Career Development  for Individuals with   Criminal RecordsBret AndersonFrancina CarterJohn RakisCatherine Rose
National Institute of Corrections• U.S. Department of Justice• Federal Bureau of Prisons  • NIC is a federal agency create...
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  pri...
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 ...
The Criminal Justice System TodayAfter sharpincreases in the1980s and 1990s,the incarcerationrate has recentlygrown at a s...
Offender Reentry• Annually, approximately 750,000 are  released from state and federal prisons• Over 9 million are release...
Barriers to Reentry and         Employment• Definition-any problem or obstacle,  real or perceived, to reaching a goal
Internal Barriers       Those thought patterns that evoke negative      perceptions of self, society and the workplace• Lo...
External Barriers          Environmental and reality factors that limit goal    attainment and increase risk related to jo...
Strategies to Reduce BarriersAssessments  – Risks and Needs: Identify static and dynamic    criminogenic factors and likel...
Strategies to Reduce BarriersProgramming and interventions   – Tailored directly to dynamic risk and need factors of     e...
Collateral Consequences
Ban the BoxWWW.NELP.ORG
Collateral Consequences    • The Legal Action Center (LAC)      provides a state-by-state and issue-by-      issue overvie...
What are Myth Busters?• First product of the Federal Interagency Reentry  Council• They are fact sheets, designed to clari...
What are Myth Busters?Each sheet addresses a common‘myth’ about reentry, rangingfrom financial aid toemployment opportunit...
EEOC’s New Criminal Record   Guidance - April 25, 2012• Issued updated enforcement guidance on  employers’ use of arrest a...
EEOC’s New Criminal Record  Guidance - April 25, 2012• Guidance provides significantly more detail and  direction for empl...
Success    on the Job  Attitude          Actions
The unwritten work ethic principle
So what does an Employment RetentionBehavioral-Based curriculum consist of?The Big Four employer based non-verbal skills  ...
What is Work Ethic?Employer Expectations                     Employee TranslationI expect you to show up to work every    ...
Monday   Tuesday        Wednesday      Thursday     Friday                 Left early -                               Sche...
Additional exercises• Personal schedule activity – this exercise helps to  improve decision-making skills regarding person...
Additional exercises• Evaluating dimensions of unemployment attribution style  questionnaire.   – Global or specific   – E...
Additional exercises• Financial relevancy – this exercise helps individuals  develop a realistic financial spending plan t...
Why a behavioral-based  employment retention curriculum?The purpose for recommending the implementation of abehavioral-bas...
Websites•   National Institute of Corrections•   www.nicic.gov/owd•   National HIRE Network•   www.hirenetwork.org/resourc...
Questions?•   bret@h2communication.com•   fccarter@bop.gov•   jrakis@gmail.com•   Catherine.Rose@state.nm.us
Career Development for Individuals with Criminal Records
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Career Development for Individuals with Criminal Records

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This presentation was delivered at the National Career Development Association's Global Conference in Atlanta, Georgia on June 22, 2012.

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  • Career Development for Individuals with Criminal Records

