PRCC²®

PRCC²®

PRE-RELEASE CAREER COUNSELING/ POST-RELEASE CAREER COUNSELING

PRCC²®

PRCC²® is a registered trademark of Careers-R-Us (CRU), a Career Counseling and Career Development company wholly owned and operated by Gerard Michael Woodlief, Ed.D. CRU has been a licensed business since 1992, and has successfully operated in the states of Florida (non-profit program), Georgia, Arizona and Washington. PRCC² is an abbreviation for Pre-Release Career Counseling and Post-Release Career Counseling. PRCC² is a product and process that was developed by CRU to address and serve the unique and specific needs of soon-to-be-released Criminal Offenders (referred to as Clients) that are presently housed and/or under the control of State or Federal Correctional Institutions. The goal of the PRCC² program is to ensure that state-identified ‘low-to-moderate risk’ candidates are given the ‘career success knowledge’ 'behavioral/conflict resolution knowledge' and ‘employment opportunities’ to ensure immediate, short-term and long-term success following 'confinement' release from State or Federal Correctional Institutions. Research clearly shows that the 'pre-release' introduction and 'post-release' nurturing of these critical variables measurably reduces the probability of a released Client engaging in, or returning to undesirable and/or non-productive endeavors, and ultimately, re-incarceration. Historical data shows that Clients successfully participating in the PRCC program have a 46% lower recidivism rate that 'like' non-participants.

PRCC²®

PRCC²®

The PRCC² program is a two-part program that first engages the client immediately prior to the client being released from the host correctional institution (Pre-Release Career Counseling). The Pre-Release 'period of engagement' consists of 10 two-hour group sessions (10-12 clients per group), and 2 one-hour one-on-one contact sessions. During the first 2 two-hour sessions, clients are formally and fully indoctrinated into the PRCC² program, and provided with all of the tools, vision, mission, goals and knowledge necessary to allow structured and successful movement through the Pre-Release Career Counseling portion of the program. For Washington State Clients: Every client will be successfully matched to a position with local business establishments that have agreed to sponsor and employ Clients as part of the Washington State ‘Work Opportunity and Welfare-To-Work Tax Credit Program. During the Post-Release Career Counseling portion of the program, the client will initially be exposed to weekly career, educational and mentoring support to ensure that they establish and maintain optimal intrapersonal, interpersonal and group behaviors in their newly-obtained employment position. Proactive (bi-monthly) and reactive (upon request) support is also given to the sponsoring business that is employing the Client.

PRCC²®

PRCC²®

Additionally, monthly progress reports, which contains input from Careers-R-US, the Sponsor and the Client as well, are generated and forwarded to the appropriate correctional officer or agency. Pre-Release Structural Process Flow (One Month Session) 1). Introduction of the Facilitator and the PRCC² program to the clients –

a. Facilitator Introduction b. Pre-Release program outline c. Post-Release program outline d. Ground rules for successful participation in, and completion of both segments e. Client Introductions (Name is required, with additional information being on a volunteer basis)

2). Open Career Discussion

a. Current and emerging trends b. Optimal areas of pursuit/Difficult areas of pursuit

3). Discussion On Success/Performance

a. What must be done by the client, the state, the employer and PRCC²

4). Open Discussion on Logistics

a. What must be in-place and maintain in-place b. Roles and responsibilities of all participants: Client, State, Employer, and PRCC²

PRCC²®

PRCC²®

5). Discussion on Organizational Theory and Organizational Behavior

a. Organizational Theory- How Organizations are designed and Why they are designed that way

b. Organizational Behavior- The Prescribed Role, the Enacted Role and the Subjective Role

6). Conflict Resolution

a. Dealing with Intrapersonal, Interpersonal, and Group Conflict 7). Open Discussion on Optimal Behavior

a. On-the-job optimal behavior b. Off-the-job optimal behavior

8). General Interest and Aptitude Test Activities

a. Issuance of a General Interest Test b. Issuance of a General Aptitude Test

9). Mock Interviews and Discussions

a. Group critique of participants b. Facilitator’s critique of participants

10). Mock Situational Presentations and Assessments

a. On the job situation presentation and assessment -

Group critique of participants Facilitator’s critique of participants

b. Off the job situation presentation and assessment - Group critique of participants Facilitator’s critique of participants

PRCC²®

PRCC²®

11). First One-On-One Client/Facilitator Session

a. Determination of Immediate, Short-Term and Long-Term Goals b. Resume development

12). Second One-On-One Client/Facilitator Session

a. Presentation and review of printed Immediate, Short-Term and Long-Term Goals b. Presentation and review of resume c. Placement discussion

Post-Release Structural Process Flow (Week One of Release on Out): 1). Initial Post-Release Office Visit

a. Post-Release program rules b. Employer rules c. Reporting requirements d. Personal suggestions: Transportation, housing, finances, abstinence, societal norm adherence, career advancement and education opportunities

2). Bi-Monthly Office Visit by Client 3). Bi-Monthly or Monthly Employment Site Visits PRCC Monthly (or Bi-Monthly) Deliverables to State Agencies:

1) Correctional Facility Report: which is made up of Client, Employer and PRCC² input 2). Client Report: which is made up of screened State, Employer and PRCC² input. 3). Employer Report: which is made up of screened Client, Employer and PRCC² input

PRCC²®

PRCC²®

About the PRCC President:

Dr. Woodlief is nationally recognized as a subject-matter-expert in the field

of ‘Mentoring to At-Risk Students,’ and, in 1997, published a Dissertation

on the ‘Perceived and Measured Effects of Structured Mentoring on an At-

Risk High School Student Population,’ which performed an extensive 3

year study of both the ‘Perceived’ and ‘Measured’ effects of structured

Mentoring on 210 ‘At-Risk’ high school students in the Phoenix, Arizona

Public School System.

He holds a Bachelor of Science degree in Aerospace Science from Central

Washington University (1980), a Bachelor of Science degree in

Mathematics from Metropolitan State College of Denver (1988), a Master of

Science degree in Aeronautical Science from Embry-Riddle Aeronautical

University (1991), and a Doctorate degree in Education from Arizona State

University with a specialization in At-Risk Behavior (1997).

Dr. Woodlief is an Adjunct Professor at Walden University, where he serves

as a Doctoral Mentor for the School of Management and Instructor for the

College of Education. He also holds the rank of Adjunct Professor at

Embry-Riddle Aeronautical University’s. In 1998, he was recognized as the

Faculty Member of the Year for Phoenix, Arizona, and in 2010 he was

recognized by Walden University as an Outstanding Faculty Member.