career development for individuals with criminal records

Career Development Career Development for Individuals with for Individuals with Criminal RecordsCriminal Records

Bret AndersonFrancina CarterJohn RakisCatherine Rose

National Institute of CorrectionsNational 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.

1 in 1001 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

1 in 311 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

The Criminal Justice System TodayThe Criminal Justice System Today

After sharp increases in the 1980s and 1990s, the incarceration rate has recently grown at a slower pace.

Offender ReentryOffender 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

Barriers to Reentry and Barriers to Reentry and EmploymentEmployment

• Definition-any problem or obstacle, real or perceived, to reaching a goal

Internal BarriersInternal BarriersThose thought patterns that evoke negative

perceptions of self, society and the workplace

• Low self concept• Impulsiveness• Poor planning and

decision making skills• Low level of satisfaction• No internal locus of

control

• Negative beliefs• Resentment and defiance• Negative attitude toward

others and the law• Little self knowledge• Rationalization for criminal

behavior

External BarriersExternal BarriersEnvironmental and reality factors that limit goal

attainment and increase risk related to job placement and career development

• Lack of education• Poor work history• Gender, age or race• Addiction• Type of offense• Lack of soft skills required

by employers

• Employer attitudes• Lack of documents• Lack of transportation• Little family support• Lack of child care,

housing, money• Little knowledge of the

world of work

Strategies to Reduce BarriersStrategies 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

Strategies to Reduce BarriersStrategies to Reduce Barriers

Programming 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

Collateral ConsequencesCollateral Consequences

Ban the BoxBan the Box

WWW.NELP.ORG

Collateral ConsequencesCollateral 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

What are Myth Busters?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.

What are Myth Busters?What are Myth Busters?Each sheet addresses a common ‘myth’ about reentry, ranging from financial aid to employment opportunities.

EEOC’s New Criminal Record EEOC’s New Criminal Record Guidance - April 25, 2012Guidance - 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

EEOC’s New Criminal Record EEOC’s New Criminal Record Guidance - April 25, 2012Guidance - 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_conviction.cfm

SuccessSuccess SuccessSuccess

Attitude

Actions

on the Jobon the Job

The unwritten work ethic principleThe unwritten work ethic principle

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.

So what does an Employment Retention So what does an Employment Retention Behavioral-Based curriculum consist of? Behavioral-Based curriculum consist of?

I expect you to show up to work every day you are scheduled no matter what.

I will be there every day I don’t have a problem.

I expect you to be at your workstation when the work day starts.

I am on time if I am in the vicinity of work.

I expect you to follow the instructions your supervisor gives you.

I will follow the instructions of my supervisor unless I don’t agree with them or know better.

I expect you to be a team player and get along with the people who already work here.

I just need to do my job. I don’t need to make friends with my coworkers.

Employer Expectations Employee Translation

What is Work Ethic?What is Work Ethic?

Week One

Left early -home emergency

Scheduled doctor’s appointment

Week Two

Scheduled meeting with child's teacher

Week Three

Court datescheduled

Called in sick

Week Four

Funeral for friend

Late - car trouble

Monday Tuesday Wednesday Thursday Friday

• 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.

Additional exercisesAdditional 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.

Additional exercisesAdditional 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.

Additional exercisesAdditional exercises

The purpose for recommending the implementation of a behavioral-based employment retention curriculum is three- fold:1.The implementation of this concept will place greater emphasis on the importance of new hire behavior during the critical first month of employment.

2.The implementation of this concept will act as the thread that weaves the tapestry of Job Retention Training (JRT) elements.

3.The implementation of this concept will encourage and instill the cooperation of the employers who hire offenders as a stakeholders in community reentry.

Why a behavioral-based Why a behavioral-based employment retention curriculum?employment retention curriculum?

WebsitesWebsites

• National Institute of Corrections

• www.nicic.gov/owd

• National HIRE Network

• www.hirenetwork.org/resource.html

• National Reentry Resource Center

• www.nationalreentryresourcecenter.org

Questions?Questions?

• bret@h2communication.com• fccarter@bop.gov• jrakis@gmail.com• Catherine.Rose@state.nm.us