Category: UAGE

What’s costlier than a government run prison? A private one

By D.M. Levine, contributor
August 18, 2010: 12:17 PM ET

FORTUNE — Early this month, three convicted murderers escaped from a prison in Kingman, a small town along Route 66 in northwest Arizona. According to reports, the inmates had broken free from the facility by using a pair of wire cutters. They’d escaped from a medium-security facility operated by Utah-based Management & Training Corp, a private corrections company.

The incident set off a political furor, not over the fact that the three violent criminals were being held in a medium-security prison, but over the security of the facility itself, and, ultimately, over Arizona’s widespread use of private correctional facilities.

Arizona’s attorney general, Terry Goddard, a Democrat running for governor against incumbent Republican Janice Brewer, took the opportunity to indict the state’s infatuation with privatization.

“I believe a big part of our problem is that the very violent inmates, like the three that escaped, ended up getting reclassified [as a lower risk] quickly and sent to private prisons that were just not up to the job,” Goddard told a local TV news station.

In recent years, the trend toward privatization, both among state governments and at the federal level has been part of an attempt to address serious budget troubles and crisis-level prison overcrowding by outsourcing more and more corrections operations to private companies.

The move has translated into big business for industry leaders like Corrections Corporation of America (CXW), The Geo Group (GEO) and Cornell Companies, Inc. (CRN) (just last week, The Geo Group and Cornell finalized a merger valued at $730 million).

According to research firm IBISWorld USA, private corrections is a $22.7 billion industry with an annual growth rate in the last half-decade of 4.7%. While growth slowed from 2009 to 2010, projections for the industry remain largely optimistic.

“The prison population continues to grow regardless of what the economic conditions are,” says George Van Horn, senior analyst at IBISWorld.

According to the Bureau of Justice Statistics, the number of federal inmates housed in private facilities jumped nearly 14% between 2000 and 2007, and nearly 6% between 2007 and 2008.

Even so, the federal government nor any other state has gone as far as Arizona has in the march toward prison privatization. Last fall, Governor Brewer signed a law calling for the privatization of all the state’s prisons, should a private contractor offer an upfront bid of $100 million. This March, the law was repealed because no private company made a bid.

A prison too far?

But with the recent escapes, officials in Arizona and elsewhere have started to question the use of private correctional facilities. When Arizona’s privatization bill passed, the state’s director of corrections, Charles L. Ryan, took the unusual step of writing a letter to Governor Brewer expressing concern.

“[The bill] seeks to attempt something never experienced in the nation: Privatizing a state’s entire prison system. This is bad public policy,” the letter read.

“This escape has put everything in stark relief,” says Goddard. “A private company has an acceptable level of loss. In the case of violent offenders, I don’t believe the public does or should tolerate any incidence of failure.”

At the heart of the widespread use of private correctional facilities in the U.S. is the industry’s promise of much lower costs to governments than public facilities are able to provide.

“States have had challenging situations where they have to look at operating costs. We provide savings of anywhere between 5 to 15% or more [versus a public correctional facility],” says Damon Hininger, chairman and CEO of Corrections Corporation of America (CCA), the industry’s leader.

Private facilities can offer these savings, in part because they don’t have to contend with the hefty employee pension and wage obligations that government agencies do.

“Private corrections companies can pay a lower wage or pay fewer benefits, particularly no pensions,” says John Roman, senior researcher at The Urban Institute.

Arizona has proven to be a particularly sympathetic ground for private prisons, and a less than friendly place for public employees, as it grapples with significant budget woes.

“Public employees, unfortunately, are pricing themselves out of the market with outrageous benefits,” says John Kavanagh, a Republican state representative in Arizona who favors prison privatization. It was also recently revealed that two of the Arizona governor’s advisers have close lobbying ties to CCA.

Private companies like CCA also generally promise to build prisons in 18 to 24 months roughly half the time it takes to build a public prison, another appealing quality to governments dealing with swelling prison populations.

Private contractors can also cut costs by building facilities for one state’s prisoners in another, less expensive state. CCA operates the Saguaro Correctional Center in Eloy, Ariz., which exclusively houses inmates from Hawaii, because construction and labor costs are much cheaper in Arizona than Hawaii.

Law enforcement locked out of prison?

