GAMES CRIMINALS PLAY

How You Can Profit By Knowing Them

COURSE OBJECTIVES
TO IDENTIFY WHAT GAMES PRISONERS USE. TO IDENTIFY WAYS TO RECOGNIZE WHAT GAMES THE PRISONERS ARE PLAYING HOW TO EFFECTIVELY ELIMINATE THE GAME THE PRISONER ARE PLAYING.

YOUR WORKING AT TCIP AND WHAT WOULD YOU DO IF?

AN INMATE OF THE OPPOSITE SEX SAID, I THINK YOURE BEAUTIFUL. AN INMATE ASKED YOU FOR A CIGARETTE. AN INMATE WANTS TO GIVE YOU A GIFT. A FORMER SCHOOLMATE BECOMES A PRISONER ASSIGNED TO THE UNIT YOUR ASSIGNED TOO.

LIFE QUESTIONS TO PONDER?

WHERE DID I COME FROM? WHY AM I HERE? WHO AM I? WHERE AM I GOING IN LIFE? HOW DO I GET THERE? WHAT IS MY PURPOSE IN LIFE?

THE COPS AND ROBBERS SYNDROME

CONVICTED FELONS WILL ALWAYS ACT TOWARD ANY AUTHORITY FIGURE WITH ANIMOSITY, HATRED AND DISTAIN.

THE CONFLICT BETWEEN KEPT AND KEEPER

1. PRISONS ARE TOTALITARIAN

COMMUNITIES.
PRISONERS ARE HELD AGAINST THERE WILL AND ARE FORCED TO LIVE WITH THERE CONTROLLERS. FREEDOM OF SPEECH ,CHOICE AND MOVEMENT ARE CONTROLLED UNDER THE THREAT OF DEATH-TRY TO ESCAPE AND OFFICER WILL SHOT.

THE CONFLICT BETWEEN KEPT AND KEEPER CONTD

2. PRISONS ARE COMMUNITIES WHERE

YOUR:
WHEN TO GO TO SLEEP. WHEN TO WAKE UP. WHAT TO WEAR. WHEN & WHAT TO EAT. WHAT ATTITUDE TO ASSUME. WHAT IS ACCEPTABLE BEHAVIOR.

THE CONFLICT BETWEEN KEPT AND KEEPER CONTD

3. ONCE IN PRISON THE INDIVIDUAL WILL LEARN CERTAIN BEHAVIORS AS FOLLOWS: ACTING OUT. REFUSING TO COOPERATE. DEVISING METHODS OF MODIFYING THE KEEPERS BEHAVIOR. CIRCUMVENTING OR DISOBEYING RULES DOING THINGS THEY WANT REGARDLESS OF PUNISHMENT, WHICH GIVES THEM STATUS AMONG THERE PEERS. BECOME A SNITCH TO GET WHAT THEY NEED FROM THERE KEEPERS, THIS CHOICE PUTS THEM AT ODDS WITH THE CULTURE OF PRISON

THE CONFLICT BETWEEN KEPT AND KEEPER CONTD

4. CORRECTIONAL STAFF MAIN RESPONSIBILITY ARE AS FOLLOWS: THE MAIN OBJECTIVE OF CORRECTIONAL STAFF IS THE PROTECTION OF SOCIETY . THE ENFORCEMENT OF RULES AND REGULATION OF FACILITY, ADMINISTER DISCIPLINE AND CONTROL BEHAVIOR OF POPULATION. MOST NEW STAFF ARE TOLD DONT TRUST PRISONER THE STAFF WHO BECOME TO TOO FRIENDLY WITH PRISONERS ARE LABELED PRISONER LOVERS AND USUALLY SUFFER SOME NEGATIVE PEER PRESSURE FROM OTHER STAFF.

BRIDGING THE GAP BETWEEN STAFF & INMATES

STAFF POSITIVE OR NEGATIVE BEHAVIOR INFLUENCE HOW PRISONERS INTERACT WITH STAFF, AND INDICATE IF YOU ARE SOMEONE THAT IS RESPECTED OR SOMEONE WHO THEY CONSIDER A MARK FOR A GAME TO BE PLAYED ON.

