ex offender webinar #1-march 17

Presented by:Tirza Barnes-Griffith-WPTI

Mike Fazio -WF180

Greg Holley -WPTI

Session IMarch 17, 2015

2:00pm-3:00pm EST

Session II March 18, 2015

2:00pm-3:00pm EST

Both sessions recorded for FREE playback.

All slides available for FREE download.

About the Presenters

Greg HolleyWPTI Training Consultant

Part 1:Understand employer

perceptions of

reentrants

Approaches to connect job seekers to employers

Strategies for overcoming employer reluctance and making the right match

Part 2: Utilize a strength-based

approach to coach reentrants

Job search strategies

Prepare reentrants to navigate the employment screening process

How long have you served

reentrants?

How long have you worked in the Workforce Development field?

Polling Questions

How many inmates are released from prison annually? How many reentrants will be

rearrested within three years after their release?

How many people leaving prison annually or are on probation unemployed?

Polling Questions

the chief factor which influences the reduction of recidivism is an individual’s ability to gain quality employment…

The Benefits of Working Ex-Offenders

relation

ship

sin

com

e

less likely to commit crimes to get money

safer community

Unfortunately, the possibilities are hampered by multiple barriers faced by formerly incarcerated people seeking employment, including the stigma of their criminal backgrounds and discrimination by employers…

Keep CalmIts Not That Bad

“One of the ex-offenders we hired is now a store manager, and another is an assistant manager. Each has excellent management skills and both are great mentors to other ex-offenders we’ve hired.”

“Give me an employee with good basic skills, and who is serious about having a positive future, and we will train him or her to do the job.”

“There are many misconceptions out there about ex-offenders. We try to look beyond that label and consider each person on his or her merits—on a case-by-case basis.”

“The guys who worked for me went the extra mile and took on jobs that weren’t their responsibilities.”

“They’re some of my most loyal workers. They are thankful for the opportunity.”

Employers Are Receptive!

Many Employed ex-offenders become...

LoyalDependableHonestHard-working

Employees.

Employers Are Receptive…and they should be.

your perception matters

What are the emotions and

attitudes of ex-offenders?

Practitioners must adopt an asset-oriented approach to their job seekers…

Focus on the strengths of a person!

Behavioral change succeeds more often when focusing on the strengths or assets a person currently possesses that can be built upon for future success, rather than trying to identify and “fix” past negative behaviors before moving forward.

Focus on the strengths of a person

Overcoming EmployerResistance

Overcoming EmployerResistance

1. Know the Laws & Educate Employers

Ignorance about the law and ignorance about the population in question—poses a significant barrier to employment for individuals with a criminal record.

What are the hiring &

disclosure laws you

need know?

Polling Questions

What is the name of the campaign to

remove questions regarding conviction

history from employment applications?

Polling Questions

Overcoming EmployerResistance

2. Employer Engagement

Overcoming EmployerResistance

2. Employer Engagement

Focuses on a deeper understanding of workplace needs and strategies to strengthen employer relationships …

“OLD SCHOOL” JOB DEVELOPMENT ACCOUNT MANAGEMENT

Placement is primary focus Focus is on long-term job retention and career growth

Often based on personal relationships Based on the business value the organization

can provide to the employer

Locates employers through word-of-mouth, mutual

relationships, or geographical area

Identifies high potential companies in high-growth

sectors

using labor market data and industry publications

Generally targets many small- and medium-size

employers in a wide variety of fields

Targets fewer, but larger employers in a few

specific sectors with growth potential

Typically makes small number of placements with

each employer per year

Makes multiple placements with each employer

Keeps Rolodex “in the vault” and takes contacts

when moving to new organization

Utilizes a team-based approach so that relationship

continues after individual job developer is gone

Often emphasizes the social purpose mission of the o

organization in making the sales pitch

Focuses on the value the organization can provide to

the employer, especially in terms of time and money

Overcoming EmployerResistance

Know what employers expect of you…

Overcoming EmployerResistance

Understand the needs of their business

Offer a hiring opportunity that represents a “win” for their business

Clarity on what your organization can offer a business, and that your services will be of good value

Refer individuals who are a good match to a business according to their needs

Provide on-going assistance to ensure the match is successful

Overcoming EmployerResistance

What is your VALUE proposition?

