WIRED Final Products Memo

Facilitated Employment Program for Offenders (FEPO)

Product User

The product user will be community based private or non-profit organizations desiring to

implement job readiness programs targeting those with a criminal background. Additional users

could include corrections staff located inside prisons, jails, work release centers or half-way

houses, as well as probation and parole agents; workforce development/job service centers; faith-

based organizations; prison or urban ministries; or various government entities.

Target Audience

The target audience is those interested in reviewing and/or replicating WIRED Funded Offender

Program.

Product Use

The outcome for using this product will vary based on the viewer’s needs, and will fall

into one of the following situations: program replication, program modification, or simply

utilizing resources or elements of the program.

Program Replication

Program replication or duplication can be accomplished quite easily due to the fact that

the “model” has a simplistic designis simple – find candidates, assess them, offer orientations

and enrollment into program, fill out paperwork, put a plan together to meet participant goals,

create job opportunities and placements, and follow up. The other elements of the program can

be pieced together based on an organization’s needs, resources, and community relationships.

FEPO will make available any needed documents or resources to assist others in replicating this

program in their area.

Program Modification

As was mentioned above, the FEPO model is a replicable modelrelatively simple. Any

aspect of it can be modified to suit a particular organization’s needs, resources, interest, and

funding.

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Utilizing Resources or Key Elements of FEPO

There may be organizations or entities out there that do not wish to replicate or modify

FEPO, but rather, would be interested in utilizing key resources developed by FEPO staff. Again,

FEPO will make available any needed documents, resources, or information to assist others in

better serving those with a criminal background.

WIRED Final Products Report

PROGRAM CONTEXT, PURPOSE, AND FUNCTION

History and Context

In July and August of 2007, Kaiser Group, Inc. and WDI successfully facilitated a seven-

week case management and employment pilot for Huber inmates. During the pilot, intensive

one-on-one case management and business services were offered to assist Huber inmates with

job preparation skills and guided efforts to secure employment. Services included intensive case

management, resume and application completion, mock interviewing, job seeking skills and

facilitated connections with area employers. In summary, 75% of those who were offered case

management services became employed, and one-third of those individuals were still employed

one year later.

In an effort to continue this innovative approach, Kaiser Group, Inc. and WDI proposed a

one-year demonstration project designed to facilitate employment for the offender population

(FEPO). We proposed to continue the work with Huber inmates and to expand case management

and business services program to include anyone with a criminal background. By combining

intensive case management services such as one-on-one counseling, job preparedness

workshops, basic education and training opportunities with business services such as

individualized job marketing and development, employer linkages, and retention services, we

expected to see effective job placements and reduced recidivism rates.

Based on our research of similar programs throughout the state of Wisconsin, and from

experience in the Huber Pilot Program, our realistic industry targets were the manufacturing and

food service industry. Other industries such as hospitality would also be targeted. Our hope was

that through intensive case management and business services support, we could place customers

into employment and discuss the key elements that can move them up the career ladder. We

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planned to capitalize on the career pathway model that Technical Colleges had already begun,

and intended to work closely with Waukesha County Technical College in an effort to get our

participants on the career ladder to gainful manufacturing jobs.

This workforce innovation targeted the offender population in Waukesha County. We

planned to have discussions and work with Ozaukee and Washington Counties to explore their

interest and capabilities in delivering this project. Our goal was to not only to assist the offender

population in Waukesha County but across the Southeastern Wisconsin region as well.

Waukesha County Huber Facility

In order to work effectively with the Huber population, orientation sessions would be

held at Huber following work search orientation meetings with the Huber correctional counselor.

At this session, the Case Manager would give a comprehensive overview of the facilitated

employment program. Interested inmates would receive an assessment/intake form to complete

and then enroll in the program.

Immediately following selection to the program, participants would work with a Case

Manager and later a Business Services Representative to develop an Individual Employability

Plan. They then would begin to acquire job readiness skills and employer connections.

Supportive service needs would be evaluated and referrals and linkages made in order to ensure

success. Participants securing employment would receive follow-up and retention services for a

one-year period. These services would include one-on-one reviews to discuss goals and

supportive services necessary for job retention. Employers would be encouraged to participate in

these reviews. The main goal would be for Huber inmates to secure employment within a 30-day

period and remain in Huber with work release privileges.

