of sexual abuse were referred
to local law enforcement for criminal investigations. We have several policies that
require all allegations of sexual abuse or sexual harassment be investigated. All
reports to CCC are reviewed and assigned within 24 hours.
On the date we receive the report, we assign the reach-out to local law
enforcement. If local law enforcement will not conduct a criminal investigation, we
will begin our investigation upon receipt.
115.322 (c):
The PAQ requires If a separate entity is responsible for conducting criminal
investigations, such publication shall describe the responsibilities of both the
agency and the investigating entity.
The facility provided FDJJ Policy 1919 and staff training mandates that staff secure
the scene and prevent the victim or predator from changing clothing, brushing
teeth, using the restroom, or showering. The facility will assist the investigator in
providing video and other materials as requested. There has been no allegation that
was referred to for criminal investigation during the last 12 months.
The investigation procedures are provided by djj.state.fl.us/inspector general/
centralcommunication-center-ccc. Org.
Compliance was verified by reviewing policies and procedures, the Florida DJJ
website, and interviews with the agency designee, facility administrator,
investigators, staff, and PREA Coordinator.
Based on this analysis, the facility is substantially compliant with this provision, and
a corrective action plan is not required.
115.331 Employee training
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
FDJJ Policy 1919 PREA - Staff Training
115.331 Employee training
PREA Acknowledgement form
Victimization and Sexual Aggressive Resident Identification Developmentally
Disabled Resident identification training.
PREA Skill Pro training curriculum, Part one and Part 2
PREA training 2025
PREA training 2024
PREA training 2023
PREA VSAB Training
Okaloosa Skillpro Search Training 2025.pdf
PREA Brochures English
PREA Brochures Spanish
PREA Brochures French
115.331 (a):
The PAQ requires The agency shall train all employees who may have contact with
residents on:(1) Its zero-tolerance policy for sexual abuse and sexual
harassment;(2) How to fulfill their responsibilities under agency sexual abuse and
sexual harassment prevention, detection, reporting, and response policies and
procedures;(3) Residents' right to be free from sexual abuse and sexual
harassment;(4) The right of residents and employees to be free from retaliation for
reporting sexual abuse and sexual harassment;(5) The dynamics of sexual abuse
and sexual harassment in juvenile facilities;(6) The common reactions of juvenile
victims of sexual abuse and sexual harassment;(7) How to detect and respond to
signs of threatened and actual sexual abuse and how to distinguish between
consensual sexual contact and sexual abuse between residents;(8) How to avoid
inappropriate relationships with residents;(9) How to communicate effectively and
professionally with residents, including lesbian, gay, bisexual, transgender, intersex,
or gender nonconforming residents; and(10) How to comply with relevant laws
related to mandatory reporting of sexual abuse to outside authorities;(11) Relevant
laws regarding the applicable age of consent.
The facility provided PREA Part 1 content, PREA Part 2 content, FDJJ Policy 1919 Staff
training, and Part 1 content of what is known as the Skill Pro includes
What is PREA
Required Training
Standard and procedure
Part 2 content includes
Reporting
Responding to Abuse Reports
Investigations
Policy 1919: Training requirement: All Florida Department of Juvenile Justice
employees must complete training as outlined in FDJJ 1919. Employee Training and
Florida Administrative Code Rule 63-H, Staff Training. This curriculum includes
training on the agency's zero-tolerance policy for sexual misconduct.
Each employee is required to complete refresher training annually. The Department
will document, through employee signature or electronic verification, that
employees understand the training they have received. Information on current
sexual misconduct policies will be available for staff on the Department's PREA
webpage.
All interviewed staff members were familiar with the PREA information regarding
primary components of preventing, detecting, and responding to sexual abuse or
sexual harassment. PREA training is provided to staff, as indicated by a review of
policy and training documents. The documents and staff interviews support
refresher training, which is also conducted and documented. The direct care staff
interviewed, and the PREA Compliance Manager reported that the training is
provided as required. All staff members interviewed, and documentation reviewed
verified the general topics below were included in the training: 1. The center's Zero
Tolerance Policy for sexual abuse and sexual harassment. 2. How to fulfill their
responsibilities under the center's sexual abuse and sexual harassment prevention,
detection, reporting, and response policies and procedures. 3. Residents’ right to be
free from sexual abuse and sexual harassment. 4. The right of residents and
employees to be free from retaliation for reporting sexual abuse and sexual
harassment. 5. The dynamics of sexual abuse and sexual harassment in juvenile
facilities. 6. The common reactions of juvenile victims of sexual abuse and sexual
harassment. 7. How to detect and respond to signs of threatened and actual sexual
abuse and how to distinguish between consensual sexual contact and sexual abuse
between residents. 8. How to avoid inappropriate relationships with residents. 9.
How to communicate effectively and professionally with residents, including lesbian,
gay, bisexual, transgender, intersex, or gender nonconforming residents. 10. How to
comply with relevant laws related to mandatory reporting of sexual abuse to outside
authorities; and 11. Relevant laws regarding the applicable age of consent.
115.331 (b):
The PAQ requires that such training shall be tailored to the unique needs and
attributes of residents of juvenile facilities and to the gender of the residents at the
employee's facility. The employee shall receive additional training if reassigned from
a facility housing only male residents to one housing only female residents, or vice
versa.
The facility provided PREA Part 1 content, PREA Part 2 content, and the FDJJ Policy
1919 Staff.
Skills Pro 1 and 2 are tailored for all genders in the facility, as all detention centers
house both male and female residents.
115.331 (c):
The PAQ requires that all current employees who have not received such training
shall be trained within one year of the effective date of the PREA standards, and the
agency shall provide each employee with refresher training every two years to
ensure that all employees know the agency's current sexual abuse and sexual
harassment policies and procedures. In years in which an employee does not
receive refresher training, the agency shall provide refresher information on current
sexual abuse and sexual harassment policies.
The PAQ also indicated that staff will receive refresher training each year.
The center provided Skill Pro 1 and 2,
The agency provides each employee with a refresher each year to ensure that all
employees know the agency’s current sexual abuse and sexual harassment policies
and procedures. In recent years, the annual in-service training has included a video
on conducting cross-gender or person frisk searches (pat-down). All staff are
required to complete this training. The training roster and records were reviewed
and documented for this training session for staff working at ORJDC. Additional
training is provided at the facility for the on-site training staff. A review of the topic
included an additional refresher on most topics found in the Skill Pro Curriculum.
The agency's policy addresses PREA-related training for staff.
All interviewed staff members were familiar with the PREA information regarding
primary components of preventing, detecting, and responding to sexual abuse or
sexual harassment. Interviews with non-direct care and contracting staff, and their
files, confirmed that all ORJDC staff receive the same training. All direct care staff
interviewed indicated they had received initial PREA training during Pre-Service.
They then received additional training at the Florida DJJ Training Academy. Upon
returning from the academy, the center provided training specific to the center. In
interviews with staff, each indicated that PREA was discussed daily and that formal
training consisted of a four-hour instructor-led session and completion of skill pro
modules 1 and 2, which include a questionnaire. Policy and procedure mandate that
staff are trained at a minimum every two years.
While conducting the tour, the center staff were interviewed about training. All staff
interviewed indicated that shift supervisors or PCM review PREA at least once a
month and have reviewed it on every shift for the last 30 days.
Policy 1919 staff training requires a refresher every year. Based on a review of the
staff training files and interviews with the Facility administrator, the training is
required each year.
115.331 (d):
The PAQ requires the agency to document, through employee signature or
electronic verification, that employees understand the training they have received.
The facility provided electronic sign-in sheets for all random staff interviewed by the
auditor and an additional staff roster for cross-gender pat searches.
The agency documents training through employee signatures or electronic
verification to confirm that employees understand the training they have received.
The policy provides that all training be documented. Staff members sign training
rosters and training acknowledgement statements. A checklist is utilized for
orientation training for all new employees and contains the elements of PREA
training. The facility provided the Auditor with several examples to verify that the
training occurred, and the training was verified through staff interviews. PREA
training is provided to all staff, as indicated by a review of policy and training
documents. The documents and staff interviews support refresher training, which is
also conducted and documented. The direct care staff interviewed, and the PREA
Compliance Manager reported that the training is provided as required. All direct
care staff members interviewed and documents reviewed, verified that the general
topics below were included in the training: At the facility, it was evident through
documentation, interviews, and observation of the day-to-day operations, the staff
is trained continually in the PREA standards during shift briefings, monthly staff
meetings, and the completion of various online and instructor-led trainings.
ORJDC requires staff to complete informal PREA training quarterly and at each
monthly all-staff meeting. All staff are also required to complete Skill Pro modules 1
and 2. Staff interviewed indicated that one of the administrators meets with staff
during staff briefings at least once a month to discuss PREA-related topics.
There are more than 10 posters on sexual safety located throughout the facility. All
staff interviewed were able to articulate the training topics and demonstrate their
understanding of each.
Compliance was determined by reviewing the preservice and in-service training
curricula and staff training records. An interview with a randomly selected staff
member also confirmed that they had received the required training and refresher
training as mandated by policy. The interview included questions about the
specialized training programs. Staff demonstrated an understanding of working with
LGBTI youth.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.332 Volunteer and contractor training
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
Volunteers and Contractors Training
FDJJ Policy 1919 - Volunteer and contractor Training
Contractors Training Sign-in Sheets
Contractor Interviews
115.332 (a):
The PAQ requires the agency shall ensure that all volunteers and contractors who
have contact with residents have been trained on their responsibilities under the
agency’s sexual abuse and sexual harassment prevention, detection, and response
policies and procedures.
The facility provided the FDJJ Policy 1919 - Volunteer and contractor Training and
the volunteer and contractor training curriculum.
Training curriculum outline includes:
Agency zero tolerance and Policy 1919
Definitions
· Sexual abuse
· Sexual harassment
Reporting Allegation of Sexual Misconduct
Detecting Sexual abuse and sexual harassment
Maintaining Professional Relationships with Youth
Summary
PREA Acknowledgements Form
FDJJ Policy 1919 - Volunteer and contractor Training provides Volunteer and
contractor Training- All volunteers and contracted providers in Residential and
Detention facilities who have contact with youth must be trained on their
responsibilities under the Department's sexual misconduct prevention, detection,
and response policy and procedures - FDJJ 1919.
The level and type of training provided to volunteers and contractors are based on
the services they provide and the level of contact with youth. Volunteers and
contractors who perform services continuously or at regular intervals, or who
volunteer for 10 hours or more each month, must complete the PREA training
prescribed for all full-time employees. The course is available on the Department's
Learning Management System.
Volunteers and contractors who perform services or interact with youth for less
than 10 hours a month and/or accompanied by a staff member who is always
present and has the volunteer or contractor in his/her line of sight, will not be
required to take the Course FDJJ 110, but shall read the FDJJ Course for Volunteers
and sign the PREA Acknowledgement to document their understanding of the
training received this course is available on the Department's PREA web page at
htt1://www .djj .state.fl. us/partners/prison-rape-elimination-act-
Before having contact with the residents all volunteers and contractors receive
training on their responsibilities under the agency’s sexual abuse and sexual
harassment prevention, detention, and response policies and procedures. The level
and type of training provided shall be based on the services they provide and the
level of contact they have with residents. Still, all volunteers and contractors who
have contact with residents shall be notified of the agency’s zero-tolerance policy
regarding sexual abuse and sexual harassment and be informed how to report such
incidents.
Contracting staff who were interviewed indicated they signed a contract for more
than ten hours a week and have to attend Skill Pro 1 and 2. The medical and mental
health providers are contracted through Vital Pro and are also required to attend
Skill Pro 1,2, 3, and 4. Upon reviewing the contractor training, it was determined
that all contracting staff have completed the required training.
115.332 (b):
The PAQ requires the level and type of training provided to volunteers and
contractors shall be based on the services they provide and level of contact they
have with residents. Still, all volunteers and contractors who have contact with
residents shall be notified of the agency's zero-tolerance policy regarding sexual
abuse and sexual harassment and informed of how to report such incidents.
The facility policy 1919 PREA volunteer training states that the level and type of
training provided to volunteers and contractors are based on the services they
provide and the level of contact with youth. Volunteers and contractors who perform
services continuously or at regular intervals, or who volunteer for 10 hours or more
each month, must complete the PREA training prescribed for all full-time employees.
The course is available on the Department's Learning Management System (Course
FDJJ 110).
All volunteers and contractors who have contact with residents shall be notified of
the agency’s zero-tolerance Policy regarding sexual abuse and sexual harassment
and informed of how to report such incidents.
115.332 (c):
The PAQ requires the agency to maintain documentation confirming that volunteers
and contractors understand the training they have received
The facility had one volunteer minister who provided services to the youth two to
three times a month. Given the time he was at the center, the volunteer should
have attended volunteer training. During the onsite audit, the minister came to the
center, received the training, acknowledged receiving the training, and met with the
auditor to discuss the training.
The agency shall maintain documentation confirming that volunteers and
contractors understand the training they have received. The PREA Notification
document contains the information reviewed with the contractor and volunteer. The
document also serves as the training acknowledgement statement, containing the
participant's signature and date, confirming their understanding of the PREA
information. Over the past year, 14 contractors received training.
The medical staff also noted that medical and mental health staff are employed as
full-time contractors, which requires Pro Skills 1 and 2.
Based on this analysis, the facility was substantially compliant with this provision,
and corrective action was not required.
115.333 Resident education
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
FDJJ Policy 1919 - Youth Training
PREA acknowledgement form
Ten Different PREA Brochures (French Creole, Spanish, and English)
Special accommodations for disability
Youth education sign in Youth training
Education material
Advocacy Posters, including National Child Abuse
Resident acknowledgement forms
PREA Education Video
prea_juvenile_comprehensive_-_asl (720p).mp4
Interview with intake staff
115.333 (a):
The PAQ requires During the intake process, residents shall receive information
explaining, in an age-appropriate fashion, the agency's zero tolerance policy
regarding sexual abuse and sexual harassment and how to report incidents or
suspicions of sexual abuse or sexual harassment.
The facility provided PREA Juvenile intake caption MP4 in English and Spanish, and a
trifold PREA brochure and the 1919 PREA policy.
The MP juvenile orientation program is captioned in English and Spanish. It provides
the youth with the agency's zero-tolerance policy regarding sexual abuse and
sexual harassment, and how to report incidents or suspicions of sexual abuse or
sexual harassment.
The tri-fold is brightly colored and includes four pages of information for newly
arrived youth, with the same information they can keep on their person.
Policy 1919 mandates that all DJJ facilities shall provide resident education in
formats accessible to all residents, including those who are limited English
proficient, deaf, visually impaired, or otherwise disabled, as well as to residents who
have limited
The agency maintains documentation of participation in the education program. In
addition to providing such education, the agency shall ensure that key information
is continuously and readily available to residents through posters, resident
handbooks, or other written materials. The center conducts initial training for all
new residents upon arrival at the facility, typically within 72 hours, covering all
required training. Currently, the facility provides comprehensive training upon
residents' completion of the intake process.
The intake staff reviewed the intake system and explained the education program
for new intake residents. According to the intake staff, review the first video that
explains PREA. They then receive a copy of the trifold, and the staff reviews it. Then
they meet with the resident, medical, and mental health staff. After the medical and
mental health interview, the residents return to the intake area, which is very close
to the medical and mental health areas. The residents and intake staff review the
VSAB, after which the resident watches a more comprehensive video. According to
the intake staff, all center staff have been trained to conduct the initial orientation
upon the resident's arrival at the facility. The intake staff indicated that the video is
in Spanish and that they have a quick reference to contact an interpreter within 5
minutes. When the resident is seen by medical or mental health staff, they will
inform us that the resident needs initial training, and we will read the information to
them if they are cognitively disabled or non-readers.
Fifteen of the 17 youth interviewed reported seeing the video upon arrival at the
center. The video included how to report, the zero tolerance, and that it was against
the rules to participate in any form of sexual activity.
Over the past 12 months, 525 residents have completed the initial orientation and
comprehensive education program.
115.333 (b):
The PAQ requires that, within 10 days of intake, the agency shall provide
comprehensive age-appropriate education to residents either in person or through
video regarding their rights to be free from sexual abuse and sexual harassment
and to be free from retaliation for reporting such incidents, and regarding agency
policies and procedures for responding to such incidents.
The facility provided a PREA juvenile comprehensive video with captions in English
and the same video in Spanish with captions in Spanish, and received an orientation
that included the Suncoast victim advocacy program flyer with information on
emotional support and an acknowledgement form that the resident saw the video,
received the orientation trifold, and understood the PREA training.
The comprehensive video includes all aspects of the PREA 115.333 standard.
According to an interview with the intake staff, the resident watches the video after
the staff has reviewed the VSAB with the resident. The resident can watch on a
television located in the intake area or on a computer screen. While the resident
watches the video, the intake staff, facility administrator, clinical director, and
Captain review the information to determine the best housing option for the
resident.
Residents receive information explaining the agency’s zero-tolerance policy in an
age-appropriate fashion, including how to report incidents or suspicions of sexual
abuse or sexual harassment in the following manner. The comprehensive education
is delivered in a format accessible to all residents, including those who are limited-
English proficient, deaf, visually impaired, or otherwise disabled, as well as those
with limited reading skills. The facility can provide PREA education in formats
accessible to all residents, including those who are limited-English proficient, deaf,
visually impaired, or otherwise disabled, as well as those with limited reading skills.
According to documentation and interviews with the Facility Administrator and the
Assistant Facility Administrator, the local school system will assist with the provision
of services for disabled and limited-English-proficient residents. If the youth reports
a deficiency or staff are aware of one in any of these areas, they should report the
need for an additional resource to the supervisor. The supervisor notifies the facility
administrator, who will contact the appropriate community resource services,
including the local board of education. Arrangements will be made for an interpreter
who can interpret effectively, accurately, and impartially, both receptively and
expressively, using any necessary specialized vocabulary when necessary. In all
circumstances, this center will not rely on resident interpreters. Special-needs youth
receive age- and maturity-based training per FOP Special Needs. Compliance was
confirmed through review of the resident acknowledgement statement and
interviews with the resident during the facility tour and in a formal interview with 15
residents.
115.333 (c):
The PAQ requires current residents who have not received such education shall be
educated within one year of the effective date of the PREA standards, and shall
receive education upon transfer to a different facility to the extent that the policies
and procedures of the resident's new facility differ from those of the previous
facility.
The facility provided FDJJ Policy 1919 - Youth Training requires that residents receive
such education upon arrival or transfer at the facility, and shall receive education
upon transfer to a different FDJJ center to the extent that the policies and
procedures of the resident’s new facility differ from those of the previous center.
In interviews with the intake staff, all residents receive an initial orientation and a
comprehensive education that includes two videos and two tri-fold brochures when
they arrive at the center.
In interviews with the residents, each confirmed they must watch the videos and
receive the brochures on the same day as the onsite audit.
115.333 (d):
The PAQ requires the agency shall provide resident education in formats accessible
to all residents, including those who are limited English proficient, deaf, visually
impaired, or otherwise disabled, as well as to residents who have limited reading
skills.
The facility provided Policy 1919 and Language Line contracts.
Policy 1919 mandates that the facility provide resident education in formats
accessible to all residents, including those who are limited-English proficient, deaf,
visually impaired, or otherwise disabled, as well as those with limited reading skills.
The facility can provide PREA education in formats accessible to all residents,
including those who may be hearing impaired, Deaf, have intellectual, psychiatric,
or speech disabilities, have low vision, are blind, have limited reading, are limited
English proficient, and have individualized needs.
Documentation was reviewed of a contracting service for language lines. The
posted PREA information is available in English and Spanish and is accessible to
residents, staff, contractors, volunteers, and visitors.
The PREA videos are present in English and Spanish with captions in each language.
Staff interviews confirmed that residents are not used as translators or readers for
other residents. The facility staff indicated that the facility director, education
supervisor, and medical staff would work with community resources to provide
education to residents, regardless of their limitations or disabilities.
One resident with limited reading ability indicated that staff had shown the video
and read the information in the brochure. He was able to articulate the agency's
zero tolerance policy against sexual abuse, how to report an allegation of abuse or
harassment, right not to be sexually abused or harassed, and
The education department assists in providing information one-on-one in large print,
visual aids, and magnifiers, translation, and other services through the resident's
individual Education Plan.
115.333 (e):
The PAQ requires the agency shall maintain documentation of resident participation
in these education sessions.
The facility provided policy 1919 and acknowledgement forms
Policy 1919 requires the facility to maintain documentation of resident participation
in these education sessions.
A sample of signed acknowledgement statements were reviewed which supported
the residents’ involvement in PREA education sessions.
A file review of 14 residents included an acknowledgement statement for orientation
and comprehensive education.
115.333 (f):
The PAQ requires In addition to providing such education, the agency shall ensure
that key information is continuously and readily available or visible to residents
through posters, resident handbooks, or other written formats.
The facility provides ten posters and policy 1919, which indicates that, in addition to
providing formal education, the agency shall ensure that key information is
continuously and readily available or visible to residents through posters, resident
handbooks, or other written formats.
The PREA education materials provide residents with information on how to report
allegations of sexual harassment and sexual abuse. A safety guide is provided to
each resident to eliminate incidents of sexual abuse and sexual harassment. The
guide provides educational information regarding sexual abuse and victims in a
cartoon format. The residents revealed they can report allegations of sexual abuse
or sexual harassment by telling a staff member or a family member. PREA
educational documentation was noted throughout the facility, including the lobby,
visitation areas, and living units.
The Florida Department of Juvenile Justice has 10 posters located throughout the
facility. During the initial tour of the facility, some of the posters had been removed
during a painting project. A corrective action plan was required. On the second day
of the onsite audit, the audit team observed all ten posters.
All residents interviewed, both formally and informally, during the tour and
subsequent visits to the recreation area, confirmed that staff talk to them daily
about PREA. They indicated that the staff who conduct PREA rounds will ask them
questions about PREA.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required
115.334 Specialized training: Investigations
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
Prison Rape Elimination Act - OIG investigator training
FDJJ Policy 1919 Investigations
Prison Rape Elimination Act - OIG investigator training
PREA Compliance Form 2019.
PREA Bureau of Investigations (IG).
PREA Current Inspector General Employee Training Roster 2025
115.334 (a):
The PAQ requires, in addition to the general training provided to all employees
pursuant to § 115.331, that the agency ensure that, to the extent it conducts sexual
abuse investigations, its investigators have received training in conducting such
investigations in confinement settings.
The facility provided a statement of fact that ORJDC does not conduct any form of
administrative or criminal sexual abuse investigation. All OIG investigators undergo
extensive training before conducting administrative investigations, including the
“Basic Investigation Training” requirement.
115.334 (b):
The PAQ requires Specialized training that shall include techniques for interviewing
juvenile sexual abuse victims, proper use of Miranda and Garrity warnings, sexual
abuse evidence collection in confinement settings, and the criteria and evidence
required to substantiate a case for administrative action or prosecution referral.
The facility provided policy 1919, which states that, in addition to the general
training provided to all employees pursuant to §115.331, the agency shall ensure
that, to the extent the agency conducts sexual abuse investigations, its
investigators have received training in conducting such investigations in
confinement settings.
While the agency does not conduct any investigation, the chief of the Office of
General Inspectors indicated that the OIG staff receive specialized training, which
shall include techniques for interviewing juvenile sexual abuse victims, proper use
of Miranda and Garrity warnings, sexual abuse evidence collection in confinement
settings, and the criteria required to substantiate a case for administrative action or
prosecution referral.
115.334 (c):
The PAQ requires the agency to maintain documentation that agency investigators
have completed the required specialized training in conducting sexual abuse
investigations.
The agency provided certifications from all staff who have received the specialized
training. There are 12 trained OIG inspectors at the time of the onsite audit. 12 staff
members have received training to conduct administrative reviews.
The chief of investigation indicated that all OIG staff received the specialized
training required by this standard and additional training through the Office of
Inspector General training. During an interview with the chief investigator, he stated
that all of our staff must complete SkillPro Level 1 and Level 2 each year. We then
have a computer-based skill pro training course for investigators that all staff must
attend. We then conduct training for new staff that includes our procedures for
conducting PREA investigations, establishes timelines for investigations, and helps
staff learn how to develop a Case file used before any investigations. We train staff
to be victim-centered during the interview process. If the youth is a victim of sexual
abuse and has been interviewed by local law enforcement, we will review the
investigation and may not have to interview the victim. We conduct administrative
investigations and are not required to administer the Miranda warning. Yes, we
cover it; however, we train all DJJ staff and vendors to secure the scene and victim
and abuser and wait on local law enforcement to conduct the evidence. If we
respond before local law enforcement, our staff are trained on how to secure the
scene, separate the victim and abuser, and secure the victim and abuser from
destroying evidence. We use the preponderance of the evidence and train staff on
the more likely that it happened rather than that it didn’t happen. (51%)
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.335 Specialized training: Medical and mental health care
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determinations
FDJJ Policy 1919 -
Specialized Training Medical-MH Medical training
Mental health training
PREA-Mental Health and Medical Professionals Skill PRO Module 1
PREA-Mental Health and Medical Professionals Skill PRO Module 3
PREA-Mental Health and Medical Professionals Skill PRO Module 4
115.335 (a):
PAQ requires The agency shall ensure that all full- and part-time medical and
mental health care practitioners who work regularly in its facilities have been
trained in:(1) How to detect and assess signs of sexual abuse and sexual
harassment;(2) How to preserve physical evidence of sexual abuse;(3) How to
respond effectively and professionally to juvenile victims of sexual abuse and sexual
harassment; and(4) How and to whom to report allegations or suspicions of sexual
abuse and sexual harassment.
The facility provided the FDJJ Policy 1919 PREA - Specialized Training. Medical-MH
Medical and mental health staff receive regular PREA training, and specialized
training is provided as part of the FDJJ Sill Pro training modules. In addition to the
Zero Tolerance policy, all full- and part-time medical and mental health care
practitioners will be trained in the following: 1. How to detect and assess signs of
sexual abuse and sexual harassment. 2. How to preserve physical evidence of
sexual abuse. 3. How to respond effectively and professionally to juvenile victims of
sexual abuse and sexual harassment. 4. How and to whom to report allegations or
suspicions of sexual abuse and sexual harassment. 5. Medical and mental health
practitioners are required by mandatory reporting laws to report sexual abuse. 6.
Medical and mental health practitioners shall inform residents at the initiation of
services of their duty to report and the limitations of confidentiality regarding sexual
abuse. The medical and mental health staff are contractors and also receive
contractor training.
115.335 (b):
The PAQ requires If medical staff employed by the agency conduct forensic
examinations, such medical staff shall receive the appropriate training to conduct
such examinations.
The facility stated that its medical or mental health staff does not conduct forensic
medical examinations.
Medical and mental health staff who were interviewed indicated they do not conduct
forensic examinations. All medical staff interviewed indicated they had received
training from the Florida Department of Juvenile Justice Skill Pro and additional
training from their contracting provider.
115.335 (c):
The PAQ requires the agency to maintain documentation that medical and mental
health practitioners have received the training referenced in this standard either
from the agency or elsewhere.
The facility provided acknowledgement forms for medical and mental health staff.
The facility acknowledges training, indicating that medical and mental health staff
have attended specialized medical training. Based on PAQ, 100% of the medical and
mental health professionals employed at the center have received specialized
training.
115.335 (d):
The PAQ requires That Medical and mental health care practitioners also receive the
training mandated for employees under § 115.331 or for contractors and volunteers
under § 115.332, depending on the practitioner's status at the agency.
The facility provided the staff training acknowledgement form and policy 1919.
Policy 1919 requires that mental health and medical staff complete the general and
refresher training required of all staff. Since this is a diverse population of residents,
the clinical staff provides additional training on de-escalation, suicide prevention,
recognizing the needs of transgender residents, and sexual orientation, gender
identity, and expression.
A review of the training curriculum, acknowledgement documentation, and
interviews with medical and mental health staff confirmed that staff have received
the required specialized and general training and have additional training that
exceeds the standards.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required
115.341 Obtaining information from residents
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
Screening procedures Vulnerability for Victimization and Sexual Aggressive Behavior
(VSAB)
FDJJ Policy 1919 –
Screening (VSAB) Sample
Suicide Risk Screening Instrument
FOP 2.01 Alerts
115.341 (a)(b)
The PAQ requires that within 72 hours of the resident's arrival at the facility and
periodically throughout a resident's confinement, the agency shall obtain and use
information about each resident's personal history and behavior to reduce the risk
of sexual abuse by or upon a resident.
Such assessments shall be conducted using an objective screening instrument.
The facility provided Policy 1919 Screening (VSAB) and FOP 2.01 Alerts
FDJJ Policy 1919 PREA - Screening mandates that all residents will be interviewed
using an objective screening instrument for risk of victimization, potential
vulnerabilities, or sexual abuse tendencies to act out sexually. Such assessments
shall be conducted using an objective screening instrument.
