Ex Offender Webinar #1-March 17
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Presented by: Tirza Barnes-Griffith-WPTI Mike Fazio -WF180 Greg Holley -WPTI Session I March 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.
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Transcript of 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.
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!
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?
Interested in More Learning ?
www.wpti.orgwww.workforce180.com
Greg HolleyWPTI Training Consultant
