TEAM

Targeted Recruitment Outreach

The Department expanded its reach through a strategic, multi-layered recruitment initiative, successfully positioning NJDOC as a premier employer in a highly competitive market. This data-informed approach combined targeted digital marketing and expanded social media outreach with community-based events. Specific efforts were directed toward recruiting women, military personnel, and other groups to ensure a diverse and professional workforce.

Employee Wellness and Support

The Department continued to prioritize the health and well-being of its workforce by offering mental health resources, fostering staff engagement, and deepening partnerships with external organizations. These initiatives focused on building long-term resilience, increasing health awareness, and ensuring streamlined access to confidential assistance for all personnel.

• Critical Incident Stress Management: The Department continued to advance its Critical Incident Stress Management (CISM) program, providing timely, confidential support to employees affected by critical incidents and occupational stress.
• Resiliency Program Officers: In 2024, the Department maintained a statewide network of more than 80 Resiliency Program Officers and eight Master Resiliency Program Officers, supporting employee wellness through peer-based engagement and access to resources.
• 4BlueNJ Partnership: The Department continued collaboration with 4BlueNJ, a division of Rutgers University Behavioral Health Care. This partnership ensures that NJDOC staff have reliable, confidential access to specialized peer-support services.