The CGLPL's experience shows that, in spite of their diversity, the institutions inspected all struggle with largely similar problems: that of the balance between the security requirements and respect for the fundamental rights of people deprived of their liberty, that of having to address both the needs for round-theclock provision and the need for training, that of the relations of power and dependence which inevitably form between warders and their wards, or that of violence. The CGLPL wanted to carry out a realistic and cross-cutting analysis of staff working conditions in view of the impact they have on respect for the fundamental rights of people deprived of freedom. It therefore asked itself two key questions: - are staff, in terms of their numbers, skills and organisation, capable of taking all of the measures ensuring fundamental rights are respected (guaranteeing security, taking responsibility for their wards and preparing for release, providing the necessary services, etc.)? - do staff members themselves always respect fundamental rights in the way they behave (use of force only when strictly necessary, no violence, integrity, respectful conduct, compliance with obligations, etc.)? After identifying the specific risks of working in places of detention, the report examines the significance of staff issues, since provision for people deprived of their liberty must be viewed in terms of a service to people, for which the existence of sufficient staff numbers is a prerequisite. It then moves on to the question of staff's individual skills, and their stability, which must be managed by making sure there is neither excessive turnover nor a sense of tedium setting in among staff. Training should not be limited to merely learning the technical ropes, but also include training in the rights of people deprived of freedom. Lastly, staff must be able to prevent and handle critical situations. The report then addresses the matter of managing professional conduct. For that, it asks that measures aimed at promoting adoption of ethical rules be taken, and recommends that punishment of professional misconduct, though still necessary, be used in moderation so as to avoid any unintended effects. It also advises developing organisational arrangements that are respectful of fundamental rights and, for that, strengthening the role of supervisors, as well as factoring fundamental rights into the organisation - not least by identifying contact persons for respect of rights and creating mediation roles. Finally, it highlights the need to develop collective skills through respect for identities and professional ethics specific to each staff category, the setup of collective training and the development of analysis of practices within teams. On a final note, the report advocates an improvement in staff working conditions, by paying attention first and foremost to the physical living and working conditions, then to appropriate work schedules which allow for sufficient rest periods, and finally to bonding initiatives. It gives ideas of how staff's duties can be made to feel more worthwhile, and it recommends measures bearing on protecting staff against physical and psychosocial risks. By deliberately adopting a common approach to all of the places that come under its scrutiny, the CGLPL took advantage of this report to pinpoint the good practices specific to some of these places and to urge their application by other institutional categories. 38