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REENTRY & EMPLOYMENTIN ST. LOUIS:

A MODEL FOR BUSINESS,COMMUNITY, AND WORKERS

CCC A public-private partnership promoting aneffective system of community corrections

September 2007



REENTRY & EMPLOYMENTIN ST. LOUIS:

A MODEL FOR BUSINESS,COMMUNITY, AND WORKERS

A project by:The Center for

CommunityCorrections

Donald Santarelli, PresidentMary Shilton, Director

Rebecca EsmanLillian HenricksMargot Lindsay

Jill MurphyLaura Nathans

Annesley Schmidt

Reentry & Employment in St. Louis i

Center for Community Corrections

1615 L Street, NW, Suite 1200

Washington, DC 20036

www.centerforcommunitycorrections.org

202-955-7070

September 2007



The research conducted for this publica-tion was funded under award #2006DD-BX0293 from the Bureau of Justice As-sistance, Of fice of Justice Programs, U.S.Department of Justice. Points of view inthis document are those of the author anddo not necessarily represent the of ficialposition of the U.S. Department of Justice.

Reentry & Employment in St. Louis ii



TABLE OF CONTENTS

PART I:Employment of Ex-Offenders: an Issue of Public Safety.................................1

Introduction...............................................................................................2

The Challanges of Employing Ex-Offenders...................................................3

Considering a Model Based on Existing Initiatives.........................................5

St. Louis Functional Model Flowchart...........................................................9

Client Centered Approach Flowchart...........................................................10

PART II:

Employment Connection: An Example of Reentry Employment Services........11

Introduction.............................................................................................12

Primary Goals...........................................................................................13

Program Results.......................................................................................13

Key Components......................................................................................13

Case Studies............................................................................................17

Conclusion...............................................................................................19

PART III:

Reentry Employment Initiatives Across North America.................................21

Reentry & Employment in St. Louis iii



ACKNOWLEDGEMENTS

Tis publication was developed with the assistance of project members and advisors:

Donald SantarelliMary ShiltonRebecca EsmanLillian HenricksMargot Lindsay Jill Murphy Laura Nathans Annesley Schmidt James urpinSylvia McCollum

Warren CikinsDonald Murray Mariam Safi

St. Louis Advisory Group:Frank AlanizCharles L. Barnes, Jr. Jo Cooper Winfrey DickersonMike Foley om Jones

David KesselBrenda MahrUma MuruganScott Utry Sr. Georgia Walker

Reentry & Employment in St. Louis iv



PART IEMPLOYMENT OF EX-OFFENDERS:

AN ISSUE OF PUBLIC SAFETY

Reentry & Employment in St. Louis 1



EMPLOYMENT OFEX-OFFENDERS: AN ISSUE

OF PUBLIC SAFETY SAFE-TY INTRODUCTION

Securing employment for ex-offenders has apublic safety benefit for communities, not justan economic one. For nearly thirty years reentry activities in St. Louis, Missouri have included anarray of employment assistance and employeroutreach programs, with extensive support forboth employer and ex-offender employee.Te St. Louis community has long been known

as the “gateway” for offenders to reenter society after prison. More than 17,000 persons havebeen released from prison across the state eachyear with a substantial number of these personsreturning to St. Louis. An estimated 53% of un-employed parolees are returned to custody with-in a year. Tirty-two percent of those who work part-time are returned to custody and only 14%of those who work full-time are returned. Testrong statistical association of full-time employ-

ment with successful reentry is one reason to getoffenders employed. Tis point is not lost onthe public as repeated public opinion polls indi-cate that the public also supports programs thatput ex-offenders in the workplace, especially if they pay fines and fees.Ideally, each community should have an orga-nization that brings community members, busi-nesses and government agencies together to helppersons who have been incarcerated find em-

ployment. Te goal of the St. Louis community has been to leverage various local, state and Fed-eral initiatives to build partnerships to get per-sons who have criminal records back to work.Tis report is the result of a one-year projectundertaken by the Center for Community Cor-rections (“Center”) that studied that effort andinterviewed individuals involved in this process.

Its purposes were to learn about the work thathas been ongoing in St. Louis and to developa model based on the St. Louis experience thatdepicts how businesses are engaged with reentry.Te Center studied the economic conditions,

employer-employee relationship-building andhow the criminal justice community has beeninvolved.o also help develop a functional model, weresearched models and experiences in North America. A literature search was conducted tofind other offender employment models and ex-amples. Tis was summarized in a documentthat serves as a companion resource guide. Teelements and components of a model were drawnfrom observations and examples from St. Louis

participants, clients and businesses. Te modeldepicts an approach that has grown over time toinclude diverse community members and con-stituencies. In addition, the model has adaptedto geographic and cultural variations within St.Louis.Tis project was undertaken with the assump-tion that all the parts of a community can work together on the challenge of meeting businessneeds while developing a more vibrant work-

force through ex-offender employment. Terehave been various models offered through gov-ernment and private community correctionsagencies but many of these models are not easily replicable. Another problem is that they focuson the criminal justice system and its compo-nents without robust community and employerinvolvement. We wanted to learn more about the potential forengaging small and large businesses in hiring ex-offenders. Tis project examined the problems

faced by community members and the variouspoints of view that were found in the St. Louisreentry employment arena. We explored the his-tory of Employment Connection, a specializedagency that has long served ex-offenders. Wealso gained an appreciation for the ongoing re-entry collaboration among many businesses andagencies in St. Louis.




THE CHALLENGES OF EMPLOYINGEX-OFFENDERS

COMMUNITY PERSPECTIVE

Communities across the country have been in-creasingly focused on how to retain and attractbusinesses to find skilled labor in their com-munities. Tis is a high priority item for busi-nesses. Community groups from Vermont toexas have mounted efforts to match a wealthof ex-offenders to fill these jobs. Accordingto ommy Adkisson, a legislator and attorney,this approach will also help reduce recidivism inhis community. “Safety first, then economicsshould be the main goals in rehabilitating ex-

offenders both inside and outside of the prisonsystem.”

EMPLOYER PERSPECTIVE

Te hiring of ex-offenders is an area where ex-perience builds confidence, and finding ways tobuild employer confidence is a component of areentry model.In an increasingly high-tech business world,

getting motivated and qualified employees andmanaging them is a major challenge. From thebusiness perspective, obstacles to employing ex-offenders can loom large. Safety and security are a concern. A business owner might posethe question, “will an employee who is an ex-offender pose a threat to my staff or business?”Tis fear is a significant obstacle for most busi-nesses, and doing criminal background checks isone way to find out about potential risks. How-ever, background checks pose problems for

both businesses and ex-offenders and should beconsidered carefully. When businesses hire ex-offenders, many havemade it clear that this is worth the effort. Many business owners who hire ex-offenders havefound that the ex-offenders are more loyal andreliable than typical employees. Another consideration that follows this issue of

safety and security is the public image of a busi-ness. Owners might ask, “will customers refuseto frequent my business if I hire ex-offenders?” Yet once employers address this fear, they seemsatisfied that it can be managed safely. For ex-

ample, Rodney Neboka of D & D Furniture,quoted in the Wichita Business Journal said:“I’ve never had any problems where their atti-tude was bad. I have been happy with the resultsthat we have been getting.” Public perceptionis one worry but the quality of work is another.Can diligence and initiative be expected of a per-son with a prison record? And, for drug-relatedoffenders, would relapse be a likely prospect?Tis leads to the question of employee stabil-ity. According to interviews of employers and

recent articles, employers are increasingly hiringindividuals who have served time in prison. Tey may have gained valuable skills and training inprison through education and prison work pro-grams. Moreover, there is a growing confidencein the employment sector summed up by IsaacDilver of the Citizens Lending Group: “Every-one deserves a second chance and this group of workers has been very good for the company.”So it seems that this is an area where experience

builds confidence, and finding ways to build em-ployer confidence is a component of a reentry model. When employers get information about Federaland state incentives they are also more likely to begin to take on perceived risks. Te Work Opportunity ax Credit, which can reduce anemployer’s income tax liability by as much as$2,400.00 per worker, is an incentive for em-ployers to hire ex-offenders. Another incentiveis known as the Federal Bonding Program. It

reduces liability by up to $5,000.00 for theft,if ex-offenders are hired. Tere are other taxcredits that may help provide additional incen-tives. Tey include the Employment Opportu-nity ax Credit, and various state tax credits arealso available.From a business perspective, these issues arereal barriers to hiring ex-offenders, but most of




them can be addressed by providing accurateinformation. Tis study shows how the St.Louis community has addressed such concernsand overcome obstacles to ex-offender employ-ment. It notes common elements found across

the country, while focusing on the case study of Employment Connection in St. Louis, Mis-souri, and the network of agencies and organi-zations working together to get people suitable

jobs.