CORRECTIONAL EMPLOYEES BEHAVIOR

PRISONERS EXPECT THE FOLLOWING BEHAVIOR FROM STAFF AS FOLLOWS:
IF A PRISONER COMMITS A RULE VIOLATION AN EMPLOYEE REPORTS IT THE PRISONER EXPECTS CONVICTION AND PUNISHMENT FOR THE RULES VIOLATION.

CORRECTIONAL EMPLOYEES BEHAVIOR

IF THE CORRECTIONAL EMPLOYEE OVERLOOKS THE RULES VIOLATION AND ALLOWS THE BEHAVIOR, THE PRISONER WILL TAKE THIS ACT AS THE EMPLOYEE IS WEAK AND LOSE RESPECT FOR THE EMPLOYEE AND SET-UP THE EMPLOYEE AS A MARK FOR A GAME.

TYPE OF CORRECTIONAL EMPLOYEES BEHAVIOR

NAIVET: EMPLOYEE HAVING OR DISPLAYING A SIMPLE OR TRUSTING NATURE. THIS TYPE OF BEHAVIOR IS NORMALLY DISPLAYED BY NEW EMPLOYEES OR EMPLOYEES WITH A LIBERAL VIEW OF THE WORLD. FRIENDLINESS & OVER-FAMILIARIZATION: FRIENDLINESS BY STAFF IS VIEWED AS A WEAKNESS BY MOST PRISONERS. OVERFAMILIARIZATION IS WHEN YOU SHARE TOO MUCH PERSONAL INFORMATION ABOUT YOUR LIFE AND ALLOW INMATES TO CALL YOU BY YOUR FIRST NAME.

CORRECTIONAL EMPLOYEES BEHAVIOR CONTD

1. 2. 3. 4. 5.

PROFESSIONALISM: BELIEVING IN ONESELF AND SHOWING SELF-CONFIDENCE. BEING RELIABLE AND EMOTIONALLY STABLE. ACCEPTS RESPONSIBILITY AND TAKES INDEPENDENCE ACTIONS. CONTROLLING THE SITUATION INSTEAD OF THE SITUATION CONTROLLING THEM. BEING FIRM BUT FAIR IN THERE ACTIONS.

PROFESSIONALISM CONTD:
6. NOT SHOWING SELF-IMPORTANCE. 7. DISPLAYING GOOD MANNERS AND SPEECH. 8. BEING UNSELFISH AND NOT TOUCHY. 9. SEARCHING FOR TRUTH AND NOT SPREADING RUMORS OR GOSSIP. 10. NOT KEEPING GRUDGES.

PROFESSIONALISM CONTD:
11. BEING NEAT IN APPEARANCE. 12. BEING MINDFUL OF WHAT THEY SAY AND DO. 13. BEING HUMBLE, SYMPATHETIC AND UNDERSTANDING OF OTHERS. 14. ADAPTING TO CHANGE EASILY, MAINTAINING ENTHUSIASM, DISPELLING PREJUDICE AND SHOWING ALLEGIANCE TO OTHER EMPLOYEES.

UNPROFESSIONAL BEHAVIOR
1. 2. 3. 4.

THESE ARE SOME EXAMPLES OF UNPROFESSIONAL BEHAVIOR: LEAVING PART OF ONES JOB FOR THE OTHER PERSON TO COMPLETE. DISCUSSING INAPPROPRIATE SUBJECTS WITH OR IN FRONT OF INMATES. 13. PASSING THE BUCK. 14. CHRONIC COMPLAINING.

UNPROFESSIONAL BEHAVIOR CONTD

5. LOSS OF PRIDE IN APPEARANCE. 6. MAKING EXCUSES

7. ABUSE OF SICK LEAVE. 8. INAPPROPRIATE OR UNPROFESSIONAL CONDUCT. 9. EXCESSIVE DRINKING DURING OFFDUTY HOURS. 10. SLOOPY SECURITY HABITS.

