Frequently Asked Questions

Frequently Asked Questions

Our customers consist of County Commissioners & County Administrators, Sheriffs and Detention Administration, Medical Team-Members, as well as the County Taxpayers and the Local Community and we realize you might have questions about who we are, what we do and why it’s important. What we do is important and our business has a direct impact on every community nationwide, so we’ve provided a series of Frequently Asked Questions (FAQ) and answers for you. We’ll add new FAQ to the list periodically as we receive them, so please check back for FAQ updates.

1. It’s imperative our tax dollars are spent responsibly. How can we be assured we can trust CorrHealth with our tax dollars?

State Comptroller’s and County Governments across the nation are encouraging Counties to provide their taxpayers with transparency, cost-accountability and insight into government spending. CorrHealth applauds this movement and we wholeheartedly believe providing our county-partners and their taxpayers with full and unfiltered transparency is ethical, it ensures cost-accountability, it supports a trust based partnership and it’s simply a component of Doing Right”. Our transparency models empower counties with enhanced controls and visibility into their spending. CorrHealth delivers cost-accountability by providing our county-partners with full and unfiltered transparency into our financials, our operations, our business practices and in all aspects of our partnership. CorrHealth’s transparency models empower counties with enhanced controls and visibility into their spending, giving them and their taxpayers utmost confidence they made the right decision with their inmate healthcare provider-partner. CorrHealth is the only inmate healthcare provider-partner in the industry who is willing to “open the books” to our financial modeling, our operations and our business practices and in all aspects of our partnership. Transparency is just one of CorrHealth’s differentiators and one way that CorrHealth stands by our mission and firm commitment to always “Do Right”.

The question is, why don’t other providers offer true and unfiltered transparency?

2. If CorrHealth is chosen as the County’s inmate healthcare provider, what will happen to our existing medical staff? Will their compensation rates change?

It’s always CorrHealth’s objective to retain, or recruit the most qualified and locally based healthcare leaders and teams available, including retaining the existing Health Services Administrator (HSA), the current Providers and as many of the existing on-site healthcare team-members as possible. Initial conversations with Detention Administration will be focused on discussing the viability of the current staff and providers to examine their leadership style, effectiveness, work ethic, willingness to work well within a team culture and desire to continue with them prior to making any personnel decisions. We hold these conversations to determine which team-members the county would like us to consider, and the ones who may not transition well.

Over the years, CorrHealth’s leadership team has retained upwards of 95% of the existing health care team members who were either employed by competing healthcare providers, or employed by the County.

3. What is your company’s plan for recruiting a strong on-site Health Services Administrator (HSA) and qualified healthcare employees?

CorrHealth is a people centric organization and our team-members are the heartbeat of our success, and we strive to be a destination workplace for qualified and passionate healthcare leaders and teams. We recognize our people are the heartbeat of our success; therefore, we are committed, and intently focused on, recruiting qualified, locally-based healthcare candidates who fit our company’s vision and our county-partner’s expectations. 

CorrHealth has developed industry leading employee retention programs, including competitive compensation rates, full-package and low-cost benefit programs and professional growth opportunities. Our team members have a strong voice with CorrHealth, they are valued and . We are confident our complete staffing and coverage models, along with our competitive compensation and benefit packages will encourage and support higher team member retention rates and support deceased turnover rates. CorrHealth is always committed and focused on saving our county-partners with unnecessary operational expense and added costs created by turnover.

4. How does CorrHealth work to maintain continuity with your healthcare staff and work to reduce healthcare employee turnover?

CorrHealth is passionate about our team members and we are committed to working diligently to improve morale and reduce team member turnover rates. We understand turnover is a significant detriment to our company and site morale. We believe the following philosophies separate us from the industry:

  • Benefits. CorrHealth provides our team members with competitive compensation rates along with competitive, and a selection of low-cost benefit packages. As a privately-held company, we are family oriented, we promote and support a strong culture and we are committed to always taking care of our team members and their families everywhere we can.
  • Recruitment. CorrHealth believes in recruiting strong leaders and investing in them through training, providing effective tools and support. We recruit and train leaders, therefore we trust and empower them with autonomy and authority in many decisions at the site level.
  • Training. We understand training is imperative and we’re committed to investing heavily in our teams through our initial orientation and sustained education managed by our Director of Training.
  • On-Site Autonomy. CorrHealth wholeheartedly believes in providing our RN/HSA’s with powerful tools and budgets necessary to gauge the performance of themselves, their sites and their teams. Our tools are yet additional ways CorrHealth empowers our RN/HSAs with the right tools to “Do Right”.
  • Communication. CorrHealth knows how incredibly frustrating it is when employers fail, or are unwilling to communicate with its teams. CorrHealth is committed to keeping an open line of communication with our teams in all that we do. Communication is critical in every facet of our company.
  • Accountability. At CorrHealth, we are accountable to our leadership and our teams. This accountability includes providing a safe and secure workplace for our team, treating them like family and serving as a destination workplace where we aspire they’ll spend many years of their careers.
  • Our People Matter. CorrHealth’s team-members are the heartbeat of our success, and we strive to be a destination workplace for qualified and passionate healthcare teams. At CorrHealth, our people truly matter and this philosophy results in team member confidence, increased work place satisfaction and immediate and long-termed stability in our teams and with our operations.