CRIMINAL JUSTICE SYSTEM STAFF

PERSPECTIVE

Tis project interviewed criminal justice per-sonnel who were overwhelmingly positive

about the importance of reentry employmentservices in St. Louis. For example, probationand parole agencies have done cross-training,developed specialized case management tools,and incorporated employment and an outcomefor measuring success upon reentry. Further-more, criminal justice agencies have workedclosely with employment and employers’ groupsto expand ex-offender employment.Criminal justice system staff also indicated

that over the past several years or more they have made progress in routinely assessing theimpediments for individuals to get jobs. Tey

work with prison and jail staff to help get someof the barriers removed while offenders arein jail or about to be released. For example, adriver’s license renewal or a valid identificationis needed to apply for most jobs. Mentors andcommunity groups help provide the neededsupport.Securing employment as an outcome of suc-

cessful reentry has given criminal justice agen-cies an opportunity to focus on motivating in-dividuals on parole. Concentration on positiveoutcomes and rewards for obtaining and stay-ing with a job can be important managementtools. Such tools provide needed feedback.Paid work provides the income to pay courtfees or fines and to get out of debt.

CAREER SPECIALIST PERSPECTIVE

Employment Connection and similar organiza-tions and agencies that help former offendersalso have valuable perspectives about overcom-

ing obstacles related to their work placement.Te first hurdle is to communicate to communi-ties why hiring ex-offenders is a good businesspractice. Information is collected and presentedto employers who do not realize the benefits.For example, they learn that many ex-offendershave valuable work or educational assets thatthey bring from their prior lives. Tey may haveattained additional education or skills while inprison. Some prisons have training in comput-ers, construction, food services, and other in-

dustries. When specific information about theskills and availability of employable ex-offendersis available, this opens many doors. A second challenge for Career Specialists is tomake information available about a variety of in-centives that make it worthwhile for employersto hire ex-offenders. Tese include the federaltax and state incentives listed above as well asvarious economic partnerships and job trainingand educational programs that may help train

prospective employees. Working to train clients, place them in jobs andoversee their progress should be a well coordi-nated task. Although collaboration betweenagencies and organizations is a great challenge,the positive results far surpass what could beachieved without mutual assistance. Tis re-quires that staff be educated about the goalsand functions of other agencies and those of thebusiness community. It also suggests that trendslearned from experts in the justice and treatment

fields (advisors, providers, halfway houses, andothers) be shared with other agencies that canbenefit from their valuable experience. Com-munication with the justice system is essential as well, as it is important for parole offi cers to fully understand employability standards. And finally,successful collaboration means that privacy law issues should be addressed in order to facilitate




communication and reduce paperwork. Also, such interagency collaboration would helpbetter address client needs that are peripheral toemployment but essential to the person. Suchneeds include housing and childcare, which, if

unaddressed, are obstacles to employment andreentry. Among other challenges facing Career Special-ists in non-profit organizations is the cost of training and supervision. One suggestion is toprovide more tax incentives for organizationsto invest in offender employment. On anotherfront, community fears and public resistance tolocating programs of an agency dealing withformer offender populations make it diffi cult tostart programs. A “not in my back yard” (NIM-

BY) attitude can prevail, obstructing integrationback into the community. One of the featuresof the Employment Connection that combatsNIMBY to some extent is that it provides arange of services to individuals who are not of-fenders as well.

EMPLOYEE PERSPECTIVE

Former offenders trying to get back into the

work force face a series of complicated chal-lenges as discussed by Maria Beck. Te firstconcern is whether they are ready and preparedto go to work. Tis involves motivational, edu-cational and achievement barriers. For example,a high school diploma attained while in jail helpsovercome barriers to some jobs. Dealing withsubstance abuse and mental health challenges isanother need that can be addressed during in-carceration, but services and support must beprovided once an offender is released or relapse

occurs.Te aforementioned privacy law issues oftennecessitate that ex-offenders answer the samequestions repeatedly. Further, work-specificproblems include a series of jobs that are closedto them by virtue of them being ex-offenders.Some examples specific to the St. Louis areaare jobs where licenses are required (such as a

barber or massage therapist), positions in placesthat sell alcohol or where money is handled, andany health care position linked to Medicare orMedicaid funding. Another frustration for a cli-ent is unrealistic referrals, such as being referred

to jobs that are geographically inaccessible ortoo far away, or not matching the person’s quali-fications to the job description. Not receivingpayment for job training is a diffi culty as well.Tere may be no choice for the client decidingbetween taking a less paying job or undergoingtraining for a better one if there is no compen-sation for the training period. As an aftermath of September 11, 2001, it hasbeen harder for offenders to find jobs. Home-land Security screening has changed many of the

requirements to work, making it harder to finda secure job. Tis is particularly true in the areaof transportation. Tere is a gauntlet of checksthat the clients have to undergo – drug testing,credit checks, police records checks, etc., that arenow required for more and more jobs.

CONSIDERING A MODEL BASED ONEXISTING REENTRY INITIATIVES

Tis project searched for descriptions of reentry employment programs across the United States. A list of program research and descriptions wasdeveloped as part of this project. It is entitled:“Reentry Employment Initiatives Across North America.” One part of this project outlinedhere is depicted in the attached St. Louis func-tional model flowchart. Tis is a brief functionalmodel intended to outline the elements commonto existing models. Te other model attachedhighlights the Employment Connection.

COMPONENT 1: PRE-RELEASETARGETING

Correctional industries programs have longprovided a foundation for getting offenders tofocus on work skills while in prison. Workingto help offenders reintegrate back into society




does not start when they get out, but rather be-fore they leave prison. Correctional Industries,for example, are used as work programs withinthe facilities so that prisoners start to gain real- world experience. Many different programs

actually try to establish employment resourcecenters within jails so that the inmates can learn what is available to them. A few organizationssend specialists to work with the inmates to plan what they want to do upon release and also tohelp them to start learning how to most effec-tively transition back to society. alking to theclients even before they are out of jail can lessenthe shock of having to immediately find work and housing.Project Re-Connect in St. Louis sends represen-

tatives to speak with inmates and create a planfor how they wish to transition back to society.Many times this includes a referral to Employ-ment Connection. Prerelease targeting can bestandardized by using questions and assessmenttools. It is fairly low-cost and can be done by avariety of trained individuals from jail staff toemployment agency personnel. Te importantfeatures are developing measurable objectivesand outcomes, and communicating the assess-

ment to an identified organization when the in-dividual is released from custody.

COMPONENT 2: AN IDENTIFIED

ORGANIZATION AND COORDINATION

Te Missouri Department of Corrections imple-mented “Project Connect” in 2003 as part of an initiative funded by the federal governmentto improve the outcomes of former prisoners.Project Connect built upon the existing coop-

erative network in St. Louis in order to help in-dividuals develop specific strategies for gainingemployment after release. Among the steps that were taken were:

to develop individual reentry plans while•individuals are incarcerated;to identify resources in the community; and•to connect them with mentors and services•

for ongoing support during their reentry.Preliminary information about this effort spear-headed by criminal justice staff is posted on theMissouri website at www.ojp.usdoj.gov/reentry/sar/mo.html.

Many of the Project Connect community groups have worked closely with community non-profit and faith-based members. Te mod-els that involve community partnerships includesuch groups as Volunteers of America, CatholicCharities, Goodwill Industries, ASC programsand a variety of other charities and faith-basedgroups that provide support, services and men-toring. Not only is this the case in exas, Or-egon, New York, Baltimore, Philadelphia and

Chicago but it has been occurring for a very long time in the City of St. Louis.

COMPONENT 3: QUALIFIED STAFF,COUNSELORS AND CASE MANAGERS

Qualified staff, counselors and case managersare essential in every model we reviewed. Whilea fully qualified staff may be hard to find, dif-ferent organizations actually offer necessary

training sessions for their counselors. Success-ful organizations often offer ongoing educationto ensure that the counselors more effectively provide services to former offenders. Bonusesare also available to counselors if they have suc-cess.St. Louis has developed a method for case man-agers and counselors to communicate well andtreat the client with respect. Tis includesgranting them a level of responsibility. St. Louisteam members apply motivational principles to

change behavior by keeping an open mind andlistening to client interests -- that is, what they want to accomplish and what they need.




