Working with the Previously Incarcerated: Job Placement Strategies
An important strategy when working with individuals who were previously incarcerated is ensuring that each job the person applies for, even if it's entry level, is suitable and holds some type of meaning for them. A suitable job is one a person can perform, even
with their criminal history. A meaningful job is one that takes a person's skills, abilities, interests, and long term goals into consideration. It's not a job a person is placed in just for
"placement sake." Does it take a little longer to place someone using this strategy? Possibly, but you have to consider the long term effect, which may result in higher retention and satisfaction rates, and lower recidivism.
When determining what jobs may be suitable, keep in mind that not all
professions will be readily available to someone with a criminal
background. For some occupations, there are numerous job and
licensing restrictions. The good news is that each licensing agency
has their own criteria for determining if someone with a criminal
background has been "rehabilitated." While there is no absolute rule
shouldn't pursue, there are several fields where a person's background
will be closely scrutinized. These occupations include:
* Real estate broker and salesperson licensure
* Jobs in the healthcare field
* Education
* Cosmetology
* Social Worker
* Private security
Licensure in real estate, cosmetology, and social work are generally
made on a case by case basis, and other factors may be considered in
the licensing boards decision. However, jobs in healthcare and
education carry automatic exclusions for some jobs simply based on the
type of offense. For example, in the healthcare field various boards
and health care agencies are allowed to exclude applicants who are
mandated/registered sex offenders or who have been arrested for drug
related offenses. In education jobs, anyone declared mentally insane,
or convicted of a sex or drug related offense will generally be denied
licensure by the State Board of Education. For security or law
enforcement positions, the general rule is the more traditional the
law enforcement duties, the more stringent the evaluation for
licensing.
Unfortunately, some of the training and education a person might
receive in or outside of prison may fall into one of these categories.
Honestly, I can't think of a worse situation than sending someone to
training, only to find out that their criminal background reduces the
chance they'll be hired into the profession they've been trained for.
If this has occurred, close attention should be paid to identifying
the individual's transferable skills so they can be applied to a more
suitable occupation. Before job advice is given, the best thing a
program can do is take the time to research additional state
requirements and restrictions related to in-demand professions, and
direct job seekers to positions that are in line with their long
employment term career goals. To yield the best outcome, this is what
we should be doing for all of our clients.
Questions and Answers
Assembling the appropriate team is going to be vital to your success and the success of your participants. The types of partners you pursue will be dependent on where you're located and the relationships you've already built. It will also be dependent on who you're serving (e.g. individuals released from prison, youth offenders, etc.), the common issues these individuals have when released from prison/jail, and a variety of other factors. Take the time to determine the gaps in service and focu
As you prepare a job seeker who has been previously incarcerated for employment, taking a "business as usual" approach won't yield the results you're looking for. It probably won't even come close. There are many factors to consider, including addressing the various pre- employment needs a person may present with.
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