National Credential
Credential: Certified Corrections Manager (CCM)  GI Bill resource
Credentialing Agency: American Correctional Association (ACA)

The ACA Certified Corrections Manager (CCM) is a mid-level certification for individuals who manage major units or programs within a corrections setting. Applicants are corrections management staff who contribute to the development of policy and procedures, are responsible for their implementation, and have authority over supervisory personnel. Applicants often have titles such as Chiefs, Department Heads, Assistants to the Department Heads, Chiefs of Security, Supervisor of Education, Unit Managers, or Chief Psychologist.

More information can be found on the certifying agency's website.

Renewal Period: 3 years

Certified Corrections Manager (CCM)

The following Army Occupations provide training and/or experience that contributes to attaining this credential:

Personnel Category Occupation Occupation Type Related As Promotion Points Skill Level Star Proponent Funded Gap Analysis
Enlisted 11B Infantryman MOS some  Promotion Points: This certification has been approved for promotion points. Click for more information.        
Enlisted 11C Indirect Fire Infantryman MOS some  Promotion Points: This certification has been approved for promotion points. Click for more information.        
Enlisted 18B Special Forces Weapons Sergeant MOS other          
Enlisted 18F Special Forces Assistant Operations and Intelligence Sergeant MOS other          
Enlisted 31B Military Police MOS other          
Enlisted 31E Corrections and Detention Specialist MOS some  Promotion Points: This certification has been approved for promotion points. Click for more information.     Proponent FundedFunded  
Enlisted 31K Military Working Dog Handler MOS other          
Enlisted 31Z Senior Military Police Sergeant MOS other          
Enlisted R6 Special Reaction Team (SRT) Member ASI some          
Enlisted V5 Military Police Investigation ASI some          

Army Table Legend


Related As

The military occupations shown in this table are related to this credential in one of four ways: Most, Some, or Other.

Most: This credential is directly related to most of the major duties associated with the military occupation (at least 80%). Note that the credential may require additional education, training or experience before you are eligible for it.

Some: This credential is related to some tasks associated with the duties of the military occupation (related 80% to at least one or more critical tasks but less than 80% of all of the entire military occupation). Note that the credential may require additional education, training or experience before you are eligible for it.

Other: This credential is related to this military occupation, but is more advanced or specialized and therefore will likely require additional education, training, or experience.

Promotion Points Promotion Points icon

This credential has been approved for promotion points for this MOS towards promotion to Sergeant and Staff Sergeant. Clicking the Promotion Points icon will open a link to the promotion points fact sheet.

Skill Level Designation

Skill Level I: This skill level consists of all Soldiers in the ranks of Private (pay grade E-1) up to Specialist (pay grade E-4). Time in Service (TIS) is generally between initial entry and four Years of Service (YOS). This skill level is Entry-level positions requiring performance of tasks under direct supervision.

Institutional training:

  • Structured Self-Development (SSD) level I
  • Basic Leader Course (BLC)

Skill Level II: This skill level is obtained when promoted to Sergeant (paygrade E-5). TIS is generally between 4-8 YOS. Positions requiring performance of more difficult tasks under general supervision; and in some instances, involving supervision of Soldiers in SL1.

Institutional training:

  • Structured Self-Development (SSD) level II
  • Advance Leader Course (ALC)

Skill Level III: This skill level is obtained when promoted to Staff Sergeant (paygrade E-6). TIS is generally between 8-12 YOS. Positions requiring performance of still more difficult tasks and involving first line supervision of Soldiers in SL1 & SL2.

Institutional training:

  • Senior Leader Course (SLC)
  • Structured Self-Development (SSD) level III

Skill level IV: This skill level is obtained when promoted to the rank of Sergeant First Class (paygrade E-7). TIS is generally between 12-18 YOS. Positions requiring relatively detailed knowledge of all tasks specified for a given MOS, normally involving first-line supervision of Soldiers in SLs 1, 2, and 3, and involving managerial duties.

Institutional training:

  • Master Leader Course (MLC)
  • Structured Self-Development (SSD) level IV
  • Senior Enlisted Joint Professional Military Education (SEJPME) I Course

Skill level V: This skill level is obtained when promoted to the rank of Master Sergeant (paygrade E-8). TIS is generally between 18-22 YOS. Positions requiring direct and indirect leadership roles with expertise in company and battalion-level operations and competency across a given CMF, serving as members of a staff at every level in the Army, with a full understanding of the allocation of resources and their utilization in order to accomplish Army functions and missions.

Institutional training:

  • United States Army Sergeants Major Academy (USASMA)
  • Structured Self-Development (SSD) level V

Skill level VI: This skill level is obtained when promoted to the rank of Sergeants Major (paygrade E-9). TIS is generally between 22-30 YOS. Positions requiring organizational leadership roles with multi-dimensional expertise in units and teams on division, corps, and Army staffs, integrated with Joint, Interagency, Intergovernmental, and Multinational (JIIM) partners with a full understanding of the Force Generation process, operations at all echelons, and how the Army runs.

Star Credential Star icon

Star credentials are MOS enhancing, as designated by the Proponent. MOS enhancing credentials are directly related to an MOS or ASI, are taught either partially or completely as part of a Program of Instruction (POI), and improve the MOS technical proficiency.

Proponent Funded Funded icon

This icon indicates credentials which Soldiers may have funded through their MOS proponent. Some proponents offer credentialing opportunities in conjunction with military training and/or as part of MOS development beyond the training base.