COMPONENT 4: PROGRAMS THATORIENT, MOTIVATE AND CHANGETHE CLIENT

Self-motivation may require a dramatic change

in attitude and outlook on life. Different orga-nizations approach this goal in different ways.Ideally, they want to make the clients feel capableof pulling themselves back together and movingon with their lives. Trough supervision, sub-stance abuse counseling, and different supportprograms, the clients can clean up their acts andslowly move towards living healthier lives. Tismodel promotes individual responsibility but is watchful for signs of substance abuse or mentalhealth relapse in some cases. Methods and in-

teractions help clients to achieve, to learn and toget past the stigma that suggests that they cannotsucceed.In terms of what makes treatment successful themodel incorporates certain factors:

hope and expectancy •the relationship between the client and the•counselorthe client’s individual factors•the model and technique•

o accommodate these factors, the model reliedon the relationship between the counselor andclient.

COMPONENT 5: PREPARING FOR WORK

How to apply effectively for jobs is a basic com-ponent to finding work. Te St. Louis modelhelps ex-offenders compile a resume, educa-tional certificates, and other documents in one

place, such as an employment folder. Classesproviding interviewing skills or resume writingskills are offered by Employment Connectionand other partners in the region.Orientation programs inform the clients as to what choices they have and how they can behelped. Ten the clients can take on-site class-es. Classes are taught by staff who are cultur-

ally diverse and include ex-offenders. Tere arealso links and referrals to offender peer supportgroups and networks.Some employment models around the country provide jobs or form work crews for ex-offenders.

Tis enables them to gain experience and haveshort-term employment until they find morepermanent jobs. Former offenders may spendsome time in the week working with the work crew, and then spend another day interviewingfor more permanent work or meeting with their work specialist.Other groups provide vocational educationalclasses/training for the ex-offenders. Some plac-es have up to 250 programs to choose from– all so that the clients can find what it is they

want to do and are competent to do in order togain the skills to succeed. Assessment is highly important so that the individual finds a job thatis a good fit. An essential element of the reentry model is thatindividuals must overcome mental health orchemical dependency issues in order to be em-ployable. Tis is a prerequisite. Te St. Louismodel screens for substance abuse through drugtesting and referral to treatment.

COMPONENT 6: CONNECTINGRESOURCES

A replicable model for reentry employment isone that provides a variety of problem-solvingresources to clients and communities. Te St.Louis experience has a website that is helpfuland contains a variety of publications about how to get help and resources. Moreover, the efforthas been made to drop boundaries and get cov-

erage. For example, programs, handbooks, andvideos are available to ex-offenders so they canlearn about their current situation and availableresources.




COMPONENT 7: COMPLETING THE JOBSEARCH

o find a job, ex-offenders use many of the differ-ent hubs of information that the programs provide.

Tey can find employers through mock and real jobfairs, or career exploration seminars. Many timesthe counselor with whom they are working will helpthem find a job best suited to them. Te counselorhelps the ex-offender interview well, get the job, andeven maintain the job. In many cases the counseloris ready on a moment’s notice to help the client if a crisis should arise. Initially the counselor will bevery involved, in order for the ex-offender to beconsidered for a job.

COMPONENT 8: BUILDING THE EM-PLOYER/EMPLOYMENT SEEKER RELA-TIONSHIP

In order to strengthen the employer/employmentseeker relationship the organizations have to show that they and the people that they recommend aretrustworthy. As well, the employment seeker has todiscover what it is that the employer is looking for,in order to fulfill those requirements adequately.Te St. Louis Model includes employers as advisors.

Networking with the Chamber of Commerce andbusiness community is a part of the work that is ac-complished. Special services are sometimes offeredsuch as those that help employers analyze how tohire people so that they are not being discriminatory against qualified ex-offenders. Also, once an ex-offender is hired, many organiza-tions will follow up not only with the client to makesure that he/she is attending work, but they willalso follow up with the employer to make sure theemployer is satisfied with the ex-offender’s perfor-

mance. Tis helps strengthen the relationship be-tween employment seeker and employer.

COMPONENT 9: ENHANCINGEMPLOYER BENEFITS

Tere are many benefits that employers gainfrom hiring ex-offenders. Tey can receive Work

Opportunity ax Credit, access to the Federal Bond-ing Program, and certain tax breaks. However, themost important benefit that can be offered, accord-ing to an interview with an employer in St. Louis,is that of security or the backing of an organization

such as Employment Connection.

COMPONENT 10: REVISITING

EMPLOYMENT ISSUES AND FOLLOW UP

Many counselors check up on the clients for sometime after placement to make sure that they are go-ing to work, both to support them and to providereassurance to the employers. Many times, even atthis stage, clients still need minor supervision. Inprograms such as the Missouri Department of Cor-

rections Serious and Violent Offender Re-Entry Ini-tiative offenders can still use program resources af-ter they “graduate.” If they ever need to come back due to a job loss or job change they are welcome.

COMPONENT 11: GOVERNMENT/LEG-ISLATION CHANGE ANDCOMMUNITY OPINION CHANGE

Organizations with this type of experience advocate

for policy change to increase the success rates fortheir clients. Working together with governmentalagencies and state and local community programshelps increase the chances for success. Another way of increasing success rates is to have the state raiseperformance goals for state funded programs. InMissouri a statewide reentry effort has helped raisethe level of performance locally. With respect to informing the public, Project Re-Connect is providing documentation of success.Local elected offi cials have been involved. Tey do

Public Service Announcements so the public canlearn that: (1) ex-offenders can be a useful and pro-ductive part of society; and (2) there are people whoare looking for work.




Offender Justice

System

Parole

Probation

Prison

Courts

Labor or

Manpower

in the City

All who

need help

finding work

i.e. Veterans

Offender

services

Drug treatment

Mental health

Housing

Family Support

Mentoring

Education and

Training

Programs

Business

Chamber of Commerce

Non-profitFoundations (United Way)

Employment Connection

and Colleagues

Jobs

Screening

Assessment

--Needs, Motivation, etc.

Training and Education

Counselors

Employer contacts

Job readiness

Skills

Follow-up and support

St. Louis Functional Model Flowchart




Clients are

referred from

other organizations

Pre-Release

Targeting through

Project Re-Connect

Employment ConnectionEmployment Connection

Assessment of the

Client

Orientation Services

Training the Client

40 hr. Classroom Work

Readiness Training

Referral for

Outside Treatment

Non-WIA Adult Services

12 hr. Work Job

Readiness Training

Post Placement

Follow Up

Searching for Jobs

and Planning the

Employment Path

Client Centered Approach Flowchart

Job




PART IIEMPLOYMENT CONNECTION:

AN EXAMPLE OF REENTRY EMPLOYMENT SERVICES




Employment Connection: An Example of ReentryEmployment Services

INTRODUCTION

Ideally, each community should have an or-ganization that brings community members,businesses and government agencies togetherto help persons who have been incarceratedfind employment. Te St. Louis community has long been known as the “gateway” for of-fenders to reenter society after prison. Morethan 17,000 persons have been released fromprison across the state each year with a sub-

stantial number of these persons returning toSt. Louis. An estimated 53% of unemployedparolees are returned to custody within a year.Tirty-two percent of those who work part-time are returned to custody and only 14%of those who work full-time are returned.Te strong statistical association of full-timeemployment with successful reentry is onereason to get offenders employed. Tis pointis not lost on the public as repeated publicopinion polls indicate that the public alsosupports programs that put ex-offenders inthe workplace, especially if they pay finesand fees. Tis piece explores one exampleor model in the St. Louis region. Organiza-tions such as Employment Connection existin several places to change the environment,experiences and lives of persons who step out-side their jail cells and reassemble their livesin the community. Tis case study is part of an ongoing effort by the Center for Commu-

nity Corrections (“Center”) to document thevalue of collaborative approaches to helpingex-offenders and their neighborhoods. It isintended to highlight the thirty-year history of a reentry employment model and to illus-trate how a well-organized effort with strongties to business and community networks canbe successful.