The initial screening occurs within four hours upon arrival at the facility to
determine placement and their special needs. The medical and mental health
screenings, conversations, classification assessments, and reviews of court records
and case files. The Florida Department of Juvenile Justice has developed a seamless
system to provide youth in the State of Florida with the best possible program to
succeed. Before arriving at the facility, the Juvenile Assessment Center will meet
with the resident, review PREA, and conduct the VSAB screening. This information is
transported in a sealed envelope to the facility intake staff. Medical and mental
health review the VSAB before admission of the resident. The intake staff review the
VSAB and intake information and discuss the medical and mental health appraisals
upon the resident's arrival in the intake area. Based on review of the VSAB and
interviews with the medical and mental health staff, a new VSAB may be
administered.
FOP 2.01 mandates that staff conduct screening. All residents who make an
allegation of sexual abuse or are named in the sexual abuse allegation will be
rescreened. Medical, mental health, and supervisory staff may conduct an additional
rescreening if there are reasonable concerns about the resident's safety.
Based on the PAQ, 462 youth were housed at the center for more than 72 hours,
and 139 were screened using the VSAB. In interviews with regional analysts and
the facility director, and in a review of the JJIS system that maintains the VSAB
results, the information provided by the person completing the PAQ was incorrect.
All youth who transfer in or are placed by the Juvenile Assessment Center received a
screening.
All staff who utilize the VSAB must complete the Skill Pro Training on conducting
Screenings. The facility uses the information gathered to make room and
programming assignments for the residents to keep them safe and free from sexual
abuse. The program is prohibited from using isolation. The staff members
conducting the intake process will complete the PREA screening using the PREA tool
and immediately report any heightened risks to the on-duty supervisor before
making housing decisions. Residents will be reassessed as needed. A review of the
resident files found that most residents have been rescreened multiple times. A
resident who was involved in an allegation of sexual abuse or
sexual harassment was rescreened during the investigative process.
115.341 (c):
The PAQ requires at a minimum, the agency shall attempt to ascertain information
about: (1) Prior sexual victimization or abusiveness; (2) Any gender nonconforming
appearance or manner or identification as lesbian, gay, bisexual, transgender, or
intersex, and whether the resident may therefore be vulnerable to sexual abuse; (3)
Current charges and offense history; (4) Age; (5) Level of emotional and cognitive
development; (6) Physical size and stature; (7) Mental illness or mental disabilities;
(8) Intellectual or developmental disabilities; (9) Physical disabilities; (10) The
resident's own perception of vulnerability; and (11) Any other specific information
about individual residents that may indicate heightened needs for supervision,
additional safety precautions, or separation from certain other residents.
The facility provided copies of the Risk of Victimization and Sexually Aggressive
Behavior(VSAB) The screening include mental, physical, or developmental
disabilities, age, physical build, prior incarcerations, criminal history (violent and
non-violent), prior convictions for sex offenses against an adult or child, prior acts of
sexual abuse, prior convictions for violent offenses, history of prior institutional
violence or sexual abuse, prior sexual victimization, perception of vulnerability, and
if the resident is or is perceived to be (LGBTQI) or gender nonconforming.
115.341 (d):
The PAQ requires that this information be ascertained through conversations with
the resident during the intake process and medical and mental health screenings;
during classification assessments; and by reviewing court records, case files, facility
behavioral records, and other relevant documentation from the resident's files.
The facility provided the FDJJ Policy1919, which mandates that all residents will be
interviewed using an objective screening instrument for risk of victimization,
potential vulnerabilities, or sexual abusiveness tendencies to act out with sexually
aggressive, predatory behavior within seventy-two (72) hours.
The screening staff interviewed indicated reviewing the residents’ court records,
suicide screening reports, family information, and any other documents that are
provided to them at the time of intake. The screening staff utilizes the screening
instrument during the initial intake process, which includes a conversation with the
resident in a private setting.
The screening staff indicated they introduced the screening instrument to the
resident by explaining the purpose of the questions and acknowledged to the
resident that they had already answered the same questions, but that it is important
to ensure they are safe and get the most out of their stay at the center. After the
initial screening, or before it, the medical staff interviews residents and conducts a
medical screening. The nurse indicated she talks about sexual transmitted diseases
and residents’ perception of vulnerability.
The clinical staff then interviews the resident, reviews the resident’s file, the VSAB,
and suicide screening, and has a general conversation with the resident to
determine the clinician’s opinion on the best placement for the resident.
All residents interviewed indicated they received the screening at a Juvenile
assessment center and that ORJDC staff reviewed it upon arrival. The interviews
were in a private office.
115.341 (e)
The PAQ requires the agency to implement appropriate controls on the
dissemination within the facility of responses to questions asked pursuant to this
standard in order to ensure that sensitive information is not exploited to the
resident's detriment by staff or other residents.
In interviews with the intake staff, PREA compliance manager, and State PREA
coordinator, it was indicated that the VSAB is located in the resident's password-
protected computerized file and is available only on a need-to-know basis. The
resident files also contain copies of the VSAB. These files are maintained in the file
room, which is locked and accessible to case managers, clinical staff, medical staff,
the PREA compliance manager, and the facility administrator.
The PREA coordinator indicated that the agency’s PREA policy (FDJJ 1919) states
that youth responses to risk-screening questions shall be on a need-to-know basis to
ensure sensitive information is not exploited to the youth’s detriment by staff or
other youth.
During the facility tour, the auditor noted that all computers were locked, the file
room door was secure, and there were no files or confidential information on
anyone’s desk.
Based on a review of the agency's Policies and procedures, observations,
information obtained through staff and resident interviews, and a review of resident
files, the facility has demonstrated compliance with this standard.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.342 Placement of residents
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Placement Housing of Youth
MHSA Intake and Screening
Staff VSAB Training Screening Information
VSAB skill Pro training Suicide Risk sample Screening Instrument sample
ORJDC FOP 3.09
PAQ
115.342 (a):
The PAQ requires the agency shall use all information obtained pursuant to §
115.341 and subsequently to make housing, bed, program, education, and work
assignments for residents with the goal of keeping all residents safe and free from
sexual abuse.
The facility provided the FDJJ Policy 1919 - Placement of Youth, which establishes
protocol for housing residents in a safe environment, taking into consideration their
VSAB, programming plan, and sexual orientation. The center did not have any
transgender or intersex residents at the time of the on-site audit.
Procedures state that screening information shall be used to determine housing,
bed, work, education, and programming assignments within the Facility to keep
potential victims away from potential abusers. The computerized management
system will generate codes for identified predators, potential predators, high-
aggression risk, moderate-aggression risk, identified prey, potential prey, high-
victimization risk, and moderate-victimization risk.
According to interviews with the PCM and staff who conduct screening, the mental
health, medical, and PREA compliance manager (facility administrator) reviews the
screening instrument and MAYSI 2 and discusses the placement of residents while
the resident is watching the PREA video.
ORJDC Procedure 3.09 requires that every time a youth is admitted to secure
detention, the youth shall be screened for vulnerability to victimization and sexually
aggressive behavior before room assignment. Room assignments by staff shall
ensure that a youth's potential for victimization or predatory risk has been reviewed
. • For secure detention admissions, the VSAB will be completed in JJIS by the
Juvenile Assessment Center (JAC) or Probation intake screener. If a youth arrives
without a completed VSAB, a Juvenile Justice Detention Officer Supervisor (JJDOS)
will complete the VSAB in JJIS.
• The completed form shall be placed in the youth's medical file, and a copy shall be
placed in the intake file.
• Facility staff who are making the room assignment must sign the VSAB form
indicating they have reviewed the form.
• A JJDOS will complete an updated VSAB re-screening when a PREA-related event
involving the youth occurs, at the recommendation of facility mental health staff or
at the discretion of the superintendent or designee.
115.342 (b):
The PAQ requires that residents may be isolated from others only as a last resort
when less restrictive measures are inadequate to keep them and other residents
safe, and then only until an alternative means of keeping all residents safe can be
arranged. During any period of isolation, agencies shall not deny residents access to
daily large-muscle exercise and to any legally required educational programming or
special education services. Residents in isolation shall receive daily visits from a
medical or mental health care clinician. Residents shall also have access to other
programs and work opportunities to the extent possible.
The facility provided the FDJJ Policy 1919 - Placement of Youth. Individualized
determinations are made to ensure the safety of each resident. Residents who score
at risk of victimization or abusiveness are referred for further evaluation with the
Mental Health provider. Residents have the option to refuse these services. The
center has not segregated or removed residents from the program for a PREA
incident in the last 12 months.
The center provided Policy 1919, which indicates the following information.
1. The program staff shall use all information obtained using the VSAB to
make housing and bed assignments with the goal of keeping all youth safe and free
from sexual abuse.
2. The results of the youth vulnerability screening shall be used in making
room assignment to ensure vulnerable youth are not assigned a roommate believed
to pose a risk. Treatment teams in commitment programs and supervising staff in
detention shall continually review the youth’s assignment.
3. Youth may be isolated from others only as a last resort when less-
restrictive measures are inadequate to keep them and other youth safe, and then
only until an alternative means of keeping all youth safe can be arranged.
a. The facility shall clearly document the basis for the facility’s concern for
the youth’s safety and the reason no alternative means of separation can be
arranged.
b. Youth in isolation shall not be denied large-muscle exercise and
educational programming.
c. Youth in isolation shall receive daily visits from medical and mental health
practitioners.
The Facility administrator indicated that the center has single rooms for residents to
keep them safe; however, they do not isolate residents. The facility is in close
proximity to another RYDC. If the facility staff determine they cannot protect the
residents, the residents would be moved to another RYDC rather than placed in an
isolated area. She further stated that in his years at the facility, she has never
isolated or moved a resident for fear of being a victim of sexual abuse.
115.342 (h)(i)
The PAQ requires If a resident is isolated pursuant to paragraph (b) of this section,
the facility shall clearly document: (1) The basis for the facility's concern for the
resident's safety; and (2) The reason why no alternative means of separation can be
arranged. Every 30 days, the facility shall afford each resident described in
paragraph (h) of this section a review to determine whether there is a continuing
need for separation from the general population.
According to interviews with the facility administrator, the facility does not use
isolation to separate residents. The facility has single-occupancy rooms for
residents; there are no rooms in an isolated area. The center has not segregated or
removed residents from the program for a PREA incident in the last 12 months.
Policy 1919 requires that youth may be isolated from others only as a last resort
when less-restrictive measures are inadequate to keep them and other youth safe,
and then only until an alternative means of keeping all youth safe can be arranged.
a. The facility shall clearly document the basis for the facility’s concern for
the youth’s safety and the reason no alternative means of separation can be
arranged.
b. Youth in isolation shall not be denied large-muscle exercise and
educational programming.
c. Youth in isolation shall receive daily visits from medical and mental health
practitioners.
The agency PREA coordinator and facility administrator interviewed indicated that
the center would comply with the standard's requirements if a resident were placed
in isolation. However, before isolating a resident, an assessment would be
completed, and alternative housing would be considered. The center has not utilized
isolation. If the resident were placed in isolation based on this standard, they would
be reviewed to determine whether they remained in isolation for 30 days or longer;
however, by policy, agency principals' values and beliefs, not the youth, would
never be placed in isolation for 30 days. They would be moved to another facility(s),
placed on one-on-one supervision, or released under the direct supervision of staff.
During a facility tour, the auditor found no rooms isolated from other residents. In
interviews with staff, all indicated they would never isolate a resident for fear of
being sexually abused.
Compliance with this standard was determined through a review of the screening
instrument, interviews with the medical and mental health directors, and the facility
administrator.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required
115.351 Resident reporting
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
CCC Florida Administrative code 63F
FDJJ Policy 1919 PREA –
Youth reporting General Counsel - PREA immigration status.
Youth/Parent Handbook
PREA Brochures
Memo from DJJ General Counsel – Civil Immigration.
Mail and phone procedures. (site review)
Youth reporting Posters
2020 Florida Statutes Title V Chapter 39 Proceedings related to Children.
ORJDC FOP 3.01 Abuse-Free Environment
Interviews
Random and Targeted Residents
PREA compliance manager
Random Staff
115.351 (a)
The PAQ requires the agency shall provide multiple internal ways for residents to
privately report sexual abuse and sexual harassment, retaliation by other residents
or staff for reporting sexual abuse and sexual harassment, and staff neglect or
violation of responsibilities that may have contributed to such incidents.
The facility provided Florida Code Title V Chapter 39 policy 1919, youth reporting
posters, PREA brochures and FOP 3.01 Abuse-Free Environment
Policy 1919 indicates resident reporting states:
Florida Administrative Code, Central Communications Center (CCC), requires that
any allegation of sexual misconduct or youth-on-youth sexual activity be reported to
the CCC. The person making the report shall provide basic information, including the
date and time of the incident, the location where it occurred, the supervising staff,
and any individuals involved. The CCC will issue appropriate notifications to senior
DJJ management, who will, in turn, notify management overseeing the facility where
the alleged abuse occurred. In addition to providing appropriate notification through
Department channels, staff should take no further action unless directed by law
enforcement or first responders.
There is no time limit on when a youth may report an allegation of sexual
misconduct. Youth shall be provided multiple internal ways to privately report sexual
misconduct, retaliation by other youth or staff for reporting sexual misconduct, and
staff neglect or violation of responsibilities that may have contributed to such
incidents.
Policy 1919 requires the facilities must ensure all youth with disabilities (including,
for example, youth who are deaf or hard of hearing, those who are blind or have low
vision, or those who have intellectual, developmental, psychiatric, or speech
disabilities), have an equal opportunity to participate in or benefit from all aspects
of the Department's efforts to prevent, detect, and respond to sexual misconduct.
The facility must also ensure meaningful access to its efforts to prevent, detect, and
respond to sexual misconduct to youth who are limited English proficient, including
steps to provide interpreters who can interpret effectively, accurately, and
impartially, both receptively and expressively, using any necessary specialized
vocabulary. The facility may not use youth as interpreters, readers, or other
assistants to perform such functions except in limited circumstances where an
extended delay in obtaining an effective interpreter/reader/assistant could
compromise the youths' safety, the performance of the first responder duties, or the
investigation of the youth's allegations.
The above policies and the external reporting mechanism identify the multiple
internal ways for residents to report sexual abuse and harassment incidents,
retaliation, staff neglect, or violation of responsibilities that may have contributed to
such incidents. Included are reporting to the Department of Children and Family
hotline, or to the Central Communication Center Hotline. Both hotlines may be
confidential. Reports to these entities will be received and will be forwarded to the
Office of Inspector General or local Child and Family program. Policies also identified
the resident’s accessibility to filing a grievance, communication (telephone,
visitation, and correspondence) with their attorney and/ or parent/ guardian, staff
providing access to the hotline without asking the resident the purpose of the call,
the staff requirement of mandatory reporting and completing an incident report. The
department has provided a method for staff to privately report sexual abuse and
sexual harassment of residents. Florida Law explicitly mandates reporting of sexual
abuse and sexual harassment. It also established a State Child Abuse Hotline which
is under the supervision of the Department of Children and Family Services. The
reporting of child abuse, abandonment, or neglect is codified in 2020 Florida Statues
Title V Chapter 39-“39.201” Mandatory reports of child abuse, abandonment, or
neglect; mandatory reports of death; central abuse hotline.— (1)(a) Any person who
knows, or has reasonable cause to suspect, that a child is abused, abandoned, or
neglected by a parent, legal custodian, caregiver, or other persons responsible for
the child’s welfare, as defined in this chapter, or that a child is in need of
supervision and care and has no parent, legal custodian, or responsible adult
relative immediately known and available to provide supervision and care shall
report such knowledge or suspicion to the department in the manner prescribed in
subsection (2). (b) Any person who knows, or who has reasonable cause to suspect,
that a child is abused by an adult other than a parent, legal custodian, caregiver, or
other person responsible for the child’s welfare, as defined in this chapter, shall
report such knowledge or suspicion to the department in the manner prescribed in
subsection
(2). (c) Any person who knows, or has reasonable cause to suspect, that a child is
the victim of childhood sexual abuse or the victim of a known or suspected juvenile
sexual offender, as defined in this chapter, shall report such knowledge or suspicion
to the department in the manner prescribed in subsection (2). (d) Reporters in the
following occupation categories are required to provide their names to the hotline
staff: 1. Physician, osteopathic physician, medical examiner, chiropractic physician,
nurse, or hospital personnel engaged in the admission, examination, care, or
treatment of persons; 2. Health or mental health professional other than one listed
in subparagraph 1.; 3. Practitioner who relies solely on spiritual means for healing;
4. School teacher or other school official or personnel; 5. Social worker, day care
center worker, or other professional childcare, foster care, residential, or
institutional worker; 6. Law enforcement officer; or 7. Judge.” Talk to, call or send a
letter or note to any of the following: A staff member you trust. Program
Administrator, Your attorney or advocate, Your parents or guardians, Child Abuse
Hotline, Central Communication Center Hotline. Residents have the right to privately
report sexual assault, abuse, harassment or retaliation by other residents or staff for
reporting sexual abuse and sexual harassment, and staff neglect or violation of
responsibilities that may have contributed to such incidents to Direct Care Staff,
Volunteer, Intern, Supervisor, PREA Compliance Manager, and Facility Administrator
Resident can request facility staff call CCC, Sexual abuse registry (DCF), victim
advocate center to make an allegation of sexual abuse or sexual harassment. The
center has multiple cell phones in the control room that residents can use to report
to the Child Abuse Hotline or the Central Communication Center.
The facility provided a PREA brochure that provides the many ways that residents
can make a report of an allegation of sexual abuse or sexual harassment. The
brochure is provided to each resident and is located in each of the housing units,
educational wing, multipurpose room, visitation area and front entrance to the
facility. It was visible during the onsite audit. The brochure indicated that youth can:
Youth can call the Florida Abuse Hotline, notify staff, or complete a PREA Reporting
Form. Youth will have immediate access to call the abuse hotlines by asking the
staff. As long as the safety and security of the youth, the facility, and the staff are
not jeopardized, the youth will have unlimited access to use the telephone to call
the Florida Child Abuse Hotline or Central Communication Center. The staff cannot
refuse youth access to the Florida Child Abuse Hotline. You can report a PREA
Incident at any time. There are five PREA boxes located throughout the building: All
of the youth units and the Multipurpose room. Each box has a gold holder located
above the box with PREA reporting forms located in the holder.
These programs were called using the telephone available for residents. In each
case the auditor was able to make a report to the program. CCC responded to the
report by text to the facility administrator. The Child Abuse Hotline indicated they
would report to the Department of Children and Family Services and local law
enforcement. Both indicated that a resident could make a report anonymously and
did not have to use their name when making a report.
FOP 3.01 mandates that youth are afforded an opportunity to use the telephone for
the purposes of reporting verbal abuse, physical abuse, sexual abuse, and sexual
harassment to the Florida Abuse Hotline or a local Advocacy Center. Upon request,
the youth shall be given immediate access to use the telephone unless the safety
and security of the facility is compromised. Staff shall not question the youth about
the reason for the call. Staff shall dial the Florida Abuse Hotline or Advocacy Center
and hand the phone to the youth. Staff shall remain at a distance that allows the
youth to report privately. Staff shall, to the best of their knowledge, document if the
report is accepted or denied.
Once the abuse hotline is notified, the Child Protective Investigator (CPI) assigned to
the case is responsible for notifying law enforcement and ensuring an investigation
is conducted. The CPI and/or the abuse hotline staff member will assess the
necessity for law enforcement involvement and will make the appropriate
notification. It is not our role to contact law enforcement as it would result in a
double dispatch and could lead to confusion and inefficiency unless the issue is
deemed an emergency or egregious in nature.
Physical abuse of youth is prohibited by law and any suspicion or knowledge of such
shall be reported to both Florida Protective Services (Abuse Hotline at
1-800-96ABUSE) and DJJ Central Communication Center (CCC at 1-800-355-2280).
If a youth is at least 18 years old and not disabled, physical abuse is to be reported
to the CCC only, but the youth shall be given the opportunity to file a police report.
If a youth is at least 18 years old and has a disability, both the Abuse Hotline and
CCC shall be notified.
As an employee of the Department of Juvenile Justice, you are a mandated reporter
by law.
Fourteen residents were interviewed. Each of the resident were able to articulate at
least two ways to report and allegation of sexual abuse or sexual harassment. Ten of
the residents knew that the call to the Central Communication Center or Child
Abuse Hotline would be confidential and private. All of the residents had seen the
PREA posters that had multiple ways to make a report.
There were over 10 PREA posters located throughout the center. Five of these
posters included duties to report, how to report, and encouragement to report.
These posters provide ample information to youth on their rights to report, their
duty to report, and they will be protected from retaliation if they make a report. All
posters were visible, bright, and were not blocked by other information.
115.351 (b):
The PAQ requires the agency shall also provide at least one way for residents to
report abuse or harassment to a public or private entity or office that is not part of
the agency and that is able to receive and immediately forward resident reports of
sexual abuse and sexual harassment to agency officials, allowing the resident to
remain anonymous upon request. Residents detained solely for civil immigration
purposes shall be provided with information on how to contact relevant consular
officials and relevant officials at the Department of Homeland Security.
Policy 1919 requires the facility shall also provide at least one way for residents to
report abuse or harassment to a public or private entity or office that is not part of
the agency and that is able to receive and immediately forward resident reports of
sexual abuse and sexual harassment to agency officials, allowing the resident to
remain anonymous upon request. Residents may call the Child sexual abuse hotline
or Central Control Center. Residents may request to use a telephone with some
degree of privacy to call the hotline without having to obtain staff permission and
that mandates staff not to question residents about the reason for the call. The
facility also has the national child abuse hotline posters located throughout the
center.
A resident can request writing materials to write and send a letter to one of these
resources. Random residents interviewed were aware of the abuse hotline and were
able to articulate how they could gain access to the telephone. Residents indicated
they use the same phones to make calls to their parents, legal guardians, and
attorneys.
115.351 (c):
The PAQ requires staff to accept reports made verbally, in writing, anonymously,
and from third parties and shall promptly document any verbal reports.
Policy 1919 requires that any staff, contractor(s), or volunteer(s) who receive a
report of sexual misconduct or possible sexual misconduct must ensure that it is
reported to the Department of Children and Families, Florida Abuse Hotline, local
law enforcement if criminal in nature, and the CCC. Reports can be received
verbally, in writing, anonymously, and from third parties. All verbal reports shall be
documented promptly and reported accordingly. Apart from reporting to designated
supervisors or officials and designated state or local service agencies, staff are
prohibited from revealing any information related to a sexual misconduct report to
anyone other than to the extent necessary to make treatment, investigation, and
other security and management decisions. While victims and complainants may
report anonymously, staff who follow up to report the allegations shall not be
afforded anonymous status.
All staff, contractors, and volunteers are required to immediately report any
knowledge, suspicion, or information received regarding 1) any incident of sexual
misconduct that has occurred in a facility; 2) retaliation against youth or staff who
report sexual misconduct; and 3) any staff neglect or violation of responsibilities
that may have contributed to an incident of sexual misconduct or retaliation to the
Florida Abuse Hotline, local law enforcement if criminal in nature, and the CCC as
required by mandatory reporting laws and Department policy.
The staff interviews confirmed the methods available to residents for reporting
allegations of sexual abuse and sexual harassment. Staff members are required to
accept third-party reports and to document verbal reports. All staff and residents
interviewed revealed they are familiar with the provisions of the standard.
All of the residents’ interviews demonstrated their familiarity with the various ways
they may report, either in person, in writing, by phone, completing a PREA/
grievance or Medical Request Form, or through a third-party. Twelve of the residents
interviewed were aware that third-party reports could be made, and that reports
could be made anonymously.
Staff members interviewed were aware of their duty to receive and document third-
party reports. Staff indicated they would accept a verbal report, complete an
incident report, notify the shift supervisor, and call CCC or the Child Abuse hotline
as soon as possible, not to exceed two hours.
115.351 (d):
The PAQ requires the facility to provide residents with access to the tools necessary
to make a written report.
The facility provides residents with access to the tools necessary to make a written
report. Writing materials are readily available for residents to complete the
accessible forms. Prior to the site visit, pictures were sent to the auditor showing the
reporting forms, such as PREA/Grievance forms and Medical Request Forms, and the
accessibility of writing utensils. During the site visit and while on the site review, the
auditor observed the accessibility of writing utensils to the residents.
Administrator must immediately notify the Sexual Abuse Registry Hotline. Staff and
Facility Administrator confirmed that staff may report directly to the facility
administrator, and he will coordinate with the staff to call CCC, the sexual abuse
registry, local law enforcement, and the legal guardian.
115.351 (e):
The PAQ requires the agency to provide a method for staff to privately report sexual
abuse and sexual harassment of residents.
Policy and employee handbook provide ways staff may make anonymous reports of
sexual abuse and sexual harassment of residents to their local law enforcement,
state reporting agency (CCC), Department of Family and Children Hotline, PREA
Coordinator, facility administrator, or the PREA compliance manager. Reporting
posters were located in the staff break area.
All staff interviewed knew of the ways they could make an anonymous report.
Exceed compliance was determined by review of posters, policy, and interviews with
staff, calls to CCC, the child abuse registry hotline, and the PREA Coordinator. The
DJJ has over 10 posters that were located at the center, encouraging youth to report
any allegations of sexual abuse or harassment.
In interviews with staff and youth, the center has a proactive conversation with
youth almost every morning to be safe and report any allegations by youth or staff.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required.
115.352 Exhaustion of administrative remedies
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 Youth Grievance
Youth Grievances Forms
Florida Administrative Code Rule 63f-11
Central Communications Center (CCC
15.252 (a):
The PAQ requires that an agency shall be exempt from this standard if it does not
have administrative procedures to address resident grievances regarding sexual
abuse.
FDJJ provided Florida Administrative Code Rule 63f-11 and the Central Control
Center
Florida Administrative Code Rule 63f-11 Central Communications Center (CCC)
requires that any allegation of sexual misconduct or youth-on-youth sexual activity
be reported to the CCC. The person making the report shall provide basic
information, including the date and time of the incident, the location where it
occurred, the supervising staff, and any individuals involved. The CCC will provide
appropriate notification to senior DJJ management, who will, in turn, notify the
management overseeing the facility where the alleged abuse occurred. In addition
to providing appropriate notification through Department channels, staff should take
no further action unless directed by law enforcement or first responders. There is no
time limit on when a youth may report an allegation of sexual misconduct. Youth
shall be provided multiple internal ways to privately report sexual misconduct,
retaliation by other youth or staff for reporting sexual misconduct, and staff neglect
or violation of responsibilities that may have contributed to such incidents.
The agency provided that any allegation(s) of sexual misconduct are immediately
reported and converted to investigations that are outside the agency and not
considered by the agency to be grievances. Youth must be provided notice in the
youth handbook or other written information of this information.
Residents may file a grievance regarding sexual abuse or sexual harassment.
However, the director will forward the grievance to the CCC within 2 hours of
receipt. The facility will not undertake investigations of the grievance, however if it
is an emergency grievance and the resident claims or appears to be imminent
danger or if the grievance claims staff member sexual abuse, the facility director
will take immediate steps to protect the resident, to preserve the crime scene and
to remove the staff from the areas where the resident is housed or placed staff
member on administrative leave pending investigation. Instructions on how to file
grievances are provided to residents on the PREA brochure for Residents and the
PREA posters. While the agency utilizes the grievance system only for residents to
make allegations of sexual abuse or sexual harassment, the grievance system does
meet the standards for reporting non PREA related allegations.
115.252 (f): Residents may file an emergency grievance if they feel they are subject
to substantial risk of imminent sexual abuse. After receiving an emergency
grievance of this nature, the Facility Director designee will ensure that immediate
corrective action is taken to protect the alleged victim. The allegation will be
reported to the Central Communication Center within 2 hours of receiving the report
or being made aware of a resident who is at risk of sexual abuse.
Staff and residents interviewed were aware of the grievance system and how to
access forms and pencils, and were aware of the location of the grievance box.
Compliance was determined by reviewing the policies, interviewing PREA
compliance managers, residents, and the presence of grievance provides a
procedure for residents to submit grievances regarding sexual abuse, and the
agency has procedures for dealing with these grievances. Instructions on how to file
grievances are provided to residents in the residents’ handbook and PREA posters.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required.
Resident access to outside confidential support services and legal
115.353
representation
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 Outside Support
MOU – Gulf Coast Sexual Abuse Program Center
MOU/ Interview
National Child Abuse Hotline Poster
Victim Advocate Brochures
Interviews with
PREA compliance manager
Facility Administrator
Staff from the Gulf Coast Sexual Abuse Program
Director of Gulf Coast Sexual Abuse Program
Youth handout
Gulf Coast Posters
Gulf Coast Pamphlet
FOP 3.01 Mail Telephone and Visitation.
115.353 (a):
The PAQ requires the facility shall provide residents with access to outside victim
advocates for emotional support services related to sexual abuse, by providing,
posting, or otherwise making accessible mailing addresses and telephone numbers,
including toll free hotline numbers where available, of local, State, or national victim
advocacy or rape crisis organizations, and, for persons detained solely for civil
immigration purposes, immigrant services agencies. The facility shall enable
reasonable communication between residents and these organizations and
agencies, in as confidential a manner as possible.
The facility provided FDJJ policy 1919 Outside Support Services, MOU with GCSAP,
Child abuse Hotline, Poster for Us Citizenship and Immigration Services.
