Offender Employment Strategic Workshop

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Offender Employment Strategic Workshop
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Well Respected

• Received Numerous Awards
• Developed Serving Offenders 101
• Knowledgeable About Corrections and Employment
• Started his own consulting Business

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Plays Well With Otters
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The Jedi Master
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ART BESSEArt Besse and Associates
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Hi-Risk Population Specialist(HRPS)
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Runs With Scissors
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Luke Skywalker
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Glenn OlsenDepartment of Workforce Development
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Current Work Program Collaboration

• Examples include
• Project Now
• Job Fairs
• Green Bay Project
• Employment Resource Room

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There are several factors that explain the
surge in interest in serving offenders
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CONTACT INFO

• artbesse_at_netzero.net
• glenn.olsen_at_dwd.state.wi.us
• 608.264.8164

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Employment Savings Taxpayers

• Every Successful outcome that prevents recidivism
  saves taxpayers 20 - 25, 000 annually.
  Therefore a small success of 20 good jobs can
  save taxpayers a half million. More success
  equal more savings. Also working ex-offenders
  are paying taxes, child support etc another
  bonus.

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In 2000, offenders paid over 10 million dollars
in restitution and fines, over 5 million in
supervision fees, and over 1 million to
victim/witness programs.
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Offender Employment Strategic Workshop
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Employers!!!!
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Job Development
Job Development refers to a planned and
methodical process for direct employer contacts
with a purpose to match an offenders skills with
the needs of the employer.

• Generalized Vs. Individualized
• Job Placement
• Team Approach

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Building Relationships

• Develop Trust
• Go to Where Employers Go
• Understand Their Needs
• Be an Expert

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Team Approach

• Develop Your Network
• Dont Step on Toes
• Who Are the Other Players

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Developing a Plan

• Know Your Community
• Labor Market Information
• As Simple as Phone Book
• Read the Business Section of the Paper
• Avoid Pigeonholing
• Know Who is Doing the Hiring

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Know Your Resources

• Job Matching
• WOTC/Tax Credits
• Bonding
• Background Check
• OJT Funding
• CCEP
• Hidden Job Market (The Little Fish)

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Creative Resources

• Can I Buy a Mentor?
• Developing a Job That Isnt There
• Job Carving
• Job Development 24/7
• Temp Agencies
• Paid Work Experience

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Beware the Scams

• ReBound
• The Next Step

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Talking to Employers

• Everyone is a Salesperson!
• Getting a First Meeting (Make Them Your Expert)
• Cold Calls -- Create a Goal
• Getting Second Meeting
• Assessing the Employer

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Employers Attitudes TowardHiring Ex -Offenders

• q 12 agreed to hire ex-offenders
• q 42 disagreed with hiring ex-offenders
• q 46 of employers were neutral in their
• attitudes, indicating that their attitude might
• change if given options or incentives

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Factors Influencing EmployersWillingness to
Hire

• 1. Offenders level of education while
• incarcerated
• 2. Government incentives (bonding, licensing
• and insurance)
• 3. Type of offense
• 4. Type of offense DOES NOT relate to job

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Employer Objections

• Listen for the Hidden Objection
• Respond Professionally not Personally
• Separate the Concern From the Belief
• Acknowledge the Concern
• Dont End Until All Concerns Are Addressed

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Working with Union Shops

• Work with them from the Beginning
• Promote Union/Management Collaboration
• Union Organizational Structure
• Avoid Special Waivers
• Resist request for new Job Classification
• Dont mess with the wage structure

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Its Time to Pick a new Ruler

• Candidate A
• Associates with crooked politicians and consults
  with astrologists. He has two mistresses. He
  also chain smokes and drinks 8 to 10 martinis a
  day.

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• Candidate B
• He was kicked out of office not once but twice,
  sleeps until noon, used opium in college and
  drinks a quart of whiskey every evening

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• Candidate C
• He is a decorated war hero. He is a vegetarian,
  doesnt smoke, drinks an occasional beer and
  hasnt had any extramarital affairs

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Who you chose

• Candidate A - Franklin Roosevelt
• Candidate B - Winston Churchill
• Candidate C - Adolph Hitler

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Dealing with Employer Fears

• 1. Be honest and forthcoming. Empathize.
• 2. You cant make a silk purse .so
• acknowledge serious offenses.
• 3. Give the employer the picture without all the
• detail and criminal justice jargon.
• 4. Inform employer of ways offender has
• improved him/herself and accepted responsibility.

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Dealing with Employer Fears

• 5. Explain ways program minimizes risk.
• 6. Represent the whole person, not just the
• criminal aspects.
• 7. Dont look for handouts ask for a chance to
• compete.
• 8. Never guarantee success.
• 9. Let the employer know you live in the
• community too.
• 10. Teach these tips to offenders.

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The Application

• Do You Have a Felony?
• What Was Your Last Wage Paid?
• Reason for Leaving?
• Experience/resume
• Follow-up

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The Interview

• Build Self Esteem -- Remember Cognitive Thinking!
• Like a Boy Scout -- Be Prepared!
• The QUESTION!
• Be Short -Honest and Again Avoid the Jargon!
• Remember Your Resources!

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Top Ten Donts

• 1. Dont Talk Too Much/ Dont Sell
• 2. Dont Try Pity
• 3. Dont Over Promise and Under Deliver
• 4. Dont Go Solo
• 5. Dont Try to Make a Person Fit

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Top Ten Donts

• 6. Dont Go the Same Way Everyday
• 7. Dont Feed into Fears
• 8. Dont Call During Lunch
• 9. Dont Over focus on the offense
• 10. Dont Give Up!!!

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Top Ten Dos

• 1. Follow-Up
• 2. Join Outside Groups
• 3. Know Your Customers
• 4. Share
• 5. Develop Employer Champions

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Top Ten Dos

• 6. Discuss Rewards
• 7. Use Assertive Language
• 8. Be Brief, Be Brilliant, Be Done
• 9. See a world of Possibility
• 10. Reward Yourself!!

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