    1. 1. Career Development for Individuals with Criminal RecordsBret AndersonFrancina CarterJohn RakisCatherine Rose
    2. 2. 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.
    3. 3. 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 jailshttp://www.pewcenteronthestates.org/topic_category.aspx?category=528
    4. 4. 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 31http://www.pewcenteronthestates.org/topic_category.aspx?category=528
    5. 5. The Criminal Justice System TodayAfter sharpincreases in the1980s and 1990s,the incarcerationrate has recentlygrown at a slowerpace.
    6. 6. 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
    7. 7. Barriers to Reentry and Employment• Definition-any problem or obstacle, real or perceived, to reaching a goal
    8. 8. Internal Barriers Those thought patterns that evoke negative perceptions of self, society and the workplace• Low self concept • Negative beliefs• Impulsiveness • Resentment and defiance• Poor planning and • Negative attitude toward decision making skills others and the law• Low level of satisfaction • Little self knowledge• No internal locus of • Rationalization for criminal control behavior
    9. 9. External Barriers Environmental and reality factors that limit goal attainment and increase risk related to job placement and career development• Lack of education • Employer attitudes• Poor work history • Lack of documents• Gender, age or race • Lack of transportation• • Little family support Addiction • Lack of child care,• Type of offense housing, money• Lack of soft skills required • Little knowledge of the by employers world of work
    10. 10. Strategies to Reduce BarriersAssessments – Risks and Needs: Identify static and dynamic criminogenic factors and likelihood of recidivism and what types of supervision and services would be most successful – Academic: Determine educational levels and special learning needs, focused on employment – Career Exploration: Instruments used to help determine occupational priorities and career ladder
    11. 11. Strategies to Reduce BarriersProgramming and interventions – Tailored directly to dynamic risk and need factors of each individual – Emphasis on evidence based practices – Cognitive behavioral programming – Career Pathways focused educational and vocational training – Partnerships with state and community resources to deliver services
    12. 12. Collateral Consequences
    13. 13. Ban the BoxWWW.NELP.ORG
    14. 14. Collateral Consequences • The Legal Action Center (LAC) provides a state-by-state and issue-by- issue overview of legal barriers facing ex-offenders. A “report card” using criteria developed by the LAC grades each state for its performance on key principles related to successful reentry of offenders. • www.lac.org
    15. 15. What are Myth Busters?• First product of the Federal Interagency Reentry Council• They are fact sheets, designed to clarify existing federal policies that affect formerly incarcerated individuals and their families in areas such as public housing, access to benefits, parental rights, employer incentives, and more.
    16. 16. What are Myth Busters?Each sheet addresses a common‘myth’ about reentry, rangingfrom financial aid toemployment opportunities.
    17. 17. EEOC’s New Criminal Record Guidance - April 25, 2012• Issued updated enforcement guidance on employers’ use of arrest and conviction records when making hiring decisions• Call for employers to assess applicants on an individual basis rather than excluding everyone with a criminal record through a blanket policy
    18. 18. EEOC’s New Criminal Record Guidance - April 25, 2012• Guidance provides significantly more detail and direction for employers.• Provides specific recommendations for how employer criminal record policies should be designed to comply with Title VII• Can be found at: http://www.eeoc.gov/laws/guidance/arrest_convi ction.cfm
    19. 19. Success on the Job Attitude Actions
    20. 20. The unwritten work ethic principle
    21. 21. So what does an Employment RetentionBehavioral-Based curriculum consist of?The Big Four employer based non-verbal skills – Getting to work on time – Being at work everyday when scheduled – Following the supervisor’s instructions – Getting along with co-workers These factors are how employers evaluate work ethic within the first month of employment.
    22. 22. What is Work Ethic?Employer Expectations Employee TranslationI expect you to show up to work every I will be there every day I don’t have aday you are scheduled no matter problem.what.I expect you to be at your workstation I am on time if I am in the vicinity ofwhen the work day starts. work.I expect you to follow the instructions I will follow the instructions of myyour supervisor gives you. supervisor unless I don’t agree with them or know better.I expect you to be a team player and I just need to do my job. I don’t need toget along with the people who already make friends with my coworkers.work here.
    23. 23. Monday Tuesday Wednesday Thursday Friday Left early - ScheduledWeek home doctor’s emergency appointmentOne ScheduledWeek meeting with childsTwo teacher Court Called in sickWeek date scheduledThree Funeral for Late - carWeek friend troubleFour
    24. 24. Additional exercises• Personal schedule activity – this exercise helps to improve decision-making skills regarding personal schedule versus work schedule dynamics.• Temperament assessment – this exercise helps individuals determine their prevailing state of mind and plays a considerable role in determining how they view others and their reactions to others, ultimately helping to build or increase empathy.
    25. 25. Additional exercises• Evaluating dimensions of unemployment attribution style questionnaire. – Global or specific – External/internal – Stable or unstable – Combinations• Emotional intelligence (EQ) awareness – this exercise introduces concepts such as “Hot Buttons” and “Stress Management,” as a way to develop a personal awareness plan for normal workplace conflict scenarios.
    26. 26. Additional exercises• Financial relevancy – this exercise helps individuals develop a realistic financial spending plan to avoid poor decision-making habits leading to potential relapse or recidivism.
    27. 27. Why a behavioral-based employment retention curriculum?The purpose for recommending the implementation of abehavioral-based employment retention curriculum is three-fold:2.The implementation of this concept will place greater emphasis onthe importance of new hire behavior during the critical first month ofemployment.3.The implementation of this concept will act as the thread that weavesthe tapestry of Job Retention Training (JRT) elements.4.The implementation of this concept will encourage and instill thecooperation of the employers who hire offenders as a stakeholders incommunity reentry.
    28. 28. Websites• National Institute of Corrections• www.nicic.gov/owd• National HIRE Network• www.hirenetwork.org/resource.html• National Reentry Resource Center• www.nationalreentryresourcecenter.org
    29. 29. Questions?• bret@h2communication.com• fccarter@bop.gov• jrakis@gmail.com• Catherine.Rose@state.nm.us

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