DJJ Policy 1919 mandates the facility shall provide residents with access to outside
victim advocates for emotional support services related to sexual abuse, by
providing, posting, or otherwise making accessible mailing addresses and telephone
numbers, including toll free hotline numbers where available, of local, State, or
national victim advocacy or rape crisis organizations, and, for persons detained
solely for civil immigration purposes, immigrant services agencies. The facility shall
enable reasonable communication between residents and these organizations and
agencies, in as confidential a manner as possible. ORJDC ensures residents are
provided with access to outside confidential support services.
The center is attempting to establish an MOU with GCSAP. Gulf Coast Sexual Abuse
Program provides emotional support, counselling, follow-up support, and referral for
treatment after release or transfer to another facility. The staff indicated that,
besides providing victim advocacy, they provide a telephone number that will allow
the residents to talk to a trained counselor for emotional support. They would also
arrange to meet with the victim or have the victim taken to them or another
location, if permitted by the facility. The center also provides SANE or SAFE, based
on the age of the youth. In interviews with the center, they have a working
relationship with the Okaloosa Sheriff's office to reduce trauma that victims of
sexual abuse experience as part of the investigative process. The center indicated
there is a victim advocate who is present with permission from victims of sexual
abuse, incest, or human trafficking. The center staff indicated that the center
operates a 24-hour victim emotional support hotline.
The center has a poster with the hotline number and the services the program
provides located throughout the center.
Poster for Citizenship and Immigration is in English and Spanish and is located in the
living units, multipurpose room, and front entrance.
The ORJDC does not house residents for civil immigration purposes. Posters are
located throughout the facility regarding U.S. Citizenship and Immigration Services,
including the corresponding address and telephone number. Youth are advised that
they can utilize the telephone to make free calls to the US Citizenship and
Immigration Services or free stamps to write to the program.
Fourteen residents were interviewed regarding GCSAP. Seven were well aware of
the program, the program services, and how to contact the program, that the calls
were free, and you could call at any time.
Seven of the residents had little knowledge of the program or were not aware or
how to contact the program.
Based on seven of the 14 youth interviewed having little or no knowledge of the
program, it was recommended that the center provide updated training to all
residents about the GCSAP. The staff at the center indicated that they had provided
information in person to the center. It was recommended to the PREA compliance
manager that she reach out to the center and have them provide the information in
person and perhaps video the presentation to provide to residents during the intake
process.
A corrective action plan was initiated during the onsite audit, and all youth received
training about the new program and signed an acknowledgement of the program.
The auditor partially toured the center during the second day of the audit and
randomly interviewed five youth. All said they had received training about the
victim’s emotional support, how to call them, that the calls were free and private.
They all also indicated that no one would listen to their calls. They will be placed in
the private office, and the staff will dial the number and walk outside while they talk
to the emotional support staff.
In an interview with the center director and GCSAP director, the center will provide
victim emotional services and will assist the center in establishing an MOU with the
Crestview area youth SANE staff.
115.353 (b):
The PAQ requires the facility shall inform residents, prior to giving them access, of
the extent to which such communications will be monitored and the extent to which
reports of abuse will be forwarded to authorities in accordance with mandatory
reporting laws.
The facility provided policy 1919 and is formalizing an MOU with the Gulf Coast
Sexual Abuse Program.
Policy 1919 requires the center to inform residents, prior to giving them access, of
the extent to which such communications will be monitored and the extent to which
reports of abuse will be forwarded to authorities in accordance with mandatory
reporting laws. The policy addresses the confidentiality of the advocacy support
services. The resident receives information regarding the limitations of
confidentiality during the intake process. An acknowledgement statement specific to
the review of the reporting and advocacy services contains information regarding
the advocacy services to be provided by GCSAP. When contacted by phone the
center’s staff explained they always tell the caller that the telephone calls are
confidential.
115.353 (c):
The PAQ requires the agency shall maintain or attempt to enter into memoranda of
understanding or other agreements with community service providers that are able
to provide residents with confidential emotional support services related to sexual
abuse. The agency shall maintain copies of agreements or documentation showing
attempts to enter into such agreements.
The agency shall maintain or attempt to enter into memoranda of understanding or
other agreements with community service providers that are able to provide
residents with confidential emotional support services related to sexual abuse. The
agency shall maintain copies of agreements or documentation showing attempts to
enter into such agreements. The agency is identified on the signage along with
directions for reporting allegations or requesting advocacy services. The Facility
Administrator confirmed the availability and accessibility of outside confidential
support services to residents. In interviews with the GCSAP staff, they indicated that
they are in the process of formalizing the MOU with ORJDC.
In an interview with the director, she indicated that the Shelter House, which had
been their emotional support and victim service for over 10 years, recently advised
that it was closing the program due to a lack of funding. She reached out to the Gulf
Coast Sexual Abuse Program, which agreed to review and provide the opportunity to
establish an MOU. In the meantime, they will furnish residents with a handout
about their programs, a poster with the resident's address and phone number, and
access to the victim's emotional support staff.
In interviews with the staff at the center, they provided the center with posters and
handouts for youth and were in the process of formalizing the MOU. On February 12
the auditor received a call from the director of the program that indicated he had
approved the MOU and was waiting for legal to review and then would sign the MOU
with Okaloosa Juvenile Center.
115.353 (d):
The PAQ requires the facility shall also provide residents with reasonable and
confidential access to their attorneys or other legal representation and reasonable
access to parents or legal guardians.
The interview’s confirmed residents have access to attorneys and court workers and
reasonable access to their parents/legal guardians. Resident indicated they are
allowed to call their parents three times a week and can make private calls in an
office if they need to talk to the parents/legal guardian about legal or private
matters.
The center is a detention center and most of the residents are represented by
attorneys. According to interview with the facility administrator attorney or
residents can request telephone call and the facility will make arrangement to make
the calls. The local attorney can call and make an appointment to see the residents,
however, if the attorney comes to the center, they will be allowed to talk to the
residents.
The site tour revealed areas where residents could meet privately with a legal
representative and the visitation area for visits with family members.
All residents interviewed stated families could visit and they provided the days and
times of visitation and for phone calls.
Residents interviewed confirmed the facility would allow them to see or talk with
their lawyer, another lawyer, or a court representative privately. Residents
interviewed confirmed the facility would allow them to see and talk with their
parents or someone else, such as a legal guardian. Visitors to the facility are
informed of PREA.
The Facility Administrator confirmed the facility provides residents with reasonable
and confidential access to their attorneys or court representatives and reasonable
access to parents or legal. The residents can contact their attorney by requesting an
attorney call and staff will expedite the call and let the resident call from a private
office. Attorneys are requested to provide a thirty-minute notification that they are
coming to see a client. However, based on interviews and during the site review, the
County public defenders were at the center and were interviewing residents on both
days the audit was onsite.
The PREA compliance manager indicated that attorneys or residents can set up a
call time and the residents is allowed to use one of the cell phones located in the
control room and used a private office to talk to their attorney. He indicated that
most of the residents have a public defender, and the public defender usually just
shows up and are allowed to talk privately with the residents.
The PREA compliance manager indicated they do the same thing with parents if it is
an emergency or if the resident needs to talk to parents about private matters prior
to going to court.
Residents interviewed formally and informally while touring the facility indicated
they are allowed to visit their families and are allowed to talk privately with their
parents of legal counsel. Unless the youth has been adjudicated and is being held
for an opening in a program, the community corrections staff and attorneys
continue to meet with the residents in determining the placement decisions.
The center has drop boxes thoughout the center. These drop boxes are available for
youth to contact medical, file a grievance, request an to see the Major or file a
sexual abuse or harassment form.
The center has a procedure 3.08 for mail, telephone use and visitation.
The procedure indicates postage and writing materials shall be provided by the
facility for youth to mail letters. Youth correspondence shall be monitored to prevent
outgoing information that could be a potential threat to the safety and security of
the program.
All incoming correspondence shall be opened and checked for contraband.
Detention staff should only read youth mail when there is communication from the
State Attorney’s Office or law enforcement regarding the youth contacting a victim.
Privileged mail from the youth’s attorney of record will be opened in the presence of
the youth and searched for contraband only, not for written content.
Youth shall not write to other youth in any other juvenile detention facility or
residential commitment program. Youth shall not write to anyone incarcerated in a
correctional facility without the permission of the Superintendent or designee. The
Superintendent or designee shall contact the correctional facility where the youth’s
parent or guardian is incarcerated to determine if they will allow mail from the
youth.
All incoming and outgoing mail shall be given to the youth/mailed within 24 hours.
Mail received after a youth’s release or any packages addressed to any youth,
regardless of the youth’s presence in the facility, shall be returned to sender, as this
is no cost to the facility.
Postage stamps shall be removed from all envelopes prior to the delivery of mail to
the youth. All unacceptable items shall be removed from the envelope prior to
delivery to youth.
Acceptable mail enclosures may include appropriate photos (not Polaroid) or
paper drawings.
All facilities have been given an email address (YouthMail(facility)@djj.state.fl.us)
which gives parents and guardians the ability to email letters to youth.
Only emails sent by youth’s parent or guardian shall be provided to youth.
Superintendent or designee shall ensure emails are delivered to the youth within 24
hours excluding weekends or holidays.
Based on this analysis, the facility had to conduct a corrective action plan. The
center retrained all youth and provided all youth with a handout from the emotional
support staff and is now substantially compliant with this provision.
115.354 Third-party reporting
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination.
1.12 Incident, CCC Reporting.pdf
Third Party Reporting.Poster
Posted Information
PREA Brochure
FDJJ Policy 1919 PREA- Third Party Reporting
Interview with
Chief of Investigation
Random Staff
115.354 (a)
The PAQ requires the agency shall establish a method to receive third-party reports
of sexual abuse and sexual harassment and shall distribute publicly information on
how to report sexual abuse and sexual harassment on behalf of a resident.
The center provided Policy 1919 and posted third-party reporting procedures.
FDJJ Policy 1919- Third Party Reporting process, instructs staff to accept third party
reports from any source, provides information for anyone who sees or suspects
sexual abuse, sexual harassment, or victimization of any kind to report it promptly
through the FDJJ websites, and provides the public with information regarding third
party reporting of sexual abuse or sexual harassment on behalf of a resident.
All staff interviewed indicated they would accept a third-party report and
immediately notify their supervisor, the child abuse hotline, and CCC.
The chief of investigations indicated that his agency would investigate third-party
and anonymous reports of allegations of sexual abuse or harassment.
Additionally, the staff provides the parent/guardian with a packet that includes
various forms, victim advocate services, and third-party reporting information.
Reporting Posters were posted in the visitation room during the audit and in the
facility's main lobby. The posters contain a phone number and the various ways for
families to make a notification of sexual abuse or sexual harassment to the FDJJ or
to the ORJDC. The poster was brightly colored and was posted in the front lobby and
the visitation room.
The PREA auditor called the child abuse hotline from his personal telephone and
reached a live person.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required.
115.361 Staff and agency reporting duties
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 PREA; - Reporting Allegations
FDJJ Staff PREA Education and Training
Florida Code 39 Section 201-2020
FDJJ Policy 1.12 Incident- CCC reporting
Staff Training
Interview
PREA Compliance Manger
Facility Administrator
Random Staff
Medical and Mental Health Staff
115.361 (a) (b):
The PAQ requires The agency shall require all staff to report immediately and
according to agency policy any knowledge, suspicion, or information they receive
regarding an incident of sexual abuse or sexual harassment that occurred in a
facility, whether or not it is part of the agency; retaliation against residents or staff
who reported such an incident; and any staff neglect or violation of responsibilities
that may have contributed to an incident or retaliation.
The agency shall also require all staff to comply with any applicable mandatory child
abuse reporting laws.
The facility provided Florida Code 39 Section 201-2020, FDJJ Policy 1919 PREA; -
Reporting Allegations and FDJJ Staff PREA Education and Training
Florida Code 39 Section 201-2020 Mandatory reports of child abuse,
abandonment, or neglect; mandatory reports of death; central abuse hotline.—
(1)(a) Any person who knows, or has reasonable cause to suspect, that a child is
abused, abandoned, or neglected by a parent, legal custodian, caregiver, or other
person responsible for the child’s welfare, as defined in this chapter, or that a child
is in need of supervision and care and has no parent, legal custodian, or responsible
adult relative immediately known and available to provide supervision and care
shall report such knowledge or suspicion to the department in the manner
prescribed in subsection (2). (b) Any person who knows, or who has reasonable
cause to suspect, that a child is abused by an adult other than a parent, legal
custodian, caregiver, or other person responsible for the child’s welfare, as defined
in this chapter, shall report such knowledge or suspicion to the department in the
manner prescribed in subsection (2). (c) Any person who knows, or has reasonable
cause to suspect, that a child is the victim of childhood sexual abuse or the victim of
a known or suspected juvenile sexual offender, as defined in this chapter, shall
report such knowledge or suspicion to the department in the manner prescribed in
subsection (2). (d) Reporters in the following occupation categories are required to
provide their names to the hotline staff: 1. Physician, osteopathic physician, medical
examiner, chiropractic physician, nurse, or hospital personnel engaged in the
admission, examination, care, or treatment of persons; 2. Health or mental health
professional other than one listed in subparagraph 1.; 3. Practitioner who relies
solely on spiritual means for healing; 4. School teacher or other school official or
personnel; 5. Social worker, day care center worker, or other professional child care,
foster care, residential, or institutional worker; 6. Law enforcement officer; or 7.
Judge. The names of reporters shall be entered into the record of the report but shall
be held confidential and exempt as provided in s. 39.202. (e) A professional who is
hired by or enters into a contract with the department for the purpose of treating or
counseling any person, as a result of a report of child abuse, abandonment, or
neglect, is not required to again report to the central abuse hotline the abuse,
abandonment, or neglect that was the subject of the referral for treatment. (f) An
officer or employee of the judicial branch is not required to again provide notice of
reasonable cause to suspect child abuse, abandonment, or neglect when that child
is currently being investigated by the department, there is an existing dependency
case, or the matter has previously been reported to the department, provided there
is reasonable cause to believe the information is already known to the department.
This paragraph applies only when the information has been provided to the officer
or employee in the course of carrying out his or her official duties.
3. Policy 1919 requires All staff, contractors, and volunteers are required to
immediately report any knowledge, suspicion, or information received regarding 1)
any incident of sexual misconduct that has occurred in a facility; 2) retaliation
against youth or staff who report sexual misconduct; and 3) any staff neglect or
violation of responsibilities that may have contributed to an incident of sexual
misconduct or retaliation to the Florida Abuse Hotline, local law enforcement if
criminal in nature, and the CCC as required by mandatory reporting laws and
Department policy.
During the intake process, residents are informed of the facility’s duty to report
and the limitations of confidentiality. Medical and Mental Health Staff meet with the
residents upon arrival at the facility. Medical conducts a nurse’s appraisal and
mental health do a suicide screening. During the intake process residents are
informed of their duties to report and sign an acknowledgement form.
1. Employees, Contractors, and Volunteers are required to immediately report any of
the following:
a. Knowledge, suspicion, or information regarding an incident of
sexual abuse, sexual harassment, or exploitation that occurred in the facility.
b. Retaliation against residents or employees who reported such an
incident.
c. Any employee, contractor, or volunteer neglect or violation of responsibilities that
may have contributed to an incident or retaliation.
3. Any employee, contractor, or volunteer suspecting abuse, neglect,
or exploitation must immediately report the incident to DJJ CCC and child abuse
registry hotline. Following a report, the employee, volunteer, or contractor
suspecting sexual abuse or sexual harassment will immediately notify the PREA
Compliance Manager or Administrator On-Duty.
4. If an alleged crime occurs against a child or adolescent, the PREA
Compliance Manager, Administrator On-Duty, or designee shall immediately notify
law enforcement authorities.
5. The alleged victim’s parents/legal guardians will also be notified,
unless the facility has official documentation showing the parents or legal guardians
should not be notified.
6. If a juvenile court has jurisdiction over the alleged victim, and
contact information is able to be obtained, the Administrator On-Duty or designee
will also report the allegation to the alleged victim’s attorney, juvenile probation
officer, or other legal representative of record within 14 days of receiving the
allegation.
All attempts to contact the child’s attorney or receive contact information for the
child’s attorney will be documented.
FDJJ Policy 1919 - Reporting Allegations and FDJJ Staff training mandates that all
employees, volunteers, interns, and contractors shall immediately report to their
supervisor any knowledge, suspicion, or information regarding an incident of sexual
abuse or sexual harassment that occurred in the facility, retaliation against
residents or staff who reported such an incident, and any staff neglect or violation of
responsibilities that may have contributed to an incident or retaliation. Upon
receiving any allegation of sexual abuse, the facility administrator promptly reports
allegations to the Agency’s Central Communication Center (CCC). Florida
Administrative Code Rule 63f-11 Central Communications Center (CCC) requires
that any allegation of sexual misconduct or youth-on-youth sexual activity be
reported to the CCC. The person making the report shall provide basic information
such as the date and time of the incident, where the incident occurred, the
supervising staff, and who may be involved. The CCC will make appropriate
notifications to senior DJJ management who will in turn make subsequent
notification to management overseeing the facility where the alleged abuse
occurred. Other than making appropriate notification through Department channels,
staff should take no further actions other than those directed by law enforcement or
first responders.
115.361 (c):
The PAQ requires apart from reporting to designated supervisors or officials and
designated State or local services agencies, staff shall be prohibited from revealing
any information related to a sexual abuse report to anyone other than to the extent
necessary, as specified in agency policy, to make treatment, investigation, and
other security and management decisions.
The facility provided policy 1919 and staff training.
Policy 1919 indicates that only designated employees specified by policy should be
informed of the incident in order to respect the victim’s privacy, security, and
identity. All allegations of sexual abuse shall be handled in a confidential manner
throughout the investigation. All conversations and contact with the alleged victim
should be sensitive, supportive, and non-judgmental.
Skill Pro 1 training indicates that all staff are mandated reporters in Florida.
Fourteen random staff were interviewed. Each of the people interviewed knew they
were mandated reporters and were aware that they report to their shift supervisor
and CCC or Child abuse hotline and only to another person such as medical on a
need-to-know basis.
The Florida Agency Head indicated that we have a PREA policy that requires all
allegations of sexual abuse or sexual harassment be reported to Central
Communication Center within 2 hours.
We have an IG office that completes administrative investigations. We contact the
local law enforcement to conduct criminal investigations. We notify the Department
of Children and Family Services who conducts an independent investigation. If it is a
criminal investigation, then the OIG will follow with an administrative investigation
that includes review of policy, cameras, staffing, notifications and staff actions. All
staff that receive an allegation whether from another program, community or
anonymous are required to report the information within 2 hours of receiving the
allegation. .
CCC will notify the IG office, the center, and the PREA coordinator. The IG office will
notify local law enforcement immediately upon receiving the notification
115.361 (d):
The PAQ requires (1) Medical and mental health practitioners shall be required to
report sexual abuse to designated supervisors and officials pursuant to paragraph
(a) of this section, as well as to the designated State or local services agency where
required by mandatory reporting laws. (2) Such practitioners shall be required to
inform residents at the initiation of services of their duty to report and the
limitations of confidentiality.
The medical and mental health staff interviewed stated residents are informed at
the initiation of services of the limitations of confidentiality and the duty of the staff
members to report. The clinical staff interviewed revealed they are mandated
reporters. They also indicated informed consent would be documented for a
resident 18 years old and over regarding reporting allegations of sexual abuse that
did not occur in an institutional setting. The medical staff interviewed indicated
medical does a medical appraisal as soon as they arrive at the center. During the
appraisal the residents are advised of their duty to report and explain the reporting
process. If the resident is 18 years or older, the medical staff indicated that if they
report a sexual abuse or neglect that did not happen in a facility and did not happen
prior to them turning 18, they would have to get another consent form to make a
report.
115.361 (e):
The PAQ requires 1) Upon receiving any allegation of sexual abuse, the facility head
or his or her designee shall promptly report the allegation to the appropriate agency
office and to the alleged victim's parents or legal guardians, unless the facility has
official documentation showing the parents or legal guardians should not be
notified. (2) If the alleged victim is under the guardianship of the child welfare
system, the report shall be made to the alleged victim's caseworker instead of the
parents or legal guardians. (3) If a juvenile court retains jurisdiction over the alleged
victim, the facility head or designee shall also report the allegation to the juvenile's
attorney or other legal representative of record within 14 days of receiving the
allegation.
The facility provided interviews with PREA Compliance Manager and Superintendent
and CCC policy and procedures and policy 1919
Policy 1919 and CCC and staff are trained in the following;
1) Upon receiving any allegation of sexual abuse, the facility head or his or her
designee shall promptly report the allegation to the appropriate agency office and
to the alleged victim's parents or legal guardians, unless the facility has official
documentation showing the parents or legal guardians should not be notified. (2) If
the alleged victim is under guardianship of the child welfare system, the report shall
be made to the alleged victim's case worker instead of the parents or legal
guardians. (3) If a juvenile court retains jurisdiction over the alleged victim, the
facility head or designee shall also report the allegation to the juvenile's attorney or
other legal representative of record within 14 days of receiving the allegation.
Policy 1919 and CCC further mandates that the PREA Compliance Manager,
Administrator On-Duty, or designee shall immediately notify law enforcement
authorities. The alleged victim’s parents/legal guardians will also be notified, unless
the facility has official documentation showing the parents or legal guardians should
not be notified. If a juvenile court has jurisdiction over the alleged victim, and
contact information is able to be obtained, the Administrator On-Duty or designee
will also report the allegation to the alleged victim’s attorney, juvenile probation
officer, or other legal representative of record within 14 days of receiving the
allegation. All attempts to contact the child’s attorney or receive contact
information for the child’s attorney will be documented.
In interview with the Facility director Florida Department of Justice mandate that the
person with the most information on an incident or the facility administrator will
contact the Central Communication Center within 2 hours of being made aware of
any sexual abuse or sexual harassment that occurs within the program, regardless if
it happened in the center or while away from the center.
It is the responsibility of the director to notify the parents, case manager, attorney,
child abuse hotline and to document the notification including date, time and person
they advised.
115.361 (f):
The PAQ requires the facility shall report all allegations of sexual abuse and sexual
harassment, including third-party and anonymous reports, to the facility's
designated investigators.
The facility provided policy 1919 and staff training:
Staff training and policy mandates that all employees, volunteers, interns, and
contractors shall immediately report any knowledge, suspicion, or information
regarding an incident of sexual abuse or sexual harassment that occurred in the
facility, retaliation against residents or staff who reported such an incident, and any
staff neglect or violation of responsibilities that may have contributed to an incident
or retaliation to the shift supervisor, PCM or Administrator. The Administrator or
highest-ranking staff on duty will notify CCC and child abuse registry hotline within 2
hours of be informed of an allegation of sexual abuse or sexual harassment. CCC
will make notification to OIG. The facility staff on duty will immediately notify Local
Law Enforcement of any allegation that is criminal in nature.
Policy and training also require reporting any third-party reports of sexual abuse,
sexual harassment, staff neglect and retaliation.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required.
115.362 Agency protection duties
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 - Agency Protection Duties
FDJJ 1919 Imminent risk
PAQ
115.362 (a)
The PAQ requires that when an agency learns that a resident is subject to a
substantial risk of imminent sexual abuse, it shall take immediate action to protect
the resident.
The center provided Policy 1919, which requires staff to protect the residents by
immediately implementing protective measures. Interviews with residents revealed
concerns about their own safety, which were discussed during the intake process
and the administration of Screening assessments. Policies require that if the
residents allege that they are at substantial risk of imminent sexual abuse, staff will
take immediate steps to ensure the safety of the resident. The direct care staff will
take steps to separate the alleged victim from the alleged perpetrator and notify the
staff with the highest authority at the facility and the assistant facility administrator,
or facility administrator. These staff will then determine the best options to protect
the victim. The staff will then follow the mandatory reporting steps. All residents
meet with mental health staff within 72 hours of arrival at the center and, once a
month, with their case manager and mental health provider. During these meetings,
residents are asked if they feel safe at the facility. There have been no instances
where residents were in imminent danger of sexual abuse.
The Florida Agency Head, the PREA coordinator, and the facility administrator all
indicated that staff have a duty to immediately provide protective measures to
protect a resident from sexual abuse or perception or fear of being sexually abused.
The agency head indicated that all staff are required to take immediate action to
protect residents who make allegations, and to respond to anonymous allegations. It
is their responsibility and training to immediately move residents to a safe area and
notify CCC, local law enforcement, and the center director. The center's
administrative staff, who received the report, are required to notify medical and
mental health services and the center’s victim advocate. All centers are required to
have a victim advocate.
A review of the Pre-Audit Questionnaire and confirmed by random staff interviews:
In the past 12 months, the number of times the agency or facility determined that a
resident was subject to a substantial risk of imminent sexual abuse reported was 0.
If the agency or facility made such determinations in the past 12 months, the
average amount of time that passed before taking action was immediately. The
longest time passed (in hours or days) before taking action was 0.
Compliance was determined by review of policies and interviews with direct care
staff, non-direct care staff, and the facility administrator.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.363 Reporting to other confinement facilities
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1.12 Incident- CCC reporting
FDJJ Policy 1919 - Reporting to other facilities
Statement of Fact
Interviews
Facility Administrator
Agency Head
115.363(a-d)
The PAQ requires that upon receiving an allegation that a resident was sexually
abused while confined at another facility, the head of the facility that received the
allegation shall notify the head of the facility or the appropriate office of the agency
where the alleged abuse occurred, and shall also notify the appropriate
investigative agency.
Such notification shall be provided as soon as possible, but no later than 72 hours
after receiving the allegation.
The agency shall document that it has provided such notification.
The facility head or agency office that receives such notification shall make sure
that the allegation is investigated in accordance with these standards.
The facility provides policy FDJJ Policy 1919 - Reporting to other facilities, which
states that upon receiving an allegation that a resident was sexually abused while
confined at another facility, the head of the facility that received the allegation shall
notify the head of the facility or the appropriate office of the agency where the
alleged abuse occurred and shall also notify CCC. (b) Such notification shall be
provided as soon as possible, but no later than 72 hours after receiving the
allegation. (c)The agency shall document that it has provided such notification. (d)
The facility head or agency office that receives such notification shall ensure that
the allegation is investigated in accordance with these standards. The notification to
CCC will be within 2 hours.
Based on the PAQ, in the past 12 months, the number of allegations the facility
received that a resident was abused while confined at another facility: 0
During the past 12 months, there were no allegations received that a resident was
abused while confined to another facility.
The agency head indicated in the interview that the receiving center must
immediately notify the sending center and CCC. The notification must occur within 2
hours of the center being made aware of an allegation of sexual abuse or sexual
harassment.
The facility administrator indicated that the administrator must make the
notification, unless the administrator is unavailable. In that case, the acting facility
administrator will make the notification.
In interviews with the Chief of Investigation, he indicated that the OIG has staff
located throughout the State, and they would respond to the center where the
notification originated and to the sending center.
Based on a review of the agency's Policies and procedures, observations, and
information obtained through staff interviews and documentation reviews, the
facility has demonstrated compliance with this standard.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.364 Staff first responder duties
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
ORJDC First Responder
FDJJ Policy 1919 – Responding to Allegations
Staff training
Volunteer and Contractor Training
Investigation procedures from OIG
Statement of Fact
Random Staff interviews
Mental health staff
115.364 (a):
The PAQ requires Upon learning of an allegation that a resident was sexually
abused, the first staff member to respond to the report shall be required to: (1)
Separate the alleged victim and abuser; (2) Preserve and protect any crime scene
until appropriate steps can be taken to collect any evidence; (3) If the abuse
occurred within a time period that still allows for the collection of physical evidence,
request that the alleged victim not take any actions that could destroy physical
evidence, including, as appropriate, washing, brushing teeth, changing clothes,
urinating, defecating, smoking, drinking, or eating; and (4) If the abuse occurred
within a time period that still allows for the collection of physical evidence, ensure
that the alleged abuser does not take any actions that could destroy physical
evidence, including, as appropriate, washing, brushing teeth, changing clothes,
urinating, defecating, smoking, drinking, or eating.
Based on the PAQ:
In the past 12 months, the number of allegations that a resident was sexually
abused:1
Of these allegations, the number of times the first security staff member to respond
to the report separated the alleged victim and abuser:0
In the past 12 months, the number of allegations where staff were notified within a
time period that still allowed for the collection of physical evidence:0
Of these allegations in the past 12 months where staff were notified within a time
period that still allowed for the collection of physical evidence, the number of times
the first security staff member to respond to the report preserved and protected any
crime scene until appropriate steps could be taken to collect any evidence:0
Of these allegations in the past 12 months where staff were notified within a time
period that still allowed for the collection of physical evidence, the number of times
the first security staff member to respond to the report requested that the alleged
victim not take any actions that could destroy physical evidence, including, as
appropriate, washing, brushing teeth, changing clothes, urinating, defecating,
smoking, drinking, or eating:0
Of these allegations in the past 12 months where staff were notified within a time
period that still allowed for the collection of physical evidence, the number of times
the first security staff member to respond to the report ensured that the alleged
abuser does not take any actions that could destroy physical evidence, including, as
appropriate, washing, brushing teeth, changing clothes, urinating, 0defecating,
smoking, drinking, or eating:0
The facility provided policy 1919 and staff/contractor training.
