NC Correctional Officer Basic Training
Exam 2026
Civil or Criminal Charges
Any Motor Vehicle Offense which could result in immediate suspension of your driver's license
or, if CONVICTED, could result in the revocation of your driver's license, any Felony Offense, or
any Misdemeanor Offense
Formal Notice
Includes, but is not limited to arrest, detention, citation, criminal summons, civil summons,
permanent restraining order, warrant for arrest, order for arrest, bill of information, notice from
DMV, Order to Show Cause, etc.
Conviction
Verdict or Finding of Guilty, Plea of Guilty, No Contest, Nolo Contendere, or equivalent.
Sources of Information
OIC supervisor, the chaplain, or a programs staff member.
Disciplinary Actions that may be taken (for officers/staff)
1) Written Warning
2) Demotion
3) Dismissal
4) Disciplinary Suspension Without Pay
Reporting Criminal Offenses to Agency
DAC Employees are required to report any criminal or civil charges for which they receive formal
notice. (Except for non-moving traffic violations where the max penalty is a fine and no personal
injury is involved.
Process for Notifying the Agency of Criminal Offenses
Once arrested or charged, employees must notify their supervisor upon returning to work or
within 24 hours, whichever is sooner. (Failure to report could result in loss of correctional
certification).
,Giving Court Disposition to the Agency
Once the case has been disposed (settled and have gone to court) you must submit a certified
true copy (WITH raised stamp/seal from the clerk of court) of the court disposition to your
supervisor within 48 hours.
Disciplinary Action for Criminal Charges
Discipline is based on the documented behavior and is separate from the criminal proceedings.
Two Sets of Rules Certified Officers Fall Under
1) The rules of the DAC
2) The Rules Established by the Criminal Justice Standards Division
Period of Suspension, Revocation, or Denial of Certification for Misdemeanor Charges
Employee MAY have their certification suspended for 3 years
Period of Suspension, Revocation, or Denial of Certification for Felony Charges
Employee WILL have their certification suspended for 10 years.
Category I Employee- Uniform Policy
1) Uniforms will be cleaned, pressed, and serviceable
2) Will be worn in its entirety
3) WILL NOT be worn for non-duty activities
4) Shirts will not be altered
5) Only solid black t-shirt or thermal under the uniform shirt
6) Only pens with black caps
7) Trousers will be hemmed
8) Only black double-duty officer jacket
9) All other outerwear is state-issued or black
10) Boots- 5.11 black (state issued)
Category I Employee- Jewerly
1) No more than one ring on each hand (exception of wedding set)
2) No rings on thumbs
3) Necklaces must be concealed
4) One watch and medical alert bracelet may be worn (no other bracelets while on duty)
5) Females only- 1 pair of simple clip-on or stud earrings (centered on each lobe)
Category I Employee- Hair Males
,1) Must be a natural color
2) Must not hinder the correct wearing of the hat
3) Designs are prohibited
4) Hair lengths must be at or secured above the collar
Category I Employee- Hair Females
1) Must be a natural color
2) Must not hinder the correct wearing of the hat
3) Designs are prohibited
4) Short to mid length hair has no restrictions on falling below the collar
5) Long hair must be worn up as to not present a security concern
6) Hair ornaments must match hair color
7) No ribbons or beads may be worn
Category I Employee- Fingernails
1) No more than 1/4 in. beyond finfer tips
2) Only clear, translucent pastels, or beiges may be worn
3) Only one color of polish at a time
4) No designs
Category III Employee- Dress Code
Dress in a manner that will ensure their personal safety, and project a professional, modest,
conservative image.
Category III Employee- Shoes
Shoes should present a professional business image
Category III Employee- Jewelry
Same standards as category I employee. BUT one visible necklace and one visible bracelet may
be worn.
Category III Employee- Hair
No restrictions on hair length, ornaments do not have to match hair color, all other standards
are the same as category I employees.
Category III Employee- Nails
Same as category I employees, but no restrictions on nail colors.
Employee Grievance Policy
, 1) Can be used when you feel you have been treated unfairly
2) Free from interference, restraint, coercion or reprisal
Employee Forms for Injury/Accident/Exposure to Blood Borne Pathogens
1) HR201- Initial Injury Report
2) HR203- Accident/Incident Investigation Report
Medical Services for Employees
1) Emergency Medical Treatment
2) Preventative Medicine
-Influenza Vaccine
-Hepatitis B Vaccine
-Tuberculosis Skin Test
3) Workman's Compensation
Court Actions that can be Filed Against Correctional Officers by Offenders
1) Civil Rights lawsuits can be filed in Federal Court
2) Civil lawsuits can be brought against correctional employees in state court.
Procedure for Handling a Civil Lawsuit
1) The employee should notify the Attorney General's Office Immediately
2) If served with a criminal summons, notify the Facility Head, prior to notifying the legal office
if possible. Legal office should be notified the same day.
3) A detailed written response should be prepared concerning the allegations or incident. (Must
explain, admit, or deny every allegation).
4) Gather Documentation Relevant to the complains and forward to the legal office along with
the written response.