Arizona Attorney General Goddard says that his state Department of Corrections has nearly zero oversight over the prisons that house out-of-state inmates in his state.

“They don’t have to show proof of financial responsibility, they don’t have to comply with Arizona prison construction standards, they don’t have to report disruptions. . .and both the training and staffing is up to the private operator,” Goddard says. “There were a couple of private prisons that went on lockdown and refused to allow the Department of Corrections to come in.”

Despite claims from companies like CCA, the jury seems to be out on whether private prisons end up saving governments money. An audit by the accounting firm MAXIMUS conducted for Arizona compared the cost of public and private corrections facilities in 2007 and found that, on average, private facilities ended up saving the state $5.49 per inmate per day.

But more recently, an internal Arizona Department of Corrections report released in February 2010, found that, in 2009, those savings narrowed to around $2.75 per inmate per day, and in certain instances, private facilities were found to cost even more per day than public ones.

“There’s nothing definitive saying publics are better or privates are better. There’s a lot of propaganda,” says Michel Jacobson, director of the Vera Institute of Justice, a non-partisan research organization.

The Urban Institute’s John Roman argues that at times private prisons also lack the incentive to help prepare inmates to return to society, leading to a higher rate of recidivism (inmates returning to prison) and a higher overall cost to the prison system.

Whether the prison provides rehabilitation services depends on the company’s government contract, which is largely dictated by politics.

“We will offer whatever the public customer wants us to offer,” says Hyman of Cornell Companies Inc., the third largest private corrections company in the country, which on Thursday finalized a merger with the second largest, the GEO Group.

But even Hininger, CCA’s CEO, admits that many states are asking for a reduction in prisoner rehabilitation services. “That does have a negative impact on potential recidivism,” says Hininger.

The private corrections industry has managed to weather the economic storm better than many other industries, and it’s gearing up for what it sees as a lucrative future. The unavoidable reality is that the U.S. prison population continues to grow, leading more governments to look at creative ways to solve both its economic and prison system’s challenges.

While most states may not have gone as far as Arizona, governments are starting to look more favorably at outsourcing their prisons. And CEOs like Hyman sound a little like hoteliers during the economic boom: “I cannot think of an industry that has such strong medium-to-long term growth potential behind it, driven by a need for beds.

Useful Tips Section

Guv’s task force recommends overhauling pensions, prison programs

To save money, Governor Herbert wants to eliminate your pension and privatize the prisons. This article from the Salt Lake Tribune came out just shortly after the endorsement from UPEA. After reading the article – be sure to comment on why would UPEA endorse a governor who wants to cut benefits, get rid of pensions and eliminate jobs?
By robert gehrke
The Salt Lake Tribune
Updated Aug 19, 2010 11:52PM

The commission was led by former Gov. Norm Bangerter. Former Salt Lake Olympics chief executive officer Fraser Bullock, former House Speaker Nolan Karras, and Charlie Johnson, the former chief of staff to Gov. Mike Leavitt, were vice-chairmen.

Bangerter said state government is already lean, but the commission was able to dig into weeds and find some areas of potential savings.

“I think we need to recognize that [the state has] done a good job and there has been in the last two or three years of this budget process a great deal of money cut out of the budget,” he said.

The commission called for “appropriate” privatization in the state prison system and a better use of county jails, as well as more treatment for inmates aimed at reducing recidivism.

“Certainly it’s something we ought to continually be looking at ,” said Tom Patterson, director of the Department of Corrections. “Juggling that with public safety issues. We have been looking at that and we will continue to look at that as one of the viable alternatives for our state.”

Investing in early-childhood education would yield long-term savings, the commission said, and making sure students can get college credit for Advanced Placement and concurrent enrollment courses could reduce waste. Expanded use of online courses and textbooks could reduce the need for new buildings, buses and administration buildings.

“We think this is a big change in education that will happen in the next couple of years,” said the commission’s Johnson.

Herbert said that one of his favorite recommendations was the proposal to balance state employee salaries and benefits to reflect private sector realities.

Currently, state employees are paid 17 percent less than their private-sector counterparts, but their benefits are 20 percent greater. Shifting that balance toward competitive salaries and away from benefits would enable the state to hire and retain top employees, the commission said.

Sen. Dan Liljenquist, R-Bountiful, who was on the commission, sponsored legislation that would move state employees away from a defined-benefit pension system to a defined-contribution system, like a 401(k).

