LANSING, Mich. — As Michigan rolls out a new prison safety initiative aimed at addressing staffing shortages and rising violence, correctional officers say the plan misses the mark — and fails to address what’s really driving people out of the job.
The Michigan Department of Corrections announced its “Safe Prisons Initiative” on March 20, outlining efforts focused on recruitment and retention, contraband reduction, training and technology upgrades. The plan builds on changes already implemented since 2025, including new mail policies and package scanners aimed at reducing contraband.
In response to the plan, Corrections1 asked readers a direct question: What would it take to convince more people to join — and stay in — corrections?
From calls to restore pensions to frustration over mandatory overtime and lack of time off, officers responding to Corrections1 said recruitment and retention won’t improve without major changes to compensation, scheduling and leadership priorities.
Pay, pensions top list of concerns
For many officers, the biggest issue is still pay and benefits — especially the loss of pensions.
“I worked for corrections for almost 30 years. There were many times I thought about quitting, but the only thing that kept me going was the light at the end of the tunnel. Pension and healthcare,” one reader said. “You have taken away ANY incentives to stay and make this a career.”
Others said pay needs to increase across the board, not just for new hires.
“Want people to stay and make hiring competitive for risking your life and worth it — start with significant pay raises across the board for everyone, not just new hires,” one reader wrote on Facebook. “Only people staying are the ones who have a few years left before they retire.”
Several readers also pointed to retention bonuses and stronger benefits as part of the solution, but emphasized that without meaningful long-term incentives, recruitment efforts will continue to fall short.
“Bring back the pension and people will actually wanna stay in this job … raise our pay,” another reader wrote.
Time off matters just as much as pay
Pay came up again and again, but so did burnout. Officers said staffing shortages and mandatory overtime are pushing people out just as fast.
One reader said recent pay raises helped bring in new hires but did little to keep them.
“I don’t think it’s as much about the job itself as it is giving COs the time and ability to recover outside of work with consistent time off,” the reader wrote. “That leads to us having a huge issue with sick calls … which leads to even more sick calls.”
Others said early-career officers are especially vulnerable to leaving without stronger retention efforts.
“The officers who are within that first five years need some type of retention bonus to make them want to stay,” one reader said.
‘We’ve seen this before’
Some readers said the issue isn’t a lack of ideas — it’s a lack of confidence that those ideas will lead to real change.
“This is laughable … this will change nothing … until leaders in Lansing actually show they care, nothing will change,” one reader wrote.
Others pointed to years — even decades — of similar initiatives that failed to improve conditions.
“This is all smoke and mirrors! I spent 21+ years working for the MDOC. This will only benefit convicts!” one reader said.
Another reader on Facebook shared a similar perspective.
“In all my decades working for MDOC, I’ve seen a bunch of different ‘great ideas’ that were supposed to transform the department. None of them came true.”
Some also raised concerns about prisoner accountability and policies they believe contribute to unsafe conditions.
“When prisoners are held accountable and responsible for their actions, this has an effect on all prisoners,” one reader wrote.
Support, recognition and better hiring also matter
Pay and time off were not the only concerns. Readers also pointed to leadership, recognition and hiring standards.
“As a good officer, I have realized not all good officers get recognized and/or rewarded for hard work,” one reader said. “Only favorites get promoted and treated with respect.”
Others raised concerns about hiring standards.
“Recruitment does NOT pay attention to the quality of officers they are hiring ... that is the problem!” one reader wrote on Facebook.
Some also suggested structural changes, including shifts and benefits, could help attract and retain staff.
“Bring the pension back, go to all 12-hour shifts for custody officers. That would be a good start,” one reader said.
What officers say it will take
The MDOC initiative focuses on recruitment, training and safety. But officers who responded to Corrections1 said the fixes are not hard to identify: better pay, restored retirement benefits, less mandatory overtime, fair promotions and more support from leadership. Until those issues are addressed, many said, staffing problems will continue.
Have something you’d like to add? Share with us below:
Corrections1 readers respond:
- I have worked for NCDOC for 14 years, and am currently at the jail for a sheriff’s office. Some issues working this field are universal, inmates will be inmates. Having no pension makes it JUST A JOB, reinstating a pension makes it a career. MDOC wants people with a job to perform and treat corrections like a career with JOB benefits. Just like the #1 gripe/concerns is always universal and across the board (PAY). Pay that outpaces the current cost of living. Since corrections is a paramilitary organization, the pay structure should shadow the military as well. Have step raises 2,4,6 year mark until you max out for that rank, if you do no choose to promote, then you eventually will max out, that puts the pressure on the officer to want to move up. Time in service and time in rank fixes the issue of new hires making the same dollar amount as more veteran officers, which is clearly the wrong answer. People starting employment with Walmart sometimes make the same amount if not MORE than people starting corrections. Corrections come with huge civil liability, stress, and mental toll, for mediocre pay at best. Better equipment translates into safer prisons and jails, some officers after they get assaulted they quit. Better training and equipment create a safer environment for both officers and inmates.
- I feel staffing issues is caused by the lack of support from the higher ups, the judgement, the drama, and the being downgraded from your fellow staff when you mess up on something you’re learning to do. Until the leadership and hostile work environment is resolved I fear staffing issues is just going to get worse.
- The prisoner population should be reduced significantly, enough to stop overcrowding. This one change would eliminate staff shortages. This change would also allow each prisoner to have a private space where they can feel save and relax, i.e. not sleep in warehouses. This would make a safer and more relaxed working environment for the corrections officers.