Waukesha County Jail

In an effort to work effectively with the Waukesha County Jail inmates, we determined

that an orientation session should be held approximately six months prior to the inmate’s release.

The orientation would allow attendees to sign up for workshops and case management services

designed to make a successful transition into Waukesha County communities. If already

assigned a probation/parole officer, the officer would be contacted to keep him/her informed of

the inmate’s involvement and progress during the pre and post-release program period.

Workshops would be conducted on a monthly basis with a focus on job readiness skills including

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resume and job application preparation; interviewing skills; occupational interest assessments;

labor market information; job availability; and career path information. Inmates who

successfully participated in the workshops would be offered case management; business services

connections, and retention services for the purpose of securing and maintaining employment.

Department of Corrections – Probation and Parole

In an effort to work effectively with individuals who are on probation and parole, job

readiness workshops similar to those offered to the jail inmates would be offered. These

workshops would be conducted at the Department of Corrections, Pewaukee Road facility. Case

management and business services staff would work with the facility to support the

establishment of a Day Reporting Center, including providing a computer dedicated to job search

websites (i.e. State of Wisconsin JobNet).

WIA Co-Enrollment

Where appropriate, enrollment in the Workforce Investment Act (WIA) program would

be considered. Enrollment in this program could include funding for occupational training. We

also planned to avail all of the services of the Pewaukee Workforce Development Center to

participants when appropriate.

Employer Education, Recruitment, and Retention

In light of the projected tight labor market, the Business Services Representative would

educate employers on the benefits of expanding recruiting efforts to include ex-offenders.

Employers would receive information and education on tax incentives available (i.e. Work

Opportunity Tax Credit); the availability of free bonding services associated with hiring ex-

offenders; and the potential for on-the-job training wage subsidy incentives. Employment fairs

would be hosted at the Workforce Development Center to provide hiring managers and human

resources professionals the opportunity to interview a pool of participants who have participated

in an interview workshop offered in the program.

Peer-to-peer mentoring would be facilitated between businesses that actively and

successfully employ ex-offenders and businesses that have been reluctant to expand recruiting

efforts to this unique population. Other resource connections would be identified within the

community and offered to participants on an as-needed basis during the program to ensure job

attainment and retention. These resources could include obtaining work clothing; financial

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literacy training and budgeting assistance; involvement in a child support program; childcare

assistance; housing (rent assistance, securing housing); ongoing AODA support; mental health

services; transportation assistance (bus passes, bikes, car purchase loan programs, driver’s

license reinstatement).

Partnering and Structure

In order to accomplish this workforce innovation, Kaiser Group, Inc. and WDI

coordinated efforts with the Department of Health and Human Services, Huber staff and

Corrections Officers, Waukesha County Sheriff and Jail staff, State of Wisconsin Department of

Corrections, Probation and Parole Officers, and Waukesha County Technical College.

Kaiser Group, Inc would be the lead agency responsible for ensuring that the goals

related to the WIRED Implementation Plan Goal Matrix are being accomplished and that the

“RSTI” Principles are clearly reflected in the project. Kaiser Group, Inc. would also maintain

and manage the program budget in an effort to accomplish the measurable outcomes set forth in

this demonstration project proposal. Kaiser Group, Inc. would provide the Case Manager

position (1 FTE). As the major partner in this project, WDI would be providing the necessary

collaboration and linkages with the employment community by providing a Business Services

Representative (1 FTE). This position would work in concert with the Case Manager to provide

seamless services to the offender population. WDI would also help to create the database system

for tracking successful outcomes of this project.

Both partners would share the responsibility for meeting, exceeding, and tracking

performance outcomes. WDI would help to create a database system for collecting important

outcome and performance information related to intake and enrollment numbers, employer

tracking, supportive services utilized, workshop participation, case management/customer

activities, job placement data, and retention/follow-up services.

In order to sustain and grow this project, we will seek continued financial support

through the Community Development Block Grant program, the Criminal Justice Collaborating

Council, as well as WIA program funding. We also hope to seek additional money through the

Department of Corrections and from competitive grants through the Department of Justice.

