career development for individuals with criminal records
DESCRIPTION
This presentation was delivered at the National Career Development Association's Global Conference in Atlanta, Georgia on June 22, 2012.TRANSCRIPT
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?
• [email protected]• [email protected]• [email protected]• [email protected]