FDJJ Policy 1919, upon discovery of an incident defined as sexual abuse, staff
members are responsible for taking immediate actions to ensure the safety of the
victim and notifying appropriate law enforcement and medical personnel. These
actions include, but are not limited to, identifying and separating victim(s),
suspect(s), and making every attempt to preserve evidence.
It is essential that the garments/clothing worn by those involved and the scenes
where alleged act(s) occurred be protected to ensure that evidence is not further
contaminated. This simply means securing any evidence until law enforcement
arrives. Securing means maintaining control over the evidence or scene and
documenting any access to, or deviations from, that evidence. Staff shall not move,
touch, or alter the evidence in any way. Staff shall not discuss any facts of the
incidents with anyone except those directly involved in response or investigation of
the incident. All of this information is reportable to law enforcement and subsequent
investigators.
Upon receipt of notice that any sexual abuse has occurred in the last 72 hours,
whether informed by the victim or a third party, take the following actions:
a. If the incident is reported by the victim:
i. Ensure the victim is safe, has no further contact with the alleged subject (youth
or staff), and if medical staff is available, take the victim to medical staff.
ii. Do not question the youth, other than to obtain basic information such as the
date and time of the incident, where the incident occurred, the supervising staff,
and who may be involved. Do not request youth to write a statement.
iii. Immediately preserve the area where the incident allegedly occurred, including
ensuring that bedding, clothing, or related material are not disposed of or cleaned
up by staff, and keep those materials secure or free from contamination by anyone
else until instructed to do differently by law enforcement.
iv. Immediately notify the facility management.
v. Immediately notify law enforcement (911).
vi. Immediately contact the DCF Florida Abuse Hotline.
vii. Notify the CCC within two (2) hours of the incident or learning of the incident.
viii. Do not discuss the facts of the incident with anyone except those directly
involved in the response or investigation of the incident.
ix. If the suspect is in the care and custody of the facility, do not notify them of the
victim's report, but take adequate steps to ensure the safety of other youth, and
report suspect or subject information to law enforcement upon their arrival.
x. Cooperate fully with law enforcement.
xi. Within seven (7) days of the reported event, the youth's VSAB shall be reviewed
and updated by the youth's case manager or the facility mental health provider.
b. Upon receipt of notice that any sexual abuse occurred longer than 72 hours ago,
whether informed by the victim or a third party, take the following actions:
i. Ensure the victim is safe, has no further contact with the alleged subject (youth
or staff), and if medical staff is available, take the victim to medical staff.
ii. Do not question the youth, other than obtain basic information such as the date
and time of the incident, where the incident occurred, the supervising staff, and who
may be involved. Do not request youth to write a statement.
Skill Pro training 1 includes a section on responding to sexual allegations of sexual
abuse and includes all of the information stated above.
Fourteen random staff were interviewed. Each of the staff members was able to
articulate their responses if a resident makes an allegation of sexual abuse.
115.364 (b):
The PAQ requires that, if the first staff responder is not a security staff member, the
responder must request that the alleged victim not take any action that could
destroy physical evidence and then notify security staff.
Based on the PAQ: Of the allegations that a resident was sexually abused made in
the past 12 months, the number of times a non-security staff member was the first
responder:0
Policy 1919 was provided and indicated that if the first staff responder is not a
security staff member, the responder shall be required to request that the alleged
victim not take any actions that could destroy physical evidence. Staff interviewed
confirmed they knew their obligations when a resident makes an allegation or they
suspect an incident of sexual abuse has occurred.
During the last 12 months, there was one allegation of sexual abuse that was made
by a resident at ORJDC. One allegation was made to direct care staff.
Medical and mental health staff indicated they would notify the closest direct care
provider and the resident's staff until the facility administrator or a Captain arrived
to take over the scene. They would provide essential medical and mental health
care; however, they would advise the resident not to shower, change clothes, use
the restroom, or do anything that would destroy the evidence.
Random staff interview indicated that all staff were aware of the responsibilities to
protect the resident, secure the scene, notify the supervisor, and remain with the
victim until properly relieved.
Based on this analysis, the facility is substantially compliant with this provision,
and corrective action is not required.
115.365 Coordinated response
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
ORJDC Coordinated Response
ORJDC PREA Checklist
115.365 (a)
The PAQ requires the facility shall develop a written institutional plan to coordinate
actions taken in response to an incident of sexual abuse, among staff first
responders, medical and mental health practitioners, investigators, and facility
leadership.
The facility provided the ORJDC Coordinated Response, which includes a written
plan to coordinate actions of employee first responders, medical and mental health
practitioners, investigators, and facility leadership in response to an incident of
sexual abuse. FDJJ has a system in place providing the staff with clear actions to be
taken by staff, including contacting administrative staff, medical and mental health
staff, OIG, and law enforcement, victim advocate services, & parent/guardian and
several other individuals. Staff members are directed to follow the steps outlined
and to utilize the checklist in addressing the situation.
ORJDC Coordinated Response Plan
1. Upon discovery of an incident defined as sexual abuse, the first responding staff
members are responsible for taking immediate action to ensure the safety of the
victim. These actions include, but are not limited to:
a. Identifying victim(s)
b. Identifying suspects
c. Making every attempt to preserve evidence.
d. Notify the Shift Supervisor
e Notify law enforcement.
2. Upon notification of a PREA related incident the Shift Supervisor will:
a. Immediately report the incident to the CCC, providing as much facts and detail as
possible about the incident(s) and victim(s), suspect(s) or witnesses. The CCC will
make appropriate notification to senior DJJ management who will in turn notify
management overseeing the facility where the alleged abuse occurred.
e. Do not allow access to the area by anyone, including staff, until the
arrival of, and at the direction of, law enforcement.
f. Do not question the victim, other than to identify basic information about where
the incident occurred and who may be involved.
g. Provide as much detail as possible to the police and responding emergency
services.
h. If the subject (the person who allegedly committed the offence) is in your care,
control, or custody do not notify them of the victim’s report but take adequate steps
to ensure the safety of other youth and report subject information to law
enforcement when they arrive.
i. Ensure that any clothing, bedding, or related materials are not disposed of or
cleaned up by staff. Keep those materials secure or free from contamination by
anyone else until instructed to do differently by law enforcement.
j. Do not discuss any facts of the incidents with anyone except those directly
involved in response or investigation of the incident.
k. Cooperate fully with law enforcement.
7. The Superintendent or Assistant Superintendent shall notify the alleged victim’s
parents or guardians, unless there is official documentation showing the parents or
legal guardians should not be contacted.
a. If the youth is in the custody of DCF, the caseworker shall be notified.
b. If applicable, the youth’s attorney or other legal representative of record shall be
notified of the allegation within 14 days of receiving the allegation.
8 Medical personnel are to be immediately notified by the Shift Supervisor. They
will also ensure that physical evidence is preserved.
a. In the event they are not available the Shift Supervisor will make a referral within
24 hours.
b. Medical staff will conduct a follow up with youth as a precautionary measure to
ensure any prescribed medical treatment is completed.
c. Evaluate youth to determine if any other follow up medical referrals are necessary
and make appropriate referrals.
9. Mental health personnel are to be immediately notified by the Shift Supervisor.
The facility staff will seek their assistance in ensuring the youth is evaluated and
treated.
a. In the event they are not available the Shift Supervisor will ensure that a referral
is made to the facility mental health personnel within 24 hours.
b. Mental health staff will assess the youth and determine if further evaluation and
treatment is needed and make the appropriate referrals.
10. Full cooperation will be rendered to responding law enforcement agencies and
responding medical emergency teams. More than likely, the victim will have to be
transported out with a supervising staff to the hospital after the investigation is
launched to be evaluated and treated, to include the use of a rape kit. As this is a
very traumatic experience for the victim follow-up treatment to Sunrise Crisis
Center will be offered as well as access to victim advocates. Once the law
enforcement take their leave of the facility and the youth has been transported out
for medical services regular programming will resume at the facility.
11.The Superintendent shall:
a. Ensure all follow-ups are conducted within the specified timeframes, that every
effort is made not to re-traumatize the victim and that the subjects are removed
from victim contact.
b. If it is a staff person who has been reported as the subject, they will be removed
from all youth contact during the investigation.
c. If allegations occurred at another facility the Superintendent will immediately
notify the Superintendent of that facility to report allegations
The center also provided a checklist to be utilized for any PREA allegation.
Compliance was determined by review of the Coordinated Response to an
Allegations of Sexual Abuse and interviews with random staff. The facility
administrator, medical staff, mental health staff, shift supervisors, random staff and
education staff were asked of their roles in the coordinated response and each new
th
115.366 Preservation of ability to protect residents from contact with
abusers
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
PAQ
In interviews with the Facility agency head, it was indicated that DJJ doesn’t have
any collective bargaining agreements at this time. All of our contracts for services
include a provision that permits the agency to remove alleged staff sexual abusers
from contact with any resident.
The agency provided a statement of fact in every case where the alleged abuser is
an employee, contractor or volunteer there will be no contact between the alleged
abuser and the alleged victim pending the outcome of an investigation. Separation
orders (e.g., safety plans) requiring “no contact” will be documented by facility
management.
FDJJ will not enter into or renew any collective bargaining agreement or other
agreement that limits a facility’s ability to remove alleged Employee sexual abusers
from contact with any resident pending the outcome of an investigation or of
the determination of whether and to what extent discipline is warranted.
Compliance was determined by the agency head, PREA coordinator and facility
administrator.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required
115.367 Agency protection against retaliation
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 - Protection against Retaliation
ORJDC Retaliation Form
PAQ
Interviews with
Agency Head
Facility Administrator
Staff that conducts Retaliation Monitoring
Retaliation Monitors Retraining (CAP)
115.367 (a):
The PAQ requires the agency shall establish a policy to protect all residents and staff
who report sexual abuse or sexual harassment or cooperate with sexual abuse or
sexual harassment investigations from retaliation by other residents or staff and
shall designate which staff members or departments are charged with monitoring
retaliation.
The facility provided the FDJJ policy 1919 – Agency Protection Against Retaliation,
related forms, and a staff member in a collateral duty to monitor for retaliation.
FDJJ policy 1919 Facility establishes for the protection of residents against retaliation
and staff for reports of sexual abuse or harassment or cooperation with
investigations. You should immediately report allegations of retaliation to the site
supervisor or designee. If the supervisor is believed to be involved in retaliation, the
employee shall notify the supervisor or the supervisor at the next appropriate
supervisory level. For 90 calendar days, or longer based on continuing need,
following a report of sexual abuse, the PREA retaliation monitor (captain) shall
monitor the conduct or treatment of any individual, youth, or employee involved in
the reported incident and shall act promptly to remedy any such retaliation.
Monitoring steps include reviewing group or facility assignments, reviewing youth
progress reports, conducting periodic status checks with the youth, and performing
performance reviews or reassigning employees involved in the initial report or
investigation. During the last 12 months, there was no retaliation for reporting
allegations of sexual abuse or sexual harassment.
FDJJ has developed an agency-wide form for all facilities managed by the
corporation to document retaliation monitoring. During the last 12 months, there
has been one allegations of sexual allegation of sexual abuse that is being
monitored for retaliation.
At Okaloosa Regional Juvenile Detention Center, a Captain and Facility Administrator
monitor for retaliation. In an interview with the captain, he explained his role was to
meet with the resident who made a report, allegation, or was a witness to a sexual
abuse incident. He indicated that he would meet with the resident as soon as the
CCC report was completed, which would be within 2 hours of the center being made
aware of the sexual abuse allegation.
The center director indicated he would meet with staff and residents to explain the
retaliation monitoring process.
115.367 (b):
The PAQ requires the agency shall employ multiple protection measures, such as
housing changes or transfers for resident victims or abusers, removal of alleged
staff or resident abusers from contact with victims, and emotional support services
for residents or staff who fear retaliation for reporting sexual abuse or sexual
harassment or for cooperating with investigations.
The facility provided the agency shall employ multiple protection measures, such as
housing changes or transfers for resident victims or abusers, removal of alleged
staff or resident abusers from contact with victims, and emotional support services
for residents or staff who fear retaliation for reporting sexual abuse or sexual
harassment or for cooperating with investigations.
The agency head interviewed indicated that the agency would move the resident
that made the allegation or the resident that was the abuser to another center, or
housing unit or arrange for him to work with one of the many victims’ emotional
support programs we have MOU with around Florida. If a member of staff were
involved, they would be either placed on no-contact status or placed on
administrative leave pending the outcome of the investigation.
The facility administrator stated that he would meet with the youth as soon as the
incident was reported, ask about their safety concerns, and make immediate
accommodations as needed to protect residents and staff.
The retaliation monitor indicated in the interview that he has the authority to move
the resident to another living unit and would have to coordinate with the facility
administrator to move the resident to another center.
Policy 1919 indicates that youth, staff, contractor(s), or volunteer(s) who have
reported sexual misconduct shall be protected against retaliation. Accommodation
will include changes to housing and the removal of alleged staff or youth from
contact with victims. Emotional support services will be available to youth or staff
who fear retaliation for reporting or cooperating with investigations.
The retaliation monitors and facility administrator indicated they would provide
resident housing changes or transfers for resident victims or abusers, removal of
alleged staff or resident abusers from contact with victims, and emotional support
services.
115.367 (c):
The PAQ requires that, for at least 90 days following a report of sexual abuse, the
agency shall monitor the conduct or treatment of residents or staff who reported the
sexual abuse and of residents who were reported to have suffered sexual abuse to
see if there are changes that may suggest possible retaliation by residents or staff,
and shall act promptly to remedy any such retaliation. Items the agency should
monitor include resident disciplinary reports, housing or program changes, and
negative performance reviews or staff reassignments. The agency shall continue
such monitoring beyond 90 days if the initial monitoring indicates a continuing
need.
The facility provided policy 1919, which requires the facility to monitor residents for
the treatment of residents or staff who reported sexual abuse and of residents who
were reported to have suffered sexual abuse to see if there are changes that may
suggest possible retaliation by residents or staff, and shall act promptly to remedy
any such retaliation. Items the agency should monitor include resident disciplinary
reports, housing or program changes, and negative performance reviews or staff
reassignments. The agency shall continue such monitoring beyond 90 days if the
initial monitoring indicates a continuing need.
FDJJ Policy 1919 requires the monitoring of items identified in this provision of the
standard. The Retaliation Monitor explained during the interview how she would
discharge those duties, including monitoring the items identified in the standard and
whether a resident filed a grievance alleging sexual abuse or sexual harassment.
Retaliation monitoring will occur for 90 days to identify any changes that may
indicate retaliation by residents or staff, and the organization will act promptly to
remedy any such retaliation, in accordance with Policy. The monitoring will continue
beyond ninety (90) days if the initial monitoring indicates a continuing need. There
have been no incidents of retaliation during the 12 months preceding the audit.
115.367 (d):
The PAQ requires that, in the case of residents, such monitoring also include
periodic status checks.
Policy 1919 states that for residents, such monitoring shall also include periodic
status checks. The Retaliation Monitor indicated status checks would be initiated
with staff and residents.
In interviews with the facility administrator and retaliation monitors, both indicated
that they see the youth at the center almost every day and usually five to ten times
a day, and they conduct status checks with all youth daily. They indicated they are
required to document monitoring. The Retaliation Status Checklist would be used to
document status checks, and the Retaliation Monitoring Checklist would document
the ongoing monitoring and use of the Retaliation Status Checklist.
115.367 (e):
The PAQ requires that if any other individual who cooperates with an investigation
expresses a fear of retaliation, the agency shall take appropriate measures to
protect that individual against retaliation.
The facility provided policy 1919 and interviews with the agency head and facility
administrator.
Policy 1919 indicated that if any other individual who cooperates with an
investigation expresses a fear of retaliation, the facility shall take appropriate
measures to protect that individual against retaliation. Policy states that if any other
individual who cooperates with an investigation expresses the occurrence of
retaliation from another resident or staff member.
The agency head indicated the agency would take appropriate measures to protect
that individual against retaliation.
The assistant facility administrator indicated that he would visit the resident
immediately upon receipt of any allegation from residents or third parties and
discuss his role in monitoring for retaliation.
The facility administrator indicated he would monitor staff who report and/or
cooperate with any investigations. The retaliation monitor interviewed indicated
they would meet with the resident every week to ensure there is no retaliation for
reporting sexual abuse or sexual harassment.
The retaliation monitor indicated that he documented his interviews with the youth
in the unit logbook; however, the center was unable to provide documentation of
these interviews. A corrective action plan was required. The regional analyst and
facility director reviewed the standard, policy, and procedure with the retaliation
monitor. The Regional Analyst provided a form used at other facilities, which is
maintained in the facility investigation folder. The facility has adopted this form and
is establishing an Investigative folder to store retaliation-monitoring documentation,
notifications of investigation outcomes, mental health crisis assessments,
notifications to the victim advocate, and a copy of the PREA checklist.
Upon completion of the corrective action plan, the facility complies with this
standard.
115.368 Post-allegation protective custody
Auditor Overall Determination: Exceeds Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
Statement of Fact
Facility PREA Response Plan
FDJJ Policy 1919 PREA
Statement of Fact
Interviews
Facility Administrator
Medical and Mental Health Staff
115.368 (a):
The PAQ requires that any use of segregated housing to protect a resident who is
alleged to have suffered sexual abuse shall be subject to the requirements of §
115.342.
The number of residents who are alleged to have suffered sexual abuse who were
placed in isolation in the past 12 months:0
The number of residents who allege to have suffered sexual abuse who were placed
in isolation who have been denied daily access to large muscle exercise, and/or
legally required education or special education services in the past 12 months:0
The average period of time residents who allege to have suffered sexual abuse who
were held in isolation to protect them from sexual victimization in the past 12
months:0
From a review of case files of residents at risk of sexual victimization who were held
in isolation in the past 12 months, the number of case files that include BOTH:
• A statement of the basis for facility’s concern for the residents safety, and
• The reason or reasons why alternative means of separation cannot be arranged: 0
If a resident who alleges to have suffered sexual abuse is held in isolation, the
facility affords each such resident a review every 30 days to determine whether
there is a continuing need for separation from the general population. The center
indicated that it does not use isolation and has not conducted a 30-day review of a
resident in isolation.
FDJJ Policy 1919 PREA provides that residents may be isolated from others only as a
last resort when less restrictive measures are inadequate to keep them and other
residents safe, and then only until an alternative means of keeping a resident safe
can be arranged. During the isolation period, residents must have access to daily
large-muscle activities, legally required educational programming or special
education services, and daily visits by mental health and medical personnel.
Residents shall also have access to other programs and work opportunities.
The facility indicated no residents have been segregated for allegations of sexual
abuse or a resident's fear of being sexually abused in the past 12 months.
The facility’s administrator interview confirmed compliance with this standard.
According to the facility administrator, isolation or segregated housing has not been
used to protect a resident who alleged sexual abuse.
The medical and mental health staff stated they are not aware of an incident
regarding sexual abuse or sexual harassment in which a resident was segregated.
The clinical staff confirmed that in such a case, the resident would be visited at least
daily.
During the tour of the center, it was noted that there are no isolated rooms in the
facility. The facility has male and female wings, each with one- and two-person dry
rooms.
The agency coordinator interviewed indicated that the center would not house a
youth in isolation for 30 days under any circumstances. The youth would be moved
to other facilities, placed under one-on-one supervision, or placed in alternative
housing.
Compliance was determined through a review of policies and interviews with the
facility administrator, facility coordinator, and medical and mental health staff.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required
115.371 Criminal and administrative agency investigations
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 PREA – Investigations
Investigation procedures from OIG Investigative
Recent allegation of sexual abuse.
Interviews
Chief of Investigations
Facility Administrator
PREA Coordinator
115.371 (a):
The PAQ requires When the agency conducts its own investigations into allegations
of sexual abuse and sexual harassment, it shall do so promptly, thoroughly, and
objectively for all allegations, including third-party and anonymous reports.
The facility provided FDJJ Policy 1919 which establishes the agency policy that all
allegations of sexual abuse or sexual harassment will be investigated. The Florida
Department of Juvenile Justice does not conduct their own investigations of sexual
abuse and harassment. The Office of the Inspector General conduct administrative
investigations and criminal investigations are conducted by local law enforcement.
The Department of Family and Children conducts a separate investigation involving
residents under the age of eighteen.
Investigator interview indicated Yes, we have several policies that require all
allegations of sexual abuse or sexual harassment be investigated. All reports to CCC
or review and assigned within 24 hours. On the date we get the report we assign the
report of reach out to local law enforcement. If local law enforcement is not going to
conduct a criminal investigation, we begin the investigation the day that it is
received.
115.371 (b):
The PAQ requires where sexual abuse is alleged, the agency shall use investigators
who have received special training in sexual abuse investigations involving juvenile
victims pursuant to § 115.334.
In interview with the chief of investigation A. Yes, we train staff to be victim
centered during the interview process. If the youth as a victim of sexual abuse and
has been interviewed by local law enforcement we will review the investigation and
my not have to interview the victim.
B. Yes, we do administrative investigation and are not required to do the Miranda
warning.
C. Yes: we cover it, we train all DJJ staff and vendors to secure the scene and victim
and abuser and wait on local law enforcement to conduct the evidence. If we
respond prior to local law enforcement, our staff are trained on how to secure the
scene, separate the victim and abuser and secure the victim and abuser from
destroying evidence.
D. Yes: we use the preponderance of the evidence and train staff on the more likely
that it happened that it didn’t happen. (51%)
Policy 1919 requires the OIG staff will be trained on Department policies and
procedures related to the handling of sexual misconduct incidents and reports
15.371 (c):
The PAQ requires Investigators shall gather and preserve direct and circumstantial
evidence, including any available physical and DNA evidence and any available
electronic monitoring data; shall interview alleged victims, suspected perpetrators,
and witnesses; and shall review prior complaints and reports of sexual abuse
involving the suspected perpetrator.
The facility provided policy 1919 PREA Investigation, staff training and facility
respond plan.
Policy 1919, staff training and the facility respond plan requires that staff secure
the evidence and provide assistance as required by OIG or local law enforcement.
OIG or local law enforcement investigators shall gather and preserve direct and
circumstantial evidence, including any available physical and DNA evidence and any
available electronic monitoring data; shall interview alleged victims, suspected
perpetrators, and witnesses; and shall review prior complaints and reports of sexual
abuse involving the suspected perpetrator.
Investigator interview indicated we start with reviewing the allegation and
determining if it could be criminal and then we would contact local law enforcement
and assist in any way they need. If not criminal, then we start with the case plan
and go from there. We gather all evidence, interview all residents and staff, and
utilize the video any by standers would be interviewed. We then determine if it
meets the preponderance of the evidence protocol and then make a final
determination. We then go to the next step which to determine staff action of lack of
action contributed to the incident. This includes looking at earlier. investigation
begins with a case plan which includes all areas that will be part of the
investigations which include videos, telephone calls, interviews, gathering
documents, and any other evidence that is going to be used. videos to see if there
was any indication that this could have be prevented.
Direct evidence: DNA, video, SANE results, Telephone calls, medical findings. Direct
witness statements. That means they were there; it is document they were there
and this is what they saw.
115.371 (d):
The PAQ requires the agency not terminate an investigation solely because the
source of the allegation recants the allegation.
Policy 1919 recent allegation of sexual abuse and OIG interviews requires that the
agency will not terminate an investigation solely because the source of the
allegation recants the allegation.
OIG indicates in interview that OIG will not terminate an investigation even if the
residents recants the allegations.
115.371 (e):
The PAQ requires When the quality of evidence appears to support criminal
prosecution, the agency shall conduct compelled interviews only after consulting
with prosecutors as to whether compelled interviews may be an obstacle for
subsequent criminal prosecution.
Any criminal investigations are conducted by local law enforcement and would be
referred to appropriate jurisdiction for prosecution. Completed reports shall be
retained in the Office of the inspector general in accordance with the state retention
schedule.
In interview with the chief of investigation, OIG does not utilize compelled
interviews.
115.371 (f):
The PAQ requires the credibility of an alleged victim, suspect, or witness shall be
assessed on an individual basis and shall not be determined by the person's status
as resident or staff. No agency shall require a resident who alleges sexual abuse to
submit to a polygraph examination or other truth-telling device as a condition for
proceeding with the investigation of such an allegation.
The facility provided interview with the chief of investigations who indicated the
credibility of an alleged victim, suspect, or witness shall be assessed on an
individual basis and shall not be determined by the person’s status as resident or
staff. no agency shall require a resident who alleges sexual abuse to submit to a
polygraph examination or other truth-telling device as a condition for proceeding
with the investigation of such an allegation.
115.371 (g):
The PAQ requires administrative investigations: (1) Shall include an effort to
determine whether staff actions or failures to act contributed to the abuse; and (2)
Shall be documented in written reports that include a description of the physical and
testimonial evidence, the reasoning behind credibility assessments, and
investigative facts and findings.
The facility provided policy 1919 which includes administrative investigations shall
include an effort to determine whether staff actions or failures to act contributed to
the abuse; and shall be documented in written reports that include a description of
the physical and testimonial evidence, the reasoning behind credibility
assessments, and investigative facts and findings.
The investigator indicated that we do a thorough and complete administrative
investigation to determine whether staff action or failure to act contributed to the
abuse. We document staff youth ratios, staff action based on video and electronic
safety checks, policy violations, and investigating violations such as compel youth
to write a statement.
115.371 (h):
The PAQ requires criminal investigations shall be documented in a written report
that contains a thorough description of physical, testimonial, and documentary
evidence and attaches copies of all documentary evidence where feasible.
The facility provided memo request from chief of investigations that law
enforcement staff that conduct criminal investigations utilizes the State
investigative protocol and document all criminal investigations shall be documented
in a written report that contains a thorough description of physical, testimonial, and
documentary evidence and attaches copies of all documentary evidence where
feasible.
OIG maintains all investigative reports on a database that is password protected
and limited to person that have access to this database. The system automatically
includes verification when a person accesses the database.
115.371 (i):
The PAQ requires Substantiated allegations of conduct that appears to be criminal
shall be referred for prosecution.
The number of substantiated allegations of conduct that appear to be criminal that
were referred for prosecution since August 20, 2012, or since the last PREA audit,
whichever is later:0
According to OIG interview, the Office of Inspector does not conduct criminal
investigations, however they request substantiated allegations of conduct that
appear to be criminal shall be referred for prosecution.
115.371 (j):
The PAQ requires the agency shall retain all written reports referenced in
paragraphs (g) and (h) of this section for as long as the alleged abuser is
incarcerated or employed by the agency, plus five years, unless the abuse was
committed by a juvenile resident and applicable law requires a shorter period of
retention.
The facility provided policy 1919 investigation which states the agency shall retain
all written reports referenced in paragraphs (g) and (h) of this section for as long as
the alleged abuser is incarcerated or employed by the agency, plus five years,
unless the abuse was committed by a juvenile resident and applicable law requires
a shorter period of retention.
115.371 (k):
The PAQ requires the departure of the alleged abuser or victim from the
employment or control of the facility or agency shall not provide a basis for
terminating an investigation.
In interview with the chief of investigations any investigation will continue until a
finding and appropriate action occurs based on that finding. OIG has offices located
throughout Florida and all Florida counties. The departure of the alleged abuser or
victim from employment or control of the facility or agency shall not provide a basis
for terminating an investigation. The area OIG would work with local law
enforcement to conclude the investigation.
115.371 (m):
The PAQ requires When outside agencies investigate sexual abuse, the facility shall
cooperate with outside investigators and shall endeavor to remain informed about
the progress of the investigation.
When outside agencies investigate sexual abuse, the facility shall cooperate with
outside investigators and shall endeavor to remain informed about the progress of
the investigation. As part of the responsive planning, staff are trained in protecting
the crime scene and cooperating with investigative units.
There has been one allegation of sexual abuse made during the last 12 months.
During each of the sexual abuse allegations, the Okaloosa County sheriff’s office
interviewed the residents and determined it was not criminal and declined to
investigate.
In an interview with the facility administrator (PCM), they indicated they are a
detention center and have to have a great working relationship with law
enforcement in order to carry out their duties. The center staff are able to contact
any investigator and usually the investigators are in and out of the center
interviewing residents.
The PREA coordinator interview indicated that the investigative agency provides OIG
a copy of the investigation and the findings of the investigation. The investigative
information us uploaded into the OIG CCC system
Compliance was determined by interviews with the OIG Investigator, PREA
coordinator, facility director and PREA complia
115.372 Evidentiary standard for administrative investigations
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Investigations
Interview with Investigator
115.372 (a):
The PAQ requires that the agency shall impose no standard higher than a
preponderance of the evidence in determining whether allegations of sexual abuse
or sexual harassment are substantiated.
The facility provided policy 1919, which requires the investigator to make a
finding of Substantiated, Not Substantiated, Unfounded, or Pending Further
Investigation. The finding will be made using the preponderance of the evidence
standard (51% of the evidence). The Investigator must objectively review all the
evidence that is in favor of or contrary to the finding. The investigator must
objectively consider and balance the evidence in favor of or contrary to the finding,
and support the finding of child abuse or neglect by a Preponderance of Evidence.