Tis piece is written with the assumption thatsecuring meaningful employment for ex-offend-ers has a public safety benefit as well as an eco-nomic one for communities. Tis piece is also written to highlight development of a region-

wide reentry model in the St. Louis area. TeEmployment Connection case study is a com-panion to an overview that highlights compo-nents of a reentry network in St. Louis. It high-lights the gradual development of public privatepartnerships over a 30-year history. Leadershipemerged early to advocate for programs that would address chronic unemployment and theneed for workforce development to keep pace with economic growth in the region. We un-derscore the components and activities of this

effort as well as the experiences of clients andstaff. A key component is the commitmentand connectivity of Employment Connectionas it serves the needs of area businesses. Inreviewing our discussion of a model we probehow the many community, philanthropic, andgovernmental agency connections have helpededucate the field as to the importance of thiseffort.

AGENCY HISTORY

Employment Connection was incorporated in1977 under the name St. Louis Opportunity Clearinghouse as a non-profit agency fundedby the St. Louis Agency on raining and Em-ployment (SLAE). Te inception of the pro-gram followed a 1975 study by the Bar Associa-tion of Metropolitan St. Louis Young Lawyers(BAMSL) that linked high ex-offender recidi-vism rates to unemployment. In 1980 the St.

Louis Opportunity Clearinghouse was awardedfull member agency status by the United Way of Greater St. Louis, having received fundingand conditional membership just one year ear-lier. From 1984 to 1998 home-based employ-ment services were given to disabled individualsthrough the Homebound Employment Program(HEP). A Neighborhood Justice Program was




piloted from 1986-1989 to help crime victims.From 1994 to 1996 the City Youth on the Move(CYM) technology-based program was pilotedfor high school drop outs ages 18-21. In 1995the organization name was changed to Employ-

ment Connection.

While the many projects and stages in the de-velopment of Employment Connection will notall be included here, a few will be mentioned.In 1997 Work Adjustment Counseling (WAC) was piloted with United Way, and in 1997 the Welfare-to-Work program was implemented.ogether with ARCHS (Area Resources forCommunity and Human Services), neighbor-hood-based employment services were piloted

through a satellite offi ce. A WIA (WorkforceInvestment Act) contract with SLAE fundedthe implementation of Youth Educational Up-grading and Job Placement in 2001 for out-of-school youth ages 19-24, with the SylvanLearning Center. 2001 also saw EmploymentConnection partnering with DAR (Drug & Alcohol Rehabilitation and reatment) and theCity of St. Louis Mental Health Board to real-ize CARE (Connection for Aftercare, Recovery,

and Employment). Te Managed Work Servicesprogram was started in 2002 marking the startof a number of different programs to help find jobs for clients including Career Assistance Pro-gram, Veteran’s Services Case Management, andothers. Ever since, the agency has been growingand expanding, most recently establishing Proj-ect Re-Connect to help the reentry process forprisoners before and upon release.Program expansion has been supported by vig-orous economic development due to private

and public funding and investments. In 1983a building was purchased for its programs andto provide revenue, and the building debt wasretired two years later. Te agency developed aFive-year Long Range Plan in 1985. In 1989,a Board Investment Policy was implemented with $50,000.00 in initial investments towarda $500,000.00 investment and reserve goal. In

1999 a Perpetual Long Range Plan was devel-oped and implemented, and in 2000 investmentreserves exceeded $1,000,000.00. St. Louis Agency on raining and Employment (SLAE)provided funding at the beginning of the pilot

project, and it is important to emphasize thatSLAE, along with United Way of Greater St.Louis, has continually funded EmploymentConnection and allowed it to refine services forex-offenders and others over the past 30 years.

PRIMARY GOALS

From the beginning, the goal has been “to as-sist persons with limited opportunities to self-suffi ciency through employment.” By helping

these persons, they in turn help the community by increasing the standard of life and by decreas-ing the crime rate and problems that ride on thetails of unemployment. Ex-offenders who findemployment are 66% less likely to offend again. Also, taxpayers would save $14,000 for each per-son who isn’t incarcerated.

PROGRAM RESULTS

Te program, reaching its 30-year anniversary this year, has been very successful. In 2006 alone

Connection. Sixty-five percent of those people were ex-offenders or people with substance abuseproblems.

KEY COMPONENTS

Employment Connection Community Partnerships

Employment Connection partners with gov-

ernment services, private foundations and busi-nesses. Te number of community-based orga-nizations in a network that refers individuals toEmployment Connection is in the double digits,and local employers collaborating with Employ-ment Connection are in the triple digits.Employment Connection works with surround-ing agencies to increase their chances of success.


1,859 people found work through Employment



As mentioned, they are a full-member agency of the United Way of Greater Missouri, they partner with St. Louis Public Schools, and work with 32 community-based organizations whorefer people to Employment Connection. Tese

organizations include the following: Center forLife’s Solutions, Missouri Board of Probationand Parole, Federal Probation and Parole, St.Louis Offi ce of Veterans Affairs, Dismas House,Salvation Army/Harbor House, St. Louis Com-munity Release Center, United Way of GreaterSt. Louis, Immanuel Lutheran Church PrisonerServices, and Fathers Support Center. Te WIA Adult Partners they work with include St. LouisCommunity College Culinary Arts Department,Grace Hill, Educational Outreach Center for St.

Louis Community College, Veterans Adminis-trations, and MERSGoodWill for VocationalRehabilitation Services.Employment Connection partners with many organizations that offer multiple services to which people can be referred. Tese servicesinclude substance abuse counseling, housing/shelter, mental health counseling, child supportenforcement, utility assistance, orders of protec-tion, healthcare, clothing, credit counseling, ed-

ucational services, food, and faith-based services.

Employment Connection Staff, Counselors and Case Managers

One of the most important parts of a successfulmodel is the cooperation and ability of the staff.Employment Connection finds highly trainedand experienced people to work with clients. All are committed to the work and believe thatby helping ex-offenders they can in fact make

a difference and help reduce the rates of recidi-vism. Some of the staff is convinced by theirown personal experiences. Brenda Mahr, Chief Executive Offi cer, states: “Since our inception we’ve trained and employed former offenders asCareer Specialists; partnered with degreed and/or experienced workforce development staff;they are an awesome team and another key to

our success. Te team empowers and motivatesthose we serve to take charge of their lives andbecome tax payers instead of tax users. Andthey persuade employers to give others a SecondChance. As we move into the future, we envi-

sion Employment Connection not as a place to just get a job, but as a place to build a career.”Te staff is supported by 15 volunteer directors who represent a number of different businessfields. Tis volunteer board helps provide in-sight into what businesses need so that clientscan be the ideal providers.Te 45-member Advisory Council helps Em-ployment Connection stay on top of the new-est trends. Tey make sure that all populationsare being served. Te Chief Operating Offi cer

oversees the day-to-day activities. Many of theadministrative staff work directly with the staff executing the services which streamlines the effi -ciency and makes it easier to regulate and overseethe services. Regular meetings of the supervisorsalso help Employment Connection stay focusedand running at top effi ciency.

CLIENT CENTERED APPROACHPre-Release Targeting

A partner that works with Employment Con-nection is Project Re-Connect. Tis group tar-gets offenders about two months before they arereleased and helps the clients make an IndividualSupport Plan so that upon their immediate re-lease they can make use of the employment ser-vices available and have a smoother re-entry intosociety. For Project Re-Connect the “purposeis to provide a one-on-one caring and compas-sionate relationship that helps [the clients] stay

grounded and focused on [their] goals.”

Listening to the Person

Instead of just providing a temporary solution –finding a job – Employment Connection works with the clients to help them become betterpeople. By motivating, educating, and believing

Reentry & Employment in St. Louis14



in the clients, Employment Connection helpsthe clients keep jobs and stay productive in thefuture. And if there is a bump in the road or if a job is lost, they still have the motivation to try again. Te goal to initiate substantial change

at more fundamental levels of the person de-creases the likelihood that clients will revert totheir old ways.

Assessing the Clients

When clients are referred to the program they must go through a screening process to see if they will be eligible for all of the programs avail-able. During a half-day orientation program,they take certain tests and fill out forms to see

if they qualify. At this time they take a est of Adult Basic Education which shows their cur-rent math and reading skills. Tose that are notready for change or are not willing to change arereferred to other treatment centers to recoveror other employment services. Some are stillgiven a twelve-hour World of Work Job Readi-ness raining program. By doing this, Employ-ment Connection does not ever turn anyonecompletely away, but always tries to set them on

the right path.Te screening process allows Employment Con-nection to focus on those who are really tryingto improve their lives and change themselves forthe better. Tose who come to EmploymentConnection cleaned up, ready to learn, and will-ing to change their attitude, are the clients thatare typically accepted into the programs, whichbegin with a forty-hour classroom Work Readi-ness raining. Tose who do not meet the re-quirements are enrolled in the non-WIA Adult

services. Tese clients attend the twelve-hour work readiness seminar, but they do not moveon to the more extensive programs because they have demonstrated that they are not able or will-ing to improve themselves. A combination of assessment tools, includingHolland Codes Assessment ests, contribute toclient understanding of their own interests and

capacities, and increase the likelihood that the job they pursue will be a good fit.

