1. ORGANZATION CHANGE & The ADDIE Model: NC Department of Correction – Offender Reentry Monica Jackson Forsyth County – Job Developer HRD 830 December 8, 2010

3. Build on the existing successful local workforces development partnerships

6. Coordinate referrals for community-based supportive services

7. Incorporate individual training accounts

9. Organizational Change “Creating Policy in the Face of Change” Current economic situation Lack of jobs for everyone The need for employers to hire ex-offenders More programs established to help ex-offenders

10. Organizational Change “Establishing Broad Goals” Define specific goals for program objectives Reporting procedures How to establish Employer relationships Community agency collaborations Training processes Permanent employment for Job Developers Communication avenues

11. Organizational Change “Accepting the Fact of Change” Team effort Open communication Collaboration

12. Organizational Change “Professional Value Added Opportunities” Employed ex-offenders Permanent staff in the community Educated employers Stronger communities ties Readily available training programs

13. Organizational Change “Accountability” Grant provider Upper Management Job Developers

14. ADDIE Model: Analysis Lack of prior planning for the 1 year initiative Job Developer Training Job Developers hired without previous case mgmt. experience Scheduled Staff meetings Communication Various components were not established before the onset of the program Training programs Database Partnering Agencies Program Goals/Metrics Supportive services Employer contacts Reporting

15. ADDIE Model: Design Employment Client Training Supportive Services Job Developer Training Reporting Community Partnerships Employer Awareness Communication

16. ADDIE Model: Development & Implementation Employment– Collaborate with the ESC and WIA agencies Client Training – Establish process of immediate registration & WIA funding Supportive Services – Institute avenues for timely assistance Job Developer Training – Initial & On-going with assessments Reporting – Schedule reporting and database mgmt. system Community Partnerships – Meet prior to the on-set of program Employer Awareness – SHRM Memberships, employer visits, follow-ups and appreciation awards Communication– Staff meetings, client satisfaction surveys & shared best practices

17. ADDIE Model: Implementation This is the time to: Learn the steps of the program Demonstrate the acquired skills Provide feedback, support and best practices This phase is a continuous cycle and the Job Developer will continue to build their skills

18. ADDIE Model: Evaluation Determined how well the program is doing? Has the team grasped and demonstrating the desired skills? Has the designed program accomplished the desired objectives/goals? What needs to be revised? Continue all efforts until all goals are achieved!!