Appendix B1: Correctional Service Workers Deaths by Suicide Review and Analysis Table

Purpose

The purpose of the proposed local death review table is to assist the Office of the Chief Coroner and the Ontario Forensic Pathology Service (OCC-OFPS) conduct an investigation into multiple, previously investigated correctional services worker deaths classified with a manner of suicide for the purpose set out in clause 15(1)(c) and 25.1(1) of the Coroners Act, which is to collect and analyze information about the deaths in order to prevent further deaths.

Objectives

To review multiple, previously investigated correctional service worker deaths classified with a manner of suicide, for the purpose set out in clause 15 (1) (c), i.e., to collect and analyze information about the deaths to prevent further deaths, consistent with the language in s. 25.1. This is consistent with the objectives listed below:

To contribute to a confidential multi-disciplinary review of correctional services worker deaths classified with a manner of suicide in Ontario and will be investigated by the Deputy Chief Coroner pursuant to Section 25.1 of the Coroners Act, R.S.O. 1990, Chapter c. 37, as amended.

To aid the Deputy Chief Coroner regarding the review of the circumstances of the death in the cases reviewed. The cases will be reviewed from two-time cohorts 2010-2019 and 2020-2024.

To determine the relevant information and considerations for the review.

To assist in the development of a comprehensive, holistic understanding of correctional service workers in Ontario, the death circumstances during suicide, their intersections with government and broader public sector service systems, and the regulation and enforcement of health and safety standards for their protection

To help identify local or systemic issues or gaps to facilitate the development of recommendations to prevent further deaths of correctional service workers in Ontario, with specific attention to any prevention-related factors.

To help identify trends or risk factors from the cases reviewed to inform recommendations for intervention and prevention strategies.

To employ public-health related principles, evidence-informed and targeted to ensure a population-health approach for recommendations that will impact on prevention.

Structure

Correctional Service Workers Deaths by Suicide Review and Analysis Table (CSWDRT) will consist of professionals from sectors across both governmental and non-governmental organizations as well as other individuals as appropriate. Participants will be invited by the Office of the Chief Coroner (OCC) to attend at CSWDRT-based on their organization’s involvement with correctional service workers in Ontario and/or their knowledge and experience regarding a relevant field, topic, or community. This will include preliminary meetings to inform the participants of the terms of this review, the information to be shared and the expectations of all the parties involved.

The Chairperson and facilitator will be the Deputy Chief Coroner, who will receive assistance from other members of the OCC/OFPS, including, but not limited to lawyers, investigating officers, and policy-related personnel, as well as all the participants in the review.

Overview of CSWDRT Process

The CSWDRT will proceed in four phases:

  1. Preliminary meetings with potential participants.
  2. CSWDRT roundtable/individual meetings with all participants.
  3. Draft report to be reviewed and commented upon by all participants.
  4. Final report completed by the Deputy Chief Coroner and shared with all participants prior to publication.

Preliminary meetings

Format:

  • “One-on-one” and/or group meetings between the Deputy Chief Coroner and individual participants or organizations.
    • Video meetings using Microsoft Teams or Zoom.
    • Preliminary meetings will not be recorded.
    • Participants may take notes during these meetings.

Purpose:

  • Discuss the Review and the CSWDRT process.
    • Discuss each participant’s involvement with correctional services workers in Ontario and/or their specialized knowledge and experience.
    • Discuss issues or challenges each participant has identified.
    • Discuss potential areas for recommendations.
    • Participation in preliminary meetings does not require a commitment to participate in roundtable meetings.
    • Input on recommendations for amendments to the Terms of Reference will be welcomed.

Follow-up:

  • After preliminary meetings, the Deputy Chief Coroner may share an initial set of potential recommendations for participants to review before the roundtable meetings.