Investigators must be convinced that the evidence in favor of the finding outweighs
the evidence against the finding, or are convinced that the evidence, when taken as
a whole, shows that it is more probable than not that the alleged incident took place
in this case.
Compliance with the standard was determined by reviewing the Policy and by
interviewing the agency's PREA coordinator and investigator from the Office of
Inspector General.
The chief of investigation indicated that an administrative investigation includes
findings based on the preponderance of the evidence. It also includes administrative
findings, such as the timing of the report, notifications, and policy violations.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.373 Reporting to residents
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Reporting to Youth Office of Inspector General
Notification to youth
Interviews with
Facility Administrator
Chief of Investigations
115.373 (a):
The PAQ requires Following an investigation into a resident's allegation of sexual
abuse suffered in an agency facility, the agency shall inform the resident as to
whether the allegation has been determined to be substantiated, unsubstantiated,
or unfounded.
The facility provided Policy 1919 which requires when an investigation into a youth's
allegation of sexual misconduct occurring in a facility, the facility shall inform the
victim or victim's parent(s) or legal guardian(s) by letter as to whether the
allegation has been determined to be substantiated, unsubstantiated, or unfounded.
Based on an interview with the facility director, at the conclusion of an
investigation, OIG or PREA Compliance Manager will inform the victim of the
allegation in writing, whether the allegation has been substantiated,
unsubstantiated, unfounded.
The chief of investigation interviewed indicated that OIG will forward a notification
letter to the center to be provided to the residents and a copy being mailed or
delivered to the parent of legal guardian.
115.373 (b):
The PAQ requires If the agency did not conduct the investigation, it shall request the
relevant information from the investigative agency in order to inform the resident.
FDJJ Policy 1919 Investigating PREA Allegations requires that if the facility did not
conduct the investigation, it will request the relevant information from the
investigating agency in order to inform the individual.
There was one complete investigations which required a notification provided to
residents.
115.373 (c):
The PAQ requires following a resident's allegation that a staff member has
committed sexual abuse against the resident, the agency shall subsequently inform
the resident (unless the agency has determined that the allegation is unfounded)
whenever: (1) The staff member is no longer posted within the resident's unit; (2)
The staff member is no longer employed at the facility; (3) The agency learns that
the staff member has been indicted on a charge related to sexual abuse within the
facility; or (4) The agency learns that the staff member has been convicted on a
charge related to sexual abuse within the facility.
The facility provided policy 1919 investigation that indicates following a resident’s
allegation that a staff member has committed sexual abuse against the resident,
the agency shall subsequently inform the resident (unless the agency has
determined that the allegation is unfounded) whenever: (1) The staff member is no
longer posted within the resident’s unit; (2) The staff member is no longer employed
at the facility; (3) The agency learns that the staff member has been indicted on a
charge related to sexual abuse within the facility; or (4) The agency learns that the
staff member has been convicted on a charge related to sexual abuse within the
facility.
115.373 (d):
The PAQ requires Following a resident's allegation that he or she has been sexually
abused by another resident, the agency shall subsequently inform the alleged
victim whenever: (1) The agency learns that the alleged abuser has been indicted
on a charge related to sexual abuse within the facility; or (2) The agency learns that
the alleged abuser has been convicted on a charge related to sexual abuse within
the facility.
The facility provided policy 1919 which indicates following a resident’s allegation
that he or she has been sexually abused by another resident, the agency shall
subsequently inform the alleged victim whenever: (1) The agency learns that the
alleged abuser has been indicted on a charge related to sexual abuse within the
facility; or (2) The agency learns that the alleged abuser has been convicted on a
charge related to sexual abuse within the facility.
115.373 (e):
The PAQ requires All such notifications or attempted notifications shall be
documented.
Policy requires all such notifications or attempted notifications shall be documented.
The PREA Coordinator has developed a form that for notification to residents of the
outcome of investigations that includes a signature from the resident. During the
last 12 months there were no resident that was notified of the outcome of an
investigation that was completed by the facility.
Based on review of policy and interviews with PREA compliance manager and PREA
coordinator it was determined that the agency is in compliance with this standard.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required
115.376 Disciplinary sanctions for staff
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Disciplinary sanctions for Staff
PAQ
Interview with Facility Administrator
115.376 (a)(b):
The PAQ requires staff is subjected to disciplinary sanctions up to and including
termination for violating agency sexual abuse or sexual harassment policies.
In the past 12 months, the number of staff from the facility who have violated
agency sexual abuse or sexual harassment policies:0
Termination shall be the presumptive disciplinary sanction for staff who have
engaged in sexual abuse.
The facility provided policy 1919 Disciplinary Sanction for staff, employee handbook
and statement of fact.
Policy 1919 states failure to comply with the requirements contained in this policy
and procedures may result in disciplinary action up to and including dismissal. All
terminations for violations of agency sexual abuse policy, or resignations by staff
who would have been terminated if not for their resignation, shall be reported to law
enforcement agencies, unless the activity was clearly not criminal. Termination shall
be the presumptive disciplinary sanction for staff who have engaged in sexual
abuse.
Skill Pro training contains the same information that is provided in yearly refresher
training for staff.
115.376 (c):
The PAQ requires Disciplinary sanctions for violations of agency policies relating to
sexual abuse or sexual harassment (other than actually engaging in sexual abuse)
shall be commensurate with the nature and circumstances of the acts committed,
the staff member's disciplinary history, and the sanctions imposed for comparable
offenses by other staff with similar histories.
The facility provided policy 1919 which indicates that disciplinary sanctions for
violations of agency policies relating to sexual abuse and harassment other than
engaging in sexual abuse will be commensurate with the nature and circumstances
of the acts committed. However, most likely any degree of sexual abuse and
harassment will be met with termination of the staff member.
115.376 (d):
The PAQ requires all terminations for violations of agency sexual abuse or sexual
harassment policies, or resignations by staff who would have been terminated if not
for their resignation, shall be reported to law enforcement agencies, unless the
activity was clearly not criminal, and to any relevant licensing bodies.
Policy 1919 indicates All terminations for violations of agency sexual abuse policy,
or resignations by staff who would have been terminated if not for their resignation,
shall be reported to law enforcement agencies, unless the activity was clearly not
criminal.
According to an interview with the facility administrator, all staff members who are
terminated or resign in lieu of termination due to violations of the sexual abuse and
sexual harassment policy shall be reported to law enforcement. Staff who resign
because they would have been terminated are reported to the local law
enforcement unless the activities were not clearly criminal.
There has been no adverse action that resulted in termination against staff for
violation of the agency policy 1919 PREA or related policies.
Compliance was determined by review of the agency policy, an interview with the
PREA coordinator, and the facility administrator.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required
115.377 Corrective action for contractors and volunteers
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Disciplinary sanctions for Contractors or Volunteers
Contractor Training
Contractor Acknowledgement for Training
Statement of Fact
Interview with Facility Administrator
115.377 (a)
The PAQ requires that any contractor or volunteer who engages in sexual abuse
shall be prohibited from contact with residents and shall be reported to law
enforcement agencies, unless the activity was clearly not criminal, and to relevant
licensing bodies.
In the past 12 months, contractors or volunteers have been reported to law
enforcement agencies and relevant licensing bodies for engaging in sexual abuse of
residents.0
The facility provided policy 1919 and training for volunteers and contractors.
FDJJ Policy 1919 states that all employees, contractors, juveniles, and volunteers are
expected to have a clear understanding that the Department strictly prohibits any
type of sexual relationship with an individual under Department supervision and
considers such a relationship a serious breach of the standards of employee
conduct, and these relationships will not be tolerated.
Engaging in a romantic and/or sexual relationship may result in employment
termination and/or termination of the contractual or volunteer status, or imposition
of criminal charges.
115.377 (b)
The PAQ requires the facility to take appropriate remedial measures and consider
whether to prohibit further contact with residents in the case of any other violation
of agency sexual abuse or sexual harassment policies by a contractor or volunteer.
The facility provided policy 1919 and interviews with the facility administrator.
In interview with the facility administrator he indicated that he has the authority to
take remedial measures to prohibit contractor of volunteer from entering the
centers In the case of any other violation of agency sexual abuse or sexual
harassment policies by a contractor or volunteer, the facility will take appropriate
remedial measures, and consider whether to prohibit further contact with residents,
however, would most likely prohibit them from further contact with residents.
Volunteer and contracting staff indicated that all PREA-related training includes the
facility's policy involving any violation of PREA standards. Each indicated they were
aware that the facility would take appropriate action, including reporting to law
enforcement and the licensing board.
There have been no allegations of sexual abuse or sexual harassment involving
contractors and volunteers during the last 12 months.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.378 Interventions and disciplinary sanctions for residents
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Youth Disciplinary Action
Florida Statue section 985.701
FDJJ Intervention and Discipline
PAQ
Interview with
Facility Administrator
Random Residents Mental Health staff
115.378 (a):
The PAQ requires that a resident may be subject to disciplinary sanctions only
pursuant to a formal disciplinary process following an administrative finding that the
resident engaged in resident-on-resident sexual abuse or following a criminal finding
of guilt for resident-on-resident sexual abuse.
In the past 12 months, the number of administrative findings of resident-on-resident
sexual abuse that have occurred at the facility:0
In the past 12 months, the number of criminal findings of guilt for resident-on-
resident sexual abuse that have occurred at the facility:0
The facility provided Florida Statutes section 985.701 and FDJJ Policy 1919.
Florida Statutes section 985.701 makes certain acts of sexual misconduct between
a youth and a staff person a felony. A youth's consent to sexual acts with a staff
member is not a defense under this subsection of the law.
Youth must be allowed unimpeded access to report any allegation of misconduct or
neglect to the Florida Abuse Hotline operated by the Department of Children and
Families. Youth 18 years of age or older would call the CCC or local law enforcement
to report an allegation of abuse or neglect.
Youth shall be advised that any person who knowingly and willfully makes a false
report to the Florida Abuse Hotline or counsels another to make a false report is
guilty of a third-degree felony in accordance with Chapter 39.205, Florida Statutes.
Anyone reporting in good faith shall be immune from any civil or criminal liability.
A report of sexual misconduct made in good faith based upon a reasonable belief
that the alleged conduct occurred shall not constitute falsely reporting an incident,
even if an investigation does not establish sufficient evidence to substantiate the
allegation.
According to the PAQ, there were no administrative findings of resident sexual
abuse.
There were no findings of criminal action, and no resident was isolated due to
findings of sexual abuse.
Policy 1919 indicates that individuals in ORJDC who are found guilty of engaging in
sexual abuse involving other individuals in the facility (either through administrative
or criminal investigations) will be subject to formal disciplinary sanctions. Sanctions
will be commensurate with the nature and circumstances of the abuse committed,
the individual’s disciplinary history, and the sanctions imposed for comparable
offenses by other individuals with similar histories.
The disciplinary process will consider whether an individual’s mental disabilities or
mental illness contributed to his or her behavior when determining what type of
sanction, if any, should be imposed. d. If the facility offers counseling or other
treatment interventions designed to address the reasons or motivations for the
abuse, the facility will consider requiring the offending individual to participate.
Disciplining an individual in an FDJJ facility for sexual contact with an employee is
prohibited unless it is found that the employee did not consent to the contact. A
report of sexual abuse made in good faith by an individual in an FDJJ facility, based
upon a reasonable belief that the alleged conduct occurred, will not constitute false
reporting or lying. g. Facilities may not deem that sexual activity between
individuals in an FDJJ facility is sexual abuse unless it is determined that the activity
was coerced.
The PREA Compliance Manager will receive copies of all disciplinary reports
regarding sexual activity, sexual harassment, and sexual abuse for monitoring
purposes. The incident will be reported to law enforcement unless the activity was
clearly not criminal.
115.378 (b):
The PAQ requires that any disciplinary sanctions be commensurate with the nature
and circumstances of the abuse committed, the resident's disciplinary history, and
the sanctions imposed for comparable offenses by other residents with similar
histories. In the event a disciplinary sanction results in the isolation of a resident,
agencies shall not deny the resident daily large-muscle exercise or access to any
legally required educational programming or special education services. Residents
in isolation shall receive daily visits from a medical or mental health care clinician.
Residents shall also have access to other programs and work opportunities to the
extent possible.
The facility provided FDJJ Policy 1919, which indicates any disciplinary sanctions
shall be commensurate with the nature and circumstances of the abuse committed,
the resident’s disciplinary history, and the sanctions imposed for comparable
offenses by other residents with similar histories. Isolation will not be utilized for a
disciplinary sanction.
115.378 (c):
The PAQ requires the disciplinary process shall consider whether a resident's mental
disabilities or mental illness contributed to his or her behavior when determining
what type of sanction, if any, should be imposed.
The facility provided FDJJ Policy 1919, which states that the disciplinary process
shall consider whether a resident’s mental disabilities or mental illness contributed
to their behavior when determining the type of sanction, if any, to be imposed.
ORJDC provides that the disciplinary process considers whether a resident’s mental
disabilities or mental illness contributed to his or her behavior when determining
what type of sanction, if any, should be imposed. Interviews with the Clinical
Director and the facility administrator confirmed this.
115.378 (d):
The PAQ requires that if the facility offers therapy, counseling, or other interventions
designed to address and correct underlying reasons or motivations for the abuse,
The facility shall consider whether to offer the offending resident participation in
such interventions. The agency may require participation in such interventions as a
condition of access to any rewards-based behavior management system or other
behavior-based incentives, but not as a condition of access to general programming
or education.
In interviews with the facility administrator, PREA coordinator, and mental health
staff, the facility is a detention center. It doesn’t offer formal therapy, counseling, or
other interventions designed to address and correct underlying reasons or
motivations for the abuse. However, the detention center is part of the FDJJ
continuum of care. It would provide information to community partners, such as
Juvenile Probation Officers, for consideration of whether to offer the offending
resident participation in one of the State’s Sexual Offender programs. The agency
may require participation in such interventions as a condition of access to any
rewards-based behavior management system or other behavior-based incentives,
but not as a condition of access to general programming or education.
In an interview with the mental health staff, they indicated they would provide
counseling and interventions designed to address the underlying reasons or
motivations for the abuse; however, the Florida Department of Juvenile Justice has
several facilities that provide services to youth.
115.378 (e):
The PAQ requires that the agency may discipline a resident for sexual contact with
staff only upon a finding that the staff member did not consent to such contact.
The facility provided FDJJ Policy 1919, which indicates the agency may discipline a
resident for sexual contact with staff only upon a finding that the staff member did
not consent to such contact.
115.378 (f):
The PAQ requires, for disciplinary action, a report of sexual abuse made in good
faith based upon a reasonable belief that the alleged conduct occurred shall not
constitute falsely reporting an incident or lying, even if an investigation does not
establish evidence sufficient to substantiate the allegation.
The facility provided FDJJ Policy 1919, which states that, for disciplinary action, a
report of sexual abuse made in good faith based on a reasonable belief that the
alleged conduct occurred does not constitute falsely reporting an incident or lying,
even if an investigation does not establish sufficient evidence to substantiate the
allegation. Investigating PREA Allegations states that a report of sexual abuse made
in good faith based upon a reasonable belief that the alleged conduct occurred shall
not constitute falsely reporting an incident or lying, even if an investigation does not
establish evidence sufficient to substantiate the allegation.
115.378 (g):
The PAQ requires that an agency may, in its discretion, prohibit all sexual activity
between residents and may discipline residents for such activity. An agency may
not, however, deem such activity to constitute sexual abuse if it determines that the
activity is not coerced.
The facility provided FDJJ Policy 1919, which indicates ORJDC prohibits all sexual
activity between residents and may discipline residents for such activity. An agency
may not, however, deem such activity to constitute sexual abuse if it determines
that the activity is not coerced.
Residents interviewed indicated they were advised that they would be disciplined
for any sexual abuse, sexual harassment, or sexual misconduct. Most indicated that
they are reminded of their duties to hold one another accountable for maintaining a
safe environment for all residents. The statement of fact indicated that during this
audit period, this facility has not had any incidents that require intervention for
residents engaging in sexual conduct.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.381 Medical and mental health screenings; history of sexual abuse
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making a compliance determination
FDJJ Policy 1919 – MH and Medical Screening
Crisis Assessment
Treatment Plan
Mental Health Referral
Screening Referrals to Mental Health Staff
FDJJ Health Education Records
Health Services .002 Authority for evaluation and treatment (AET)
Health Services. 029 Sexually Transmitted Infection Screening VSAB Form
Interviews
Staff who conduct screenings
Medical and Mental Health Interviews
115.381 (a)
The PAQ required that if the screening pursuant to § 115.341 indicates that a
resident has experienced prior sexual victimization, whether it occurred in an
institutional setting or in the community, staff shall ensure that the resident is
offered a follow-up meeting with a medical or mental health practitioner within 14
days of the intake screening.
In the past 12 months, the percentage of residents who disclosed prior victimization
during screening who were offered a follow-up meeting with a medical or mental
health practitioner: In interviews with the Mental Health staff, the center does not
keep this data. Mental Health staff indicated that all youth are seen upon arrival at
the center. If a youth is at risk, the mental health staff conduct a Crisis Assessment
and usually place the youth on the mental health caseload to be seen daily, weekly,
or monthly, as needs dictate.
The facility provided the FDJJ Policy 1919, which indicates a. The Department's
screening for Vulnerability to Victimization and Sexually Aggressive Behavior (VSAB)
shall be completed in JJIS.
For secure detention admissions, the VSAB shall be completed in JJIS during
detention screening by the Juvenile Assessment Center (JAC) or the DJJ Probation
intake screener.
If not completed during the Juvenile Assessment Center screening process,
detention staff will complete it in JJIS before room assignment.
Staff shall ensure that any report of sexual abuse obtained during screening, that
has not been previously reported, is immediately reported to the Central
Communications Center (CCC), the Department of Children and Families (DCF),
Florida Abuse Hotline, and local law enforcement.
If any of the intake screening forms indicate that a resident has experienced prior
sexual victimization, whether it occurred in an institutional setting or in the
community, the facility administrator or other intake officer shall document the
information on the Follow-up Notification Form. If the resident provides the
notification at the Juvenile Assessment Center, the center will send a referral, along
with the VSAB, to the intake staff when the resident is transported to the center.
According to the mental health staff, all residents who arrive at ORJDC are seen by
mental health within 72 hours of arrival, and the same question about victimization
is discussed during their initial Mental Health intake. However, the screening staff
documents and forwards a follow-up notification form.
Mental health staff were interviewed. One resident claims a history of sexual
victimization at the center during the onsite audit.
In interviews with the resident, she indicated she was seen by mental health as
soon as she arrived at the center.
All youth indicated they see medical and mental health when they go through intake
at the center.
115.381 (b)
The PAQ requires that if the screening pursuant to § 115.341 indicates that a
resident has previously perpetrated sexual abuse, whether it occurred in an
institutional setting or in the community, staff shall ensure that the resident is
offered a follow-up meeting with a mental health practitioner within 14 days of the
intake screening.
The facility provided policy 1919, which indicates that if any of the intake screening
forms indicate a resident has previously perpetrated sexual abuse, whether it
occurred in an institutional setting or in the community, staff ensure that the
resident is offered a follow-up meeting with a mental health practitioner within 14
days of the intake screening. This same information is discussed with the clinical
staff within 72 hours of intake.
The center has brochures and postings educating residents on mental health
services for victims of sexual abuse or exploitation. Staff at the center verified that
the detention reaches out to allow residents to speak with the GCSAP emotional
support staff.
Whenever the VSAB or related documentation, such as charging offenses, history, or
information reviewed during the intake process, is reviewed, a Wizard Alert Program
will be used to make referrals to mental health or other services based on the alert.
115.381 (c):
The PAQ requires any information related to sexual victimization or abusiveness that
occurred in an institutional setting that shall be strictly limited to medical and
mental health practitioners and other staff, as necessary, to inform treatment plans
and security and management decisions, including housing, bed, work, education,
and program assignments, or as otherwise required by Federal, State, or local law.
The facility provided policy 1919, which requires any information related to sexual
victimization or abuse that occurred in an institutional setting shall be strictly
limited to medical and mental health practitioners and other staff, as necessary, to
develop treatment plans and security and management decisions, including
housing, bedding, education, and or as otherwise required by Federal, State, or
Local law.
115.381 (d):
The PAQ requires medical and mental health practitioners to obtain informed
consent from residents before reporting information about prior sexual victimization
that did not occur in an institutional setting, unless the resident is under the age of
18.
Interviews with the medical and mental health staff confirmed that, when a youth
arrives at the facility, they are informed of their reporting duties. If the resident is 18
or older, the medical and mental health staff have them sign an informed consent
before reporting prior sexual victimization that did not occur in an institutional
setting.
Medical and mental health staff are required to notify residents at the initiation of
services of their duty to report, limitations of confidentiality, and residents’ informed
consent from youth who are 18 years old or older before reporting information
about the resident’s prior sexual victimization that did not occur in an institutional
setting. Residents who report prior incidents of perpetrating sexual abuse, either in
an institution or in the community, are required to be offered a follow-up with a
medical or mental health practitioner within 14 days of admission/screening.
Compliance was determined through a review of agency policy and interviews with
medical and mental health staff.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.382 Access to emergency medical and mental health services
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making a compliance determination
FDJJ Policy 1919 – MH and Medical Screening
Crisis Assessment
Treatment Plan
Mental Health Referral
MOU with Suncoast Venter
FDJJ Health Education Records
Health Services .002 Authority for evaluation and treatment (AET)
Health Services. 029 Sexually Transmitted Infection Screening VSAB Form
Interviews
Medical and Mental Health Interviews
Staff at GCSAP
115.382 (a):
Resident victims of sexual abuse shall receive timely, unimpeded access to
emergency medical treatment and crisis intervention services, the nature and scope
of which are determined by medical and mental health practitioners according to
their professional judgment
The facility provided Policy 1919 and an interview with the Medical and Mental
Health Staff
Policy 1919 states that residents will receive timely, unimpeded access to on-site
and off-site emergency medical treatment and crisis intervention services, the
nature and scope of which are determined by medical and mental health
practitioners based on their professional judgment.
The facility is finalizing an MOU to use the victim services of the Gulf Coast Sexual
Abuse Program for SANE. The center utilizes Crestview Medical Center for
emergency treatment. In an interview with the director of the Gulf Coast Sexual
Abuse Program, it was indicated that Florida has established 28 regional SANE
programs for youth. Gulf Coast Sexual Abuse Program is a certified program;
however, the closest regional program in Okaloosa is the Victim Service Center,
and local law enforcement would most likely use this for a forensic examination.
However, he indicated that the center can utilize the Gulf Coast Sexual Abuse
Program for the same services.
PREA Response Plan Following Resident Report mandate youth victims of sexual
abuse receive timely and unimpeded access to onsite and offsite emergency
medical treatment and crisis intervention services, the nature and scope as
determined by the judgment of medical and mental health professionals. Interviews
with medical and mental health staff confirmed that emergency medical care and
crisis intervention services will be provided as required. Observations revealed
medical and mental health staff members maintain secondary materials that
document services to residents, and these staff members are knowledgeable of
what must occur in an incident of sexual abuse. It is documented through policies
and understood by the medical and mental health staff that treatment services will
be provided at no cost to the victim, whether or not the victim cooperates with the
investigation.
Medical and mental health services shall be provided to the victims consistent with
the community level of care. Resident victims of sexual abuse shall be offered tests
for sexually transmitted infections as medically appropriate. Treatment services
shall be provided to the victim without financial cost and regardless of the victim’s
name, the abuser, or cooperation with any investigation of the incident.
115.382 (b):
The PAQ requires that if no qualified medical or mental health practitioners are on
duty at the time a report of recent abuse is made, staff first responders shall take
preliminary steps to protect the victim pursuant to § 115.362 and shall immediately
notify the appropriate medical and mental health practitioners.
The facility provided policy 1919 and a coordinated response plan.
If no qualified medical or mental health practitioners are on duty at the time a
report of recent abuse is made, staff first responders shall take preliminary steps to
protect the victim pursuant to § 115.362. They shall immediately notify the
appropriate medical and mental health practitioners. The interviews with clinical
staff revealed that residents have unimpeded access to emergency services. The
coordinated response plan flow chart guides staff in protecting residents and
contacting the appropriate staff regarding allegations or incidents of sexual abuse,
including contacting medical and mental health staff. The on-call medical list has
the names of medical staff and their emergency contact numbers. A medical staff
member is on call 24/7, as determined by the interview. Interviews with GCSAP
indicated that on-call SAFE staff are available 24/7 for forensic examinations. There
is also a Victim Advocate on call 24/7 to support a resident who has been sexually
assaulted.
115.382 (c):
The PAQ requires that resident victims of sexual abuse while incarcerated shall be
offered timely information about and timely access to emergency contraception and
sexually transmitted infections prophylaxis, in accordance with professionally
accepted standards of care, where medically appropriate.
The facility provided policy 1919 and an interview with medical and mental health
staff.
Policy 1919 indicates that resident victims of sexual abuse while incarcerated shall
be offered timely information about and timely access to emergency contraception
and sexually transmitted infections prophylaxis, in accordance with professionally
accepted standards of care, where medically appropriate. All residents receive
infection prophylaxis upon arrival at the facility. Interviews with the medical staff
indicated that the SANE program would provide the necessary services. However,
they would reinstate the services upon the resident's return to the center.
Medical staff interviews confirmed processes and services are in place for a victim
to receive timely access to sexually transmitted infection prophylaxis, where
medically appropriate. Additionally, follow-up services, as needed, will be provided
by the facility’s medical and mental health staff, according to interviews with clinical
staff. According to the medical staff, all residents are educated on sexually
transmitted infections as part of the intake process and offered medical services as
required or requested.
115.382 (d):
The PAQ requires that treatment services be provided to the victim without financial
cost and regardless of whether the victim names the abuser or cooperates with any
investigation arising out of the incident.
The facility's Policy 1919 and PREA Response Plan, following the Resident Report,
mandate that treatment services be provided to the victim at no cost and regardless
of whether the victim names the abuser or cooperates with any investigation arising
from the incident. This was also confirmed through staff interviews. The policy
revealed emergency services will be provided by medical and mental health staff.
The medical and mental health staff interviews revealed they are knowledgeable
about actions to take regarding an incident of sexual abuse. It is documented
through policy and understood by the medical and mental health staff that
treatment services will be provided at no cost to the victim.
Based on the review of policies, interviews with medical and mental health staff,
and interviews with GCSAP staff, GCSAP is compliant with this standard.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
Ongoing medical and mental health care for sexual abuse victims
115.383
and abusers
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
PAQ
FDJJ Policy 1919 PREA – Ongoing Medical and Mental Health Services
AET Standard of Care
Interview with
Medical Staff
Mental Health Staff
MOU with Gulf Coast Sexual Abuse Program (GCSAP)
115.383 (a):
The PAQ requires the facility shall offer medical and mental health evaluation and,
as appropriate, treatment to all residents who have been victimized by sexual abuse
in any prison, jail, lockup, or juvenile facility.
The facility provided FDJJ Policy 1919 PREA – Ongoing Medical and Mental Health
Services and information about GCSAP.
Policy 1919 indicates that the facility shall offer medical and mental health
evaluation and, as appropriate, treatment to all residents who have been victimized
by sexual abuse in any prison, jail, lockup, or juvenile facility.
The medical and mental health staff indicated in the interview that the facility would
provide treatment, as prior victimization can be part of the treatment needed for
recovering youth. The facility makes a referral to mental health for anyone who
provides information on prior victimization or past predator behavior to comply with
the standard. However, the clinical director indicated that all residents who go
through intake at the facility are seen by mental health within 72 hours.
GCSAP provides ongoing mental health counseling services for residents assigned
from their geographic location and makes referrals to the Florida Coalition against
sexual victimization.
According to interviews with mental health and medical staff, when a resident is
discharged for medical care, the center receives a discharge summary from the
provider. Medical notifies the clinical director to continue services; otherwise, the
physician will come to the center to review the discharge summary, examine the
resident, and create an additional care plan. The mental health staff will notify the
psychologist or psychiatrist if the resident is prescribed medication and will develop
a treatment plan in consultation with these providers. The mental health staff
indicated they would also contact the GCSAP if the services were provided for a
SANE or SAFE at the center.
115.383 (b):
The PAQ requires that the evaluation and treatment of such victims shall include, as
appropriate, follow-up services, treatment plans, and, when necessary, referrals for
continued care following their transfer to, or placement in, other facilities, or their
release from custody.
The facility provided the Facility PREA Response Plan Following Resident Report
includes a provision that the evaluation and treatment of such victims shall include,
as appropriate, follow-up services, treatment plans, and, when necessary, referrals
for continued care following their transfer to, or placement in, other facilities, or
their release from custody. Interviews with the clinical staff and observations
confirmed that ongoing medical and mental health care will be provided as
appropriate and will include, but not be limited to, additional testing and medical
services; medication management, if prescribed; individual counseling; trauma
group; and referrals as needed. GCSAP would provide residents with support
programs upon release from the center, or provide information and arrange a
transfer to a certified victim advocacy program within the Florida Coalition of Victim
Services in other areas of Florida for emotional support.
115.383 (c):
The PAQ requires that the facility provide such victims with medical and mental
health services consistent with the community level of care.
