CCA Establishes Samberg Frontline Leadership Program

NASHVILLE, Tenn., – Corrections Corporation of America (NYSE: CXW) is pleased to announce the progression of its Samberg Frontline Leadership Program, named in honor of the late Michael Samberg, 2000’s NAAWS Warden of the year and influential role model for CCA employees.

The Samberg Program was carefully crafted for the purpose of identifying and developing skills and character traits ideal for those CCA leaders and supervisors who are believed to have the most influence on CCA’s frontline staff—Unit Managers, Captains, Lieutenants, Sergeants and Correctional Counselors.

In September of 2007, The SFLP was launched in three phases with the ultimate intention of encouraging participants to integrate desirable leadership traits into their professional and personal lives. The first phase focused on training the 2000 CCA employees already serving in leadership roles through eLearning modules adapted from the Institute of Corrections. The second phrase established a series of three-day workshops that offered interactive exercises related to positive character development. The third phase was designed to follow-through with participants, and offer continued support and encouragement in the development of their leadership behaviors and skill traits.

“The aim of this program is to improve the quality of life for our employees, as well as reduce the overall turnover rate of our staff,” says CCA Managing Director of Organization Development and Staffing Gary Mohr. “We wanted to target the individuals who are in the most frequent contact with our facility employees to ensure that the most efficient and quality relationship is established.”

Michael Samberg, CCA warden, mentor and monumental influence for whom this program was posthumously named, was instrumental in the development of the program’s initial stages. “It was apparent, early on, the way that Mike Samberg lived, and the way he treated people, that he reflected the values and character that are absolute role models for this program,” says Mohr. “He was a driving force for us to finish this project. We want to be able to influence people to reflect his behavior.”