Public Sector Interview
September 12, 2010
Public Sector Interview
Name: Stephen Brannon
Organization: Michigan Department of Correction
Role: To supervise employees to ensure they are providing the public with safety. I selected Stephen Brannon to interview for my Public Sector assignment. Mr. Brannon is a supervisor at Michigan Department of Correction-Outer District. This government organization is responsible for providing public safety to the citizens by supervising convicted felons that have been placed on parole/probation for a set term. Mr. Brannon has been employed by Michigan Department of Correction for over 25 years. He has been a supervisor for the last 17 years. He currently supervises 14 employees. His primary responsibility is to correct and sign warrants that are prepared by the Parole/Probation Officers, make recommendations, deciding the consequences for felons that are not in compliance with their court ordered Parole/Probation terms. Additionally, Mr. Brannon is responsible for assisting in arrests and contacting other jurisdictions when applicable for felons that may have warrants in those jurisdictions. Mr. Brannon and I met for a face-to-face interview on September 7, 2010. The four topics that I selected to discuss with Mr. Brannon were taken from Chapters 6-9, as I found them to be applicable to Mr. Brannon’s organization and his role with his organization. I found the interview to be quite interesting and informing. It was amazing to learn that Mr. Brannon’s responses were similar to the course readings. It is my opinion that Mr. Brannon was very forthcoming in his answers and the overall interview was delightful. It was an experience that I am glad to have.
Topic: Sexual Harassment
Question 1) Do you believe that it should be the employers responsibility to prevent sexual harassment in the workplace?
Mr. Brannon reported that he believes that the employer should be responsible for doing all it can to prevent sexual harassment in the workplace. Mr. Brannon reported that in his career with Michigan Department of Corrections, he has only witness one employee terminated for this action. I was surprised to learn that the employee was in fact a woman. Mr. Brannon reported that when someone is accused of sexual harassment, the allege perpetrator is informed of the accusations and the allege victim is removed from their current office and placed in another office pending the outcome of the investigation. The investigation process can be lengthy, depending on the accusation, the seriousness of the issue, as well as the amount of people that may have witnessed any incidents. Mr. Brannon reported that any employee that is found guilty of sexual harassment should be dismissed. He also stated that he feels that in most cases, employees find attraction in one another and when the relationship goes “sorrow”, problems arise. Mr. Brannon stated that to prevent sexual harassment, he recommends that employees should remain professional and not horseplay with each other, as this cuts down on the drama. He also recommended that if it a person reports sexual harassment and the employer does not or have not done anything to prevent this behavior, the employer should be liable for any damages. Mr. Brannon reported that during New Hire Orientation, each employee is provided a handbook that covers sexual harassment. He briefly described what is considered to be violations under Sexual Harassment. Mr. Brannon reported that his employer takes sexual harassment very serious and has a zero tolerance for any violators. He reported that referring to someone as “babe” or “sweetheart” can be considered sexual harassment. I was shocked to learn that this could be misconstrued as sexual harassment. In fact,...