Based on interviews with the medical and mental health staff, the facility shall
provide victims with medical and mental health services consistent with the
community level of care. The medical staff indicated that the center has medical
staff on duty or on call twenty-four hours a day and has a professional agreement
with specialist medical providers. Mental health staff are on duty 12 hours a day and
on call 24 hours a day. The center has an MOU with GCSAP to provide SANE, victim
advocate, and emotional support staff 24 hours a day.
Youth receive an orientation with medical and mental health staff and a one-page
handout for the GCSAP on the day they arrive at the center. During the center tour,
the auditor asked the youth whether they could see the medical and mental health
staff. All indicated they can sign up for sick call or advise staff that they need to see
medical or mental health care, and the staff will notify the appropriate medical and
mental health staff.
Youth received training on contacting the GCSAP and a handout on how to talk to
staff for emotional support during the audit.
115.383 (d-e):
The PAQ requires that resident victims of sexually abusive vaginal penetration while
incarcerated shall be offered pregnancy tests.
If pregnancy results from the conduct described in paragraph (d) of this section,
such victims shall receive timely and comprehensive information about and timely
access to all lawful pregnancy-related medical services.
As indicated by the nurse, resident victims of sexually abusive vaginal penetration
while incarcerated will be offered pregnancy tests. If pregnancy results from the
conduct described in paragraph (d), victims receive timely and comprehensive
information about and timely access to all lawful pregnancy-related medical
services.
In an interview with the medical staff, this information would be provided during the
SANE and follow-up if the youth requested a test at any time during their stay at the
center.
115.383 (f)
The PAQ requires that resident victims of sexual abuse while incarcerated shall be
offered tests for sexually transmitted infections as medically appropriate.
The facility provided policy 1919 and interviews with medical staff ensure that
victims of sexual abuse will be provided tests for sexually transmitted infections as
medically appropriate. Testing would be conducted at the local hospital, and follow-
up services may be provided at the facility as needed. The center medical staff
indicated that all residents are offered testing for STD upon arrival and would
continue to provide that service as part of the aftercare following a SANE or SAFE
evaluation.
115.383 (g)
The PAQ requires that treatment services be provided to the victim without financial
cost and regardless of whether the victim names the abuser or cooperates with any
investigation arising out of the incident.
Policy 1919 indicates that all treatment services will be provided at no cost to the
victim.
115.383 (h)
The PAQ requires the facility to attempt to conduct a mental health evaluation of all
known resident-on-resident abusers within 60 days of learning of such abuse history
and offer treatment when deemed appropriate by mental health practitioners.
Services will include, but not be limited to, individual, group, and family counseling.
Additionally, an evaluation or reassessment will be conducted using the
Vulnerability Assessment.
Any resident who makes an allegation of past victimization is allowed to call the
GCSAP, and program staff will go to the facility to meet with the resident and offer
their services upon release from the center. According to the MOU, the GCSAP
Sexual Assault Advocate will coordinate with the ORJDC PREA Coordinator to
arrange subsequent follow-up meetings with ORJDC youth who have utilized the
Hotline to request follow-up services or emotional support services.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.386 Sexual abuse incident reviews
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination.
FDJJ 1919 Incident Review
Interviews with
Incident Review Team
PREA Compliance Manager
Facility Director
Florida Department of Juvenile Justice PREA coordinator
115.386 (a)(b):
The PAQ requires the facility shall conduct a sexual abuse incident review at the
conclusion of every sexual abuse investigation, including where the allegation has
not been substantiated, unless the allegation has been determined to be
unfounded.
The PAQ requires that Such review shall ordinarily occur within 30 days of the
conclusion of the investigation.
The PAQ indicated there have been no incident review team meetings in the last 12
months.
The facility provided PREA Policy 1919 and an interview with the FDJJ PREA
coordinator.
Policy 1919 requires that the PREA Statewide Coordinator conduct a sexual
misconduct incident review at the end of every sexual misconduct investigation or
administrative review, including those where the allegation has not been
substantiated, unless the allegation has been determined to be unfounded. Said
review shall ordinarily be conducted within 30 days of the conclusion of the within
30 days of the conclusion of each investigation unless the finding is unfounded. The
policy mandates team participation, including the agency-wide PREA Coordinator,
the facility’s PREA Compliance Manager, the facility administrator, and medical and
mental health staff. There were two allegations of sexual abuse during the last 12
months. Both of the allegations are ongoing.
The interview with the PREA Compliance Manager and a review of the form used to
document the incident review team’s findings indicate the team:
Consider whether the allegation or investigation indicates a need to change policy
or practice to better prevent, detect, or respond to sexual abuse considers whether
the incident or allegation was motivated by race; ethnicity; gender identity; lesbian,
gay, bisexual, transgender, or intersex identification, status, or perceived status;
gang affiliation; or other group dynamics at the facility; examine the area in the
facility where the incident allegedly occurred to assess whether physical barriers in
the area may enable abuse; assess the adequacy of staffing levels in that area
during different shifts; assess whether monitoring technology should be deployed or
augmented to supplement supervision by staff.
115.386 (b):
The PAQ requires that such a review shall ordinarily occur within 30 days of the
conclusion of the investigation.
The Agency policy requires that the reviews occur within 30 days of the
conclusion of the investigation. There has been no allegation of sexual abuse that
required an IRT meeting.
115.386 (c):
The PAQ requires the review team shall include upper-level management officials,
with input from line supervisors, investigators, and medical or mental health
practitioners.
The policy mandates team participation, including the agency-wide PREA
Coordinator, the facility’s PREA Compliance Manager, the facility administrator, and
medical and mental health staff.
115.386 (d):
The PAQ requires the review team to: (1) Consider whether the allegation or
investigation indicates a need to change policy or practice to better prevent, detect,
or respond to sexual abuse; (2) Consider the investigation. The review team shall
include the PREA Facility Compliance Manager, Department program area staff, and
upper-level management, with input from line supervisors, including medical and
mental health officials. The OIG may participate when the OIG investigates the
incident. If applicable, information regarding administrative investigations resulting
from a sexual misconduct incident shall be included in such reviews, including the
reasoning behind the credibility assessments.
6. The review team shall:
a. Consider whether the allegation or investigation indicates a need to change
policy or practice to better prevent, detect, or respond to sexual misconduct;
b. Consider whether the incident or allegation was motivated by race, sex, ethnicity,
gang affiliation, or was motivated or otherwise caused by other group dynamics at
the facility.
c. Examine the area in the facility where the incident allegedly occurred to assess
whether physical barriers in the area may enable abuse;
d. Assess the adequacy of staffing levels in that area during different shifts;
e. Assess whether monitoring technology shall be deployed or augmented to
supplement supervision by staff; and
f. Prepare a report of its findings, including but not necessarily limited to items a.
through e. above, and any recommendations for improvement and submit such
report to the DJJ Regional Director for the appropriate branch (Residential or
Detention), the facility administrator, and the PREA Facility Compliance Manager.
7. Recommendations for improvement from the report shall be implemented, or
justification provided for not implementing said recommendations.
115.386 (c):
The PAQ requires the review team to include upper-level management officials, with
input from line supervisors, investigators, and medical or mental health
practitioners.
The Sexual Abuse Incident Report lists the staff who will participate in the meeting.
The list includes the FDJJ PREA coordinator, the WHH state supervising staff, the
facility director, the assistant director, the medical staff, the mental health staff, and
the supervisory staff.
115.386 (d):
The PAQ requires the review team shall: (1) Consider whether the allegation or
investigation indicates a need to change policy or practice to better prevent, detect,
or respond to sexual abuse; (2) Consider whether the incident or allegation was
motivated by race, ethnicity, gender identity, lesbian, gay, bisexual, transgender, or
intersex identification, status, or perceived status; or gang affiliation; or was
whether the incident or allegation was motivated by race; ethnicity; gender identity;
lesbian, gay, bisexual, transgender, or intersex identification, status, or perceived
status; or gang affiliation; or was motivated or otherwise caused by other group
dynamics at the facility; (3) Examine the area in the facility where the incident
allegedly occurred to assess whether physical barriers in the area may enable
abuse; (4) Assess the adequacy of staffing levels in that area during different shifts;
(5) Assess whether monitoring technology should be deployed or augmented to
supplement supervision by staff; and (6) Prepare a report of its findings, including
but not necessarily limited to determinations made pursuant to paragraphs (d)(1)-
(d)(5) of this section, and any recommendations for improvement and submit such
report to the facility head and PREA compliance manager.
The facility provided a copy of an incident review form. The form included the
following: 1) Consider whether the allegation or investigation indicates a need to
change policy or practice to better prevent, detect, or respond to sexual abuse. (2)
Consider whether the incident or allegation was motivated by race; ethnicity;
gender identity; lesbian, gay, bisexual, transgender, or intersex identification,
status, or perceived status; or, gang affiliation; or was motivated or otherwise
caused by other group dynamics at the facility; (3) Examine the area in the facility
where the incident allegedly occurred to assess whether physical barriers in the
area may enable abuse; (4) Assess the adequacy of staffing levels in that area
during different shifts; (5) Assess whether monitoring technology should be
deployed or augmented to supplement supervision by staff; and (6) Prepare a report
of its findings, including but not necessarily limited to determinations made
pursuant to paragraphs (d)(1)-(d)(5) of this section, and any recommendations for
improvement and submit such report to the facility head and PREA Compliance
Manager.
A member of the incident review team (captain) confirmed that all areas identified
above are reviewed during incident completion and review.
The agency PREA coordinator indicated that he schedules the review team meetings
and includes the regional supervisor in the notification.
115.386 (e):
The PAQ requires the facility to implement the recommendations for improvement
or to document its reasons for not doing so.
The policy outlines the standard's requirements for the areas to be assessed by the
incident review team.
The interview with the Facility Administrator and review of documentation confirmed
that the incident review team meeting is documented, including recommendations,
and that the document was provided to the Facility Administrator.
The interview with the Incident Review Team Member and review of the Incident
Review form confirmed that the facility prepared a report of its findings and
recommendations for improvement during the sexual abuse incident review.
The center conducted one incident review team meeting based on an
unsubstantiated allegation of sexual abuse and an unsubstantiated allegation that
staff failed to supervise residents.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.387 Data collection
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination.
Incident Operations Center PREA FY 2023-2024-2025 Annual Report
115.387 (a)(b):-
The PAQ requires the agency shall collect accurate, uniform data for every
allegation of sexual abuse at
The agency shall aggregate the incident-based sexual abuse data at least annually.
The facility provided policy 1919 Data Collection, policy 2020 Operations Center,
and PREA FY 24-25 Annual Report
Policy 1919 Data Collections requires the department to collect uniform data in the
CCC for every allegation of sexual misconduct at its facilities, both State-operated
and those with contracted providers. Incident-based sexual misconduct data shall
be aggregated at least annually. During the 2024 through 2025 fiscal year, there
were a total of 162 allegations of sexual abuse or sexual harassment in the State of
Florida. This makes up 2.7% of reporting to the central communication center.
A review of reports confirms that FDJJ collects incident-based, uniform data
regarding allegations of sexual abuse at facilities under its direct control, including
contractors, using a standardized instrument and specific guidelines. The format
used for FDJJ facilities capture the information required to complete the most recent
version of the Survey of Sexual Violence conducted by the U. S. Department of
Justice (DOJ). FDJJ maintains and collects various types of identified data and related
documents regarding sexual abuse incidents. The facility collects and maintains
data in accordance with directives by FDJJ. FDJJ aggregates the sexual abuse data
which culminates into an annual report. The agency provides DOJ with data as
requested.
The center had one allegation of sexual abuse that was coded as information only
during the last fiscal year.
115.387 (c):
The PAQ requires the incident-based data collected shall include, at a minimum, the
data necessary to answer all questions from the most recent version of the Survey
of Sexual Violence conducted by the Department of Justice.
The format used for FDJJ facilities capture the information required to complete the
most recent version of the Survey of Sexual Violence conducted by U.S. Department
of Justice (DOJ)
115.387 (d):
The PAQ requires the agency shall maintain, review, and collect data as needed
from all available incident-based documents, including reports, investigation files,
and sexual abuse incident reviews.
The facility maintains and collects various types of identified data and related
documents regarding PREA. The facility collects and maintains data in accordance
with Policy 2020 Incident Operation Center directives.
115.387 (e):
The PAQ requires the agency also shall obtain incident-based and aggregated data
from every private facility with which it contracts for the confinement of its
residents.
The facility Policy 1919 requires the department to collect uniform data in the CCC
for every allegation of sexual misconduct at its facilities, both state-operated and
those with contracted providers. Incident-based sexual misconduct data shall be
aggregated at least annually. The format used for FDJJ facilities and contractors
captures the information required to complete the most recent version of the Survey
of Sexual Violence conducted by the U. S. Department of Justice (DOJ). Private
facilities are required to follow the same PREA policies and procedures and report
the information on the same basis as state-operated facilities. ORJDC is a state-
operated facility.
115.387 (f):
The PAQ requires, upon request, that the agency shall provide all such data from the
previous calendar year to the Department of Justice no later than June 30
FDJJ policy mandates that upon request, FDJJ shall provide all such data from the
previous calendar year to the Department of Justice no later than June 30. A request
was not made for the previous calendar year.
Based on this analysis, the facility is substantially compliant with this provision and
corrective action is not required.
115.388 Data review for corrective action
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 – Data Collection
PREA FY 2024-25 Annual Report
PREA FY 23-=24 Annual Report
PREA Compliance Manager
Agency Head
115.388 (a)(b):
The PAQ requires The agency shall review data collected and aggregated pursuant
to § 115.387 in order to assess and improve the effectiveness of its sexual abuse
prevention, detection, and response policies, practices, and training, including: (1)
Identifying problem areas; (2) Taking corrective action on an ongoing basis; and (3)
Preparing an annual report of its findings and corrective actions for each facility, as
well as the agency as a whole.
Such a report shall include a comparison of the current year's data and corrective
actions with those from prior years. It shall provide an assessment of the agency's
progress in addressing sexual abuse.
Annual PREA Report for fiscal year 24-25 and FDJJ Policy 1919 – Data Collection
recognizes the purpose of conducting annual reports and annual PREA assessments
are to review data collected and aggregated pursuant to § 115.387 to assess and
improve the effectiveness of its sexual abuse prevention, detection, and response
policies, practices, and training, including by: Identifying problem areas to assess
and improve the effectiveness of its sexual abuse prevention, detection, and
response policies, practices, and training, including by taking corrective action on an
ongoing basis. Further to assess and improve the effectiveness of its sexual abuse
prevention, detection, and response policies, practices, and training, including by
preparing an annual report of its findings and corrective actions for each facility, as
well as the agency as a whole.
The annual report includes data collected in 22-23, 23-24, and 24-25. The report
included the following narrative. “The most recent year’s data shows there were
162 PREA-related allegations reported to the CCC in Fiscal Year 2024-2025. The
previous year’s data show that 95 and 70 PREA-related allegations were reported to
the CCC, respectively. The FDJJ has a zero-tolerance policy for sexual abuse and
sexual harassment, which has led to a healthy reporting culture where staff and
youth know that reporting sexual abuse and sexual harassment will be taken
seriously and investigated thoroughly.
During Fiscal Year 2024-2025, there were five substantiated PREA allegations. Two
allegations occurred in residential facilities, and three occurred in detention
facilities. All three cases involving staff resulted in immediate termination of
employment. In both cases involving youth, the youths were arrested and charged
with Lewd and Lascivious conduct. To see additional data from previous years, go to
the FDJJ PREA web page at:http://www.FDJJ.state.fl.us/partners/prison-rape-elimin-
ation-act-(prea)/agency-data-collection.
The Agency Head indicated that the agency has a PREA coordinator who receives
calls and copies of any allegations and tracks the investigation, including
administrative investigations. He reviews the center’s corrective action plans and
follows up on any corrective action plans. He is a certified PREA auditor and serves
as our Subject Matter Expert for all PREA after-action reports. The agency head
signs our annual report. Our fiscal year goes from July 1 through June 31.
I review the agency's leadership review, approve the after-action plan, and sign off
on the final report.
The PREA Coordinator indicated in the interview that Data is collected through the
Central Communication Center (CCC), where information from all incidents is
reported and maintained. The PREA Statewide Coordinator prepares an annual
report, complete with current and previous PREA data from all residential and
detention facilities operated and contracted by the FDJJ. The annual reports are
made available through the FDJJ PREA webpage. Youth and staff identifying
information is not included in the annual report.
The PREA Compliance Manager interviewed indicated that he is involved in
reviewing the annual report, making recommendations, and developing a corrective
action plan when indicated.
115.388 (c):
The PAQ requires that the agency's report be approved by the agency head and
made readily available to the public through its website or, if it does not have one,
through other means.
The annual report is reviewed by the PREA coordinator, his supervisor, and agency
leadership staff, and is signed by the Agency Head. It is then uploaded to the Florida
Department of Juvenile Justice at https://www.djj.state.fl.us/partners-providers-staff/
prison-rape-elimination-act-prea.
The PREA policy and website review determined compliance.
115.388 (d):
The PAQ requires that the agency may redact specific material from reports when
publication would present a clear and specific threat to the safety and security of a
facility, but the agency must indicate the nature of the material redacted.
FDJJ Policy 1919 indicates that all information that is placed on the website will not
include personal identities. The annual report has been reviewed and is available to
the public on the facility’s website. There are no personal identifiers in the annual
report.
Based on an interview with the PREA coordinator, the youth and staff identifying
information is not included in the annual report.
Compliance was determined by reviewing data collected over the preceding three
years and the FDJJ website.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required
115.389 Data storage, publication, and destruction
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
DJJ Policy 1316 – Records and Information Management Procedures
115.389 (a)(b):
The PAQ requires the agency shall ensure that data collected pursuant to § 115.387
are securely retained.
The agency shall make all aggregated sexual abuse data from facilities under its
direct control and private facilities with which it contracts readily available to the
public at least annually through its website or, if it does not have one, through other
means.
The agency provided the Florida Department of Juvenile Justice Policy 1316 Records
and Information Management Procedures and an interview with the State PREA
Coordinator.
The Florida Department of Juvenile Justice- Records and Information Management
Procedures requires the collection of data through the CCC for every allegation of
sexual misconduct that occurs in its state-operated detention centers and its
contracted residential facilities. All collected data is maintained for ten years as
required by the State of Florida’s records and retention schedule. According to the
FOP, aggregated sexual abuse data will be readily available to the public on the
agency’s website; the agency's practice is to post reports there. A review of the
annual report confirmed that it contains no personal identifiers and that it was
posted on the website as required. Related documentation in the facility was
securely stored.
The PREA Coordinator indicated in the interview that Data is collected through the
Central Communication Center (CCC), where information from all incidents is
reported and maintained. The CCC is a computer-based system and is secured with
a password and required permissions. The data is analyzed at least annually and
acted upon if necessary.
Compliance was determined by reviewing the website and interviewing with the
agency's PREA coordinator.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not required.
115.401 Frequency and scope of audits
Auditor Overall Determination: Meets Standard
Auditor Discussion
Evidence relied upon in making the compliance determination
FDJJ Policy 1919 PREA
PREA Audit 2014
PREA Audit 2017
PREA Audit 2020
PREA Audit 2023
115.401 (a)(b):
The PAQ requires that, during the three years beginning on August 20, 2013, and
every three years thereafter, the agency ensure that each facility operated by the
agency or by a private organization on behalf of the agency is audited at least once.
The agency shall ensure that at least one-third of each facility type operated by the
agency or by a private organization on the agency's behalf is audited.
The facility provided the FDJJ Policy 1919, which requires all DJJ facilities be audited
every three years for compliance with the Prison Rape Elimination Act.
The initial PREA audit of Okaloosa Regional Juvenile Detention Center was
conducted in December. 2014 by a DOJ-certified PREA auditor. The second audit was
conducted in December—2017 by a DOJ-certified auditor. The third audit of this
facility was conducted in December—2020 by a certified PREA auditor. The fourth
audit of the facility was in November 2023. The on-site audit occurred in February
2026.
115.401 (h):
The PAQ requires that the auditor have access to and observe all areas of the
audited facilities.
During the audit, I was allowed access to all areas of the Facility. I was permitted to
visit areas throughout the facility during the official tour and to conduct additional
visits to various areas while interviewing and observing camera locations. There
were no limitations on interviewing staff or residents, and no obstacles in
conducting tours during waking and sleeping hours.
115.401 (i):
The PAQ requires that the auditor be permitted to request and receive copies of any
relevant documents (including electronically stored information).
I requested personnel files, resident files, training records, investigation files,
logbooks, and pertinent forms utilized to carry out the requirements of the audit
process. Each document was provided on a timely basis.
115.401 (m):
The PAQ requires that the auditor be permitted to conduct private interviews with
residents.
I interviewed on-duty staff for the first 24 hours of the audit and a random sample of
residents during the on-site audit. Interviews were conducted in a private area of
the facility.
115.401 (n):
The PAQ requires that Residents shall be permitted to send confidential information
or correspondence to the auditor in the same manner as if they were
communicating with legal counsel.
Postings were displayed throughout the facility with the name and address of the
PREA auditor. The auditor did not receive any correspondence from residents. The
information was posted on December 22, 2025. The auditor interviewed the PREA
Compliance Manager and asked whether residents were permitted to send mail to
the auditor through the same channels as the legal mail system. She indicated they
were and explained that, as a resident, you place the mail in the information box,
and the staff will affix a stamp and mail it. He indicated that unless requested by the
court or community case manager, the center does not read mail. They just put a
stamp on it and send it. The PREA Compliance manager indicated that he or the
Facility Administrator checks the mailbox, PREA Box, and Grievance Box a minimum
of two times a day during the week and at least once a day on weekends.
Compliance was determined by reviewing three prior audits, an email providing the
dates of audit postings, and interviews with the Facility Administrator, PREA
Coordinator, and Agency Head designee.
Based on this analysis, the facility is substantially compliant with this provision, and
corrective action is not necessary.
115.403 Audit contents and findings
Auditor Overall Determination: Meets Standard
Auditor Discussion
This is the filth PREA audit for this facility. The previous audits were conducted in
December 2014, November 2017, December 2020, and November 2023. Each audit
was conducted by a certified PREA auditor and was located on the agency website
at https://www.djj.state.fl.us/partners-providers-staff/prison-rape-elimination-act-
-prea.
Appendix: Provision Findings
115.311 Zero tolerance of sexual abuse and sexual harassment; PREA
(a) coordinator
Does the agency have a written policy mandating zero tolerance yes
toward all forms of sexual abuse and sexual harassment?
Does the written policy outline the agency’s approach to yes
preventing, detecting, and responding to sexual abuse and sexual
harassment?
115.311 Zero tolerance of sexual abuse and sexual harassment; PREA
(b) coordinator
Has the agency employed or designated an agency-wide PREA yes
Coordinator?
Is the PREA Coordinator position in the upper-level of the agency yes
hierarchy?
Does the PREA Coordinator have sufficient time and authority to yes
develop, implement, and oversee agency efforts to comply with
the PREA standards in all of its facilities?
115.311 Zero tolerance of sexual abuse and sexual harassment; PREA
(c) coordinator
If this agency operates more than one facility, has each facility yes
designated a PREA compliance manager? (N/A if agency operates
only one facility.)
Does the PREA compliance manager have sufficient time and yes
authority to coordinate the facility’s efforts to comply with the
PREA standards? (N/A if agency operates only one facility.)
115.312
Contracting with other entities for the confinement of residents
(a)
If this agency is public and it contracts for the confinement of its yes
residents with private agencies or other entities including other
government agencies, has the agency included the entity’s
obligation to adopt and comply with the PREA standards in any
new contract or contract renewal signed on or after August 20,
2012? (N/A if the agency does not contract with private agencies
or other entities for the confinement of residents.)
115.312
Contracting with other entities for the confinement of residents
(b)
Does any new contract or contract renewal signed on or after yes
August 20, 2012 provide for agency contract monitoring to ensure
that the contractor is complying with the PREA standards? (N/A if
the agency does not contract with private agencies or other
entities for the confinement of residents OR the response to
115.312(a)-1 is "NO".)
115.313
Supervision and monitoring
(a)
Does the agency ensure that each facility has developed a staffing yes
plan that provides for adequate levels of staffing and, where
applicable, video monitoring, to protect residents against sexual
abuse?
Does the agency ensure that each facility has implemented a yes
staffing plan that provides for adequate levels of staffing and,
where applicable, video monitoring, to protect residents against
sexual abuse?
Does the agency ensure that each facility has documented a yes
staffing plan that provides for adequate levels of staffing and,
where applicable, video monitoring, to protect residents against
sexual abuse?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: The
prevalence of substantiated and unsubstantiated incidents of
sexual abuse?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring:
Generally accepted juvenile detention and correctional/secure
residential practices?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: Any
judicial findings of inadequacy?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: Any
findings of inadequacy from Federal investigative agencies?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: Any
findings of inadequacy from internal or external oversight bodies?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: All
components of the facility’s physical plant (including “blind-spots”
or areas where staff or residents may be isolated)?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: The
composition of the resident population?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: The
number and placement of supervisory staff?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring:
Institution programs occurring on a particular shift?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: Any
applicable State or local laws, regulations, or standards?
Does the agency ensure that each facility’s staffing plan takes into yes
consideration the 11 criteria below in calculating adequate
staffing levels and determining the need for video monitoring: Any
other relevant factors?
115.313
Supervision and monitoring
(b)
Does the agency comply with the staffing plan except during yes
limited and discrete exigent circumstances?
In circumstances where the staffing plan is not complied with, na
does the facility fully document all deviations from the plan? (N/A
if no deviations from staffing plan.)
115.313
Supervision and monitoring
(c)
Does the facility maintain staff ratios of a minimum of 1:8 during yes
resident waking hours, except during limited and discrete exigent
circumstances? (N/A only until October 1, 2017.)
Does the facility maintain staff ratios of a minimum of 1:16 during yes
resident sleeping hours, except during limited and discrete
exigent circumstances? (N/A only until October 1, 2017.)
Does the facility fully document any limited and discrete exigent yes
circumstances during which the facility did not maintain staff
ratios? (N/A only until October 1, 2017.)
Does the facility ensure only security staff are included when yes
calculating these ratios? (N/A only until October 1, 2017.)
Is the facility obligated by law, regulation, or judicial consent no
decree to maintain the staffing ratios set forth in this paragraph?
115.313
Supervision and monitoring
(d)
In the past 12 months, has the facility, in consultation with the yes
agency PREA Coordinator, assessed, determined, and documented
whether adjustments are needed to: The staffing plan established
pursuant to paragraph (a) of this section?
In the past 12 months, has the facility, in consultation with the yes
agency PREA Coordinator, assessed, determined, and documented
whether adjustments are needed to: Prevailing staffing patterns?
In the past 12 months, has the facility, in consultation with the yes
agency PREA Coordinator, assessed, determined, and documented
whether adjustments are needed to: The facility’s deployment of
video monitoring systems and other monitoring technologies?
In the past 12 months, has the facility, in consultation with the yes
agency PREA Coordinator, assessed, determined, and documented
whether adjustments are needed to: The resources the facility has
available to commit to ensure adherence to the staffing plan?
115.313
Supervision and monitoring
(e)
Has the facility implemented a policy and practice of having yes
intermediate-level or higher-level supervisors conduct and
document unannounced rounds to identify and deter staff sexual
abuse and sexual harassment? (N/A for non-secure facilities )
Is this policy and practice implemented for night shifts as well as yes
day shifts? (N/A for non-secure facilities )
Does the facility have a policy prohibiting staff from alerting other yes
staff members that these supervisory rounds are occurring, unless
such announcement is related to the legitimate operational
functions of the facility? (N/A for non-secure facilities )
115.315
Limits to cross-gender viewing and searches
(a)
Does the facility always refrain from conducting any cross-gender yes
strip or cross-gender visual body cavity searches, except in
exigent circumstances or by medical practitioners?
115.315
Limits to cross-gender viewing and searches
(b)
Does the facility always refrain from conducting cross-gender pat- yes
down searches in non-exigent circumstances?
115.315
Limits to cross-gender viewing and searches
(c)
Does the facility document and justify all cross-gender strip yes
searches and cross-gender visual body cavity searches?
Does the facility document all cross-gender pat-down searches? yes
115.315
Limits to cross-gender viewing and searches
(d)
Does the facility implement policies and procedures that enable yes
residents to shower, perform bodily functions, and change clothing
without nonmedical staff of the opposite gender viewing their
breasts, buttocks, or genitalia, except in exigent circumstances or
when such viewing is incidental to routine cell checks?
Does the facility require staff of the opposite gender to announce yes
their presence when entering a resident housing unit?
In facilities (such as group homes) that do not contain discrete na
housing units, does the facility require staff of the opposite gender
to announce their presence when entering an area where
residents are likely to be showering, performing bodily functions,
or changing clothing? (N/A for facilities with discrete housing
units)
115.315
Limits to cross-gender viewing and searches
(e)
This provision is no longer applicable to your compliance finding, na
please select N/A.
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.315
Limits to cross-gender viewing and searches
(f)
This provision is no longer applicable to your compliance finding, na
please select N/A.
