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.

1. Defendant/Offender
Workforce
Development:
Providing a Second
Chance
Francina Carter
John Rakis
Catherine Rose
Martha 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
http://www.pewcenteronthestates.org/topic_category.aspx?category=528

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
http://www.pewcenteronthestates.org/topic_category.aspx?category=528

6. The Criminal Justice System Today
• After sharp increases in the 1980s and 1990s, the
incarceration rate has recently grown at a slower
pace.

8. 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

9. Career Development
Workforce Development
• Identity and Role of Service
Provider
• Content Rich
• Process Focus
• Best Practices

10. What works and what does not: evidenced based
principles, organizational development, and
collaboration

12. 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

13. Employment Requirements
• A client on probation or parole may
have additional requirements:
• Office visits
• Telephone access
• Drug testing
• Site visits
• Violations

14. 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

15. 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

16. Job Readiness
• Developing resumes
• Functional vs chronological
• Completing job applications
• Using a letter of explanation
• Preparing for the interview
• Role playing the incarceration speech

17. Job Placement
• Match client’s interests and skills to jobs
that meet legal and supervision
requirements
• Encourage entry level positions that
match career interests

18. Employer Incentives
• Coach clients about employer
incentives:
• Work Opportunity Tax Credit
• Federal Bonding Program

19. An incentive to the employer to hire an at-risk job applicant,
including ex-offenders
Insurance to protect employer against employee dishonesty
Covers any type of stealing: theft, forgery, larceny, and
embezzlement
The bond insurance issued ranges from $5,000 to $25,000
coverage 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

20. 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

21. Offender Voices

22. Employment Barriers Specific to
Offenders

24. Basic Principles Underlying Facilitation
Skills
• Acceptance
• Respect
• Understanding
• Empathy
• Trust
• Genuineness

25. Facilitation Skills
• Attending
• Questioning
• Clarifying
• Reflecting
• Encouraging

26. Facilitation Skills
• Setting expectations
• Honoring confidentiality
Tone and Pace
Self-Care

27. 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!

28. 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

29. Barriers and Strengths Activity
• Divide into groups
• Read case study
• Confer and complete worksheet
• Report out to class

31. OES: Building Bridges
• Introductory level training
• Promotes collaboration
• Corrections
• Community supervision
• Community agencies
• One-Stop services
• Range of practitioner roles

32. 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

33. 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

35. OES Model
• Key Processes • Key players
• Capacity • Practitioners
• Opportunity • Employers
• Motivation • Offender

36. Transition Issues
• Decision-making
• Transition from structured
environment
• Lack of opportunity for decision-
making
• Cognitive skills training

37. Transition Issues
• Legal financial obligations
• Fines, restitution
• Supervision fees
• Child support
• Health and Human Services –
Office of Child Support
Enforcement

38. Transition and Planning Tools
Development of an action plan
• Long-term goals
• Short-term goals
• Mini-steps
• Positive reinforcement

39. Transition and Planning Tools
Using 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

41. 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

42. 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

43. Tips on working with persons
who have criminal convictions
• Collaborate! Develop resources to
meet needs
• Keep abreast of changes in the field

44. Career Resource Centers

45. Online Job Application

46. Labor Market Information

47. Websites
• National Institute of Corrections
• www.nicic.gov/owd
• National HIRE Network
• www.hirenetwork.org/resource.html
• National Reentry Resource Center
• www.nationalreentryresourcecenter.org