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ORIGINAL INTENTION

Our main goal in this project would be to offer case management and business services

support including any necessary wraparound services to meet other needs, in an effort to assist

those with a criminal background in finding gainful employment. To that end we determined

other supporting goals for this project, which included the following:

Participants will

find gainful employment, have their wages increase, and will remain employed or earn promotions

have their employers contacted approximately once each month to check progress and performance

be referred and linked to area resources be connected to employment services acquire skills, training, and education in order to be more marketable in today’s

workplace acquire and/or improve soft skills recidivate less maintain stable housing or improve their housing situation

The program will be regional replicable sustainable transformational industry-driven innovative

The program will also find employers who will hire people with criminal records educate employers about the benefits of hiring people with criminal backgrounds connect those with a criminal background to potential employers facilitate employer/employee relationships place 100 participants in jobs

PROCESS DESCRIPTION

The key staff that will be working on this workforce innovation will be the Case Manager

and Business Services Representative who have yet to be hired. The project will also be

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supported by the management infrastructure of both Kaiser Group, Inc. and Workforce

Development, Inc. (see attached resumes).

The Case Manager will be responsible for developing relationships with staff from the

Huber Facility, Waukesha County Jail, and Probation and Parole. The Case Manager’s roles and

responsibilities will include: Orientation sessions, intake and enrollment, employment

preparation workshops, employment placement, retention services, education and training

resource and referral, supportive service linkages, and intensive & ongoing case management.

The Business Services Representative will be responsible for making the necessary

employer linkages that will lead to successful hires for the offender population. The Business

Services Representative’s roles and responsibilities will include: Orientation sessions,

employment preparation workshops, employer tracking, retention services, job development, and

job marketing. The Case Manager and Business Services Representative will work together to

provide the necessary wraparound services that will lead to gainful employment for the offender

population.

OFFENDER EMPLOYMENT SPECIALIST (OES) we call this the Case Manager previous to this and now the “OES” I’m not familiar with this term but we have to be consistent in our use

of terminology, so you should mention it somewhere earlier.

The main role of the offender employment specialist would be to prepare those with a

criminal background to find work, to understand their criminal background and how it affected

their ability to become employed, and to ensure they had all the resources they needed to be

productive citizens. This preparation included orientation, enrollment, preparation of an

employability plan, coaching, and follow up.

Orientations: Introductions/orientations were given at multiple facilities such as Huber orientations,

group orientation meetings at WFDC and P&P, and at workshops at the jail. Local agencies were notified about FEPO through one-on-one contact, meetings, or

through e-mail. Were given with an opportunity to either enroll at that time or set up a time to enroll later Included introduction of FEPO staff, and explanation of the program and how it worked,

benefits of enrollment, expectations, and length of involvement

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Enrollments: People were enrolled if they appeared to be motivated and willing to do whatever it takes

to improve and to find employment. Enrollment involved filling out paperwork and meeting with the OES for an intake, to set

goals, and get to work on implementing the goals. Enrollment paperwork included:

o Participant agreemento WIRED SE WI Participant Form for WIRED-funded Employment and Training

Serviceso FEPO Assessment/Interview Form Supplemento Consent and Release of Information (WOW, Inc.)o General Release of Information (services and providers)o Acknowledgement (WOW, Inc.)o Additionally, participants were given the following as needed:

Resume Worksheet To Do List Goal Setting Form

Not all those that completed this step were formally enrolled. Only those that appeared to be motivated and engaged were enrolled.

Employability Plan: This plan included

o Preparation of a resume, references, and cover lettero Completion of a Letter of Explanationo Ensuring the participant was ready for a job interview and necessary follow upo Following up with referrals for supportive services to address other needs, such as

taking care of outstanding child support, acquiring economic assistance, or planning to enroll in further education

o Strong encouragement to volunteer, network, and perform informational interviewing

o Attending workshops at the Workforce Development Center Interviewing Effective applications Coaching mature workers (if appropriate) E-mailing resumes

Coaching and Follow Up

Participants were routinely coached and offered encouragement, support, and assistance

with handling issues related to finding employment, staying motivated, and overcoming

cognitive (and other) barriers in their lives. Additionally, job leads and job coaching advice was

e-mailed out to all participants on a near daily basis. Follow up was done at one-on-one

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meetings with the OES, by phone, or through e-mail contact to ascertain the client’s status on a

given issue.

