Australian Capital Territory
Corrections Management (Conflict Resolution) Policy 2011
Notifiable instrument NI2011-135
made under the  
Corrections Management Act 2007, section 14(1) (Corrections policies and operating procedures) 

1	Name of instrument
This instrument is the Corrections Management (Conflict Resolution) Policy 2011.
2	Commencement
This instrument commences on the day after it is notified.
3	Policy
I make the

Conflict rESOLUTION policy

attached to this instrument, to facilitate the effective and efficient management of correctional services.

4	Revocation
This instrument revokes notifiable instrument NI2009-123.

Barry Folpp
A/g Executive Director 
ACT Corrective Services
21 February 2011

ACT Corrective Services
Alexander Maconochie Centre (AMC)

Conflict Resolution Policy

Purpose
Authority
Policy
Principles
Staff awareness
Preventative action
Disciplinary action
Peer Support
Forms/templates
Related Policies/Procedures

Purpose
To outline a policy to ensure that conflicts are resolved quickly and effectively and that all staff and prisoners have ready access to constructive means of resolving conflicts that arise within the Alexander Maconochie Centre (AMC).

Authority
Legislation
Corrections Management Act 2007, section 14.

Policy
Principles
Conflicts in prisons can arise suddenly and for little apparent reason. This may simply be a reaction to stress and frustration, or could relate to events that have occurred outside the prison.
 
In a prison environment disputes can escalate rapidly. Instead of resorting to threats or violence, conflict between prisoners, or prisoners and staff, should be resolved (wherever possible):
•	openly, promptly, and calmly;
•	by negotiation and without the need for threat or overt pressure;
•	in a manner that allows all concerned to have their say and feel heard; and
•	by allowing dignity and self respect to be maintained.

Staff awareness
In their daily dealings with and observation of prisoners, corrections officers will become aware of current or potential conflicts between prisoners. Where these arise staff should:
•	attempt to discuss the issues with either or both parties so as to understand the issues and seek to resolve the conflict. This should be done separately and privately. As some disputes arise from criminal activity, prisoner/s may refuse such offers;
•	offer to mediate between the parties, or be present while the matter is discussed;
•	ask the parties to identify a person whom they believe may help with the resolution of the conflict and if appropriate refer the matter to such a person. Prisoners should be encouraged to discuss matters with a staff member if appropriate; 
•	reinforce with all parties as frequently as possible that most disputes can be resolved, but that threats or violence will lead to disciplinary sanctions whatever the rights and wrongs of the matter; and/or
•	seek to clarify with both parties exactly what they are seeking to achieve and what they think the other party is seeking to achieve.

Corrections officers who are aware of prisoners who are experiencing difficulty in resolving conflict appropriately should raise the possibility of an appropriate program with the prisoner and his/her case manager. This can be negotiated as part of the prisoner’s rehabilitation plan.

Preventative action
While resolving the conflict is the most desirable aim, some conflicts present a serious risk to the security and good order of a correctional centre. Therefore, corrections officers will need to consider whether some form of preventative action is required.

This may involve (where the conflicting parties are prisoners):
•	a change of accommodation location for one or more parties;
•	transferring one or other party to the Management Unit; and/or
•	disciplinary action against one or more parties.

These actions will be in accordance with the Segregation Policy, Prisoner Discipline Policy and Schedule of Penalties.

Disciplinary action
Corrections officers should be mindful that conflict resolution is not a substitute for disciplinary action.  Behaviour that constitutes a disciplinary breach should be addressed in accordance with the Prisoner Discipline Policy and Schedule of Penalties. However, the conflict resolution process should be used as a parallel process to discuss the prisoner’s conduct openly.

Peer Support
Corrections officers are to remain mindful that conflict can be stressful. The Peer Support team and Employee Assistance Program (EAP) are available should a corrections officer require emotional support.

Forms/templates
Nil

Related Policies/Procedures
Incident Response Policy
Incident Report Policy
Use of Force Policy
Use of Force Procedure
Segregation Policy
Prisoner Discipline Policy 
Schedule of Penalties
Peer Support Policy