Training the Clients

Te two-day World of Work program has threeprimary objectives. First, that the clients be-come competent with the interview proceduresof completing a job application well and creatinga positive impression during the interview. Tesecond goal is that the clients identify personalskills and interests related to different jobs, andthat they know how to use those skills to meetemployer expectations. Te third objective isthe establishment of work force relations. Tismeans that the clients learn how to make a good

first impression and continue to meet employerexpectations in order to continue in the job.Considering that people cannot be held respon-sible for what they do not know, this program isthorough and extensive in laying out character-istics necessary to meet business needs in Mis-souri, on the one hand, and attitudes and be-haviors that will lead to employment success, onthe other. In this intensive training, clients aretaught how to present themselves positively to

employers without being dishonest about theirpast. Even when someone has a prison record,there is undoubtedly some work experience andskills achieved that can be honestly and convinc-ingly presented in a positive light, if only the cli-ents know how.Building upon the World of Work program, inthe forty-hour comprehensive training, clientsdevelop even more extensively employment ac-quisition skills and those necessary to satisfy em-ployer expectations in order to ensure job stabil-

ity. Literally, the overall objective is, “to prepareparticipants for the challenges associated withsecuring, maintaining employment, and advanc-ing to self-suffi cient wages through the use of hands-on activities and classroom instruction.”Te Work Readiness raining that they receiveincludes more than 30 topics instilling the im-portance of work habits, team skills, wise time




management, and the ability to acquire and useinformation, which are the top characteristicssought by employers.Te three stages of this program: (1) under-standing yourself; (2) getting involved; and (3)

understanding the workplace, balance both the-ory and practice. Tey allow time and space forself-assessment and reflection as well as learningto manage all of the paperwork related to a jobsearch. Questions such as “Does Work Pay?” areasked and answered, as are topics such as “MoreEducation-Higher Earnings” and the impor-tance of networking. Te program is realisticabout the challenges of getting into and stayingin the work force. It gives clients the tools thatthey need to be more prepared to face these ob-

stacles.During the training, clients undergo a vigorousmock interview process where they can learnfrom their own mistakes, often seeing them-selves on video, and receive valuable feedback from others. At the end of the program, WIA eligible persons are entered into the Missouri Works oolbox System which enables carefuldocumentation of their progress and facilitatesinformation sharing aimed at each participant

receiving the needed services.

Searching for Jobs

Participants finish the program with their ownresume and a personal guide for filling out appli-cations. Ongoing job development and place-ment services are also available, including eighton-site interview days a year as well as job fairs.Te interviews and the fairs make it easier foremployers to hire clients and easier for clients

to find work. Employment Connection pridesitself on a rapid attachment model, aiming toplace program participants within 40 days. Casemanagement and job retention services are pro-vided for up to a year, which involves contacttwo times a month. Tere is a built-in programevaluation and program goal completion assess-ment as well.

All of these employment acquisition and reten-tion services give employers the security thatsomeone is going to be following up on the ex-offenders that they have hired, while also puttingpositive pressure on the ex-offenders to continue

working effi ciently.

Planning the Employment Path

o produce this kind of change EmploymentConnection’s Career Specialists work individu-ally with the clients and listen to their needs.ogether they develop an Individual Employ-ment Plan (IEP) to make realistic goals, identify means and a time frame, and talk about barri-ers to employment. One of the most important

things that is addressed in the Work Readinessraining is actually how to change their attitudesnot only to be more optimistic, but also to bemore confident in themselves.

Post-Placement Follow Up

If a client loses a job or is looking to switch jobshe/she is always welcome back to EmploymentConnection. Te agency does not give up on

him/her once he/she walks out the door, whichinspires a great deal of confidence and hope inclients. Te clients know they have the tools tobecome more independent, but they will not beleft alone along the way. Many of the clientsare starting over again. Tey will take those firststeps and become more secure. Tey will even-tually go farther, but not without someone atEmployment Connection to whom they can goback for stability, or someone who can help pick them up again if they fall.

Addressing the Needs of Diverse Clients

One unique factor at Employment Connection,and a strength of the organization, is that forover 30 years, services have been extended be-yond recovering substance abusers to others suchas homeless persons, domestic violence victims,




with follow-up, including site visits. Whatmatters to him is that the individuals are goodmechanics, and Employment Connection only sends him qualified people. His personal phi-losophy mirrors the collective philosophy at

Employment Connection which is that peopledeserve a chance. If a mechanic who is an ex-offender starts working at PJ Auto Repair, thatperson’s past history is kept private, as he seesno reason for that person to start working with astigma attached to him. Te mechanic is judgedon his level of performance and motivation. Af-ter mechanical skills, the employer rates a highmotivation level as a critical factor in a mechanicsuccessfully working with others on the job andreceiving training. Emanuel echoes an under-

lying Employment Connection principle -- in-creasing an individual’s personal motivation andbelief in self is integral to perseverance on the job and in life.

Employment Connection Client Interviews

Te following are examples of stories from per-sons who were clients of Employment Connec-tion: John was 54 when he was referred by his

probation offi cer. John has been employed in arestaurant but had a history of problems withanger management on the job. He had spenttime in jail and in hospital mental health unitsover the years, but was hard working and hadbeen able to rebound and get work. John cameto Employment Connection for assistancein finding a new job and also to get job skillsneeded to advance his career. He was working at just above minimum wage with no health ben-efits. He had participated in the seven-day class

and found it to be helpful. John was working with substance abuse and mental health supportcounselors in the community to overcome hislong history with these issues. John believedthat his counselor and classes at EmploymentConnection had been helpful in encouraginghim with his job search. Te classes helped himapproach his present job with a better attitude

and to understand his employer’s side of thestory. He was looking forward to participatingin future educational programs and interviews.Employment Connection helped him feel thathe could look carefully at his options while still

meeting his present obligations. John was stillin training but felt already that his prospects hadimproved. William was referred to Employment Connec-tion by the local unemployment offi ce. He hadbeen unemployed and had a felony record, andthe Department of Labor informed him thatEmployment Connection would be helpful tohis reentry effort. He took the seven-day ori-entation class and met with an EmploymentConnection Career Specialist. He found that

videotaped mock job interviews helped him in-terview better than before. Te critique of eachinterview and seeing his own reactions helpedhim understand how to present the best case forhimself as a potential employee. William alsotook a General Equivalency Degree class offeredby Employment Connection. Tis class helpedhim get his GED. He applied for a job at a metalfabricating company and got it. He has receivedthree pay incentive increases on the job since be-

ing there and is happy with his employment andits benefits.Charles learned of Employment Connectionthrough a peer recovery support group. Charlesis living in a transitional housing facility inSt. Louis and was previously homeless. AfterCharles began his recovery from substance abuseand alcohol use he contacted Employment Con-nection and set up an appointment. Charlesbelieves that Employment Connection’s work isimportant because: “Everybody deserves a sec-

ond chance but it is hard to convince an employ-er that a person should be employed after they have a run-in with the law.” Charles noted that while some employers get a tax break for hiringex-offenders, this is not a suffi cient incentive forthem. He noted that working with a group thatsupports ex-offenders like Employment Con-nection means a lot to the employers because

Reentry & Employment in St. Louis18



they know that they will have backing. Charlesfound a job with a firm with less than 100 em-ployees through Employment Connection. Hehas been making plans to save his earnings andmove out of the transitional house where he

presently resides.