Participants met with the OES as often as needed for coaching, guidance, information,

research, referrals, brain-storming, job leads, resume and LOE assistance, other intensive case

management, and homework assignments, etc. Frequency of contact varied based on participant

interest, need, and motivation.

Trainings and Workshops

Trainings in the form of workshops were provided to all program participants and to

anyone else in the area with a criminal background. Three trainings became the focus during this

project:

Understanding Your Criminal Background and the Letter of Explanation

Resumes, References, and Cover Letters

Understanding Employer Expectations

These workshops were selected based on participant need and the fact that these workshops

were not offered elsewhere.

Understanding Your Criminal Background and the Letter of Explanation

This interactive workshop educated participants on their arrest and court records; how to

access them, read and understand them; how to communicate the information to a potential

employer; how to clean up these records where possible; and how to explain them in a positive

way to an employer. Additionally, it reviewed the importance of knowing what is on an FBI

report, accessing records from other states if needed, reviewing and cleaning up one’s credit

report, and driving records. Other issues covered were the concept of “substantially related”,

discrimination and what to do about it, and how to let go of the past. This workshop was offered

at the Waukesha County Huber Facility, the Waukesha County Jail, the Probation and Parole

Office, and the Workforce Development Center.

Resumes, References, and Cover Letters

Changes in the Workforce Development Center staff prompted changes to their

workshops offered. Once there was a dedicated class for this topic, but later was changed to a lab

setting. Whereas once those coming into the center could sit in a class and be taught by a

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facilitator how to do these things, they now had to sit at a computer and be more self-directed.

This presented challenges for some of the FEPO participants.

This class utilized the power point presentation prepared by WCTC staff, along with

worksheets and examples to assist participants with completion of their own marketing packages.

Class was set up in a traditional fashion and attendees asked questions throughout the

presentation. Additionally, they had an opportunity to prepare pieces of their resumes and

receive feedback on them before they left class. Finally, they were informed they could e-mail

their paperwork to the OES for review and feedback.

Understanding Employer Expectations

Many FEPO participants had a limited work history and an understanding of how to be

successful in today’s job market. The BSR put together a power point presentation covering:

What employers expect from YOU What YOU can expect from an employer First Impressions Applications Resumes Once you secure the interview Grooming The Greeting Messages Closing the interview After the interview You got an offer Learning the Culture Why you didn’t get the job… Do not get discouraged

Participants were referred to the Business Services Representative (BSR) when

considered “job ready”. This meant the participant had completed a resume and letter of

explanation, knew what kind of work they wanted to do, had worked out their transportation

issues, knew how to look for work, interview, follow up, etc.

BUSINESS SERVICES REPRESENTATIVE

The Facilitated Employment Process for Offenders (FEPO) Business Services

Representative (BSR) worked closely with the FEPO Case Manager along with the Business

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Services Team to assist the offender clients in their job search with the end goal being a job

placement.

The Business Services Representative (BSR) develops and maintains relationships with

local HR professionals or in smaller companies the hiring manager or person who wears the HR

hat. The goal of the FEPO BSR was to educate/inform employers about the FEPO program

through employer outreach, work closely with employers with job openings, work closely with

the client to match their skills/experiences with job openings and advocate for the offender job

seeker client with the end goal being a job placement.

Educate/Inform Employers about the Program through Employer Outreach

BSR Introduction Letter targeted to Waukesha area businesses on record in the BSU

contact database (ACT). This area was targeted because of the availability of bus transportation

and that they were within reasonable walking distance for many of our clients, including those

clients in Huber. Letters were sent and in-person meetings were generated. As the current

Business Services Unit (BSU) representatives found opportunities for FEPO program

introductions, the FEPO BSR was invited along on employer visits with the WIA BSR.

