Offender Workforce Development

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This PowerPoint was used for a Professional Development Institute presentation given at the National Career Development Association's Annual Global Career Development Conference in San Antonio, Texas …

This PowerPoint was used for a Professional Development Institute presentation given at the National Career Development Association's Annual Global Career Development Conference in San Antonio, Texas in June 2011.

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  • 1. Defendant/OffenderWorkforceDevelopment:Providing a SecondChanceFrancina Carter John RakisCatherine RoseMartha Russell
  • 2. Welcome• Who are we?• Where do we come from?• Why are we here?• What do we hope to learn?
  • 3. National Institute of Corrections• U.S. Department of Justice• Federal Bureau of Prisons • NIC is a federal agency created in 1974 as a center of correctional knowledge to provide leadership and assistance to the field of corrections.
  • 4. 1 in 100• In 2008, 1 in every 99.1 adults was behind bars in America• More than 1.5 million were in state or federal prisons• More than 700,00 were in local jails
  • 5. 1 in 31• In addition, over 4.2 million were on probation• Over 800,000 were on parole• In total, over 7.3 million adults were under some form of correctional control, a ratio of 1 in 31
  • 6. The Criminal Justice System Today• After sharp increases in the 1980s and 1990s, the incarceration rate has recently grown at a slower pace.
  • 7. Offender Reentry• Annually, approximately 750,000 are released from state and federal prisons• Over 9 million are released from local jails• 95% of all offenders will return to their communities
  • 8. Career Development Workforce Development• Identity and Role of Service Provider• Content Rich• Process Focus• Best Practices
  • 9. What works and what does not: evidenced based principles, organizational development, and collaboration
  • 10. Employment Restrictions• In preparing for careers, clients should consider employment restrictions based on: • Nature of crime • Length of time since conviction • Occupational bars • Licensure requirements • Check with state’s Office of the Attorney General
  • 11. Employment Requirements• A client on probation or parole may have additional requirements: • Office visits • Telephone access • Drug testing • Site visits • Violations
  • 12. Record of Arrest and Prosecution • Be familiar with the client’s criminal history • Clients should obtain a copy of their Record of Arrest and Prosecution (RAP) to: • Check for accuracy • See what employers will see in a background check • Obtain from state’s Criminal Records Repository
  • 13. Career Exploration• It is important to explore career options with: • Juveniles • Clients with limited work history • Clients who can no longer work in their field due to their criminal record
  • 14. Job Readiness• Developing resumes • Functional vs chronological• Completing job applications • Using a letter of explanation• Preparing for the interview • Role playing the incarceration speech
  • 15. Job Placement• Match client’s interests and skills to jobs that meet legal and supervision requirements• Encourage entry level positions that match career interests
  • 16. Employer Incentives• Coach clients about employer incentives: • Work Opportunity Tax Credit • Federal Bonding Program
  • 17. An incentive to the employer to hire an at-risk job applicant,including ex-offendersInsurance to protect employer against employee dishonestyCovers any type of stealing: theft, forgery, larceny, andembezzlementThe bond insurance issued ranges from $5,000 to $25,000coverage for a 6-month period THE McLAUGHLIN COMPANY • 1725 DeSales Street NW • Suite 700 • Washington DC 20036 PHONE: 800.233.2258 or 202.293.5566
  • 18. Work Opportunity Tax Credit• A federal tax credit that reduces an employer’s tax liability for hiring an individual in one of twelve targeted categories, including ex-felon• Ex-felon--an individual who was convicted of a felony and who is hired not more than one year after the conviction or release from prison• $2,400 tax credit for each new adult hire• $1,200 tax credit for each new summer youth hire
  • 19. Offender Voices
  • 20. Employment Barriers Specific to Offenders
  • 21. Basic Principles Underlying Facilitation Skills• Acceptance• Respect• Understanding• Empathy• Trust• Genuineness
  • 22. Facilitation Skills• Attending• Questioning• Clarifying• Reflecting• Encouraging
  • 23. Facilitation Skills• Setting expectations• Honoring confidentiality Tone and Pace Self-Care
  • 24. What’s in Your Career Development Professional’s Toolbox? • Career Assessments • Professional Network • Community Resource Guide • Labor Market Information • Employer Contacts • Education and Training Resources • YOU!
  • 25. Offender Barriers• Internal • External • Self concept • Family issues • Self knowledge • Offender issues • Self efficacy • Transportation • Locus of Control • Housing • Beliefs and attitudes • Education and training • Planning and decision • Employment history making skills • Addiction issues • Mental health issues
  • 26. Barriers and Strengths Activity• Divide into groups• Read case study• Confer and complete worksheet• Report out to class
  • 27. OES: Building Bridges• Introductory level training• Promotes collaboration • Corrections • Community supervision • Community agencies • One-Stop services• Range of practitioner roles
  • 28. Curriculum Design and Delivery• Ease in facilitation using video content and OES Guide Book with activities and discussion questions• Flexible delivery schedule can be tailored to fit audience and training needs• Cost effective training requirements • Facilitators/guest speakers • Training facility • Printed curriculum materials • AV equipment
  • 29. OES Curriculum Components• OES Introduction-a brief video overview of training that can be used for marketing• OES Facilitator Training-a step-by-step process on video designed to train facilitators• OES Guide Book-training curriculum that includes activities and discussion questions• OES Curriculum-DVD’s with over 5 ½ hours of content
  • 30. OES Model• Key Processes • Key players • Capacity • Practitioners • Opportunity • Employers • Motivation • Offender
  • 31. Transition Issues• Decision-making • Transition from structured environment • Lack of opportunity for decision- making • Cognitive skills training
  • 32. Transition Issues• Legal financial obligations • Fines, restitution • Supervision fees • Child support • Health and Human Services – Office of Child Support Enforcement
  • 33. Transition and Planning ToolsDevelopment of an action plan • Long-term goals • Short-term goals • Mini-steps • Positive reinforcement
  • 34. Transition and Planning ToolsUsing Nancy Schlossberg’s 4-Step Model •Take stock of the situation •Take stock of the self-characteristics •Take stock of supports •Take charge with a strategy
  • 35. Tips on working with persons who have criminal convictions• Firm, fair and consistent• Friendly, but not friends• Offer hope• Positive incentives• Clear information• Be aware that they may be juggling competing demands
  • 36. Tips on working with persons who have criminal convictions• Reinforce careers• Look at transferable skills• Provide guidance on budgeting• Provide assistance with gathering necessary documents• Provide mentors• Encourage peer support through AA or NA
  • 37. Tips on working with persons who have criminal convictions• Collaborate! Develop resources to meet needs• Keep abreast of changes in the field
  • 38. Career Resource Centers
  • 39. Online Job Application
  • 40. Labor Market Information
  • 41. Websites• National Institute of Corrections•• National HIRE Network•• National Reentry Resource Center•