Roundtable meetings

Format:

  • Video and/or in-person meetings using Microsoft Teams or Zoom.
    • Discussion about details of the deaths and personal information will be limited to what is reasonably necessary summarized in format that does not release any personal information (de-identified data).
    • Discussions will focus on systemic issues, challenges, barriers, identifying solutions and areas for improvement.
    • Discussions about specific recommendations.
    • Recording, limitations
      • Meetings will not be open to the public.
      • Meetings will be recorded.
      • Nothing in this process is intended to make findings of legal responsibility or be used as evidence for that purpose.

Limitations

The CSWDRT is advisory to the Deputy Chief Coroner to allow for the drafting of recommendations to prevent further deaths of correctional service workers by suicide.

Participants must sign a confidentiality agreement prior to participating in the roundtable meetings and must firmly abide by all components of the agreement.

The review information provided to the participants is limited to the information provided, and disclosed, by or on behalf of the Deputy Chief Coroner. All personal information pertaining to the cases being reviewed will only be disclosed in a de-identified manner on behalf of the Deputy Chief Coroner. Participants, as part of the CSWDRT process, will be advised not to directly share personal information records with each other or any personal information they may have about any correctional services worker they believe died by suicide. Participants will be advised to only disclose any personal information (PI) via the Deputy Chief Coroner. This will prevent PI being disclosed directly at meetings, and participants who are subject to the Freedom of Information and Protection of Privacy Act, Municipal Freedom of Information and Protection of Privacy Act, or Personal Health Information Protection Act disclosing PI to other participants without legal authority. The OCC/OFPS will disclose the relevant information to the participants in the form of a summarized, CSWDRT review package. Personal information and information about ongoing investigations will not be included in the review package. Only the information contained in the CSWDRT review package will be discussed at the CSWDRT meeting. Participants, as part of the CSWDRT process, are not permitted to directly share personal information records with each other.

Participants must ensure the security and privacy of all information coming into their possession for the purposes of the CSWDRT and must notify the OCC/OFPS immediately upon becoming aware of any breach of security or confidentiality.

This review and subsequent report are being undertaken for the purpose and objectives outlined above, specifically to aid in further death prevention, and not for any other purpose.

Use of the final report for purposes beyond those intended is not endorsed by the Office of the Chief Coroner.

Chairperson

The chairperson will be the Deputy Chief Coroner.

The chairperson, with the assistance of lawyers, investigating officers, and policy-related personnel shall:

  • Chair the CSWDRT as the investigating coroner.
    • Review and summarize the cases identified for review.
    • Set the agenda.
    • Present an anonymized summary of the death investigation findings with the participants for the specific time periods identified.
    • Facilitate the initiation and conclusion of the discussions.
    • Redirect discussions that are out of scope or inappropriate.
    • Provide advice and direction regarding the development of effective recommendations.
    • Review and edit the summary report and recommendations prepared by the Deputy Chief Coroner..
    • Perform other duties as required by this review.

Participant functions

Each death review table participant is expected to:

  • Attend the scheduled meeting for the assigned cases.
    • Review all case materials provided by the OCC/OFPS for the CSWDRT meeting.
    • Actively participate in the discussions at the meeting.
    • Present the case history and involvements of their sector and/or organization, as outlined within the CSWDRT review package.
    • Provide insight and perspective on the common practices and services of their sector and/or organization, where necessary.
    • Provide professional perspectives and insights on any direct involvement with the deaths reviewed, as outlined within the CSWDRT review package.
    • Contribute to the collaborative development of applicable and informed recommendations for prevention efforts.
    • Ensure the security and privacy of all disclosed information and materials pertaining to the review.
    • Respect all participants, organizations and sectors involved and refrain from making any claims of blame.
    • Provide constructive feedback to the OCC/OFPS regarding the experience of participating in the CSWDRT for the purpose of assisting in this review.

Information sharing

The collection of information for the CSWDRT is permitted and limited by the authority of the coroner pursuant to Section 16 (2)(b) and (c) of the Coroners Act, R.S.O. 1990, Chapter c. 37.

