PowerPoint Presentation · TRANSFORMATIONAL WORKFORCE DEVELOPMENT P. Elizabeth Taylor Correctional...
Transcript of PowerPoint Presentation · TRANSFORMATIONAL WORKFORCE DEVELOPMENT P. Elizabeth Taylor Correctional...
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TRANSFORMATIONAL
WORKFORCE DEVELOPMENT
P. Elizabeth Taylor
Correctional Program Specialist
National Institute of Corrections
Community Services Division
The Role of Education and Employment in Supporting Success
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OBJECTIVES
Define transformational workforce development
Discuss common barriers to employment retention
Provide an overview of transformational strategies and
principles
Explore NIC resources and training opportunities
TRANSFORMATIONAL
WORKFORCE DEVELOPMENT
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WORKFORCE DEVELOPMENT
A holistic approach to address the emotional, educational and social barriers impacting sustained attachment to the workforce.
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ACHIEVING REENTRY SUCCESS
• Who am I? ▫ Self concept
• What type of job should I consider?
▫ Skills/abilities
• How do I get a job? ▫ Tasks/steps
• How do I keep my job? ▫ Problem Solving
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DONALD SUPER – Development Theory
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JOHN HOLLAND - Career Typology
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GAINFUL ATTACHMENT
TO THE
WORKFORCE
Job Readiness
Soft Skills
Employment Retention
Criminogenic Risk
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JOB READINESS
• Literacy
• Numeracy
• Soft skills
• Vocational training
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http://www.abacollateralconsequences.org/
Collateral Consequences
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LABOR MARKET INFORMATION
Classify workers using Standard Occupational Classification
http://www.bls.gov/soc
http://www.bls.gov/soc/2010/soc112022.htm
Plan, direct, or coordinate the actual distribution or movement of a product or service to the customer. Coordinate sales distribution by establishing sales territories, quotas, and goals and establish training programs for sales representatives. Analyze sales statistics gathered by staff to determine sales potential and inventory requirements and monitor the preferences of customers.
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Administrative Services Managers
http://www.bls.gov/ooh/management/administrative-services-managers.htm
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CAREER/LIFE RESOURCE CENTER
http://nicic.gov/library/023066
Inmate clerks
Intra/internet accessibility
Job search phone line
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EMPLOYER INCENTIVES
FEDERAL BONDING
• bondinghttp://www.bonds4jobs.com/state-coordinators.html
WORKFORCE TAX CREDIT
• http://www.doleta.gov/business/incentives/opptax/
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BEST PRACTICES
Job Training
Emulate the private sector
Provide opportunity for performance based evaluations
Provide pay incentives
Validation of work history/experience
Trade Association Certificates
Certificates of Participation/Achievement
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FACE THEM
AND
PLACE THEM
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EVIDENCED BASED PRACTICES
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EMPLOYMENT RETENTION
• Antisocial attitudes
• Antisocial peers
• Substance abuse
• Impulsivity
• Inadequate work history/job skills
• Poor family connections
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ATTITUDES • Is the offender responsive to feedback or advise • Is the offender impulsive
PEERS • Are their friends working • Do the friends support the idea of being gainfully
employed or working towards a training/educational goal
SOCIAL/FAMILY CONNECTIONS • Does the offender have stable living arrangements • Does the offender want to start assuming financial
responsibility for their spouse…children
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TRANSFORMATIONAL WORKFORCE
DEVELOPMENT
• Enhances motivation/increases positive change
• Increases awareness of individual strengths and weaknesses
• Challenges individuals to take greater ownership of their work
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TRANSFORMATIONAL WORKFORCE
DEVELOPMENT
• Focuses on communication
• Focus on thoughts, feelings and behaviors
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Motivational
Interviewing
Cognitive
Behavioral
Interventions
Reentry
Success
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Cognitive-Behavioral Interventions
Impact/challenge values, attitudes and expectations
Change thinking to change behavior
Emphasize problem solving and decision making
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COGNITIVE BEHAVIORAL INTERVENTIONS
(CBI)
• Time limited
• Assumes people change because they think differently
• Collaborative effort
• Structured and directive
• Education model
• Rational thinking is based on fact
• Homework is important
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EVIDENCE BASED TRAINING
Thinking For A Change
Increases self awareness
Integrates cognitive restructuring, social skills, and problem solving
skills
Examines thinking, feelings, beliefs, and attitudes.
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MOTIVATIONAL INTERVIEWING
A collaborative, client-centered form of guidance
used to elicit and strengthen motivation for
change.
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MOTIVATIONAL INTERVIEWING
• PRINCIPLES
▫ Express empathy
▫ Develop discrepancy
▫ Roll with resistance
▫ Support offender strengths
• SPIRIT
▫ Autonomy/Support
▫ Collaboration
▫ Evocation
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BASIC TECHNIQUES
• Open-ended questions
• Affirmations
• Reflections
• Summaries
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RNR Model
Triage approach:
• Risk
• Needs
• Responsivity
Risk
Needs Responsivity
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Multi-generational Workforce
5%
38%
32%
25% Tradionalists
Baby Boomers
Generation X
Generation Y
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Age Group
16 - 34
35 - 48
49 - 67
68 - 91
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Multi-generational Workforce
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Respect
Correctional
Excellence Integrity
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Respect
Correctional
Excellence Integrity
RESPECT
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Respect
Correctional
Excellence Integrity
Integrity
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Respect
Correctional
Excellence Integrity
Correctional Excellence
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RE-ENTRY
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PRE-ENTRY
COLLABORATION
IS THE KEY!
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COMMUNITY OF PRACTICE
Power From Within
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REENTRY EMPLOYMENT SERIES
• Employment Retention: Principles And Practices • ‘What Works’ • Collaboration • Career Assistance/Theory • Introduction to evidence based interventions • Assessments
• Employment Retention: Criminal Justice System • Triadic Relationship (Bandura) • Collateral Consequences/Realities • RNR model for workforce development • Case Management > Self Management