Defense that Correctional Officers Use to Protect Themselves in Offender Lawsuites
A defense may be available IF employee acts according with DAC policy and procedure. Defense
is provided by the Attorney General's Office.
acting within THE SCOPE OF THEIR EMPLOYMENT
4 Situations When Force May Be Used
1) Prevent an escape of an offender
2) Ensure compliance with a lawful order
Exam 2026
Civil or Criminal Charges
Any Motor Vehicle Offense which could result in immediate suspension of your driver's license
or, if CONVICTED, could result in the revocation of your driver's license, any Felony Offense, or
any Misdemeanor Offense
Formal Notice
Includes, but is not limited to arrest, detention, citation, criminal summons, civil summons,
permanent restraining order, warrant for arrest, order for arrest, bill of information, notice from
DMV, Order to Show Cause, etc.
Conviction
Verdict or Finding of Guilty, Plea of Guilty, No Contest, Nolo Contendere, or equivalent.
Sources of Information
OIC supervisor, the chaplain, or a programs staff member.
Disciplinary Actions that may be taken (for officers/staff)
1) Written Warning
2) Demotion
3) Dismissal
4) Disciplinary Suspension Without Pay
Reporting Criminal Offenses to Agency
DAC Employees are required to report any criminal or civil charges for which they receive formal
notice. (Except for non-moving traffic violations where the max penalty is a fine and no personal
injury is involved.
Process for Notifying the Agency of Criminal Offenses
Once arrested or charged, employees must notify their supervisor upon returning to work or
within 24 hours, whichever is sooner. (Failure to report could result in loss of correctional
certification).
,Giving Court Disposition to the Agency
Once the case has been disposed (settled and have gone to court) you must submit a certified
true copy (WITH raised stamp/seal from the clerk of court) of the court disposition to your
supervisor within 48 hours.
Disciplinary Action for Criminal Charges
Discipline is based on the documented behavior and is separate from the criminal proceedings.
Two Sets of Rules Certified Officers Fall Under
1) The rules of the DAC
2) The Rules Established by the Criminal Justice Standards Division
Period of Suspension, Revocation, or Denial of Certification for Misdemeanor Charges
Employee MAY have their certification suspended for 3 years
Period of Suspension, Revocation, or Denial of Certification for Felony Charges
Employee WILL have their certification suspended for 10 years.
Category I Employee- Uniform Policy
1) Uniforms will be cleaned, pressed, and serviceable
2) Will be worn in its entirety
3) WILL NOT be worn for non-duty activities
4) Shirts will not be altered
5) Only solid black t-shirt or thermal under the uniform shirt
6) Only pens with black caps
7) Trousers will be hemmed
8) Only black double-duty officer jacket
9) All other outerwear is state-issued or black
10) Boots- 5.11 black (state issued)
Category I Employee- Jewerly
1) No more than one ring on each hand (exception of wedding set)
2) No rings on thumbs
3) Necklaces must be concealed
4) One watch and medical alert bracelet may be worn (no other bracelets while on duty)
5) Females only- 1 pair of simple clip-on or stud earrings (centered on each lobe)
Category I Employee- Hair Males
,1) Must be a natural color
2) Must not hinder the correct wearing of the hat
3) Designs are prohibited
4) Hair lengths must be at or secured above the collar
Category I Employee- Hair Females
1) Must be a natural color
2) Must not hinder the correct wearing of the hat
3) Designs are prohibited
4) Short to mid length hair has no restrictions on falling below the collar
5) Long hair must be worn up as to not present a security concern
6) Hair ornaments must match hair color
7) No ribbons or beads may be worn
Category I Employee- Fingernails
1) No more than 1/4 in. beyond finfer tips
2) Only clear, translucent pastels, or beiges may be worn
3) Only one color of polish at a time
4) No designs
Category III Employee- Dress Code
Dress in a manner that will ensure their personal safety, and project a professional, modest,
conservative image.
Category III Employee- Shoes
Shoes should present a professional business image
Category III Employee- Jewelry
Same standards as category I employee. BUT one visible necklace and one visible bracelet may
be worn.
Category III Employee- Hair
No restrictions on hair length, ornaments do not have to match hair color, all other standards
are the same as category I employees.
Category III Employee- Nails
Same as category I employees, but no restrictions on nail colors.
Employee Grievance Policy
, 1) Can be used when you feel you have been treated unfairly
2) Free from interference, restraint, coercion or reprisal
Employee Forms for Injury/Accident/Exposure to Blood Borne Pathogens
1) HR201- Initial Injury Report
2) HR203- Accident/Incident Investigation Report
Medical Services for Employees
1) Emergency Medical Treatment
2) Preventative Medicine
-Influenza Vaccine
-Hepatitis B Vaccine
-Tuberculosis Skin Test
3) Workman's Compensation
Court Actions that can be Filed Against Correctional Officers by Offenders
1) Civil Rights lawsuits can be filed in Federal Court
2) Civil lawsuits can be brought against correctional employees in state court.
Procedure for Handling a Civil Lawsuit
1) The employee should notify the Attorney General's Office Immediately
2) If served with a criminal summons, notify the Facility Head, prior to notifying the legal office
if possible. Legal office should be notified the same day.
3) A detailed written response should be prepared concerning the allegations or incident. (Must
explain, admit, or deny every allegation).
4) Gather Documentation Relevant to the complains and forward to the legal office along with
the written response.
Defense that Correctional Officers Use to Protect Themselves in Offender Lawsuites
A defense may be available IF employee acts according with DAC policy and procedure. Defense
is provided by the Attorney General's Office.
acting within THE SCOPE OF THEIR EMPLOYMENT
4 Situations When Force May Be Used
1) Prevent an escape of an offender
2) Ensure compliance with a lawful order