The disclosure of information for the purposes of the CSWDRT occurs under the coroner’s authority to obtain assistance from the participants to conduct a death investigation into multiple, previously investigated deaths for the purpose of developing death prevention recommendations. The OCC/OFPS assumes the responsibility of collecting relevant personal information for the death investigation and to inform recommendations for the prevention of deaths. The OCC/OFPS also assumes the responsibility of disclosing relevant personal information to the CSWDRT participants for the purpose of developing death prevention recommendations, as permitted by the Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. F.31.

All information is to be collected by the OCC/OFPS via the coroner. The collection may occur verbally or in writing with a Coroner’s Authority to Seize During an Investigation. Only information collected via the coroner (or their delegate) is to be shared with the participants of the CSWDRT.

Should any participant bring records that may contain personal information to the meeting not previously submitted to the OCC/OFPS but believed to be of importance to the review, the Chairperson must be notified. The Chairperson will examine the records and determine if such records, including any personal information, are relevant and should be disclosed to the review participants.

Document security

It is incumbent upon the participants to ensure the security and privacy of the documents or materials coming into their possession for the review; every effort should be taken to ensure they are not lost or exposed to public scrutiny.

Case documents or materials provided are for the sole use of the participants for the purposes of the review. All such documents or materials are considered confidential and shall not be shared, stored, or reproduced without the permission of the chairperson and/or the Chief Coroner.

Meeting process

Introductions

Each participant provides an introduction including but not limited to: experience, professional work, and the organization and/or the sector they represent.

Overview of death investigation findings

The Chairperson presents the case summaries being reviewed including the general, anonymized findings of the coroner’s investigations and post mortem examination (where applicable).

Overview of case information of each sector

Each participant presents the key case information from their respective sector or organization (where applicable) as outlined within the CSWDRT review package.

Review of the regulation and enforcement of health and safety standards, protection of wellbeing and access to services

The participants collaboratively discuss the regulation and enforcement of health and safety standards for the protection of correctional service workers in Ontario and explore the effectiveness and/or limitations of those protections. This will include access to services.

Discussion of identifiable risk factors, local, and/or systemic issues

The participants collaboratively explore and identify any involved risk factors contributing to the experiences or challenges prior to the death, including health, social, economic, behavioural, or environmental factors. The participants collaboratively explore and identify any local or systemic issues that may have had an impact on the circumstances leading to the death.

Development of recommendations

The participants collaboratively endeavour to develop specific, relevant, and timely recommendations for informing prevention efforts.

Debrief

The participants participate in a post-meeting, debrief discussion to provide feedback on the experience of the local death review table for the purpose of informing the OCC/OFPS’s evaluative strategy.

Public presentations

The participants do not represent the OCC/OFPS and shall notify the Chairperson of any public presentation or media requests pertaining to the CSWDRT. The participants shall not publicly discuss any details of the CSWDRT that could identify the individuals subject to the review(s), nor any of the comments or opinions expressed during the CSWDRT meeting.

Amendments to the terms of this review

The terms of this review can be amended by the authority of the Deputy Chief Coroner. Recommendations for amendments will be welcomed from the participants of the CSWDRT.

Access to reports

Final report will be made publicly available through the OCC/OFPS. Any release of PI regarding any of the deaths will be done only with the direct permission of the family/estate of any of the deceased persons who death investigations were part of this review.

Appendix B2: Correctional Service Workers Deaths by Suicide Review and Analysis Table – Confidentiality Agreement for Participants (organizations and individuals)

Correctional Service Workers Deaths by Suicide Review and Analysis Table

Confidentiality Agreement for Participants (organizations)

Pursuant to the Coroners Act, R.S.O. 1990, c. C.37 and the Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. C.31.