DEFINITION OF INMATE ROLES IN GAME PLAYING:

OBSERVER: THIS ROLE IS TO OBSERVE FOR POTENTIAL VICTIMS IN THE SET-UP PROCESS. CONTACTS: THIS ROLE SUPPLIES INFORMATION FOR THE SET-UP PROCESS. INMATE CLERKS ARE THE BEST CONTACTS FOR THIS ROLE. RUNNERS: THIS ROLE ACTS THE MULE FOR THE SET-UP PROCESS. TURNERS: THIS ROLE CONSISTS OF INMATES BEFRIENDING STAFF TO COERCE THEM INTO ENGAGING IN INFRACTIONS OF THE RULES.

DEFINITION OF INMATE ROLES IN GAME PLAYING CONTD:

POINTMAN: THIS ROLE ACTS AS A GUARD WHEN THE EMPLOYEE IS IN THE PROCESS OF GRANTING ILLEGAL FAVORS, VIOLATING FACILITY RULES OR BEING COMPROMISED OR HARMED. TROUBLE SPOT: THIS ROLE IS CRITICAL IN THAT WHEN AN EMPLOYEE IS TURNED INTO A MULE THIS INMATE ACTS AS GO BETWEEN. THIS ROLE IS ONE OF THE MOST DANGEROUS FOR STAFF AND INMATE ALIKE.

TYPES OF INMATE GAMES:

SET-UP (MAIN GAME) THE SUPPORT SYSTEM POOR-ME GAME
1. 2.

EMPATHY SYMPATHY

CONFIDENTIALITY GAME THE WE/THEY SYNDROME PROTECTION GAME

TYPES OF INMATE GAMES CONTD:

ALLUSION TO SEX GAME THE TOUCH SYSTEM THE RUMOR CLINIC THE SHOPPING LIST THE LEVER THE STING

SET-UP GAME
THE OBSERVATION STEP:
1.

BODY LANGUAGE OBSERVATION

LISTENING OBSERVATION:
1.

PLACES OF GATHERING INFORMATION

VERBAL OBSERVATION:
1. 2.

INMATE CONVERSATION WITH PROPOSED VICTIM INMATE SUGGESTION OF MINOR RULES VIOLATION

SET-UP GAME CONTD

ACTION OBSERVATION:
1. 2.

INMATE VIOLATES MINOR RULE TEST THE EMPLOYEE ACTION TOWARD RULES VIOLATION

SELECTION OF VICTIM:
1.

INTENTIONAL SELECTION:
EXCESSIVE FRIENDLINESS NAVE AND TRUSTING NATURE OF EMPLOYEE GULLIBILITY OR WEAKNESS LACK OF EXPERIENCE

SET-UP GAME CONTD

2. ACCIDENTAL SELECTION:
HIDDEN WEAKNESS CHANGE OF JOB ASSIGNMENT OR FAMILY STATUS

3 .PEGGING EMPLOYEE:
SOFT HARD MELLOW

4. TESTING OF LIMITS/FISHING TEST:

TEST OF LIMITS CONSTANT NUDGE OF RULES FISH TESTING ASKING FOR ILLEGAL THINGS PERSISTENCE

1. 2.

THE SUPPORT SYSTEM GAME

EGO UPLIFTING
1. 2. 3. 4. 5.

OFFER TO HELP SETTING LOYALTY STANDARDS YOURE THE BEST PLEDGE OF FAITH AND DEVOTION STRENGTHENING OF FRIENDSHIP

RELIANCE ON INMATE TO MAKE JOB EASIER

1. 2. 3.

DEVELOPING TRUST THE INDISPENSABLE INMATE LOSS OF EFFECTIVE CONTROL OF INMATES BEHAVIOR

POOR ME GAME
EMPATHY:
1. 2. 3. 4. 5. 6.