The commission said millions could be saved each year if the balance between supervisors and staff were changed. Currently, each supervisor manages just under 7 employees; raising the ratio to one manager for 10 employees would mean $35 million in savings and expanding it through public and higher education could save as much as $80 million.

Several of the suggestions involved additional use of technology for handling child support applications, and various computer systems.

Other recommendations included studying the privatization of state parks, closing some seasonal roads during the winter, finding alternatives to mail to notify residents that their car registration needs to be renewed, consolidating public safety dispatch offices and limiting sale prices at state liquor stores.

For most of the recommendations, the commission acknowledges more study would be needed to determine the feasibility and how to implement the change.

RE: It Will Cost You More to Buy Time

This is an editorial from a members response to It Will Cost You More to Buy Time

This service purchase issue has been a crippling concern for me. I am 43 years old and have 23 years with the County. It has been my life plan to retire with 25 years and to purchase my last five. I don’t believe the price of this purchase has changed much in this entire time. I have diligently put money into my 401k account to be able to afford this purchase over the years.

As an Appraiser, it has always been known that more money could be made in private industry. MUCH more. However, the value of a set work week, vacation and sick pay, insurance and the retirement benefit must be weighed in making the decision to stay with the County. I have remained with the weighing factor of these promised benefits for 23 years.

It is my understanding that the new cost of the service purchase will price me out of my life plan? I have spoken to numerous people at URS and even a board member Jay Blaine with UEA. The URS office has been less than forthcoming with the actual costs among other things and one employee even had the audacity to tell me that I should just put more money in my 401k account to make up the difference. Depending on who you are speaking to, it is said that the purchase could increase between 50% to over 100%. As if I could save another $100,000 or more in two years?

Mr. Blaine told me that they agreed to a 3 tier implementation with a 33% increase each January 1st and full implementation in January 2013. My plan was to retire towards the end of 2012 so my purchase would be affected 66% of the increase. Still, as you can imagine, given the bleak rumors of the price of the increase, this will be more than I have in my account.

I am floored by the fact that NO ONE KNOWS ABOUT THIS! No one is talking about this and the people involved seem to be keeping it quiet. Why? Is there something that can still be done? Why was this done so secretly? Mr. Blaine said it was allowable due to language in a “clean up bill” HB 233. Why was this not noticed or discussed with the public? Another person from URS implied that this benefit was one of many things offered to be “given up to save the continued retirement benefit”. Really?? Is there more?

The URS covers:

* Public Employees’ Contributory Retirement System
* Noncontributory Retirement System
* Public Safety Retirement Systems
* Firefighters’ Retirement System
* Judges’ Retirement Systems
* Governor’s and Legislative Service Pension Plan
* 401(k) and 457 Defined Contribution Plan
* Public Employee’s Health Program (PEHP)

Are all of these plans affected the same? I was told that Public Safety and Firefighters are not offered the future service purchase however they are eligible for full retirement at earlier age and less time served.

People seem to be less than sympathetic to my case due to my age. What’s 5 more years? I am here to tell you it’s 5 years in the prime of my life. It’s 5 years with my young children. It’s five years that are EXTREMELY valuable to me and the URS wants to capitalize on my personal value. Why should I be penalized for the foresight of starting at an early age? Why should someone who started at age 40 receive a higher benefit than me? Why are my 25 years of service of less value than someone else?

This is beyond unfair and seems completely discriminatory. I was promised a benefit that I have worked for, planned for and saved for to have it yanked out from underneath me 2 years from the end of my employ seems criminal and at the very least cruel.

CEO Wages are hurting today’s economy

Editorial
Gerald Haskell
UAGE Staff Representative

I was recently on a chat board talking union and one comment said “Unions have had their time and place”. Oddly enough I agree with that comment to a point.  They did have their time and place, however, their time is now and their place is here.  Workers in Utah, both private and public need to step up and start looking into their future and the future of their families.  We are all too focused on the now in economic times.  We don’t have time to look to next year, ten years, and on to our retirement.  We are too busy working over time, two jobs, and what else we can do to stretch that dollar out this month.

Moving  toward the future means we all begin working together to examine where we work. Are we being treated fairly?  Are the wages fair for the market- and the company we work for.  If your CEO or other Officers and owners are making 100 times that of the average employee then the likelihood is low that our wages are fair.