The FEPO BSR gave presentations on the FEPO program, handed out the FEPO

brochure, their business card, bonding and tax credit materials to employers at events held at

Workforce Development and also in the community. Some examples of this type of employer

outreach are: Workforce Development Employer Open House events, Employment Guide Job

Fair, Workforce Development Autumn Recruitment Fair, Project Return Dinner, and a

Manufacturing Conference at Waukesha County Technical College (WCTC).

The FEPO BSR along with a WIA BSR also targeted the Grandview, Silvernail and

Sunset retail areas by foot, personally dropping off a packet of information including: program

brochure, business card, Work Opportunity Tax Credit (WOTC), Bonding information and

upcoming employer events at Workforce Development. The FEPO BSR went into greater detail

if manager was available and had time to meet. Follow up meetings were arranged where

possible. Follow up calls were made after the visit. These retail areas were also targeted

because of the availability of transportation and reasonable walking distance for our FEPO

clients. From our partners in this grant and feedback from employer visits, it was also shared

that many of these retail establishments hire offenders.

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Challenges at the local retailers

The hiring manager is not always on site, some require online applications, some retail

hiring is centralized (gas station in Waukesha, HR recruiter’s home base is in a different part of

the state, in town a couple random days per month), retailer had a bad experience with an

offender employee or the offender employee quit without notice (usually because they were

released from Huber & relocated to another city.)

Response to challenges

The following was implemented to respond to retailer concerns:

Employer expectations presentation was developed by the BSR Employer feedback shared with the FEPO Case Manager (CM) on a daily/weekly basis Job seeker client progress shared with FEPO BSR on a daily/weekly basis FEPO BSR has better accessibility to online opportunities and would share these job

openings with FEPO job seeker clients. FEPO BSR was able to contact HR in a centralized system through established and new

BSR contacts Employers were very positive about having the FEPO BSR as a business resource at

Workforce Development, especially if they had questions or problems with their new offender hire. The employers also liked the 30, 60, 90 day follow up. There was also this same follow up for the FEPO job seeker client as the BSR advocated & followed up with them.

Work closely with employers with job openings (not always posted due to economy)

The FEPO BSR worked closely with the WIA BSRs. Job openings are typically found in

local newspapers, business journals, Job Center of WI and other online postings. Based on the

recent economy, the number of postings in printed newspapers had decreased substantially. This

made it difficult for offenders without computer access to find job ads. Based on the

relationships the current WIA BSR team has built with local HR professionals, the WIA BSRs

would share job openings with the FEPO BSR. Some of these job openings had not been posted

yet. Employers have had good first response from the clients being served at Workforce

Development. Workforce is not a placement agency and may not be able to serve all their

recruitment needs, but would help the employer get some qualified candidates to start their

process and sometimes resulted in a hire/placement.

Challenge I’m not hip on these challenges but I do like the narrative in the “response to

challenges.” You could just incorporate this data without using “challenge and response”

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Not all jobs are posted, especially in this economy where it is an employer job market.

Response to challenge

Constant Contact with the employers is done via phone, email, mailings and employer

events to maintain that relationship with employers and find out about their job openings for our

clients.

Work closely with the client to match skills/experiences of the clients with job openings

The FEPO BSR would search for open positions that the current FEPO caseload clients

would qualify for and follow up with via email or give to them as a part of their follow up

meeting. Employers expected the job seeker clients being sent to them or being advocated for to

be “job ready”. Job ready candidates are offender job seekers who are enrolled in program, have

a resume, have practiced answers to the ‘gap in employment’ question, are motivated to work

and understand employer expectations. The range of this expectation varies by the type of job,

amount of supervision available and the employer’s HR policies and procedures.

Challenge

The FEPO staff wanted to assist as many offenders as possible to find jobs.

Response to Challenge

No matter how much a person wants to help another person find a job and even be

willing to use a favor with an employer, if they cannot represent themselves well at an interview

and/or do not have the skills required by the job, these efforts will not end up in a job.

Employers are in a position, especially in this economy, to “help someone out”, “do the right

thing” & take advantage of offered tax credits when the job seeker client is a fit for the skills &

experience needed and can communicate that at an interview.