Gap Analysis Has Analysis icon

A detailed analysis comparing the credential requirements to the military occupation has been completed. Click on the gap analysis icon to view the analysis page.

Certified Corrections Manager (CCM)

Eligibility Requirements ()

Note: This credential may have multiple options for becoming eligible. Listed below are the minimum requirements based on the minimum degree required. To view other options, see the Eligibility tab.

  • Credential Prerequisite
  • Experience: 9 years
  • Education: High School Diploma/GED
  • Training
  • Membership
  • Other
  • Fee

Exam Requirements ()

  • Written Exam
  • Oral Exam
  • Practical Exam
  • Performance Assessment

Renewal Period: 3 years

  • Continuing Education
  • Exam
  • Continuing Education OR Exam
  • Fee
  • Other

American Correctional Association (ACA)
206 N. Washington Street
Alexandria, VA  22314
Phone: (800) 222-5646
Fax: (703) 224-0179
Email: certification@aca.org

Certified Corrections Manager (CCM)

Option 1: Applicants must have a High School Diploma/General Educational Diploma (HS/GED), one (1) year work experience in present position at the managerial level, and eight (8) years of full-time corrections experience.

Option 2: Applicants must have an Associate's degree and one year of work experience in present position at the managerial level.

The Certified Corrections Manager (CCM) credential has the following other requirements:

  • Applicants must agree to follow the ACA Code of Ethics.
  • Applicants must submit a recommendation from their immediate supervisor which attests to the fact that he or she received satisfactory or better evaluations and are a person of good character.

Certified Corrections Manager (CCM)

  • Manage/Supervise Human Resources (20%)
    • Administer labor union contracts and personnel practices
    • Assist in staff career development
    • Foster communication up/down chain-of-command
    • Identify and make appropriate staff assignments
    • Identify staff training needs and sources for training
    • Participate in staff functions
    • Prepare staff performance appraisals
    • Provide staff with feedback on their performance
    • Promote affirmative action plans and EEO policies
    • Promote wellness programs
    • Recommend incentive awards and promotions
    • Recommend/take appropriate disciplinary actions
    • Recruit/interview potential staff and make hiring recommendations
    • Refer staff to appropriate employee assistance programs
    • Resolve conflicts and respond to staff grievances
    • Schedule/prepare and/or provide job-/discipline-specific training
    • Write position descriptions
  • Enhance Internal/External Agency Environment (15%)
    • Deal with offender families
    • Ensure compliance with position responsibilities
    • Ensure control over equipment and supplies
    • Ensure formal inspections are conducted
    • Ensure staff awareness of problem offenders - gangs, excessively violent, etc.
    • Gather intelligence and initiate investigations
    • Maintain good working relationships with other government agencies
    • Manage by walking around
    • Manage emergencies in accord with policy
    • Promote ethical behavior among staff
    • Represent the agency before community groups
    • Serve as a positive role model
    • Serve in local community organizations
  • Manage Offenders (15%)
    • Assure delivery of quality programs/services to offenders
    • Assure that appropriate services/programs are provided for special-needs offenders
    • Enforce policy and follow procedures
    • Ensure staff enforcement of offender accountability
    • Foster communication with offenders
    • Investigate/respond to offender grievances
    • Oversee offender classification regarding program assignments/recommendations
    • Provide clear rules and procedures
  • Manage Department (25%)
    • Account for property and equipment
    • Assess past budget performance
    • Develop alternative sources for funds/services
    • Develop goals and objectives for department
    • Develop initial budget and subsequent adjustment requests
    • Develop performance-based management reports
    • Develop spending plan based on approved funding
    • Disseminate local procedures and procedural changes to staff
    • Draft operational procedures
    • Facilitate change
    • Initiate communications
    • Interpret policy and establish procedures for staff
    • Make policy recommendations
    • Monitor/control expenditures
    • Monitor daily logs/reports for information
    • Monitor staff time, attendance, and work performance
    • Obtain staff input onto problem solving and decision making
    • Participate in/facilitate special projects
    • Prioritize, schedule, and delegate daily tasks
    • Receive and respond to communications, in a timely manner
    • Review, approve, and coordinate services and activities
    • Review/modify/update local procedures through staff input
    • Review staff record keeping for compliance with standards
    • Schedule, conduct, attend meetings
  • Maintain/Develop Expertise (15%)
    • Be familiar with current court rulings
    • Be knowledgeable about and provide testimony regarding litigation
    • Coordinate the handling of any court cases that are filed
    • Identify own/staff’s professional needs/deficiencies
    • Keep current with professional literature
    • Make proactive efforts to prevent litigation
    • Participate in conferences/workshops
    • Participate in professional organizations
    • Participate in training
    • Review alternative ways to accomplish professional duties
    • Serve as a resource person
    • Serve in “acting” capacities, when requested
  • General Knowledge (10%)
    • Be aware of new technology developments
    • Conduct internal and provide assistance during external audits

There are a number of resources available to help you prepare for the Certified Corrections Manager (CCM) examination:

An additional resource is Safari Books Online, a searchable digital library that provides online access to thousands of books, training videos and conference sessions. See the Educational Resources page here on COOL to learn how to get free access.

Certified Corrections Manager (CCM)

Renewal Period: 3 years

The Certified Corrections Manager (CCM) credential has the following recertification information:

  • Renewal for the CCM certification requires that certified individuals earn 80 CEUs every three years.