PROJECTING ONES PERSONALITY ONTO ONE ANOTHER SHARING SIMILAR PROBLEMS UNDERSTANDING THE YOU/ME SYNDROME PEGGING EMOTIONS SPEAKING LEVELS OF IDENTIFICATION

SYMPATHY:
1. 2. 3.

SAMENESS OF FEELINGS VICTIMS RESPONSE TO PITY LEVEL OF COMPASSION

CONFIDENTIALITY GAME
PLEA FOR HELP:
1. 2. 3.

I NEED YOU IM A FAILURE/I LACK CONFIDENCE YOURE THE ONLY ONE WHO CAN HELP

CONFIDENTIALITY:
1. 2.

KEEP IT JUST BETWEEN US ONLY SHARE CONFIDENCE WITH THEM

THE WE/THEY SYNDROME

SEPARATE VICTIM FROM STAFF:
1. 2. 3. 4. 5.

THEY DONT UNDERSTAND YOU, BUT WE DO THERE WRONG ABOUT YOU THEYRE TREATING YOU LIKE THEY TREAT US STAFF SPLITTING IM O.K., YOUR O.K.- THEYRE NOT O.K.

SIMILAR BACKGROUNDS:
1. 2. 3.

ETHNIC NEIGHBORHOOD CIRCUMSTANCES SIMILAR

PROTECTION GAME
MINOR OFFERS FOR PROTECTION:
1. 2. 3.

FRIENDLINESS AND TRUST OFFERED ILL TAKE THE HEAT FOR YOU I WONT LET THIS HAPPEN TO YOU

SERIOUS OFFER OF PROTECTION

1. 2. 3.

USE OF FEAR STAGING AN EVENT A GRATEFUL VICTIM

ALLUSION TO SEX GAME

IF VICTIM ID FEMALE:
1. 2. 3.

THE INTENT/THE URGE ALLUSIONS NICE GUY IMAGE EMPLOYEE RESPONSE

NO COMMENT CONFINEES ARE LIKE THAT TELL ME MORE IVE HAD ENOUGH

3. 4. 3. 4. 5.

FACILITY PROCEDURE EFFECTS OF RUMORS

IF VICTIM IS MALE:
COERCION USED AS LEVER JOB SECURITY THREAT

THE TOUCH SYSTEM

IF VICTIM IS FEMALE: CAUTION
1. 2. 3. 4.

FLICKING OR BUMPING UP AGAINST PAT ON THE BACK PROLONGATION THE ACCIDENT

IF VICTIM IS MALE: FORM BOND

1. 2.

FRIENDLY NUDGE SLAP ON THE BACK

THE RUMOR CLINIC

PULLING STAFF AWAY FROM VICTIM:
1. 2. 3.

PLANTING THE SEED OF MISTRUST AGAINST STAFF USING STREET PSYCHOLOGIST TACTICS TO GET CLOSE TO VICTIM CHANGING PEER ATTITUDES TOWARD VICTIM

THE RESULTS OF RUMORS:

1. 2. 3.

EMPLOYEE ISOLATION REJECTION OF VICTIM BY OTHER STAFF HAVING INMATES AS ONLY FRIENDS AT THE FACILITY

TURNOUT GAMES:
THE SHOPPING LIST
THIS IS THE FINAL STAGE TO ALL THE GAMES MENTIONED IN THE COURSE: CONTRABAND OR FAVOR DEMANDED DELIVERED TO FACILITY:
1. 2. 3. 1. 2.

COERCION IS USED SALES PITCH/ON-TIME ONLY PLOY DRUGS, ALCOHOL, MONEY, SEX IS DEMANDED

EMPLOYEE REACTION
DISBELIEF TIME FOR DECISION TO DO IT OR NOT

INMATE EXPOSURE
1. 2.

RISK DISCIPLINARY ACTION NO TURNING BACK/DESPERATION SETS IN

THE LEVER:
CREATION OF THE LEVER:
1. 2. 3. 1. 2.