Advocate for the offender job seeker client

Calls were made on behalf of the FEPO client prior to and after hire. Some of the FEPO

BSR services available were: calling an employer to find out more information on open posted

positions and how to apply, some applications were picked up for clients (due to limited access),

follow-up calls after an application was turned in and after interview follow up. Upon being

hired, there was also a 30, 60, 90 day follow with the employer to gain perspective on the

progress of the employee/client. This intensive follow-up gave the employer a chance to learn

more about the FEPO program, tax credit information, follow services and resources available.

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Challenges

Employers expected updated resumes, being able to explain their in gaps in employment,

and being motivated and job ready.

Response to Challenges

The FEPO BSR & CM did a great job of developing workshops catered to the FEPO

client’s needs such as “Understanding Employer Expectations” and “Letter of Explanation”

along with informing clients about the other services available to them in the Workforce

Development Center, such as: Resume Writing, Mock Interviews, Computer Skill Lab, and the

WCTC Career Center. The FEPO Team, along with center partners planned and held a half day

workshop called “Pathways to Success”. This workshop was well-organized and provided

resources and motivation for the FEPO clients at the Workforce Development Center.

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KEY PLAYERS

Success of FEPO was largely dependent on establishing and maintaining relationships

with various agencies and entities within Waukesha County. Because FEPO was a demonstration

project operating on a limited budget, partnering with programs and agencies like Arbor

Education and Training’s FSET or Children First programs assisted participants with receiving

needed economic support. Additional benefits from these relationships were a “value added”

situation for clients in that they had extra job coaches and cheerleaders, as well as accountability.

Partnering with the Waukesha County Jail and Huber Facility staff enabled FEPO staff to

seamlessly enter facilities and follow participants no matter where they might be. Free and

routine access to both, as well as the ability to receive and transfer information in a timely

manner allowed participants a continued flow of service.

The Department of Corrections Division of Community Corrections Probation and Parole

staff were also key partners in FEPO. Having an on site office allowed the FEPO OES to meet

with their clients as a “piggy-back” to their agent appointments. This allowed the participant to

not have to make extra trips out into the community, to have facilitated communication between

them, their agent, and the OES, and both a cost and time savings to them. Additionally, the

access to a computer in this office allowed the OES to provide maximum services to participants

at meetings.

Waukesha County Technical College (WCTC) was an important player in FEPO in that

WCTC operated the career center at the Workforce Development Center and routinely came into

contact with FEPO participants. WCTC staff was very open to working with this clientele and

providing any needed services. In addition, WCTC routinely offers free or low cost trainings or

assistance on applications, resume preparation, resume review and critique, interviewing (with an

opportunity for mock interviewing), and others.

WCTC was instrumental in the success of FEPO participants because many were referred

to the WCTC retention specialist in order to complete financial aid forms; learn about, register,

and enroll in programs and classes; and about all the items needed to be successful in school. The

retention specialist understood working with this group of people, and as a result, a large number

of participants have successful enrolled in, and are completing programs.

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When FEPO began we did not realize the full extent of the needs that existed in

Waukesha County. Program referrals came in very quickly and continued to do so. In order to

assist as many referrals as possible, participants were sometimes referred to James Place, a local

faith-based organization providing various resources to county residents. At James Place

participants could receive a great deal of one-on-one attention to complete a resume, learn how

to use the computer or to do a job search. Participants routinely indicated this was an invaluable

resource to them. James Place also offered a “Holistic Hardware” program to assist those with

barriers in becoming successful in their job search, along with other community resource

information.

Other organizations and entities that have been important to the creation and success of

FEPO through providing funds include:

Community Development Block Grant Criminal Justice Collaborating Council

Department of Labor - WIRED

Finally, another element of success for FEPO includes the partnership of both WOW

Workforce Development, Inc. and Kaiser Group, Inc. The unique expertise that each company

brought to the table provided FEPO participants access to highly qualified staff that were quickly

and easily assimilated into each of their roles.

CLOSING STATEMENTS Is this even necessary?

In closing

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“This workforce solution was funded by a grant awarded under Workforce Innovation in Regional Economic Development (WIRED) as implemented by the U.S. Department of Labor’s Employment and Training Administration. The solution was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. This solution is copyrighted by the institution that created it. Internal use by an organization and/or personal use by an individual for non-commercial purposes is permissible. All other uses require the prior authorization of the copyright owner.”

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