For public employees we must do the same.  In general most public employees were working for lower wages and better benefits than their counterparts in the private sector.  That is quickly changing, co-payments for insurance are rising, new hires have lost the retirement we have, we lost our ability to convert sick time when we retire.  Some of us already lost merit status and that bill will rear its ugly head again.

All employees, both private and public have not seen real wage increases for 25 Year according to the Doug Wright show on KSL.   On KSL’s Doug Wright show, Thursday July 8, 2010, they said over the last 25 years the average for middle class workers wages have increased 7% while some CEO pay has increased up to 800%. Click here to listen to audio While Union membership has declined, wages and benefits have followed. (Source: U.S. Department of Labor ) The profits have shifted over to the CEO’s pocketbooks.

We must work together to turn this around.    One of the largest hurdles we must overcome is misinformation being spread by those who are anti-union – generally, programs funded by corporations trying to silence us.  They say things like, union dues are being sent right to the union bosses, look how much you could save by not paying union dues, and that unions control your lives.

This is all un-true – the union bosses being referred to are your co-workers, union leaders in UAGE-CWA are elected by you and the other members.  It’s the members that run our union, not some faceless mobster in Nevada.  When you compare what we have lost as workers compared to the union dues we pay, it cost us more not to pay union dues.  And the union control over you….  You are the union along with your co-workers; you control the union, not the other way around.

This is just a small sampling of what is being said but the facts speak for themselves.  By bargaining collectively, union members are able to negotiate higher wages. Union members earn 28 percent more than nonunion members. The union wage benefit is greatest for people of color and women. Latino union workers earn 50 percent more than their nonunion counterparts. Union women earn 34 percent more than nonunion women. For African Americans, the union advantage is 29 percent. The union advantage for white male workers is 21 percent. For Asian American workers the union advantage is 4 percent. (Source: U.S. Department of Labor, Bureau of Labor Statistics)

Now is the time that we can restore the middle class, working together on common goals will put America back in perspective and strengthen the future of America workers, therefore strengthen the future of America.

To get involved or get more information please contact UAGE-CWA at uageadmin@uagecwa.net or call us at 801-483-1200

It Will Cost You More to Buy Time

Several UAGE members have called to inquire about the how and why of the Utah Retirement System’s (URS) plan to raise the cost of purchasing years of service.  Probably at no time in the history of the ability to buy time, has that benefit been more important.

Layoffs and Reductions in Force are causing a flood of questions with no direct answers.

Beginning January 1, 2011 and continuing for two years, URS will implement a phased in increase in costs – but the “how much” is unclear.

UAGE spoke with a representative of URS, Judy Lund and got what we think is the clearest answer to this difficult issue.  Each inquiry is different – Individualized.  If two people, both 50 years old and making the same salary asks about costs but one has twenty five years of service and one has thirty, the one with thirty will pay less for their purchase than the one with twenty five.  The “value” of purchasing time will be based on how much service the person has in the system.  Also the younger you are the more the purchase price will be.   What wasn’t clear is how much more either of those people will pay between the current cost and what happens after January 1st.

URS is putting a calculator on their website and hope to have that up and running within two weeks.  Testing of current programs is underway.  Contact the Defined Benefits/Retirement Division of URS at 801-366-7700 for help with cost estimations.

The calculator will allow you to calculate the difference between what a buy out will cost today versus one in 2015 or 2020.   A variety of scenarios can be put to the test giving you a better look at your options.

Two UAGE members have urgent or need –to- know –right- now problems.  Ms. Lund graciously offered to handle their situations personally.   If you or someone you know is in a critical situation and needs answers about purchasing years of service contact our office 801-483-1200 office or email uageadmin@uagecwa.net for a direct telephone number.

If you have a story you would like to share with UAGE members please email us at uageadmin@uagecwa.net .

Join Uage
When you join UAGE-CWA it gives all of us a stronger voice to positively change our wages, hours, and working conditions. Fill out the form below and become a member.
First Name
Last Name
Home Address
City
State
Zip
Home Phone
Work Phone
Employer
SSN or Employee ID
Department
Job Title
Email Address
Pay Schedule
Are you a Sworn Yes No
Sworn Officers pay an additianal $4.00 dues per month for the PORAC program

[More Information]

Theme