THE LEVER IS CREATED WHEN ANYTHING IS OBTAINED DURING THE SET-UP PROCESS EMPLOYEE COULD BE AWARE/ UNAWARE OF THE LEVER THE LEVER IS GENERATED OUT OF FRIENDSHIP

USAGES OF THE LEVER

PSYCHOLOGICAL THREATS INMATES RISKS INCREASE WHEN USING THE LEVER AT THIS POINT IN GAME

EMPLOYEE REACTION TO LEVER THREAT

1. 2. 3.

ACCEPTANCE/REFUSAL PERSONALITY CHANGE IS DETECTED IT ONLY A MATTER OF TIME A DECISION IS MADE ABOUT LEVER THREAT

THE STING
FORCE IS APPLIED TO MARK
1. 2. 3.

PHYSICAL THREAT BATTLE OF THE MINDS PHYSICAL HARM COMES TO MARK IS SERVICES OR GOOD IS NOT PROVIDED AT THE STAGE OF THE GAME

POWER POSITION
1. 2.

INMATE SHOWS HIS CONTROL OVER OTHERS VICTIM HAS LOSS OF AUTONOMY AND A SENSE OF FEAR IS FELT BY VICTIM FROM INMATES INVOLVED.

STATISTICAL DATA OF STAFF/ INMATE GAME PLAYING

TABLE 1 (133 EMPLOYEES/112 INMATES)
WHITE MALE BLACK MALE HISPANIC MALE WHITE FEMALE BLACK FEMALE HISPANIC FEMALE OTHER MALE OTHER FEMALE 24.5% 19.5% 15.0% 13.5% 12.5% 13.0% 2.0% 0.0%

LENGTH OF EMPLOYEE SERVICE INVOLVED IN STAFF/INMATE GAME PLAYING

TABLE 2 LENGTH OF SERVICE OF EMPLOYEE INVOLVED: 1- 11 MNT. 67% 1-3 YRS. 23% 3-8 YRS. 6% 8-16 YRS. 4%

1. 2. 3. 4.

TYPE OF CONTRABAND BROUGHT IN THROUGH STAFF/INMATE GAME PLAYING

1. 2. 3. 4. 5.

TABLE 3 PERCENT IN GROUPS 59% MARIJUANA/PILLS 17% ALCOHOL 6% MONEY 1% HOMOSEXUAL ACTS(MALE) 17% SEXUAL FAVOR(FEMALE) 87 EMPLOYEE WHERE TERMINATED IN CASE STUDY 65% OF THE GROUP

TYPES OF OUTCOMES FOR STAFF/INMATE GAME PLAYING

DISPOSITION OF STAFF
1. 2. 3. 4.

65% WERE EXPELLED OR RESIGNED UNDER PRESSURE 18% WERE SUSPENDED 8% RECEIVED NO DISCIPLINARY ACTION DUE TO LACK OF EVIDENCE 8% REPORTED THEMSELVES AND NO ACTION WAS TAKEN AGAINST THEM

DISPOSITION OF INMATES
1. 2. 3. 4.

64% RECEIVED NO DISCIPLINARY ACTION BECAUSE THEY HELP IN THE INVESTIGATION OF STAFF 12% RECEIVED 10 DAYS ISOLATION: SUSPENDED 16% RECEIVED 10 DAYS ISOLATION 8% WERE TRANSFERRED

CONCLUSION AND FINAL THOUGHTS

IN THIS COURSE WE HAVE VIEWED MANY TYPES OF GAMES AND MANIPULATION INMATES WILL TRY TO USE TO GET YOU BRING THEM THERE NEED AND WANTS. YOUR GOAL IS TO TRY TO FIGHT THIS TYPE OF BEHAVIOR WITH GOOD COMMON SENSE AND A DESIRE TO ALWAYS DO THE RIGHT THINGS REGARDLESS. ALWAYS TELL SOMEONE CLOSE TO YOU, IF YOU EVER FEEL YOUR LEANING TO MUCH TO THE SIDE OF THE INMATE. THIS TYPE OF THINKING WILL ALWAYS LEAVE YOURSELF OPEN TO A MARK ANY COMMENTS OF QUESTION FROM THE CLASS.