Offender employment

"[A] comprehensive list of skills, functions, and duties for use by agencies in developing job descriptions for Offender Employment Specialist (OES), Offender Workforce Development Specialist (OWDS) and Offender Workforce Development Program Manager (OWDPM)" are identified and provided (p. 1).

Work done during fiscal years 2001 and 2002 by the Office of Correctional Job Training and Placement (OCJTP) to "enhanc[e] offenders' abilities to enter and remain in the labor market" is summarized (p. iii). Sections of this report include: introduction and background; activities and

Results from a "post-training survey to assess the usability of the knowledge, skills, and abilities of the course [Offender Workforce Development Specialist (OWDS)] content by the participant once they return to the job" are presented (p. 1). An executive summary is divided into four parts --

Results from a survey of offender employment and retention issues that utilizes close-ended questions regarding topics such as assessment, case management, follow-up, and relapse are analyzed. This report is comprised of the following sections: introduction; theory; assessment; case management; job

This report summarizes the first national review of the recidivism and post-release effects of the Prison Industries Enhancement Certification Program (PIECP) engaging state prison inmates in private sector jobs since 1979" (p. 6). Sections following an executive summary are: abstract; introduction

Skills, functions, and duties are provided for the following job descriptions: Offender Employment Specialist (OES); Offender Job Retention Employment Specialist (OJRS); Offender Workforce Development Specialist (OWDS); and Offender Workforce Development Program Manager (OWDPM).

“The purpose of this bulletin is to explore the literature and summarize the empirical evidence related to the impact of employment on the criminal behavior of women” (p. 2).

Sections comprising this publication are:

• female offender demographics;
• barriers to employment-overview, the role of

A description of the Offender Workforce Development Specialist (OWDS) Partnership Training Program is provided. 'This administrative guide provides an overview of the training program, including its benefits and requirements'and information needed to make an informed decision for participating in

The exclusion of individuals with criminal records from employment is examined. People working with soon to be released prisoners or ex-offenders should be aware of this issue. The ability to find gainful employment, one of the critical needs for successful reentry, will be critically impacted by

According to the Bureau of Justice Statistics, more than 700,000 individuals are released from prisons yearly-with an additional 9 million adults cycling through local jails. Research indicates that employment is an important component of successful reentry, but most offender programs do not address

'At the same time that the numbers of workers with criminal records have risen, the background check industry has expanded and overall, more employers are now using background checks as an employment screen than ever before. This resource guide documents the cities and counties that have recognized

Issues related to the ability of ex-offenders to get jobs after their release from imprisonment in Wisconsin are explored. An executive summary presents a review of findings and recommendations. This report is divided into two parts: mass incarceration of African American males-the most for any

“If there’s one thing small business owners know, it’s that nothing creates success like hard work. Anyone who’s willing to work hard should have the chance to earn a living, contribute to our nation’s economy, and provide for themselves and their families. Inequities facing lesbian, gay, bisexual

This “recent outcome evaluation of the InnerChange Freedom Initiative (InnerChange), a faith-based prisoner reentry program that has operated within Minnesota’s prison system since 2002, showed the program is effective in lowering recidivism. This study extends research on InnerChange by conducting

“Employment providers are already serving large numbers of individuals released from correctional facilities or who are required to find jobs as conditions of their probation or parole. Yet the corrections, reentry, and workforce development fields have lacked an integrated tool that draws on the

“Employment is a key to community reintegration for both people with mental illness and those with justice involvement. At present, the empirical literature on employment services for justice-involved people with or without mental illness is meager. By contrast, an extensive evidence base documents

This is a great update on what is happening in the United States regarding Ban the Box initiatives. Correctional reformers, offender advocates, and probation officers should be aware of this movement. “Nationwide, over 50 cities and counties-including New York City-have now taken the critical step

“Hiring new employees is a critically important function in any business, government agency, or non-profit organization. Every hiring decision represents a major investment that employers must make with limited information. Checking criminal history is just a small part of this process, which may