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.316 Residents with disabilities and residents who are limited
(a) English proficient
Does the agency take appropriate steps to ensure that residents yes
with disabilities have an equal opportunity to participate in or
benefit from all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment, including:
Residents who are deaf or hard of hearing?
Does the agency take appropriate steps to ensure that residents yes
with disabilities have an equal opportunity to participate in or
benefit from all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment, including:
Residents who are blind or have low vision?
Does the agency take appropriate steps to ensure that residents yes
with disabilities have an equal opportunity to participate in or
benefit from all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment, including:
Residents who have intellectual disabilities?
Does the agency take appropriate steps to ensure that residents yes
with disabilities have an equal opportunity to participate in or
benefit from all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment, including:
Residents who have psychiatric disabilities?
Does the agency take appropriate steps to ensure that residents yes
with disabilities have an equal opportunity to participate in or
benefit from all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment, including:
Residents who have speech disabilities?
Does the agency take appropriate steps to ensure that residents yes
with disabilities have an equal opportunity to participate in or
benefit from all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment, including:
Other? (if "other," please explain in overall determination notes.)
Do such steps include, when necessary, ensuring effective yes
communication with residents who are deaf or hard of hearing?
Do such steps include, when necessary, providing access to yes
interpreters who can interpret effectively, accurately, and
impartially, both receptively and expressively, using any
necessary specialized vocabulary?
Does the agency ensure that written materials are provided in yes
formats or through methods that ensure effective communication
with residents with disabilities including residents who: Have
intellectual disabilities?
Does the agency ensure that written materials are provided in yes
formats or through methods that ensure effective communication
with residents with disabilities including residents who: Have
limited reading skills?
Does the agency ensure that written materials are provided in yes
formats or through methods that ensure effective communication
with residents with disabilities including residents who: Who are
blind or have low vision?
115.316 Residents with disabilities and residents who are limited
(b) English proficient
Does the agency take reasonable steps to ensure meaningful yes
access to all aspects of the agency’s efforts to prevent, detect,
and respond to sexual abuse and sexual harassment to residents
who are limited English proficient?
Do these steps include providing interpreters who can interpret yes
effectively, accurately, and impartially, both receptively and
expressively, using any necessary specialized vocabulary?
115.316 Residents with disabilities and residents who are limited
(c) English proficient
Does the agency always refrain from relying on resident yes
interpreters, resident readers, or other types of resident assistants
except in limited circumstances where an extended delay in
obtaining an effective interpreter could compromise the resident’s
safety, the performance of first-response duties under §115.364,
or the investigation of the resident’s allegations?
115.317
Hiring and promotion decisions
(a)
Does the agency prohibit the hiring or promotion of anyone who yes
may have contact with residents who: Has engaged in sexual
abuse in a prison, jail, lockup, community confinement facility,
juvenile facility, or other institution (as defined in 42 U.S.C. 1997)?
Does the agency prohibit the hiring or promotion of anyone who yes
may have contact with residents who: Has been convicted of
engaging or attempting to engage in sexual activity in the
community facilitated by force, overt or implied threats of force, or
coercion, or if the victim did not consent or was unable to consent
or refuse?
Does the agency prohibit the hiring or promotion of anyone who yes
may have contact with residents who: Has been civilly or
administratively adjudicated to have engaged in the activity
described in the bullet immediately above?
Does the agency prohibit the enlistment of services of any yes
contractor who may have contact with residents who: Has
engaged in sexual abuse in a prison, jail, lockup, community
confinement facility, juvenile facility, or other institution (as
defined in 42 U.S.C. 1997)?
Does the agency prohibit the enlistment of services of any yes
contractor who may have contact with residents who: Has been
convicted of engaging or attempting to engage in sexual activity
in the community facilitated by force, overt or implied threats of
force, or coercion, or if the victim did not consent or was unable to
consent or refuse?
Does the agency prohibit the enlistment of services of any yes
contractor who may have contact with residents who: Has been
civilly or administratively adjudicated to have engaged in the
activity described in the two bullets immediately above?
115.317
Hiring and promotion decisions
(b)
Does the agency consider any incidents of sexual harassment in yes
determining whether to hire or promote anyone, or to enlist the
services of any contractor, who may have contact with residents?
115.317
Hiring and promotion decisions
(c)
Before hiring new employees who may have contact with yes
residents, does the agency: Perform a criminal background records
check?
Before hiring new employees who may have contact with yes
residents, does the agency: Consult any child abuse registry
maintained by the State or locality in which the employee would
work?
Before hiring new employees who may have contact with yes
residents, does the agency: Consistent with Federal, State, and
local law, make its best efforts to contact all prior institutional
employers for information on substantiated allegations of sexual
abuse or any resignation during a pending investigation of an
allegation of sexual abuse?
115.317
Hiring and promotion decisions
(d)
Does the agency perform a criminal background records check yes
before enlisting the services of any contractor who may have
contact with residents?
Does the agency consult applicable child abuse registries before yes
enlisting the services of any contractor who may have contact
with residents?
115.317
Hiring and promotion decisions
(e)
Does the agency either conduct criminal background records yes
checks at least every five years of current employees and
contractors who may have contact with residents or have in place
a system for otherwise capturing such information for current
employees?
115.317
Hiring and promotion decisions
(f)
Does the agency ask all applicants and employees who may have yes
contact with residents directly about previous misconduct
described in paragraph (a) of this section in written applications or
interviews for hiring or promotions?
Does the agency ask all applicants and employees who may have yes
contact with residents directly about previous misconduct
described in paragraph (a) of this section in any interviews or
written self-evaluations conducted as part of reviews of current
employees?
Does the agency impose upon employees a continuing affirmative yes
duty to disclose any such misconduct?
115.317
Hiring and promotion decisions
(g)
Does the agency consider material omissions regarding such yes
misconduct, or the provision of materially false information,
grounds for termination?
115.317
Hiring and promotion decisions
(h)
Unless prohibited by law, does the agency provide information on yes
substantiated allegations of sexual abuse or sexual harassment
involving a former employee upon receiving a request from an
institutional employer for whom such employee has applied to
work? (N/A if providing information on substantiated allegations of
sexual abuse or sexual harassment involving a former employee is
prohibited by law.)
115.318
Upgrades to facilities and technologies
(a)
If the agency designed or acquired any new facility or planned any na
substantial expansion or modification of existing facilities, did the
agency consider the effect of the design, acquisition, expansion,
or modification upon the agency’s ability to protect residents from
sexual abuse? (N/A if agency/facility has not acquired a new
facility or made a substantial expansion to existing facilities since
August 20, 2012, or since the last PREA audit, whichever is later.)
115.318
Upgrades to facilities and technologies
(b)
If the agency installed or updated a video monitoring system, na
electronic surveillance system, or other monitoring technology,
did the agency consider how such technology may enhance the
agency’s ability to protect residents from sexual abuse? (N/A if
agency/facility has not installed or updated a video monitoring
system, electronic surveillance system, or other monitoring
technology since August 20, 2012, or since the last PREA audit,
whichever is later.)
115.321
Evidence protocol and forensic medical examinations
(a)
If the agency is responsible for investigating allegations of sexual yes
abuse, does the agency follow a uniform evidence protocol that
maximizes the potential for obtaining usable physical evidence for
administrative proceedings and criminal prosecutions? (N/A if the
agency/facility is not responsible for conducting any form of
criminal OR administrative sexual abuse investigations.)
115.321 Evidence protocol and forensic medical examinations
(b)
Is this protocol developmentally appropriate for youth? (N/A if the yes
agency/facility is not responsible for conducting any form of
criminal OR administrative sexual abuse investigations.)
Is this protocol, as appropriate, adapted from or otherwise based yes
on the most recent edition of the U.S. Department of Justice’s
Office on Violence Against Women publication, “A National Protocol
for Sexual Assault Medical Forensic Examinations, Adults/
Adolescents,” or similarly comprehensive and authoritative
protocols developed after 2011? (N/A if the agency/facility is not
responsible for conducting any form of criminal OR administrative
sexual abuse investigations. )
115.321
Evidence protocol and forensic medical examinations
(c)
Does the agency offer all residents who experience sexual abuse yes
access to forensic medical examinations, whether on-site or at an
outside facility, without financial cost, where evidentiarily or
medically appropriate?
Are such examinations performed by Sexual Assault Forensic yes
Examiners (SAFEs) or Sexual Assault Nurse Examiners (SANEs)
where possible?
If SAFEs or SANEs cannot be made available, is the examination yes
performed by other qualified medical practitioners (they must
have been specifically trained to conduct sexual assault forensic
exams)?
Has the agency documented its efforts to provide SAFEs or yes
SANEs?
115.321
Evidence protocol and forensic medical examinations
(d)
Does the agency attempt to make available to the victim a victim yes
advocate from a rape crisis center?
If a rape crisis center is not available to provide victim advocate yes
services, does the agency make available to provide these
services a qualified staff member from a community-based
organization, or a qualified agency staff member?
Has the agency documented its efforts to secure services from yes
rape crisis centers?
115.321 Evidence protocol and forensic medical examinations
(e)
As requested by the victim, does the victim advocate, qualified yes
agency staff member, or qualified community-based organization
staff member accompany and support the victim through the
forensic medical examination process and investigatory
interviews?
As requested by the victim, does this person provide emotional yes
support, crisis intervention, information, and referrals?
115.321
Evidence protocol and forensic medical examinations
(f)
If the agency itself is not responsible for investigating allegations yes
of sexual abuse, has the agency requested that the investigating
entity follow the requirements of paragraphs (a) through (e) of this
section? (N/A if the agency is responsible for investigating
allegations of sexual abuse.)
115.321
Evidence protocol and forensic medical examinations
(h)
If the agency uses a qualified agency staff member or a qualified yes
community-based staff member for the purposes of this section,
has the individual been screened for appropriateness to serve in
this role and received education concerning sexual assault and
forensic examination issues in general? (Check N/A if agency
attempts to make a victim advocate from a rape crisis center
available to victims per 115.321(d) above.)
115.322
Policies to ensure referrals of allegations for investigations
(a)
Does the agency ensure an administrative or criminal yes
investigation is completed for all allegations of sexual abuse?
Does the agency ensure an administrative or criminal yes
investigation is completed for all allegations of sexual
harassment?
115.322
Policies to ensure referrals of allegations for investigations
(b)
Does the agency have a policy in place to ensure that allegations yes
of sexual abuse or sexual harassment are referred for
investigation to an agency with the legal authority to conduct
criminal investigations, unless the allegation does not involve
potentially criminal behavior?
Has the agency published such policy on its website or, if it does yes
not have one, made the policy available through other means?
Does the agency document all such referrals? yes
115.322
Policies to ensure referrals of allegations for investigations
(c)
If a separate entity is responsible for conducting criminal yes
investigations, does such publication describe the responsibilities
of both the agency and the investigating entity? (N/A if the
agency/facility is responsible for criminal investigations. See
115.321(a))
115.331
Employee training
(a)
Does the agency train all employees who may have contact with yes
residents on: Its zero-tolerance policy for sexual abuse and sexual
harassment?
Does the agency train all employees who may have contact with yes
residents on: How to fulfill their responsibilities under agency
sexual abuse and sexual harassment prevention, detection,
reporting, and response policies and procedures?
Does the agency train all employees who may have contact with yes
residents on: Residents’ right to be free from sexual abuse and
sexual harassment
Does the agency train all employees who may have contact with yes
residents on: The right of residents and employees to be free from
retaliation for reporting sexual abuse and sexual harassment?
Does the agency train all employees who may have contact with yes
residents on: The dynamics of sexual abuse and sexual
harassment in juvenile facilities?
Does the agency train all employees who may have contact with yes
residents on: The common reactions of juvenile victims of sexual
abuse and sexual harassment?
Does the agency train all employees who may have contact with yes
residents on: How to detect and respond to signs of threatened
and actual sexual abuse and how to distinguish between
consensual sexual contact and sexual abuse between residents?
Does the agency train all employees who may have contact with yes
residents on: How to avoid inappropriate relationships with
residents?
The subsection of this provision is no longer applicable to your na
compliance finding, please select N/A.
Does the agency train all employees who may have contact with yes
residents on: How to comply with relevant laws related to
mandatory reporting of sexual abuse to outside authorities?
Does the agency train all employees who may have contact with yes
residents on: Relevant laws regarding the applicable age of
consent?
115.331
Employee training
(b)
Is such training tailored to the unique needs and attributes of yes
residents of juvenile facilities?
Is such training tailored to the gender of the residents at the yes
employee’s facility?
Have employees received additional training if reassigned from a yes
facility that houses only male residents to a facility that houses
only female residents, or vice versa?
115.331
Employee training
(c)
Have all current employees who may have contact with residents yes
received such training?
Does the agency provide each employee with refresher training yes
every two years to ensure that all employees know the agency’s
current sexual abuse and sexual harassment policies and
procedures?
In years in which an employee does not receive refresher training, yes
does the agency provide refresher information on current sexual
abuse and sexual harassment policies?
115.331
Employee training
(d)
Does the agency document, through employee signature or yes
electronic verification, that employees understand the training
they have received?
115.332
Volunteer and contractor training
(a)
Has the agency ensured that all volunteers and contractors who yes
have contact with residents have been trained on their
responsibilities under the agency’s sexual abuse and sexual
harassment prevention, detection, and response policies and
procedures?
115.332
Volunteer and contractor training
(b)
Have all volunteers and contractors who have contact with yes
residents been notified of the agency’s zero-tolerance policy
regarding sexual abuse and sexual harassment and informed how
to report such incidents (the level and type of training provided to
volunteers and contractors shall be based on the services they
provide and level of contact they have with residents)?
115.332
Volunteer and contractor training
(c)
Does the agency maintain documentation confirming that yes
volunteers and contractors understand the training they have
received?
115.333
Resident education
(a)
During intake, do residents receive information explaining the yes
agency’s zero-tolerance policy regarding sexual abuse and sexual
harassment?
During intake, do residents receive information explaining how to yes
report incidents or suspicions of sexual abuse or sexual
harassment?
Is this information presented in an age-appropriate fashion? yes
115.333
Resident education
(b)
Within 10 days of intake, does the agency provide age-appropriate yes
comprehensive education to residents either in person or through
video regarding: Their rights to be free from sexual abuse and
sexual harassment?
Within 10 days of intake, does the agency provide age-appropriate yes
comprehensive education to residents either in person or through
video regarding: Their rights to be free from retaliation for
reporting such incidents?
Within 10 days of intake, does the agency provide age-appropriate yes
comprehensive education to residents either in person or through
video regarding: Agency policies and procedures for responding to
such incidents?
115.333
Resident education
(c)
Have all residents received such education? yes
Do residents receive education upon transfer to a different facility yes
to the extent that the policies and procedures of the resident’s
new facility differ from those of the previous facility?
115.333
Resident education
(d)
Does the agency provide resident education in formats accessible yes
to all residents including those who: Are limited English proficient?
Does the agency provide resident education in formats accessible yes
to all residents including those who: Are deaf?
Does the agency provide resident education in formats accessible yes
to all residents including those who: Are visually impaired?
Does the agency provide resident education in formats accessible yes
to all residents including those who: Are otherwise disabled?
Does the agency provide resident education in formats accessible yes
to all residents including those who: Have limited reading skills?
115.333
Resident education
(e)
Does the agency maintain documentation of resident participation yes
in these education sessions?
115.333
Resident education
(f)
In addition to providing such education, does the agency ensure yes
that key information is continuously and readily available or visible
to residents through posters, resident handbooks, or other written
formats?
115.334
Specialized training: Investigations
(a)
In addition to the general training provided to all employees yes
pursuant to §115.331, does the agency ensure that, to the extent
the agency itself conducts sexual abuse investigations, its
investigators have received training in conducting such
investigations in confinement settings? (N/A if the agency does
not conduct any form of administrative or criminal sexual abuse
investigations. See 115.321(a).)
115.334
Specialized training: Investigations
(b)
Does this specialized training include: Techniques for interviewing yes
juvenile sexual abuse victims? (N/A if the agency does not conduct
any form of administrative or criminal sexual abuse investigations.
See 115.321(a).)
Does this specialized training include: Proper use of Miranda and yes
Garrity warnings? (N/A if the agency does not conduct any form of
administrative or criminal sexual abuse investigations. See
115.321(a).)
Does this specialized training include: Sexual abuse evidence yes
collection in confinement settings? (N/A if the agency does not
conduct any form of administrative or criminal sexual abuse
investigations. See 115.321(a).)
Does this specialized training include: The criteria and evidence yes
required to substantiate a case for administrative action or
prosecution referral? (N/A if the agency does not conduct any form
of administrative or criminal sexual abuse investigations. See
115.321(a).)
115.334
Specialized training: Investigations
(c)
Does the agency maintain documentation that agency yes
investigators have completed the required specialized training in
conducting sexual abuse investigations? (N/A if the agency does
not conduct any form of administrative or criminal sexual abuse
investigations. See 115.321(a).)
115.335
Specialized training: Medical and mental health care
(a)
Does the agency ensure that all full- and part-time medical and yes
mental health care practitioners who work regularly in its facilities
have been trained in: How to detect and assess signs of sexual
abuse and sexual harassment? (N/A if the agency does not have
any full- or part-time medical or mental health care practitioners
who work regularly in its facilities.)
Does the agency ensure that all full- and part-time medical and yes
mental health care practitioners who work regularly in its facilities
have been trained in: How to preserve physical evidence of sexual
abuse? (N/A if the agency does not have any full- or part-time
medical or mental health care practitioners who work regularly in
its facilities.)
Does the agency ensure that all full- and part-time medical and yes
mental health care practitioners who work regularly in its facilities
have been trained in: How to respond effectively and
professionally to juvenile victims of sexual abuse and sexual
harassment? (N/A if the agency does not have any full- or part-
time medical or mental health care practitioners who work
regularly in its facilities.)
Does the agency ensure that all full- and part-time medical and yes
mental health care practitioners who work regularly in its facilities
have been trained in: How and to whom to report allegations or
suspicions of sexual abuse and sexual harassment? (N/A if the
agency does not have any full- or part-time medical or mental
health care practitioners who work regularly in its facilities.)
115.335
Specialized training: Medical and mental health care
(b)
If medical staff employed by the agency conduct forensic na
examinations, do such medical staff receive appropriate training
to conduct such examinations? (N/A if agency medical staff at the
facility do not conduct forensic exams or the agency does not
employ medical staff.)
115.335
Specialized training: Medical and mental health care
(c)
Does the agency maintain documentation that medical and yes
mental health practitioners have received the training referenced
in this standard either from the agency or elsewhere? (N/A if the
agency does not have any full- or part-time medical or mental
health care practitioners who work regularly in its facilities.)
115.335
Specialized training: Medical and mental health care
(d)
Do medical and mental health care practitioners employed by the yes
agency also receive training mandated for employees by
§115.331? (N/A if the agency does not have any full- or part-time
medical or mental health care practitioners who work regularly in
its facilities.)
Do medical and mental health care practitioners contracted by yes
and volunteering for the agency also receive training mandated
for contractors and volunteers by §115.332? (N/A if the agency
does not have any full- or part-time medical or mental health care
practitioners contracted by or volunteering for the agency.)
115.341
Obtaining information from residents
(a)
Within 72 hours of the resident’s arrival at the facility, does the yes
agency obtain and use information about each resident’s personal
history and behavior to reduce risk of sexual abuse by or upon a
resident?
Does the agency also obtain this information periodically yes
throughout a resident’s confinement?
115.341
Obtaining information from residents
(b)
Are all PREA screening assessments conducted using an objective yes
screening instrument?
115.341
Obtaining information from residents
(c)
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Prior sexual
victimization or abusiveness?
The subsection of this provision is no longer applicable to your na
compliance finding, please select N/A.
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Current
charges and offense history?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Age?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Level of
emotional and cognitive development?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Physical size
and stature?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Mental illness
or mental disabilities?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Intellectual or
developmental disabilities?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Physical
disabilities?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: The resident’s
own perception of vulnerability?
During these PREA screening assessments, at a minimum, does yes
the agency attempt to ascertain information about: Any other
specific information about individual residents that may indicate
heightened needs for supervision, additional safety precautions, or
separation from certain other residents?
115.341
Obtaining information from residents
(d)
Is this information ascertained: Through conversations with the yes
resident during the intake process and medical mental health
screenings?
Is this information ascertained: During classification assessments? yes
Is this information ascertained: By reviewing court records, case yes
files, facility behavioral records, and other relevant documentation
from the resident’s files?
115.341
Obtaining information from residents
(e)
Has the agency implemented appropriate controls on the yes
dissemination within the facility of responses to questions asked
pursuant to this standard in order to ensure that sensitive
information is not exploited to the resident’s detriment by staff or
other residents?
115.342
Placement of residents
(a)
Does the agency use all of the information obtained pursuant to § yes
115.341 and subsequently, with the goal of keeping all residents
safe and free from sexual abuse, to make: Housing Assignments?
Does the agency use all of the information obtained pursuant to § yes
115.341 and subsequently, with the goal of keeping all residents
safe and free from sexual abuse, to make: Bed assignments?
Does the agency use all of the information obtained pursuant to § yes
115.341 and subsequently, with the goal of keeping all residents
safe and free from sexual abuse, to make: Work Assignments?
Does the agency use all of the information obtained pursuant to § yes
115.341 and subsequently, with the goal of keeping all residents
safe and free from sexual abuse, to make: Education
Assignments?
Does the agency use all of the information obtained pursuant to § yes
115.341 and subsequently, with the goal of keeping all residents
safe and free from sexual abuse, to make: Program Assignments?
115.342
Placement of residents
(b)
Are residents isolated from others only as a last resort when less yes
restrictive measures are inadequate to keep them and other
residents safe, and then only until an alternative means of
keeping all residents safe can be arranged?
During any period of isolation, does the agency always refrain yes
from denying residents daily large-muscle exercise?
During any period of isolation, does the agency always refrain yes
from denying residents any legally required educational
programming or special education services?
Do residents in isolation receive daily visits from a medical or yes
mental health care clinician?
Do residents also have access to other programs and work yes
opportunities to the extent possible?
115.342
Placement of residents
(c)
This provision is no longer applicable to your compliance finding, na
please select N/A.
This provision is no longer applicable to your compliance finding, na
please select N/A.
This provision is no longer applicable to your compliance finding, na
please select N/A.
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.342
Placement of residents
(d)
This provision is no longer applicable to your compliance finding, na
please select N/A.
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.342
Placement of residents
(e)
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.342
Placement of residents
(f)
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.342
Placement of residents
(g)
This provision is no longer applicable to your compliance finding, na
please select N/A.
115.342
Placement of residents
(h)
If a resident is isolated pursuant to paragraph (b) of this section, na
does the facility clearly document: The basis for the facility’s
concern for the resident’s safety? (N/A for h and i if facility doesn’t
use isolation?)
If a resident is isolated pursuant to paragraph (b) of this section, na
does the facility clearly document: The reason why no alternative
means of separation can be arranged? (N/A for h and i if facility
doesn’t use isolation?)
115.342
Placement of residents
(i)
In the case of each resident who is isolated as a last resort when yes
less restrictive measures are inadequate to keep them and other
residents safe, does the facility afford a review to determine
whether there is a continuing need for separation from the general
population EVERY 30 DAYS?
115.351 Resident reporting
(a)
Does the agency provide multiple internal ways for residents to yes
privately report: Sexual abuse and sexual harassment?
Does the agency provide multiple internal ways for residents to yes
privately report: 2. Retaliation by other residents or staff for
reporting sexual abuse and sexual harassment?
Does the agency provide multiple internal ways for residents to yes
privately report: Staff neglect or violation of responsibilities that
may have contributed to such incidents?
115.351
Resident reporting
(b)
Does the agency also provide at least one way for residents to yes
report sexual abuse or sexual harassment to a public or private
entity or office that is not part of the agency?
Is that private entity or office able to receive and immediately yes
forward resident reports of sexual abuse and sexual harassment to
agency officials?
Does that private entity or office allow the resident to remain yes
anonymous upon request?
Are residents detained solely for civil immigration purposes yes
provided information on how to contact relevant consular officials
and relevant officials at the Department of Homeland Security to
report sexual abuse or harassment?
115.351
Resident reporting
(c)
Do staff members accept reports of sexual abuse and sexual yes
harassment made verbally, in writing, anonymously, and from
third parties?
Do staff members promptly document any verbal reports of sexual yes
abuse and sexual harassment?
115.351
Resident reporting
(d)
Does the facility provide residents with access to tools necessary yes
to make a written report?
115.351
Resident reporting
(e)
Does the agency provide a method for staff to privately report yes
sexual abuse and sexual harassment of residents?
115.352
Exhaustion of administrative remedies
(a)
Is the agency exempt from this standard? yes
NOTE: The agency is exempt ONLY if it does not have
administrative procedures to address resident grievances
regarding sexual abuse. This does not mean the agency is exempt
simply because a resident does not have to or is not ordinarily
expected to submit a grievance to report sexual abuse. This
means that as a matter of explicit policy, the agency does not
have an administrative remedies process to address sexual abuse.
115.352
Exhaustion of administrative remedies
(b)
Does the agency permit residents to submit a grievance regarding na
an allegation of sexual abuse without any type of time limits? (The
agency may apply otherwise-applicable time limits to any portion
of a grievance that does not allege an incident of sexual abuse.)
(N/A if agency is exempt from this standard.)
Does the agency always refrain from requiring an resident to use na
any informal grievance process, or to otherwise attempt to resolve
with staff, an alleged incident of sexual abuse? (N/A if agency is
exempt from this standard.)
115.352
Exhaustion of administrative remedies
(c)
Does the agency ensure that: A resident who alleges sexual abuse na
may submit a grievance without submitting it to a staff member
who is the subject of the complaint? (N/A if agency is exempt from
this standard.)
Does the agency ensure that: Such grievance is not referred to a na
staff member who is the subject of the complaint? (N/A if agency
is exempt from this standard.)
115.352
Exhaustion of administrative remedies
(d)
Does the agency issue a final agency decision on the merits of any na
portion of a grievance alleging sexual abuse within 90 days of the
initial filing of the grievance? (Computation of the 90-day time
period does not include time consumed by residents in preparing
any administrative appeal.) (N/A if agency is exempt from this
standard.)
If the agency determines that the 90 day timeframe is insufficient na
to make an appropriate decision and claims an extension of time
(the maximum allowable extension of time to respond is 70 days
per 115.352(d)(3)) , does the agency notify the resident in writing
of any such extension and provide a date by which a decision will
be made? (N/A if agency is exempt from this standard.)
At any level of the administrative process, including the final level, na
if the resident does not receive a response within the time allotted
for reply, including any properly noticed extension, may a resident
consider the absence of a response to be a denial at that level?
(N/A if agency is exempt from this standard.)
115.352
Exhaustion of administrative remedies
(e)
Are third parties, including fellow residents, staff members, family na
members, attorneys, and outside advocates, permitted to assist
residents in filing requests for administrative remedies relating to
allegations of sexual abuse? (N/A if agency is exempt from this
standard.)
Are those third parties also permitted to file such requests on na
behalf of residents? (If a third party, other than a parent or legal
guardian, files such a request on behalf of a resident, the facility
may require as a condition of processing the request that the
alleged victim agree to have the request filed on his or her behalf,
and may also require the alleged victim to personally pursue any
subsequent steps in the administrative remedy process.) (N/A if
agency is exempt from this standard.)
If the resident declines to have the request processed on his or na
her behalf, does the agency document the resident’s decision?
(N/A if agency is exempt from this standard.)
Is a parent or legal guardian of a juvenile allowed to file a na
grievance regarding allegations of sexual abuse, including
appeals, on behalf of such juvenile? (N/A if agency is exempt from
this standard.)
If a parent or legal guardian of a juvenile files a grievance (or an na
appeal) on behalf of a juvenile regarding allegations of sexual
abuse, is it the case that those grievances are not conditioned
upon the juvenile agreeing to have the request filed on his or her
behalf? (N/A if agency is exempt from this standard.)
115.352 Exhaustion of administrative remedies
(f)
Has the agency established procedures for the filing of an na
emergency grievance alleging that a resident is subject to a
substantial risk of imminent sexual abuse? (N/A if agency is
exempt from this standard.)
After receiving an emergency grievance alleging a resident is na
subject to a substantial risk of imminent sexual abuse, does the
agency immediately forward the grievance (or any portion thereof
that alleges the substantial risk of imminent sexual abuse) to a
level of review at which immediate corrective action may be
taken? (N/A if agency is exempt from this standard.)
After receiving an emergency grievance described above, does na
the agency provide an initial response within 48 hours? (N/A if
agency is exempt from this standard.)
After receiving an emergency grievance described above, does na
the agency issue a final agency decision within 5 calendar days?
(N/A if agency is exempt from this standard.)
Does the initial response and final agency decision document the na
agency’s determination whether the resident is in substantial risk
of imminent sexual abuse? (N/A if agency is exempt from this
standard.)
Does the initial response document the agency’s action(s) taken in na
response to the emergency grievance? (N/A if agency is exempt
from this standard.)
Does the agency’s final decision document the agency’s action(s) na
taken in response to the emergency grievance? (N/A if agency is
exempt from this standard.)