  1. Agreement: In consideration of the Office of the Chief Coroner (“OCC”) disclosing confidential information to __________________ (“the Recipient”) as a representative of ________________________ (“the Organization”) to participate in the Correctional Service Workers Deaths by Suicide Review and Analysis Table (“the Table”), the Recipient agrees to the following terms.
  2. Maintaining Confidentiality: The Recipient shall keep confidential all information that is disclosed, discussed, or otherwise shared at or in connection with the Table, whether shared orally or in recorded form (“Confidential Information”). Confidential Information includes but is not limited to draft recommendations, the Table Review Package, and discussions between participants during Table roundtable meetings.
  3. Use: The Recipient shall not use Confidential Information for any purpose other than contributing to the Table.
  4. Disclosure: The Recipient shall not disclose Confidential Information to any person other than another Table participant, except with the consent of the Deputy Chief Coroner or his designate or as otherwise permitted under this Agreement.
  5. Encryption: The Recipient shall ensure electronic storage and transmission of Confidential Information only occurs on an encrypted device.
  6. Keeping Records: Confidential Information in any recorded form, whether digital or hard copy (“Confidential Records”), including but not limited to reports, emails, draft documents and video recordings, shall only be kept in a manner that preserves the confidentiality and security of the Confidential Information.
  7. Copying: The Recipient shall not copy or reproduce any Confidential Records in whole or part except with the consent of the Deputy Chief Coroner or his designate or as otherwise permitted under this Agreement.
  8. Destruction: The Recipient shall destroy or return Confidential Records in the manner directed by the OCC upon the conclusion of the Table and at any other time specified by the OCC.
  9. Directions: The Recipient shall comply with any other directions provided by the OCC regarding Confidential Records or Confidential Information.
  10. Legal Compliance: Confidential Information, including Confidential Records, may be retained or disclosed as required by law (e.g., by court order or under legislation).
  11. Consultation: The Recipient may disclose Confidential Information, including Confidential Records, to members of the Organization, to the extent necessary to obtain feedback and advice for the purpose of contributing to the Table. The following terms apply:
    1. The Recipient shall inform the members of the Organization to whom the Recipient is disclosing Confidential Information that further disclosure of the Confidential Information to any other person, in any form, is prohibited, and shall ensure that members of the Organization do not make any such further disclosure, except where such disclosure is required by law.
    2. The Recipient shall ensure that any Confidential Records provided to members of the Organization are returned or destroyed upon the completion of the Table in accordance with any directions from the Office of the Chief Coroner.
  12. Non-Application: This Agreement does not apply to information that is available to the general public, that the Recipient receives from sources other than the OCC or the participants at the Table.
  13. FIPPA: The Recipient and OCC acknowledge that the Freedom of Information and Protection of Privacy Act (FIPPA) applies to and governs all Confidential Records; Confidential Records may contain personal information as defined in FIPPA; and FIPPA may require disclosure of Confidential Records to third parties.
  14. Cooperation: The Recipient shall cooperate in a timely manner with the OCC and Ministry of the Solicitor General as may be required to comply with FIPPA.
  15. Breach Notification: The Recipient shall notify the OCC immediately of any breach or suspected breach of this Agreement.

Recipient Signature/Date

Dr. Reuven Jhirad, Deputy Chief Coroner/Date

For Office of the Chief Coroner, which forms part of His Majesty the King in Right of Ontario as represented by the Solicitor General, pursuant to delegated authority.

Correctional Service Workers Deaths by Suicide Review and Analysis Table – Confidentiality Agreement for Participants (individuals)