5. Realizing the majority of the companies in the inmate healthcare industry are owned by private-equity investors and seeing the inconsistency and instability these mergers and acquisitions cause. How can our county, administration and healthcare team be assured we can trust CorrHealth and how can we be assured the company and its leadership are committed to us, our county and our state?

The goal of private-equity investment firms is to purchase companies, invest in their growth for an average of 3 to 5 years and then sell the company(s) as they realize an opportune time to sell the company and generate a substantial profit. These private equity firms will sell to fellow private-equity investment firms who own competing companies within the same industry. Maximizing profit margins are the prime focus for private equity investors, which results in their reluctance to offer the counties they serve with financial and operational transparency. New ownership and management will typically attempt to make their mark soon after a merger or an acquisition and, in do so, by making changes with on-site leadership, the on-site team, compensation rates, benefits and operations as a whole, in an effort to decrease costs. These practices typically result in extreme team member volatility, uncertainty and instability with the site’s leadership and team members. Overall, resulting in increased turnover, unfilled shifts, poor employee morale, medical errors and poor quality of care.

CorrHealth is proud to be privately-held, we are not owned or controlled by private-equity investor firms, banks and, or lenders and we have no plans of selling, changing ownership and/or making changes with our leadership anytime in the foreseeable future. Stability is critical to CorrHealth, as it is for our teams, the County’s elected officials, Detention Administration and the Counties we serve. 

6. We’ve heard the horror stories of “privatization” and the thought of losing control of our medical department scares our Commissioners and our community. How can CorrHealth ease our angst?

CorrHealth understands the term “privatization” can sometimes be a scary notion, and, in some cases, counties contracting with managed healthcare providers hasn’t resulted in positive outcomes. CorrHealth isn’t interested in “privatizing,” as we are promoting and delivering a true county partnerships. This partnership includes involvement from our county’s detention administration and engaged, to the extent that you are comfortable, including approving all prospective team members. CorrHealth is committed to providing the county with true transparency into our operations: our turn-over rates, our financials and our survey data, all of which empowers the county with many more controls than any other industry provider. With this, the county’s should realize our partnership is very different from “privatization.”

We are sensitive to the county’s and the community’s anxiety. In fact, we’re so confident in our ability to demonstrate that we’re willing to enter into a short-term agreement of one (1) year to prove our efficiencies and partnership is the right one for your county and community.

7. Inmate transports to the ER/hospital, and to individual off-site service providers (dental, lab, x-ray, medical waste, dialysis, etc.) are not only costly and labor intensive, but they’re incredibly risky to the detention officers, the community and the inmate-patient(s). How does CorrHealth work to maximize on-site healthcare services?

Over the years, CorrHealth’s leadership has established trust-based partnerships with various ancillary medical and mental healthcare service providers (e.g. mobile dental, laboratory, x-ray, OB/GYN, medical waste, dialysis and pharmaceutical). These contractors will subcontract with CorrHealth to provide on-site healthcare programs and services to our inmate population. While we understand off-site transports will still be delivered to those requiring additional attention, we aim to limit these transports as much as possible. With limited off-site transports, we deter litigation and liability and provide additional safety to both the inmates and the detention staff.

9. Once released from custody, it’s critical discharged inmates continue with their medications to ensure continuity of care. Are inmates provided a supply of medications upon release with your company?

CorrHealth agrees that continuity of care is essential to delivering a complete and quality inmate healthcare program. We will work to ensure inmates receiving prescriptions will receive an adequate supply of medications to assure that a medication lapse does not occur. A prescription will be provided to cover the period prior to follow-up evaluation and either called to a pharmacy or given to the inmate upon release. This is one-way CorrHealth works to ensure continuity of care with our inmate-patients, pro-actively reduce risks and liability, reduce recidivism and “Do Right”.