This report provides a very good look at how criminal records, race, and gender impact chances for employment. Sections following an executive summary cover: prisoner reentry and employment; race and the criminal justice system; stereotyping racial minorities and the unemployed; crime and employment

"Using up-to-date labor market information is critical for identifying high-growth occupations, local and regional employment trends, and specific employers and industries that provide the best employment opportunities for justice-involved individuals. It also provides data essential for designing

"Many employers are apprehensive about hiring persons with criminal convictions, but employment specialists tolerate some failed hires only if they have had some successful job placements and found community-based corrections employment specialists to be responsive to their concerns. "It is

"Employers face global competition in their drive to operate successful businesses in today’s marketplace. If the correctional system is to be successful in placing job seekers in meaningful employment that meets employers’ expectations, correctional practitioners must prepare them for the workplace

"No single agency can meet all of the workforce development needs of justice-involved individuals returning to the community. A systems approach that expands beyond the criminal justice system is essential for maximizing employment outcomes for this population. You must identify and engage

This worksheet helps a person to determine whether the job they want to get is right for them. This is done by answering some questions regarding the desired occupation. Responses are determined for: common names for the occupation; current number of jobs in the occupation; anticipated 10-year

This document briefly reviews the strong link between offender employment and recidivism. "Extensive research has demonstrated that strong ties to work can lead to desistance of offending. Based on the scientific evidence, education and vocational training programs work. They increase the rate of

This document highlights the roles of and activities performed by six federal agencies in the provision of apprenticeships for federal offenders. The cooperating agencies are U.S. Department of Labor, U.S. Pretrial Services, U.S. Probation, U.S. Bureau of Prisons, Community Corrections Centers, and

"As justice-involved individuals move through the criminal-justice system, correctional staff use case management tools to monitor progress. Case management involves monitoring individuals to ensure their completion of court-ordered sanctions, such as community service hours, payment of fees, or

"The immediate months after prison are a critical transition period, which can determine future trajectories of successful reintegration or recidivism. Finding employment after prison is considered a key, if not the most important, condition to prevent recidivism; however, individuals face numerous

"Today, a criminal record serves as both a direct cause and consequence of poverty. It is a cause because having a criminal record can present obstacles to employment, housing, public assistance, education, family reunification, and more; convictions can result in monetary debts as well. It is a

"To better serve justice-involved Veterans, VA [U.S. Department of Veterans Affairs] developed services through Veterans Justice Programs (VJP), including Veterans Justice Outreach (VJO) and Health Care for Reentry Veterans (HCRV). These services and programs are intended to help ease the transition

Three distinct time periods frame the juvenile justice process: before, during, and after incarceration. This article focuses on services and supports at each of these critical stages, specifically regarding employability skills. These skills, although supportive of, are different than vocational

"This brief highlights strategies for strengthening education and employment pathways for youth and adults returning from correctional facilities and notes key questions that new research should answer. It also explores barriers to employment for people with criminal records-whether or not they have

"A record creates a serious barrier to employment for millions of workers, especially in communities of color hardest hit by decades of over-criminalization. Fair-chance hiring policies are intended to help dismantle this employment barrier by ensuring that job applicants with records are assessed

"In many states and cities, both public and private employers can include a question on application materials requiring applicants to disclose whether or not they have a conviction record. While there is growing momentum to “Ban the Box,” in most cases these efforts only ban the box for public

'“Ban-the-Box” (BTB) policies restrict employers from asking about applicants’ criminal histories on job applications and are often presented as a means of reducing unemployment among black men, who disproportionately have criminal records. However, withholding information about criminal records

This report summarizes findings from the Urban Institute’s replication validation of the National Institute of Corrections (NIC) Employment Retention Inventory (ERI). This study was conducted under NIC Cooperative Agreement Award 16CS04GKU7 to determine the ERI’s ability to identify workforce