  1. Agreement: In consideration of the Office of the Chief Coroner (“OCC”) disclosing confidential information to __________________ (“the Recipient”) to participate in the Correctional Service Workers Deaths by Suicide Review and Analysis Table (“the Table”), the Recipient agrees to the following terms.
  2. Maintaining Confidentiality: The Recipient shall keep confidential all information that is disclosed, discussed, or otherwise shared at or in connection with the Table, whether shared orally or in recorded form (“Confidential Information”). Confidential Information includes but is not limited to draft recommendations, the Table Review Package, and discussions between participants during Table roundtable meetings.
  3. Use: The Recipient shall not use Confidential Information for any purpose other than contributing to the Table.
  4. Disclosure: The Recipient shall not disclose Confidential Information to any person other than another Table participant, except with the consent of the Deputy Chief Coroner or his designate or as otherwise permitted under this Agreement.
  5. Encryption: The Recipient shall ensure electronic storage and transmission of Confidential Information only occurs on an encrypted device.
  6. Keeping Records: Confidential Information in any recorded form, whether digital or hard copy (“Confidential Records”), including but not limited to reports, emails, draft documents and video recordings, shall only be kept in a manner that preserves the confidentiality and security of the Confidential Information.
  7. Copying: The Recipient shall not copy or reproduce any Confidential Records in whole or part except with the consent of the Deputy Chief Coroner or his designate or as otherwise permitted under this Agreement.
  8. Destruction: The Recipient shall destroy or return Confidential Records in the manner directed by the OCC upon the conclusion of the Table and at any other time specified by the OCC.
  9. Directions: The Recipient shall comply with any other directions provided by the OCC regarding Confidential Records or Confidential Information.
  10. Legal Compliance: Confidential Information, including Confidential Records, may be retained or disclosed as required by law (e.g., by court order or under legislation).
  11. Non-Application: This Agreement does not apply to information that is available to the general public, that the Recipient receives from sources other than the OCC or the participants at the Table.
  12. FIPPA: The Recipient and OCC acknowledge that the Freedom of Information and Protection of Privacy Act (FIPPA) applies to and governs all Confidential Records; Confidential Records may contain personal information as defined in FIPPA; and FIPPA may require disclosure of Confidential Records to third parties.
  13. Cooperation: The Recipient shall cooperate in a timely manner with the OCC and Ministry of the Solicitor General as may be required to comply with FIPPA.
  14. Breach Notification: The Recipient shall notify the OCC immediately of any breach or suspected breach of this Agreement.

Recipient Signature Date

Dr. Reuven Jhirad, Deputy Chief Coroner Date

For Office of the Chief Coroner, which forms part of His Majesty the King in Right of Ontario as represented by the Solicitor General, pursuant to delegated authority.

Appendix B3: Figure 3: Employment Life Cycle of Correctional Service Employees in SOLGEN & MCCSS

Overall summary

The chart outlines the employment life cycle for correctional and youth justice employees working within SOLGEN and MCCSS. It highlights recruitment, training, workplace challenges, mental health supports, organizational gaps and systemic issues discussed during this review. Prevention, early intervention, and access to supports are critical across the entire life cycle.

1. Personal life

Section Summary: Personal history and life factors influence how employees experience workplace stress and resilience.

Employees enter the system with personal life factors that influence wellbeing, including:

  • relationships and family supports
  • sense of identity
  • mental health history
  • hope and purpose

2. Recruitment – SOLGEN

Section summary: Recruitment standards differ by role, with challenges attracting candidates to northern regions due to limited incentives and supports.

Correctional officer (CO)

  • minimum age of 18
  • minimum Grade 12 education
  • required testing:
    • physical fitness (FITCO)
    • aptitude, cognitive, behavioural
    • medical assessment

Probation and parole officer (PPO)

  • university degree
  • minimum of five years of relevant experience

3. Training – SOLGEN

Section summary: Employee status and training pathways differ between Institutional Services and Community Correctional Services.

Institutional services (IS)

Corrections Foundational Training for Correctional Officers (CFT-CO) includes:

  • One week of pre‑learning and eight‑week training program (stipend)
    • weeks 1 to 4: Virtual training delivered by Fanshawe College
      • Before Operational Stress (BOS) modules 1 to 5
    • weeks 5 to 8: In‑person training at the Corrections Centre for Professional Advancement and Training
      • BOS modules 6 to 8.
  • Identified gaps include limited development of technical, writing, and communication skills.
Onboarding at institutions
  • Four‑week onboarding program at Institutions
    • week 1: review with the institutional training manager
    • weeks 2 to 4: shadowing experienced correctional officers.
  • Onboarding is not standardized between the 25 institutions, training hours and content vary by institution.
Work environment
  • locked‑in operational setting
  • limited privacy
  • continuous camera surveillance
  • restricted access to information technology