Overcoming EmployerResistance

Understand what services you have to offer that will be of value to the employer…

Focus on your organizations services rather than your job seekers:• pre-screening• training• post-hire support• assistance with HR functions• tax benefits

Quantify the Value of Your Services

Show how you…

1. Can reduce employer expenses to impact their bottom line

2. Will support job retention to multiply savings exponentially over time (time & money).

Overcoming EmployerResistance

Should job developers disclose to employers that the people they refer have criminal records?

Polling Questions

Overcoming EmployerResistance

What do employers really want?

and…ENERGY

“Thanks Mike!”

Overcoming EmployerResistance

“What’s wrong with the people you’re helping that they can’t find their own jobs?”

“Thanks, but I can find enough people by advertising in the paper.”

“I’m already using another staffing agency.”

“Do you guarantee that your people will work out?”

“What’s the point? Ex-offenders, will probably skip work whenever they feel like it.”

“Your services are free? What’s the catch?”

Overcoming EmployerResistance

“I don’t need any new workers right now.”

“I worked with your organization a few years ago –it didn’t work out.”

“As HR coordinator for the company, I see 50 job applicants each week and get too many calls to count. I don’t have time to talk to you.”

“What sets your organization apart from all the rest who call me?”

“We’re a pretty small company, so I don’t know how we would use you.”

Securing Employment Opportunities

Securing Employment Opportunities

Jobs ex-offenders typically get…

• Manufacturing• Warehousing & stock work• Construction• Lawn and tree maintenance• Trades apprenticeship

Be Aware of Occupational Licensing Barriers to Employment!

Securing Employment Opportunities

Resources

National H.I.R.E Network Resource Clearinghouse

http://www.hirenetwork.org/clearinghouse

US EEOC Consideration of Arrest and Conviction Records in Employment Decisions

http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm

Reentry.net National Research and Policy Library

http://www.reentry.net/library/folder.87247-National_Research_Policy_Folder

‘Ban the Box’ Fair Chance Campaign

http://www.nelp.org/page/-/SCLP/2014/NELP-Fair-Chance-Factsheet-0914.pdf?nocdn=1

National Resources and Policy

Client Advocacy Legal Action Network Advocacy Toolkits

http://www.lac.org/toolkits/Introduction.htm

RAP Sheet Assistance

http://www.hirenetwork.org/content/rap-sheets-where-they-begin-and-end

http://www.hirenetwork.org/content/state-rap-sheets-frequently-asked-questions

Resources

Best Practice Standards: The Proper Use of Criminal Records in Hiring

http://lac.org/wp-content/uploads/2014/12/Best_Practices_Standards_-

The_Proper_Use_of_Criminal_Records_in_Hiring.pdf

Smart Solutions: Individuals with Criminal Histories: A Potential Untapped Resource

http://www.reentry.net/ny/library/item.85870-Smart_Solutions_Individuals_with_Criminal_Histories_A_Potential_Untapped_Re

H.I.R.E Network Employer Resources

http://www.hirenetwork.org/employers

US Department of Labor Federal Bonding Program

http://www.bonds4jobs.com/

Federal and State Tax Credits

http://www.hirenetwork.org/content/state-tax-credits

Employer Education and Incentives

Questions & Answers

TAKE ACTION!

1.What specifically, do you want to improve?

2.How are you going to accomplish your goal?

3.How will you know you are successful?

Resources

Securing Employment Opportunities

Securing Employment Opportunities

Interested in More Learning ?

www.wpti.orgwww.workforce180.com

Greg HolleyWPTI Training Consultant