115.352
Exhaustion of administrative remedies
(g)
If the agency disciplines a resident for filing a grievance related to na
alleged sexual abuse, does it do so ONLY where the agency
demonstrates that the resident filed the grievance in bad faith?
(N/A if agency is exempt from this standard.)
115.353 Resident access to outside confidential support services and
(a) legal representation
Does the facility provide residents with access to outside victim yes
advocates for emotional support services related to sexual abuse
by providing, posting, or otherwise making accessible mailing
addresses and telephone numbers, including toll-free hotline
numbers where available, of local, State, or national victim
advocacy or rape crisis organizations?
Does the facility provide persons detained solely for civil yes
immigration purposes mailing addresses and telephone numbers,
including toll-free hotline numbers where available of local, State,
or national immigrant services agencies?
Does the facility enable reasonable communication between yes
residents and these organizations and agencies, in as confidential
a manner as possible?
115.353 Resident access to outside confidential support services and
(b) legal representation
Does the facility inform residents, prior to giving them access, of yes
the extent to which such communications will be monitored and
the extent to which reports of abuse will be forwarded to
authorities in accordance with mandatory reporting laws?
115.353 Resident access to outside confidential support services and
(c) legal representation
Does the agency maintain or attempt to enter into memoranda of yes
understanding or other agreements with community service
providers that are able to provide residents with confidential
emotional support services related to sexual abuse?
Does the agency maintain copies of agreements or documentation yes
showing attempts to enter into such agreements?
115.353 Resident access to outside confidential support services and
(d) legal representation
Does the facility provide residents with reasonable and yes
confidential access to their attorneys or other legal
representation?
Does the facility provide residents with reasonable access to yes
parents or legal guardians?
115.354
Third-party reporting
(a)
Has the agency established a method to receive third-party yes
reports of sexual abuse and sexual harassment?
Has the agency distributed publicly information on how to report yes
sexual abuse and sexual harassment on behalf of a resident?
115.361
Staff and agency reporting duties
(a)
Does the agency require all staff to report immediately and yes
according to agency policy any knowledge, suspicion, or
information they receive regarding an incident of sexual abuse or
sexual harassment that occurred in a facility, whether or not it is
part of the agency?
Does the agency require all staff to report immediately and yes
according to agency policy any knowledge, suspicion, or
information they receive regarding retaliation against residents or
staff who reported an incident of sexual abuse or sexual
harassment?
Does the agency require all staff to report immediately and yes
according to agency policy any knowledge, suspicion, or
information they receive regarding any staff neglect or violation of
responsibilities that may have contributed to an incident of sexual
abuse or sexual harassment or retaliation?
115.361
Staff and agency reporting duties
(b)
Does the agency require all staff to comply with any applicable yes
mandatory child abuse reporting laws?
115.361
Staff and agency reporting duties
(c)
Apart from reporting to designated supervisors or officials and yes
designated State or local services agencies, are staff prohibited
from revealing any information related to a sexual abuse report to
anyone other than to the extent necessary, as specified in agency
policy, to make treatment, investigation, and other security and
management decisions?
115.361
Staff and agency reporting duties
(d)
Are medical and mental health practitioners required to report yes
sexual abuse to designated supervisors and officials pursuant to
paragraph (a) of this section as well as to the designated State or
local services agency where required by mandatory reporting
laws?
Are medical and mental health practitioners required to inform yes
residents of their duty to report, and the limitations of
confidentiality, at the initiation of services?
115.361
Staff and agency reporting duties
(e)
Upon receiving any allegation of sexual abuse, does the facility yes
head or his or her designee promptly report the allegation to the
appropriate office?
Upon receiving any allegation of sexual abuse, does the facility yes
head or his or her designee promptly report the allegation to the
alleged victim’s parents or legal guardians unless the facility has
official documentation showing the parents or legal guardians
should not be notified?
If the alleged victim is under the guardianship of the child welfare yes
system, does the facility head or his or her designee promptly
report the allegation to the alleged victim’s caseworker instead of
the parents or legal guardians? (N/A if the alleged victim is not
under the guardianship of the child welfare system.)
If a juvenile court retains jurisdiction over the alleged victim, does yes
the facility head or designee also report the allegation to the
juvenile’s attorney or other legal representative of record within
14 days of receiving the allegation?
115.361
Staff and agency reporting duties
(f)
Does the facility report all allegations of sexual abuse and sexual yes
harassment, including third-party and anonymous reports, to the
facility’s designated investigators?
115.362
Agency protection duties
(a)
When the agency learns that a resident is subject to a substantial yes
risk of imminent sexual abuse, does it take immediate action to
protect the resident?
115.363
Reporting to other confinement facilities
(a)
Upon receiving an allegation that a resident was sexually abused yes
while confined at another facility, does the head of the facility that
received the allegation notify the head of the facility or
appropriate office of the agency where the alleged abuse
occurred?
Does the head of the facility that received the allegation also yes
notify the appropriate investigative agency?
115.363
Reporting to other confinement facilities
(b)
Is such notification provided as soon as possible, but no later than yes
72 hours after receiving the allegation?
115.363
Reporting to other confinement facilities
(c)
Does the agency document that it has provided such notification? yes
115.363
Reporting to other confinement facilities
(d)
Does the facility head or agency office that receives such yes
notification ensure that the allegation is investigated in
accordance with these standards?
115.364
Staff first responder duties
(a)
Upon learning of an allegation that a resident was sexually yes
abused, is the first security staff member to respond to the report
required to: Separate the alleged victim and abuser?
Upon learning of an allegation that a resident was sexually yes
abused, is the first security staff member to respond to the report
required to: Preserve and protect any crime scene until
appropriate steps can be taken to collect any evidence?
Upon learning of an allegation that a resident was sexually yes
abused, is the first security staff member to respond to the report
required to: Request that the alleged victim not take any actions
that could destroy physical evidence, including, as appropriate,
washing, brushing teeth, changing clothes, urinating, defecating,
smoking, drinking, or eating, if the abuse occurred within a time
period that still allows for the collection of physical evidence?
Upon learning of an allegation that a resident was sexually yes
abused, is the first security staff member to respond to the report
required to: Ensure that the alleged abuser does not take any
actions that could destroy physical evidence, including, as
appropriate, washing, brushing teeth, changing clothes, urinating,
defecating, smoking, drinking, or eating, if the abuse occurred
within a time period that still allows for the collection of physical
evidence?
115.364
Staff first responder duties
(b)
If the first staff responder is not a security staff member, is the yes
responder required to request that the alleged victim not take any
actions that could destroy physical evidence, and then notify
security staff?
115.365
Coordinated response
(a)
Has the facility developed a written institutional plan to coordinate yes
actions among staff first responders, medical and mental health
practitioners, investigators, and facility leadership taken in
response to an incident of sexual abuse?
115.366 Preservation of ability to protect residents from contact with
(a) abusers
Are both the agency and any other governmental entities yes
responsible for collective bargaining on the agency’s behalf
prohibited from entering into or renewing any collective
bargaining agreement or other agreement that limits the agency’s
ability to remove alleged staff sexual abusers from contact with
any residents pending the outcome of an investigation or of a
determination of whether and to what extent discipline is
warranted?
115.367
Agency protection against retaliation
(a)
Has the agency established a policy to protect all residents and yes
staff who report sexual abuse or sexual harassment or cooperate
with sexual abuse or sexual harassment investigations from
retaliation by other residents or staff?
Has the agency designated which staff members or departments yes
are charged with monitoring retaliation?
115.367
Agency protection against retaliation
(b)
Does the agency employ multiple protection measures for yes
residents or staff who fear retaliation for reporting sexual abuse or
sexual harassment or for cooperating with investigations, such as
housing changes or transfers for resident victims or abusers,
removal of alleged staff or resident abusers from contact with
victims, and emotional support services?
115.367
Agency protection against retaliation
(c)
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor the conduct and
treatment of residents or staff who reported the sexual abuse to
see if there are changes that may suggest possible retaliation by
residents or staff?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor the conduct and
treatment of residents who were reported to have suffered sexual
abuse to see if there are changes that may suggest possible
retaliation by residents or staff?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Act promptly to remedy any
such retaliation?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor: Any resident
disciplinary reports?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor: Resident housing
changes?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor: Resident program
changes?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor: Negative performance
reviews of staff?
Except in instances where the agency determines that a report of yes
sexual abuse is unfounded, for at least 90 days following a report
of sexual abuse, does the agency: Monitor: Reassignments of
staff?
Does the agency continue such monitoring beyond 90 days if the yes
initial monitoring indicates a continuing need?
115.367
Agency protection against retaliation
(d)
In the case of residents, does such monitoring also include yes
periodic status checks?
115.367
Agency protection against retaliation
(e)
If any other individual who cooperates with an investigation yes
expresses a fear of retaliation, does the agency take appropriate
measures to protect that individual against retaliation?
115.368
Post-allegation protective custody
(a)
Is any and all use of segregated housing to protect a resident who yes
is alleged to have suffered sexual abuse subject to the
requirements of § 115.342?
115.371
Criminal and administrative agency investigations
(a)
When the agency conducts its own investigations into allegations yes
of sexual abuse and sexual harassment, does it do so promptly,
thoroughly, and objectively? (N/A if the agency does not conduct
any form of administrative or criminal investigations of sexual
abuse or harassment. See 115.321(a).)
Does the agency conduct such investigations for all allegations, yes
including third party and anonymous reports? (N/A if the agency
does not conduct any form of administrative or criminal
investigations of sexual abuse or harassment. See 115.321(a).)
115.371
Criminal and administrative agency investigations
(b)
Where sexual abuse is alleged, does the agency use investigators yes
who have received specialized training in sexual abuse
investigations involving juvenile victims as required by 115.334?
115.371
Criminal and administrative agency investigations
(c)
Do investigators gather and preserve direct and circumstantial yes
evidence, including any available physical and DNA evidence and
any available electronic monitoring data?
Do investigators interview alleged victims, suspected yes
perpetrators, and witnesses?
Do investigators review prior reports and complaints of sexual yes
abuse involving the suspected perpetrator?
115.371
Criminal and administrative agency investigations
(d)
Does the agency always refrain from terminating an investigation yes
solely because the source of the allegation recants the allegation?
115.371
Criminal and administrative agency investigations
(e)
When the quality of evidence appears to support criminal yes
prosecution, does the agency conduct compelled interviews only
after consulting with prosecutors as to whether compelled
interviews may be an obstacle for subsequent criminal
prosecution?
115.371
Criminal and administrative agency investigations
(f)
Do agency investigators assess the credibility of an alleged victim, yes
suspect, or witness on an individual basis and not on the basis of
that individual’s status as resident or staff?
Does the agency investigate allegations of sexual abuse without yes
requiring a resident who alleges sexual abuse to submit to a
polygraph examination or other truth-telling device as a condition
for proceeding?
115.371
Criminal and administrative agency investigations
(g)
Do administrative investigations include an effort to determine yes
whether staff actions or failures to act contributed to the abuse?
Are administrative investigations documented in written reports yes
that include a description of the physical evidence and testimonial
evidence, the reasoning behind credibility assessments, and
investigative facts and findings?
115.371
Criminal and administrative agency investigations
(h)
Are criminal investigations documented in a written report that yes
contains a thorough description of the physical, testimonial, and
documentary evidence and attaches copies of all documentary
evidence where feasible?
115.371
Criminal and administrative agency investigations
(i)
Are all substantiated allegations of conduct that appears to be yes
criminal referred for prosecution?
115.371
Criminal and administrative agency investigations
(j)
Does the agency retain all written reports referenced in yes
115.371(g) and (h) for as long as the alleged abuser is
incarcerated or employed by the agency, plus five years unless
the abuse was committed by a juvenile resident and applicable
law requires a shorter period of retention?
115.371
Criminal and administrative agency investigations
(k)
Does the agency ensure that the departure of an alleged abuser yes
or victim from the employment or control of the facility or agency
does not provide a basis for terminating an investigation?
115.371
Criminal and administrative agency investigations
(m)
When an outside entity investigates sexual abuse, does the facility yes
cooperate with outside investigators and endeavor to remain
informed about the progress of the investigation? (N/A if an
outside agency does not conduct administrative or criminal sexual
abuse investigations. See 115.321(a).)
115.372
Evidentiary standard for administrative investigations
(a)
Is it true that the agency does not impose a standard higher than yes
a preponderance of the evidence in determining whether
allegations of sexual abuse or sexual harassment are
substantiated?
115.373
Reporting to residents
(a)
Following an investigation into a resident’s allegation of sexual yes
abuse suffered in the facility, does the agency inform the resident
as to whether the allegation has been determined to be
substantiated, unsubstantiated, or unfounded?
115.373
Reporting to residents
(b)
If the agency did not conduct the investigation into a resident’s yes
allegation of sexual abuse in an agency facility, does the agency
request the relevant information from the investigative agency in
order to inform the resident? (N/A if the agency/facility is
responsible for conducting administrative and criminal
investigations.)
115.373
Reporting to residents
(c)
Following a resident’s allegation that a staff member has yes
committed sexual abuse against the resident, unless the agency
has determined that the allegation is unfounded or unless the
resident has been released from custody, does the agency
subsequently inform the resident whenever: The staff member is
no longer posted within the resident’s unit?
Following a resident’s allegation that a staff member has yes
committed sexual abuse against the resident, unless the agency
has determined that the allegation is unfounded or unless the
resident has been released from custody, does the agency
subsequently inform the resident whenever: The staff member is
no longer employed at the facility?
Following a resident’s allegation that a staff member has yes
committed sexual abuse against the resident, unless the agency
has determined that the allegation is unfounded or unless the
resident has been released from custody, does the agency
subsequently inform the resident whenever: The agency learns
that the staff member has been indicted on a charge related to
sexual abuse in the facility?
Following a resident’s allegation that a staff member has yes
committed sexual abuse against the resident, unless the agency
has determined that the allegation is unfounded or unless the
resident has been released from custody, does the agency
subsequently inform the resident whenever: The agency learns
that the staff member has been convicted on a charge related to
sexual abuse within the facility?
115.373
Reporting to residents
(d)
Following a resident’s allegation that he or she has been sexually yes
abused by another resident, does the agency subsequently inform
the alleged victim whenever: The agency learns that the alleged
abuser has been indicted on a charge related to sexual abuse
within the facility?
Following a resident’s allegation that he or she has been sexually yes
abused by another resident, does the agency subsequently inform
the alleged victim whenever: The agency learns that the alleged
abuser has been convicted on a charge related to sexual abuse
within the facility?
115.373
Reporting to residents
(e)
Does the agency document all such notifications or attempted yes
notifications?
115.376
Disciplinary sanctions for staff
(a)
Are staff subject to disciplinary sanctions up to and including yes
termination for violating agency sexual abuse or sexual
harassment policies?
115.376
Disciplinary sanctions for staff
(b)
Is termination the presumptive disciplinary sanction for staff who yes
have engaged in sexual abuse?
115.376
Disciplinary sanctions for staff
(c)
Are disciplinary sanctions for violations of agency policies relating yes
to sexual abuse or sexual harassment (other than actually
engaging in sexual abuse) commensurate with the nature and
circumstances of the acts committed, the staff member’s
disciplinary history, and the sanctions imposed for comparable
offenses by other staff with similar histories?
115.376
Disciplinary sanctions for staff
(d)
Are all terminations for violations of agency sexual abuse or yes
sexual harassment policies, or resignations by staff who would
have been terminated if not for their resignation, reported to: Law
enforcement agencies, unless the activity was clearly not
criminal?
Are all terminations for violations of agency sexual abuse or yes
sexual harassment policies, or resignations by staff who would
have been terminated if not for their resignation, reported to:
Relevant licensing bodies?
115.377
Corrective action for contractors and volunteers
(a)
Is any contractor or volunteer who engages in sexual abuse yes
prohibited from contact with residents?
Is any contractor or volunteer who engages in sexual abuse yes
reported to: Law enforcement agencies (unless the activity was
clearly not criminal)?
Is any contractor or volunteer who engages in sexual abuse yes
reported to: Relevant licensing bodies?
115.377
Corrective action for contractors and volunteers
(b)
In the case of any other violation of agency sexual abuse or sexual yes
harassment policies by a contractor or volunteer, does the facility
take appropriate remedial measures, and consider whether to
prohibit further contact with residents?
115.378
Interventions and disciplinary sanctions for residents
(a)
Following an administrative finding that a resident engaged in yes
resident-on-resident sexual abuse, or following a criminal finding
of guilt for resident-on-resident sexual abuse, may residents be
subject to disciplinary sanctions only pursuant to a formal
disciplinary process?
115.378
Interventions and disciplinary sanctions for residents
(b)
Are disciplinary sanctions commensurate with the nature and yes
circumstances of the abuse committed, the resident’s disciplinary
history, and the sanctions imposed for comparable offenses by
other residents with similar histories?
In the event a disciplinary sanction results in the isolation of a yes
resident, does the agency ensure the resident is not denied daily
large-muscle exercise?
In the event a disciplinary sanction results in the isolation of a yes
resident, does the agency ensure the resident is not denied access
to any legally required educational programming or special
education services?
In the event a disciplinary sanction results in the isolation of a yes
resident, does the agency ensure the resident receives daily visits
from a medical or mental health care clinician?
In the event a disciplinary sanction results in the isolation of a yes
resident, does the resident also have access to other programs
and work opportunities to the extent possible?
115.378 Interventions and disciplinary sanctions for residents
(c)
When determining what types of sanction, if any, should be yes
imposed, does the disciplinary process consider whether a
resident’s mental disabilities or mental illness contributed to his or
her behavior?
115.378
Interventions and disciplinary sanctions for residents
(d)
If the facility offers therapy, counseling, or other interventions yes
designed to address and correct underlying reasons or motivations
for the abuse, does the facility consider whether to offer the
offending resident participation in such interventions?
If the agency requires participation in such interventions as a yes
condition of access to any rewards-based behavior management
system or other behavior-based incentives, does it always refrain
from requiring such participation as a condition to accessing
general programming or education?
115.378
Interventions and disciplinary sanctions for residents
(e)
Does the agency discipline a resident for sexual contact with staff yes
only upon a finding that the staff member did not consent to such
contact?
115.378
Interventions and disciplinary sanctions for residents
(f)
For the purpose of disciplinary action, does a report of sexual yes
abuse made in good faith based upon a reasonable belief that the
alleged conduct occurred NOT constitute falsely reporting an
incident or lying, even if an investigation does not establish
evidence sufficient to substantiate the allegation?
115.378
Interventions and disciplinary sanctions for residents
(g)
Does the agency always refrain from considering non-coercive yes
sexual activity between residents to be sexual abuse? (N/A if the
agency does not prohibit all sexual activity between residents.)
115.381
Medical and mental health screenings; history of sexual abuse
(a)
If the screening pursuant to § 115.341 indicates that a resident yes
has experienced prior sexual victimization, whether it occurred in
an institutional setting or in the community, do staff ensure that
the resident is offered a follow-up meeting with a medical or
mental health practitioner within 14 days of the intake screening?
115.381
Medical and mental health screenings; history of sexual abuse
(b)
If the screening pursuant to § 115.341 indicates that a resident yes
has previously perpetrated sexual abuse, whether it occurred in
an institutional setting or in the community, do staff ensure that
the resident is offered a follow-up meeting with a mental health
practitioner within 14 days of the intake screening?
115.381
Medical and mental health screenings; history of sexual abuse
(c)
Is any information related to sexual victimization or abusiveness yes
that occurred in an institutional setting strictly limited to medical
and mental health practitioners and other staff as necessary to
inform treatment plans and security management decisions,
including housing, bed, work, education, and program
assignments, or as otherwise required by Federal, State, or local
law?
115.381
Medical and mental health screenings; history of sexual abuse
(d)
Do medical and mental health practitioners obtain informed yes
consent from residents before reporting information about prior
sexual victimization that did not occur in an institutional setting,
unless the resident is under the age of 18?
115.382
Access to emergency medical and mental health services
(a)
Do resident victims of sexual abuse receive timely, unimpeded yes
access to emergency medical treatment and crisis intervention
services, the nature and scope of which are determined by
medical and mental health practitioners according to their
professional judgment?
115.382
Access to emergency medical and mental health services
(b)
If no qualified medical or mental health practitioners are on duty yes
at the time a report of recent sexual abuse is made, do staff first
responders take preliminary steps to protect the victim pursuant
to § 115.362?
Do staff first responders immediately notify the appropriate yes
medical and mental health practitioners?
115.382
Access to emergency medical and mental health services
(c)
Are resident victims of sexual abuse offered timely information yes
about and timely access to emergency contraception and sexually
transmitted infections prophylaxis, in accordance with
professionally accepted standards of care, where medically
appropriate?
115.382
Access to emergency medical and mental health services
(d)
Are treatment services provided to the victim without financial yes
cost and regardless of whether the victim names the abuser or
cooperates with any investigation arising out of the incident?
115.383 Ongoing medical and mental health care for sexual abuse
(a) victims and abusers
Does the facility offer medical and mental health evaluation and, yes
as appropriate, treatment to all residents who have been
victimized by sexual abuse in any prison, jail, lockup, or juvenile
facility?
115.383 Ongoing medical and mental health care for sexual abuse
(b) victims and abusers
Does the evaluation and treatment of such victims include, as yes
appropriate, follow-up services, treatment plans, and, when
necessary, referrals for continued care following their transfer to,
or placement in, other facilities, or their release from custody?
115.383 Ongoing medical and mental health care for sexual abuse
(c) victims and abusers
Does the facility provide such victims with medical and mental yes
health services consistent with the community level of care?
115.383 Ongoing medical and mental health care for sexual abuse
(d) victims and abusers
Are resident victims of sexually abusive vaginal penetration while yes
incarcerated offered pregnancy tests? (N/A if all-male facility.)
115.383 Ongoing medical and mental health care for sexual abuse
(e) victims and abusers
If pregnancy results from the conduct described in paragraph § yes
115.383(d), do such victims receive timely and comprehensive
information about and timely access to all lawful pregnancy-
related medical services? (N/A if all-male facility.)
115.383 Ongoing medical and mental health care for sexual abuse
(f) victims and abusers
Are resident victims of sexual abuse while incarcerated offered yes
tests for sexually transmitted infections as medically appropriate?
115.383 Ongoing medical and mental health care for sexual abuse
(g) victims and abusers
Are treatment services provided to the victim without financial yes
cost and regardless of whether the victim names the abuser or
cooperates with any investigation arising out of the incident?
115.383 Ongoing medical and mental health care for sexual abuse
(h) victims and abusers
Does the facility attempt to conduct a mental health evaluation of yes
all known resident-on-resident abusers within 60 days of learning
of such abuse history and offer treatment when deemed
appropriate by mental health practitioners?
115.386
Sexual abuse incident reviews
(a)
Does the facility conduct a sexual abuse incident review at the yes
conclusion of every sexual abuse investigation, including where
the allegation has not been substantiated, unless the allegation
has been determined to be unfounded?
115.386
Sexual abuse incident reviews
(b)
Does such review ordinarily occur within 30 days of the conclusion yes
of the investigation?
115.386
Sexual abuse incident reviews
(c)
Does the review team include upper-level management officials, yes
with input from line supervisors, investigators, and medical or
mental health practitioners?
115.386
Sexual abuse incident reviews
(d)
Does the review team: Consider whether the allegation or yes
investigation indicates a need to change policy or practice to
better prevent, detect, or respond to sexual abuse?
The subsection of this provision is no longer applicable to your na
compliance finding, please select N/A.
Does the review team: Examine the area in the facility where the yes
incident allegedly occurred to assess whether physical barriers in
the area may enable abuse?
Does the review team: Assess the adequacy of staffing levels in yes
that area during different shifts?
Does the review team: Assess whether monitoring technology yes
should be deployed or augmented to supplement supervision by
staff?
Does the review team: Prepare a report of its findings, including yes
but not necessarily limited to determinations made pursuant to §§
115.386(d)(1)-(d)(5), and any recommendations for improvement
and submit such report to the facility head and PREA compliance
manager?
115.386
Sexual abuse incident reviews
(e)
Does the facility implement the recommendations for yes
improvement, or document its reasons for not doing so?
115.387
Data collection
(a)
Does the agency collect accurate, uniform data for every yes
allegation of sexual abuse at facilities under its direct control
using a standardized instrument and set of definitions?
115.387
Data collection
(b)
Does the agency aggregate the incident-based sexual abuse data yes
at least annually?
115.387
Data collection
(c)
Does the incident-based data include, at a minimum, the data yes
necessary to answer all questions from the most recent version of
the Survey of Sexual Violence conducted by the Department of
Justice?
115.387
Data collection
(d)
Does the agency maintain, review, and collect data as needed yes
from all available incident-based documents, including reports,
investigation files, and sexual abuse incident reviews?
115.387
Data collection
(e)
Does the agency also obtain incident-based and aggregated data yes
from every private facility with which it contracts for the
confinement of its residents? (N/A if agency does not contract for
the confinement of its residents.)
115.387
Data collection
(f)
Does the agency, upon request, provide all such data from the yes
previous calendar year to the Department of Justice no later than
June 30? (N/A if DOJ has not requested agency data.)
115.388
Data review for corrective action
(a)
Does the agency review data collected and aggregated pursuant yes
to § 115.387 in order to assess and improve the effectiveness of
its sexual abuse prevention, detection, and response policies,
practices, and training, including by: Identifying problem areas?
Does the agency review data collected and aggregated pursuant yes
to § 115.387 in order to assess and improve the effectiveness of
its sexual abuse prevention, detection, and response policies,
practices, and training, including by: Taking corrective action on an
ongoing basis?
Does the agency review data collected and aggregated pursuant yes
to § 115.387 in order to assess and improve the effectiveness of
its sexual abuse prevention, detection, and response policies,
practices, and training, including by: Preparing an annual report of
its findings and corrective actions for each facility, as well as the
agency as a whole?
115.388
Data review for corrective action
(b)
Does the agency’s annual report include a comparison of the yes
current year’s data and corrective actions with those from prior
years and provide an assessment of the agency’s progress in
addressing sexual abuse?
115.388
Data review for corrective action
(c)
Is the agency’s annual report approved by the agency head and yes
made readily available to the public through its website or, if it
does not have one, through other means?
115.388
Data review for corrective action
(d)
Does the agency indicate the nature of the material redacted yes
where it redacts specific material from the reports when
publication would present a clear and specific threat to the safety
and security of a facility?
115.389
Data storage, publication, and destruction
(a)
Does the agency ensure that data collected pursuant to § 115.387 yes
are securely retained?
115.389
Data storage, publication, and destruction
(b)
Does the agency make all aggregated sexual abuse data, from yes
facilities under its direct control and private facilities with which it
contracts, readily available to the public at least annually through
its website or, if it does not have one, through other means?
115.389
Data storage, publication, and destruction
(c)
Does the agency remove all personal identifiers before making yes
aggregated sexual abuse data publicly available?
115.389
Data storage, publication, and destruction
(d)
Does the agency maintain sexual abuse data collected pursuant to yes
§ 115.387 for at least 10 years after the date of the initial
collection, unless Federal, State, or local law requires otherwise?
115.401
Frequency and scope of audits
(a)
During the prior three-year audit period, did the agency ensure yes
that each facility operated by the agency, or by a private
organization on behalf of the agency, was audited at least once?
(Note: The response here is purely informational. A "no" response
does not impact overall compliance with this standard.)
115.401
Frequency and scope of audits
(b)
Is this the first year of the current audit cycle? (Note: a “no” no
response does not impact overall compliance with this standard.)
If this is the second year of the current audit cycle, did the agency yes
ensure that at least one-third of each facility type operated by the
agency, or by a private organization on behalf of the agency, was
audited during the first year of the current audit cycle? (N/A if this
is not the second year of the current audit cycle.)
If this is the third year of the current audit cycle, did the agency na
ensure that at least two-thirds of each facility type operated by
the agency, or by a private organization on behalf of the agency,
were audited during the first two years of the current audit cycle?
(N/A if this is not the third year of the current audit cycle.)
115.401
Frequency and scope of audits
(h)
Did the auditor have access to, and the ability to observe, all yes
areas of the audited facility?
115.401
Frequency and scope of audits
(i)
Was the auditor permitted to request and receive copies of any yes
relevant documents (including electronically stored information)?
115.401
Frequency and scope of audits
(m)
Was the auditor permitted to conduct private interviews with yes
inmates, residents, and detainees?
115.401
Frequency and scope of audits
(n)
Were inmates, residents, and detainees permitted to send yes
confidential information or correspondence to the auditor in the
same manner as if they were communicating with legal counsel?
115.403
Audit contents and findings
(f)
The agency has published on its agency website, if it has one, or yes
has otherwise made publicly available, all Final Audit Reports. The
review period is for prior audits completed during the past three
years PRECEDING THIS AUDIT. The pendency of any agency
appeal pursuant to 28 C.F.R. § 115.405 does not excuse
noncompliance with this provision. (N/A if there have been no Final
Audit Reports issued in the past three years, or, in the case of
single facility agencies, there has never been a Final Audit Report
issued.)

source: DJJ

pdf_url: https://www.djj.state.fl.us/content/download/1952751/file/Florida_Okaloosa Regional Juvenile Detention Center_Year1Cycle5.pdf?version=1

cycle: Year 1 Cycle 5