Community Correctional Services

Employment and caseload
  • staff are hired and employed by SOLGEN before training begins
  • caseload is assigned on the first day of work
Training pathway
  • Probation and parole officer training can currently take up to two years to complete.
  • Training is being redesigned to a 12‑month model.
  • During the first two to three months, staff may attend work five days per week without formal training and rely on a buddy system.
  • Formal training includes five weeks of instructor‑led learning:
    • training is delivered in a hybrid format
    • most learning is completed online through training modules.
  • There is no mandatory continuous or refresher training after initial training is completed.
Work environment
  • office‑based work setting
  • access to doors and private workspace
  • full access to computers and information technology

4. Employment – SOLGEN

Occupational Stress Injury (OSI) Survey 2017–2018

Section summary: Correctional service employees experience significantly elevated psychological risk compared to the general population.

Key findings include:

  • Correctional service employees have higher rates of suicide planning and attempt than the general population, both over their lifetime and within the past year.
  • Correctional officers have the highest exposure to potentially psychologically traumatic events among all correctional service employees.
  • A new OSI survey is scheduled for 2026.

5. Employment – SOLGEN

Family

Section summary: Families play an important role in employee wellbeing but often lack information and supports.

Families may experience:

  • Limited understanding of the corrections environment and available mental health supports (including Employee and Family Assistance Program and WarriorHealth).
  • Limited awareness of warning signs of psychological distress.
  • Emotional and practical impacts related to media coverage.

6. Employment – SOLGEN

Mental health training

Section summary: Mental health training exists but varies in depth, delivery, and timing across roles.

Employees
  • Before Operational Stress: virtual, eight hours, mandatory
  • Trauma Resiliency Training: in‑person, 90 minutes, mandatory
  • Stress Resilience Training System: virtual, 20 hours
  • Employee Suicide Prevention Initiative:
    • safeTALK: in‑person, three hours, mandatory
    • Applied Suicide Intervention Skills Training (ASIST): planned for future implementation
  • Mindfulness‑based Wellness and Resiliency Program:
    • virtual: 11 hours
    • in‑person: 32 to 72 hours
Management (up to regional director)

Includes all employee training plus:

  • Manager Mental Health Leadership Pathway: in‑person, one week, mandatory
  • Workplace Mental Health Leadership Certificate Program: in‑person, 14.5 hours, mandatory

7. Employment – SOLGEN

Health services

  • Corrections Employee Wellness Unit (understaffed; oversight for approximately 9,800 healthcare staff, not including social workers)
  • Occupational Stress and Resilience Resource Director
  • professional therapists list for corrections employees
  • peer support for resource navigation, available by self‑request or employer activation
  • Resilient Quarterly (mental health and wellness newsletter distributed to all PSP staff, highlighting wellbeing resources, features personal profiles, and is available in both electronic and printed formats)
  • family initiatives, including Family Days (celebration) and Family Nights (information sessions launching in 2026)

Identified gaps include:

  • no in‑house psychiatrist
  • limited providers with corrections‑specific experience
  • families may not attend initiatives due to work culture
  • annual mental health coverage capped at $2,500 (not unlimited)

8. Employment – SOLGEN

Managers

Senior management is often removed from day‑to‑day frontline work, which can reduce awareness of operational pressures and employee experiences.