10. If CorrHealth is chosen as the county’s inmate healthcare provider, and if the county approves a consumer price index (CPI) increase, will the CPI funds be paid toward healthcare employee pay increases?

The Consumer Price Index (CPI) is intended to cover inflationary items such as pay wage increases, pharmaceuticals and supplies. Most industry providers use CPI funds to increase their profit margins and do not use these funds to increase employee wages, which results in poor employee morale, medical mistakes and  lackluster care being provided, and increased turnover, all of which directly affects the County.  

11.Our county would like to see genuine efforts to reduce recidivism and the incarceration cycle broken where possible. What efforts will CorrHealth make to reduce recidivism?

CorrHealth wholeheartedly agrees. We are committed to work with the County to determine what has been effective, what hasn’t, and what programs can we provide the county to succeed. One way we’ve learned to reduce recidivism is with evidence based treatment programs through our mental health department. These programs have a proven track record and have been implemented by our mental health team. We will also reach out to work with community providers. From our experience, if the community is involved, success rates increase. Whatever route the county chooses, we are here to work with the county in an effort to reduce recidivism and break the incarceration cycle.

12. Training is important, will CorrHealth provide training for the healthcare employees and our detention officers and administration?

Yes. Effective team training is paramount in any, and all successful teams and organizations, especially in the correctional healthcare industry. CorrHealth is passionate about the professional development of each of our team members. Our training will reduce medical mistakes, limiting risk and liability while increasing team member morale and decreasing staff turnover. CorrHealth is proud of our training curriculum and will work with the county to ensure sufficient training is provided to both CorrHealth personnel and your detention staff.

CorrHealth routinely offers continuing development and training opportunities for our team members, and we will work with our county-partners to ensure that on-site personnel receive corrections-specific training opportunities. We offer both in-house and community opportunities for continuing education programs applicable to a career in correctional healthcare. By encouraging our employees to take advantage of these opportunities, CorrHealth builds an even stronger, more professional team equipped to meet our counties’ diverse needs. We will ensure that all employees complete any annual training necessary to maintain their licenses and/or certifications. Our President of Operations and Director of Operations will mentor and coach our staff and providers. CorrHealth physicians and mid-level providers receive continuing education from the Chief Medical Officer. Topics are selected based on timely and relevant correctional healthcare issues.

CorrHealth also takes suicide very seriously. Suicide is the leading cause of death in our nation’s detention facilities and it remains a serious public health issue. Effective suicide training is an essential component to any suicide prevention program and CorrHealth is committed to ensuring medical and mental health personnel, as well as county staff, receive initial suicide prevention training, followed by refresher training courses annually. At a minimum, initial suicide prevention training includes, but is not be limited to, the following:

  • why correctional environments are conducive to suicidal behavior
  • staff attitudes about suicide
  • potential predisposing factors to suicide
  • high-risk suicide periods, warning signs and symptoms
  • recent suicides and/or serious suicide attempts within the facility/agency
  • and components of the facility/agency’s suicide prevention policy.

13. Does CorrHealth provide an electronic medical records (EMR) system and what happens to the system and the county’s records if a change is made in healthcare service providers?

Yes, CorrHealth always proposes electronic medical records (EMR) in our comprehensive programs and services. We offer robust EMR service solutions capable of providing the County site-specific healthcare management data at the touch of a button. We will work closely with the County to coordinate reporting requirements and timetables to ensure the Detention Administration is up-to-date on all healthcare stats.

14. Knowing inmate healthcare programs and services are the County’s single largest liability, how does CorrHealth manage against risk and liability and how will your company protect our County work to protect us?

It’s true that inmate healthcare programs are every county’s single-largest risk and liability factor. CorrHealth understands the litigious nature of managing the inmate population, therefore we’re extremely thorough in our recruiting for the right leaders and teams, we’re diligent with our training methods and we ensure each team member has retained what they’ve been trained and we’ve also developed pro-active measures to help prevent litigation prior to any claim being filed. A core component we’ve implemented is our formal grievance committee. Detention and medical leadership will review an inmate’s complaints and grievances through a formal grievance committee and respond to every grievance. The grievance committee will respond within an established timeframe, a resolution will be determined and formally communicated back to the inmate. CorrHealth pro-actively works on any potential litigation prior to any tort claim being filed.

We are sensitive to the frustration and public embarrassment inmate litigation settlements place on counties, Sheriffs and Detention Administration, we are committed to deliver a pro-active, effective and open communication with the counties we serve regarding any potential risks, litigation and options.

CorrHealth Is The Provider Of Choice When Integrity, Transparency And A
True-Partnership Matter.