Offender Employment Specialist: Building Bridges Facilitator Training

1. Offender Employment Specialist:Building Bridges Facilitator Training Defendant/Offender Workforce Development National Institute of Corrections Pre-Conference Workshop March 5, 2007

2. National Institute of Corrections (NIC) U.S. Department of Justice Federal Bureau of Prisons Federal agency created in 1974 to be a center of correctional knowledge; to provide leadership and assistance to the field of corrections.

3. Offender Workforce Development Division(OWD) Formerly the Office of Correctional Job Training and Placement (OCJTP) Established by the Violent Crime Control and Law Enforcement Act of 1994 To support the development and improvement of job training and placement programs for adults with criminal convictions Became OWD Division in 2005 To reflect the expanded focus on career development and job retention

4. Overview of Today’s OES Facilitator Training Become familiar with curriculum package Review OES Guide Book Identify key OES concepts Begin to develop action plan Finding, developing and maintaining business relationships with employers who have job openings is essential to any successful workforce development program. Without these relationships, all of the training, coaching and supports you've provided to your customers are meaningless. To ensure that your program meets and understands the employer's bottom-line business needs, review your program regularly. Monitor your program to measure benchmarks, including: Job placement success is in direct proportion to the amount of face time you spend with a client. More time, more jobs. Even if employers do not hire, getting them involved in another way – sitting on your employer advisory committee – will increase face time and placements. Be yourself. Integrity, sincerity and confidence are very important. Believe in what you are doing and deliver what you promise. Finding, developing and maintaining business relationships with employers who have job openings is essential to any successful workforce development program. Without these relationships, all of the training, coaching and supports you've provided to your customers are meaningless. To ensure that your program meets and understands the employer's bottom-line business needs, review your program regularly. Monitor your program to measure benchmarks, including: Job placement success is in direct proportion to the amount of face time you spend with a client. More time, more jobs. Even if employers do not hire, getting them involved in another way – sitting on your employer advisory committee – will increase face time and placements. Be yourself. Integrity, sincerity and confidence are very important. Believe in what you are doing and deliver what you promise.

5. OES Secrets to Success Recruit a diverse group of participants Invite guest speakers Encourage idea sharing and networking

6. Introduction Training delivery options Facilitator checklist Field locations and training team

7. Four Corners Icebreaker Activity Introduce participants Divide by categories