One of the lessons learned is in the area of leadership. Leaders in the correctional organization must establish and promote the organization's zero tolerance for staff sexual misconduct and provide ongoing training and direction to staff in this area. Another category of lessons learned pertains to policies and procedures. Policies and procedures must clearly describe what constitutes sexual misconduct by correctional staff; and all agencies should insist that contractors comply with the agency's definitions, procedures, and rules that govern the prevention, reporting, and investigation of allegations of sexual misconduct. A third category of lessons learned involves human resources. Materials for recruitment and new employees must cover sexual misconduct. Other human resources measures involve employee background checks, staff exit interviews, an effective employee assistance program, protection against retaliation for employees who report sexual misconduct, and the effective management of allegations. A fourth category of lessons regards staff training. Staff training should encompass all aspects of the definition of and agency responses to staff sexual misconduct. Lessons were also learned in the areas of operations and investigations. Operational practices must reinforce polices and procedures and provide safeguards that reduce opportunities for staff and inmates to sustain close interactions in hidden areas of the facility. Further, all allegations of sexual misconduct should be thoroughly investigated, and those found to have engaged in sexual misconduct must be held accountable in accordance with stated policy. 4 notes