CONCLUSION

Employment Connection’s success story couldnot have been possible without community collaboration and sharing of resources acrossmany agencies in St. Louis. Although there aremany agencies in St. Louis that serve individu-als with criminal records, an additional problemthat Employment Connection has specialized

in is manpower development. As experts in theemployment field, Employment Connection’s

iSee National Center for State Courts, Sentencing Attitudes Survey, July 2006.iiwww.employmentstl.org.iiiIbid.ivIbid.vIbid.viEmployment Connection, Executive Summary, 2006.viiQuote provided by David Kessel, Chief Operating Of ficer of Employment Connection, August 17, 2007.viii Employment Connection, Executive Summary, 2006.ix Project Re-Connect leaflet.

xIbid.xiTelephone interview with Uma Murugan and Scott Utry of Employment Connection by Lillian Henricks, Thursday, August 2, 2007.xiiEmployment Connection World of Work (WOW) Job Readiness Training workbook.xiIbid.xivEmployment Connection Work Readiness Training Workbook.xvIbid.xviwww.employmentstl.org.xviiExplained by Scott Utry in telephone interview with Uma Murugan and Scott Utry of Employment Connection by Lillian Henricks, Thursday,

August 2, 2007.xviiSee online article for more information about Managed Work Services: http://www.hud.gov/of fices/cpd/about/local/mo/stlouis.cfm.xixTelephone interview with employer by Lillian Henricks, Wednesday, August 1, 2007. Name has been omitted for anonymity.xx Names have been changed for anonymity.

advisors and staff have helped change the pro-grams over the years to meet the community needs. Employment Connection has been ableto withstand the changes in federal, state, andlocal agency funding and assistance in part be-

cause it serves as a contributor to the success of local businesses. Te program offers low-costbut demanding curricula for its graduates. Atthe same time it helps them find other neededsupport services and become motivated to find work and keep it. Tis positive motivationalapproach is crafted to meet individual clientcharacteristics. Tis individual attention is theglue that keeps client and business relationshipsstrong. It also helps educate staff in other agen-cies about the potential for successfully getting

individuals back to work.




PART IIIReentry Employment Initiatives Across North America




Reentry Employment Initiatives Across North America

State/National Organization/Document Type Salient Points

National National Correctional Industries Associationhttp://www.nationalcia.org/

In order to provide real-world experience toinmates, Correctional Industries are used as work programs within facilities.

Correctional Industries are the only self-fundedreentry support programs. They use fundsgathered by the sale of products and servicesmade through the program.

InternationalSession,Information

14th World Congress of CriminologyCampbell Collaboration Reviews: Boot Camps,

Employment of Ex-Offenders and Restorative Justice

Article 1:http://www.springerlink.com/content/r86832p63050t11 j/

Article 2:http://cjb.sagepub.com/cgi/content/abstract/32/1/3

Article on the actual conference:http://www.upenn.edu/pennnews/article.php?id=824

Research in Review article summaries, Volume 8, Number 3, November 2005

1. Christy Visher, Laura Winterfield, and Mark Coggeshall. 2005. “Ex-Offender EmploymentPrograms and Recidivism: A Meta-Analysis.”Journal of Experimental Criminology, 1 (3), 295-315.Studies show that there is no significant impact on re-offending by community-based employment programs.2. Guy Bourgon and Barbara Armstrong. 2005.“Transforming the Principles of Effective TreatmentInto a ‘Real World’ Setting.” Criminal Justice andBehavior, 32 (1), 3-25.There is research in support of the idea that

prison/community-based treatment programs doreduce re-offending. Programs can reduce rates by30 percentage points or more.

National National H.I.R.E. Network Mission Statement

http://www.hirenetwork.org/who.html

H.I.R.E is a national hub of information regarding“Helping Individuals with criminal records R e-enter through Employment”.

It intends to improve and increase job options for ex-offenders.

This network advocates chan e ino Public policyo Employment practiceso Public opinion

By means of training and technical assistanceH.I.R.E teaches other agencies that wish toimprove employment prospects

National Getting Back to Work

Employment Programs for Ex-Offenders

Field Report SeriesPublic/Private Ventures, Fall 2000Maria L. Beck

http://eric.ed.gov/ERICDocs/data/ericdocs2sql/content_ storage_01/0000019b/80/16/cf/54.pdf

This thirty-four page booklet includes thefollowing topics.

Introduction1. Previous work with Ex-Offenders: The

First 30 Years2. Attention Shifts to Employment: The

1990’s3. Recent Research: A Focus on Content

An Overview of Current Activities1. Federal Initiatives2. State Initiatives3. Role of Criminal Justice Policy

Non-profit Ex-Offender Programs1. Program characteristics Demographics of Participants

Relationship with Criminal Justice System

Working with Employers

Role of the Strong Economy

Recruitment and Outreach

Transitional Employment

Post placement Services

Staffing

Funding

2. Challenges for Ex-Offender Practitioners Continuity of Services

Expanding Workforce Development Strategies

Impact on Welfare Reform



http://slidepdf.com/reader/full/employment-connection-as-best-practices-model 28/36Reentry & Employment in St. Louis 23

1. Supporting More Effective Practices2. Combining Income and Skills

Development3. Improving Continuity of Services4. Increasing Investment5. Expanding Research Efforts

Appendix: Case Studies1. Better People, Portland, Oregon2. Center for Employment Opportunities, New

York, New York 3. Safer Foundation, Chicago, Illinois4. South Forty Corporation, New Your, New

York 5. Virginia CARES , Roanoke, Virginia

National NIJ-NIC-OCE Collaboration on Offender JobTraining, Placement, and Retention

http://www.ncjrs.gov/txtfiles/167575.txt

National Institute for Justice, National Institutefor Corrections and the U.S. Department of Education’s Office of Correctional Educationwork together on many occasions.

Program Focus highlights methods that are beingused to help offenders in job training, placement,and retention.

NIC’s Office of Correctional Job Training andPlacement has training sessions for those whowish to help offenders find employment.

The NIC has given money to modify a software program that would greatly help offenders whoare returning to the community.

OCE allows for grant competitions focusing oneducation and other offender re-entry issues.

There are more initiatives and projects that bothorganizations are working together on.

National Inmate Placement Program Branch Works with prisoners to compile “employmentfolders” which have their social securit card,

http://www.unicor.gov/about/about_fpi_programs/inmate_transition/

Employment Handbook

http://www.unicor.gov/about/about_fpi_programs/inmate_transition/pdf/employment_handbook.pdf

educational certificates, and resume all in one place.

Wants to establish employment resource centersin federal prisons for the use of the inmates

IPPB Mock Fair Handbook and video are

available

Florida Project ReConnect

(Community networking initiative sponsored by theFlorida Department of Corrections)

http://www.dc.state.fl.us/pub/compass/9906/page14.html

This project works to provide job placementservices to ex-offenders (up to age 25) who uponthe ending of their incarceration had completedeither a GED, specter course, or vocationaleducation programs.

Through speaking engagements, mock job fairsand career exploration seminars, for example, thecompany works to bring employers andcommunity resource providers to the ex-offenders.

Employers receive the following benefits whenthey hire an ex-offender: Work Opportunity TaxCredit and access to the Federal BondingProgram.

Georgia The Savannah Impact Program

http://www.savannahpd.org/cityweb/spd.nsf/0/bb79268 b8477e80285256af60064cfba?OpenDocument

The program works to keep communities safefrom high-risk offenders who are on parole/probation by working with communitycorrections program through both state and localagencies.

Through intense supervision, substance abusecounseling, and support programs they wish toreduce recidivism.

The program encourages the ex-offenders tochange the “anti-achievement culture andlearning deficits” so that they can succeed in the

Moving Forward

future.



Illinois Public Safety and Re-Entry Subcommittee Hearing

minuteshttp://163.191.134.23/reentry/docs/reentry_r-ps-hearingES-042805.pdf

While more transitional centers are needed,luckily, a skills center is being opened.

A Day Reporting Center has opened to help ex-offenders to get jobs and recover after drug abuse.

A community member suggested tax credits for employees who hire ex-offenders. It was alsorequested that Ceasefire receive more funding soit can expand.

The Expunge Program and a Tax Break program

are already available, however, they might not bewell-known. Instead of expanding these programs or getting other incentives for employees work should be done to publicize thealready existing programs.

Illinois Chicago’s Safer Foundation: A Road Back for Ex-

OffendersProgram Focus


Founded in 1972, the Safer foundation runs a program called Crossroads CommunityCorrectional Center for the Illinois Department of Corrections.

It also manages a private school in the Cook County Jail called PACE (Programmed Activitiesfor Correctional Education) Institute.

In order to educate ex-offenders it uses a small-group, peer-based approach. There are

lifeguards, or case managers, which help the ex-offenders for a year after they finally do getsecure employment.

This mentions that they have expanded their service area through fundraising and moreimportantly through satellite offices.

Safer uses many effective strategies. They askedthe state to include a higher performance goal – aspecialist will get no reimbursement if the clientquits a job within 30 days of getting it.Alternatively, the specialists can receive bonuses based on the number of jobs they find for offenders.