9. Employment – SOLGEN

Investigations, suspensions, and inquests

  • Investigations may begin months after incidents and can take several years to complete.
  • The process is stressful, and perceived employment risk is significant.
Level 1: Correctional Services Oversight and Investigations (CSOI)
  • Investigates staff conduct and policy compliance for mandatory incidents including death in custody, use of force, attempted escape.
  • These investigations are administrative, not criminal.
  • Employees receive notice of investigation.
  • Reports are sent to regional management
  • Investigators are often former correctional or probation officers who do not receive formal investigative training and rely on police‑based models
Level 2: Institutional investigation
  • conducted at the institutional level
  • managers engage directly with employees
Additional considerations:
  • No wellness provisions are embedded in CSOI policy.
  • CSOI has a dedicated intelligence team that experiences exposure similar to probation officers.
  • Inquests may not occur until years after an incident.
  • Employees frequently report being unprepared for inquests when they occur.

10. Employment – SOLGEN

Workplace Safety and Insurance Board (WSIB)

Section summary: Benefits are available but difficult to access due to administrative and diagnostic barriers.

Benefits
  • WSIB benefits generally exceed those available through Long‑Term Income Protection (LTIP).
  • Benefits may include ongoing maintenance sessions.
  • After six years of continuous loss‑of‑earnings benefits, entitlement may become locked in and payable until age 65.
Administrative and access barriers
  • Completing application forms can be complex and time‑consuming.
  • Submitting forms may be affected by stigma and the need for manager awareness or involvement.
  • A lack of administrative support can increase employee stress.
  • Claims often involve strict paperwork requirements, deadlines, and lengthy appeal processes.
Claim categories and limitations
  • Presumptive legislation:
    • Applies only to diagnoses of post‑traumatic stress disorder (PTSD).
    • Obtaining a PTSD diagnosis from a clinician can be challenging.
  • Traumatic mental stress:
    • May involve smaller triggers that occur over time rather than a single traumatic event.
  • Chronic mental stress:
    • More difficult to prove.
    • Requires more extensive investigations.
    • Has stricter limitations on who is allowed in this claim process.

11. Employment – SOLGEN

Leave of Absence

Section summary: Extended leaves increase isolation and reduce successful return‑to‑work outcomes.

  • No standardized leave of absence resource packages.
  • Limited or no employer check‑ins during leave, feelings of isolation.
  • When on LTIP, employees do not have to prove diagnosis.
  • Leaves lasting longer than two years reduce likelihood of return to work.
  • Community Correctional Services more commonly go on short‑term leaves (manager is contact).

12. Employment – SOLGEN

Return to work

Section summary: Successful return to work is strongly influenced by the quality of management relationships and the availability of accommodations following a leave.

Key factors
  • Successful return to work depends largely on management relationships.
  • Positive and supportive relationships improve return to work outcomes.
  • Return to modified duties is more likely when it occurs within two years of the start of leave.

13. Employment – SOLGEN

Systemic stressors and risks

The following overlapping and compounding risk factors are present across the employment life cycle:

  • stigma and mistrust
  • moral injury
  • trauma, including:
    • sanctuary trauma
    • vicarious trauma
    • compounding trauma
  • toxic work environments
  • staffing shortages and workload pressures
  • media and political pressures
  • addiction and maladaptive coping
  • hopelessness

These risks intensify when supports are delayed or inaccessible and are often described as affecting “forgotten first responders.”

14. Employment – SOLGEN

Retirement

Retirement may result in loss of identity and professional connection; however, retirees remain a valuable resource.

  • Opportunities for mentorship using lived experience.
  • Continued access to WarriorHealth and Peer Support.

15. Death by suicide

Section summary: Supports exist for families and CSE.

  • Employee and Family Assistance Program
  • Peer Support activated by employer
  • Families may access the Immediate Family Wellness Program offered by Dalton Associates
    • all branches of corrections will have access to data from Dalton Associates
  • WSIB survivor benefits are available to families
    • death must be reported to WSIB
    • eligible even if no initial claim was made by employee prior to death

16. Postvention

Formal postvention processes are under development.