Some keys to success are talented staff,

volunteers, working with the Illinois Departmentof Corrections, thinking the client comes first,talking to politicians, serving many people atonce, using pilot demonstrations and trials beforestarting a program, giving the clientresponsibility, and always looking for ways toimprove.

Kansas Department of Corrections Offender EmploymentPrograms

Kansas Legislative Research Department,2005 Economic Development, 8-16

http://www.skyways.org/ksleg/KLRD/2005CommRpts/ecodevo.pdf

In FY 2005 the department provided employmentfor around 1,100 inmates.

About 250 vocational education program slots are provided for the ex-offenders.

Louisiana Solutions to Poverty Summit:Reducing Neighborhood Crime Through PositiveInterventions

PowerPoint presentation on Safer FoundationDecember 7, 2004

http://www.dss.state.la.us/Documents/OFS/Solutions_to_Poverty_Documnets/Solutions%20to%20Poverty%20Summit12704%20rp.pdf

Mission and history of Safer

Safer’s Direct Services include employment,education, supportive services, and residentialservices.

Demonstration Initiatives include the Sheridan,Ready4Work, Halfway Back (under design), andHousing (under design).

Employer Relationship Building includes thefollowing policies: strengthen the current employer relationships, build new employer relationships,learn from employers, and acknowledgeemployers.




Safer is a Local Advocate and Policy ThoughtLeader.

New Policies to Promote Ex-Offender Employment in Illinois include the following:Public Act 93-0210-Criminal Identification-Expungement, Public Act 93-0211-Sealing of Misdemeanor Conviction Records, Public Act 93-0207-Certificates of Relief From Disabilities andGood Conduct, and Public Act 93-0208-Transitional Jobs for Ex-Offenders. Within thecity of Chicago there is a program called “Mayor’s

Office of Workforce Development TransitionalJobs Program Servicing Ex-Offenders.” Cook County actually has its own “Cook County Re-Entry Project.”

Maryland Offender Employment Program

http://www.mcctc.com/oep.htm

This program works to ease the transition for ex-offenders that are returning to the community. Itoffers a variety of services to help people obtain jobs including: access to resources, job preparedness, help finding and obtaining a job,and post-employment follow-up. They also offer employers incentives to hire ex-offenders.

Maryland Offender Re-Entry and Employment: Evaluation of theYes NetWORK (Presentation to the Job OpportunitiesTask Force, August 29, 2002)

Meredith H. Thanner, M.A.Bureau of Governmental ResearchUniversity of Maryland, College Park

http://www.bgr.umd.edu/docs/jotfpres.ppt

The YES NetWORK is a blend between the private sector and government agencies thatfocuses on Baltimore ex-offenders (no child sex

offenders). Since there aren’t enough laborersavailable in Maryland, ex-offenders could findwork if they had the appropriate skills and preparation. Two of the NetWORK Componentsare the following: PACE (Personal Assessmentand Career Exploration) and Business Mentoring.

The NetWORK is being evaluated by the Bureauof Governmental Research, and the findin s todate are included.

Maryland Time to Work: Managing the Employment of Sex

Offenders Under Community SupervisionCenter for Sex Offender Management, A Project of theOffice of Justice Programs, U.S. Department of Justice

http://www.csom.org/pubs/timetowork.pdf

Important topics in the paper include thefollowing: effectively watching over sexoffenders’ job activities, building relationshipswith employers, putting people in the correct job positions, how to better approach searching for jobs and also how to determine which jobs are the best for each person.

Michigan Motivation & Strength-Based Approaches that ImproveOffender Management

PowerPoint Presentation by Michael D. Clark, MSW,LMSW, Center for Strength-Based Strategies

www.buildmotivation.com

The powerpoint link:http://www.csom.org/pubs/timetowork.pdf

Discusses how motivational approaches to changehelp increase the chance of change

The four biggest factors that make treatment work are the following:

o Model and technique 15%o Client factors 40%o Relationship 30%o Hope and expectancy 15%

Lists possible strengthso Skills, talents, personal virtues and traits,

interpersonal skills, interpersonal andenvironmental resources, culturalknowledge and lore, family stories andnarratives, knowledge gained fromstruggling against adversity, knowledgefrom one’s occupational or parental roles,spirituality and faith, and hopes anddreams.

There are seven principle practices that help builda good relationship between community treatmentcenters and courts. They are to: respect ex-offenders as people, cooperate with the clients butnot necessarily their behavior, recognize thatsometimes you need to stop their choices for their




own health, watch for “signs of sobriety” or improvement, keep an open mind (not trying to be the expert on their situations) to increasecooperation, learn what the ex-offender wants toaccomplish, and finally work on small steps of change.

Missouri Kansas City Community Release Center (KCCRC)

http://www.doc.mo.gov/pdf/KC%20Region.pdf

Articles such as these can be found at:http://www.doc.mo.gov/Horizon/horizonmain.htm

Part of the program involves giving housing and processing parole for the ex-offenders.

The program starts with a two-week orientationwith a referral to treatment, if required. Clients

living at the center must have full-timeemployment.

KCCRC works with Connections for Success to provide an intense two-week workshop onemployment.

They participated in the Kansas City-areaOffender Job Fair.

With help from the Department of EconomicDevelopment’s Division of WorkforceDevelopment, KCCRC held a weekly required job readiness class.

Missouri Keynote speech for the Association of Paroling

Authorities International Annual Conference

http://www.apaintl.org/Pub-Conf2003-KeynoteAddress.html

The speaker critiques current parole policies,analyzing in turn the decision to release, thedecision to supervise, and the decision to revoke

parole.

Missouri Executive Summary of Employment Connection

For information about the Employment Connection

http://www.employmentstl.org/

Resource Guide for the St. Louis Region:

This twenty-page summary elaborates whatEmployment Connection does. It helps to provide services for SLATE (St. Louis Agencyon Training and Employment) and is committedto helping 150 WIA (Workforce Investment Act)Adults get full-time employment. The summaryalso details the or anization’s 28- ear histor of

http://www.doc.mo.gov/pdf/STL%20Region.pdf meeting its obligations to SLATE. This thoroughexecutive summary addresses topics such asnetworking with other businesses (page 14) andworking with community services organizations(page 17).

Missouri Resource Guide for the St. Louis Region:http://www.doc.mo.gov/pdf/STL%20Region.pdf

This resource guides ex-offenders to find servicesand organizations that can help them find work,housing, food, and other essential services.

Missouri Missouri Department of Corrections Serious and

Violent Offender Re-Entry Initiative (SVORI)

http://www.doc.missouri.gov/reentry/MRPSVORI.htm

The three-phase reentry program is called ProjectReconnect. The first phase takes place 12 months before release, and during this time theSpecialists work with the offender and institutionand a Transition Accountability Plan is made. In phase two of the project, which can last up to ayear after reentry, the Transition Team helps theoffender with coping and finding a job. In phasethree, the sustaining phase begins as the offender graduates from the project. Even after graduation program resources continue to be available.

New Jersey Offender Employment Report Civic Research Institute

www.civicresearchinstitute.com

The newsletter for the Offender EmploymentReport is available six times a year. The programworks to develop new programs, managementtechniques, and methods to help offenders get andkeep jobs.

New Jersey Employment Opportunities for Ex-Offenders in NewJersey

NJISJ (New Jersey Institute for Social Justice)

http://www.njisj.org/reports/heldrich_report.html

This analysis summarizes the labor marketconditions that ex-offenders face and recommendswhat future research could be done to better understand the situation. For example, to use theinformation already there to measure andcontinually analyze the patterns of employmentand wages for ex-offenders.

It also gives charts on NJ Employment Prospectsfor ex-offenders and takes note of the many




barriers to them.

It states that the most effective way to secure a jobfor a client is to go and talk directly with theemployers.

NJISJ offers a program which trains staff of organizations that are also providing services toex-offenders to better find jobs or develop careersfor the ex-offenders.

New York Employment-Focused Programs for Ex-Prisoners,

What we have learned, what are we learning, and

where should we go from here?May 24, 2006MDRChttp://www.mdrc.org/publications/435/overview.html

This paper is background for the meeting“Research on Prisoner Reentry: What Do WeKnow and What Do We Want to Know?”sponsored by the National Poverty Center, GeraldR. Ford School of Public Policy, University of Michigan.

Contents include: the “rationale for employment-focused reentry programs,” “the quantity andquality of previous research,” “the results of post-release (community-based) programs,” “prison based-programs,” and “programs that combine prerelease and postrelease services,” “currentstudies being done,” and finally a section called“Filling the Gaps: What Other ApproachesShould Be Tested?” This last title includes:“earnings supplements,” “employer-focusedstrategies,” “education and training strategies,”“system reforms,” and a section called “beyondwork.”