  • Suicide Event Response Toolkit and related policy planned for implementation in 2026

17. Core focus areas

Across the employment life cycle, the following protective factors are emphasized:

  • culture change
  • prevention
  • early intervention
  • timely access to appropriate supports

18. Governance and funding

Decision‑making authority for policies and operations rests with the Ministry of the Solicitor General, while funding authority is held by the Treasury Board Secretariat. This separation can affect the timing, coordination, and resourcing of initiatives across the employment life cycle.

19. Recruitment – Youth Justice Division

Section summary: Recruitment standards differ by role, with challenges attracting candidates to northern regions due to limited incentives and supports.

Youth services officer

To qualify for the role, applicants must meet one of the following criteria:

  • A college or university degree with at least one year of relevant work experience.
  • A high school diploma with at least three years of relevant work experience.

Applicants are also required to complete mandatory assessments, including:

  • physical testing
  • medical testing
  • verification of up‑to‑date immunizations

Youth probation officero

To qualify for the position, applicants must have:

  • A university degree

20. Training – Youth Justice Division

Section summary: Employee status and training pathways differ between youth services officer and youth probation officer.

Youth services officers

  • six weeks of pre‑employment training (stipend)
  • five weeks (200 hours) of facility orientation
  • during pre-employment, mental health resources are available through the Youth Justice website
  • hired at facility for local training (fixed-term contact with union and benefits)
  • often employed on fixed‑term contracts for years

Youth probation officers

  • hired as employee (union and benefits) before training
  • combination of independent and in-class learning

21. Youth custody and detention facilities – MCCSS

Section summary: Youth custody and detention facilities provide direct supervision to young people with complex needs. The work involves high levels of occupational stress due to the vulnerability of the youth population and working with varying levels of training and available supports.

Core responsibilities

  • Staff provide direct supervision to young people aged 12 to 17 at the time of offence.
  • The work is unique due to engagement with vulnerable youth, many of whom have:
    • prior involvement with Children Aid Society
    • substance use concerns
    • mental health challenges
    • ongoing brain development.

Facility types

  • Open custody/detention facilities: Community‑based, residential settings.
  • Secure custody/detention facilities: Fenced facilities with all programming delivered on site.
  • All facilities provide programming that include education, counselling, anger management, life skills, recreation, cultural.
  • Five facilities are directly operated by MCCSS; all five are secure custody/detention facilities.
  • 22 facilities are operated by agencies (transfer payment recipients) and funded by the ministry:
    • 15 are open custody/detention facilities
    • seven are secure custody/detention facilities.

Key issues

  • Training is not standardized across agency‑operated facilities.
  • Training is not transferable between agency‑operated and MCCSS‑operated facilities, requiring staff to restart training from the beginning.
  • Staff experience varies by site due to different staffing models.
  • Larger facilities experience greater challenges in developing organic leadership compared to smaller facilities.
  • Higher incident rates occur in larger facilities.
  • Occupational Stress Injury survey data from 2018 indicated high levels of occupational stress associated with providing direct supervision to highly vulnerable youth.
  • A new Occupational Stress Injury survey is planned.
  • Youth probation roles have lower visibility, which can make accessing supports for vicarious trauma more challenging.
  • Training in vicarious trauma is provided through basic training for:
    • youth services officers (two hours, in person)
    • youth probation officers (five hours, in person).
  • Presumptive legislation applies only to staff working in secure custody or secure temporary detention and does not include staff working in open custody/detention facilities.

Supports

  • Employee and Family Assistance Program provide generic supports that are not specific to youth justice work.
  • Peer Support is available in facilities directly operated by MCCSS.
  • Following a critical incident, Debrief and Defuse supports may be provided through Critical Incident Stress Management, with manager approval, across all Youth Justice workplaces.
  • Operational reviews are conducted following major incidents.
  • A Leave of Absence and Away from Workplace package was launched in 2025 and is distributed by managers.
  • A Return to Workplace package is being developed.
  • Before Operational Stress, safeTALK, and ASIST are not offered at this time.
  • Mandatory mental health training for all frontline employees is scheduled to begin in Spring 2026.