New York City Successful Job Placement for Ex-Offenders: The Center

for Employment Opportunities


CEO forms work crews of ex-offenders as a short-term solution for a job with the overall goal of finding them a permanent job.

Clients spend four days a week with the work crewand one day with an employment specialist or interviewin for other more ermanent obs.

These types of crews help workers develop valuesthat are sought out by employers.

CEO also helps the ex-offenders by acting as ahuman resource department for employers. Theydo this by interviewing participants, and helpingthe ex-offenders or other employees withsubstance abuse or any other problems that affecttheir work.

Through the Federal Job Training Partnership Act,the program pays employers for half of employeewages for a full 8 weeks at the very least if criteriaare met. The program also works to helpemployers receive tax credits.

In order to stay productive, the employmentspecialists work towards quotas and in the endabout 70% of ex-offenders find full-time work in2-3 months.

Oregon Better People, Not Just Better Workers

http://www.betterpeople.org/

This program works to reduce recidivism througha number of different stages. It starts with an

orientation giving information to the clients sothey can make informed decisions. Thencognitive behavioral therapy classes using MoralReconation Therapy are used to encourageattitude change. Clients are given a referral for atemporary job. After completing Step One of theMRT process, they take Job Readiness classesfrom another ex-offender to inspire confidencethat they too can succeed. After reaching StepThree of the MRT process, they are helped to geta permanent job that pays at least $9.00 an hour with health benefits. While there are noguarantees, usually there is a high rate of success.Once they have the job, retention services help




the client to keep the job, and even after theyleave that job they can continue with assistancefinding jobs if they are a member of the AlumniClub who pays dues.

South Carolina Offender Employment Preparation Program2003-2004 Annual Report , December 15, 2004

http://www.scstatehouse.net/reports/OffenderEmpprepProg2004AnnualReport.doc

The Offender Employment Preparation ProgramAct that was passed in 2001 receives no funding.The South Carolina Interagency ReentryCollaborative Team has come together andcomprises 10 relevant departments in the state andthe Alston Wilkes Society.

The Short Term Offender Program (STOP) began

in 2004 to address the special needs of only short-term offenders.

The Division of Industries works with inmates sothey can return to the community with training and job skills. There are work release and pre-releasecenters at twelve Level I (minimum-security)institutions to further help ex-offenders reintegratesuccessfully into society.

Vocational Training is offered through thePalmetto Unified School District in SCDC.

Ongoing programs include the following: Self-Paced In-Class Educational Program, Serious andViolent Offender Reentry Initiative (SVORI), andthe North Columbia Reentry Partnership Initiative.

WashingtonState

Program focus (National Institute of Justice, National Institute of Corrections, Office of Correctional

Education): Washington State’s CorrectionsClearinghouse: A Comprehensive Approach toOffender Employment

The Corrections Clearinghouse (CCH) wasfounded in the 1970s. It has both juvenile andadult institutions which include the women’sapprenticeship program and the communityservice work crews. They also offer pre-releaseand post-release job search assistance.

There is a Vocational Opportunity Training andEducation (VOTE) program through a college in

http://www.ncjrs.gov/pdffiles1/174441.pdf Tacoma that is specifically for ex-offenders whoare recovering from some sort of chemicaldependency.

CCH has compiled a Case Management ResourceDirectory which clients can use to find thingsthey need – from clothing to help overcoming

substance abuse. Within the pamphlet there are notes on replicating

this CCH model as well as summarized findingson the connection between decreased recidivismand different educational programs.

WashingtonState

List of Offender Employment Services

http://www.wa.gov/esd/oes/services/default.htm

This is a list of different offender employmentservices. They include: employment reentryclasses, training in how to fight offender barriers,WorkSource offices, Washington State BondingProgram, Work Opportunity Tax Credit, anoffender reentry guide and more.

Washington, DC Smart Solutions: Individuals With Criminal Histories:A Potential Untapped Resource

The Welfare to Work Partnership

Legal Action Center

Urban Institute Justice Policy Center

http://www.hirenetwork.org/pdfs/SS_Ex-offenders1.pdf

The publication lists advantages to hiring an ex-offender which include: financial incentives (taxcredits, etc), support from Service Providers andSupervision Agencies, and the benefit of trainedand motivated workers.

It also includes information regarding businesseswhich hire ex-offenders, the laws pertaining tohiring ex-offenders, and ex-offender andemployer liability.

In terms of recruiting qualified ex-offenders,how certain employment agencies and welfare-to-work services screen people is addressed. The National Institute of Corrections Office of Correctional Job Training and Placement(OCJTP) assists in getting offenders training, job placement and job retention. The program also




gives suggestions to businesses to help themensure that their hiring polices are notdiscriminatory.

CanadaArticle

Community employment centres for offenders: A preliminary exploration

Correctional Service of Canada – Forum onCorrections Researchhttp://www.csc-scc.gc.ca/text/pblct/forum/Vol17No1/v17n1g_e.shtml

The study featured in the article was done tomake a profile of offenders who typically useemployment centers after they were developed in2001/2002.

It keeps track of the services that are most needed by offenders, as identified by them.

The study gathered information on the jobs whereex-offenders were hired, including pay and the

level of satisfaction with that pay. It also tried todiscover what factors affected employmentoutcomes.

The authors found a strong positive relationship between the offender’s ratings of social supportfor employment with the outcome of getting a joband keeping it. Offenders build confidence inthemselves after using programs such as thiscentre.

Canada Research Branch, Correctional Service of Canada

http://www.csc-scc.gc.ca/text/research_e.shtml

Organizations homepage:

http://www.csc-scc.gc.ca/

This branch produces a number of publications oncorrectional topics. Titles include the following:

o The impact of community-basedemployment on offender reintegration

o Offender employment: A research

summaryo Offender employment: What research tells

uso Women offenders’ employment needs:

Research for a gender-informedemployment strategy

o Community employment centers for offenders: A preliminary exploration

o Offender employment and employability:An overview

o Building bridges to hope: A pre-employment program for women withcriminal justice involvement

o The importance of employment to

offender re-integrationo The National Employability Skills

Program for offenders: A preliminaryinvestigation

Manitoba,Canada

Offender Employment Program, Manitoba MetisFederation

http://www.gov.mb.ca/fs/bird/PreEmploy/offenderemploymentpr195.html

This program is used to address problems toemployment for aboriginal inmates in Canadian prisons.

The federation seeks to get long-termemployment for the released inmates. To do thisthey offer cultural supports, intake and release planning, different referrals, monitoring of their progress, employment assistance, education onhow to write a resume, job training, wagesupport, educational programs, and single seat

sponsorship.Periodical Monthly Labor Review, April 1985

Communications

http://www.bls.gov/opub/mlr/1985/04/rpt1full.pdf

Article entitled “Programs to Aid Ex-offenders:We Don’t Know ‘Nothing Works’”

According to the article, the offender employment programs are not being evaluated thoroughlyenough. Luckily, there is current literature thatcan provide a model for developing rehabilitating programs that are successful. The literature alsosays that interventions and programs must takeinto account the differences between offendersand must be strong to be effective.




Issue Notes, Vol. 7, No. 4, March 2003

http://www.financeproject.org/Publications/helpingparentswithcriminalrecordsIN.htm

Find Employment and Achieve Self-Sufficiency”

The article describes new practices which includethe following:

1. Center for Employment Opportunities (CEO), New York

2. Project Rio (Re-Integration of Offenders), Texas3. Virginia Community Action Re-Entry System

(CARES)4. Pioneer Human Services (PHS), Seattle,

Washington5. National H.I.R.E. Network 6. Serious and Violent Offender Reentry Initiative,

of the U.S. Department of Justice’s Office of Justice Programs (OJP)


Periodical Welfare Information Network Article “Helping Parents with Criminal Records



About the Center for Community Corrections

Te Center for Community Corrections is a broad coalitionof former public offi cials, researchers and correctional professionals repre-senting local, state, and federal concerns. Te Center was created in 1987to promote the overall concept of community-based sanctions as well as

specific program options.

Additional Copies of This Report May Be Ordered From

Donald Santarelli

Center for Community Corrections1615 L Street, N.W., Suite 1200

Washington, D.C. 20036

Phone: 202-955-7070Fax: 202-835-4129Copies are also available on our web site at

www.centerforcommunitycorrections.org