NIC Offender Workforce Development Specialist JOBS FOR A SAFER GEORGIA

1. NIC Offender Workforce Development Specialist JOBS FOR A SAFER GEORGIA Career Guidance Technician

2. A new Initiative developed by the Federal Bureau of Prisons • GDC Career Centers. • Career Guidance Technicians.

3. What is a GDC Career Center? • A place where career exploration is conducted. • Trained inmate technicians provide assistance to other offenders using interest assessments & career decision making materials. • Technicians are under staff supervision.

4. Who are the participants? • Inmates who are within 24-36 months of release. • Inmates who are planning to seek employment.

5. How does it work? • Staffed by Career Guidance Technicians and coordinated by GDC Counselors. • Inmates will complete the INTEREST PROFILER, a free occupational assessment available through DOL. • Inmate peer groups will be conducted by aides to facilitate career exploration activities, ie. Mavis Beacon and resumes. • Inmate participants will develop a career plan.

6. How does it work?(Continuation) • Prior to release, Counselor makes personal contact with DOL TOPPSTEP representative. • After release, Inmate makes personal contact with DOL TOPPSTEP representative.

7. What are the benefits? • Statewide DOL TOPPSTEP staff are trained and prepared to assist Offenders locate employment and other services when the Offender returns to the community. • GDC, DOL, Parole and the Technical College are partners in this initiative. • Enhanced job placement, retention and satisfaction.

8. Everyone Benefits!!! • Statistics show recidivism is lowered 1 % per day for each day employed during the first 30 days of release.

9. How do we establish Career Centers? • Training • staff • inmates • Inmate Peer Groups • Identify location and have required NIC Career Center materials.

10. Where do we go from here? • First, Career Guidance Technicians begin to implement INTEREST PROFILER. • Second, Career Guidance Technicians assist participants to prepare a career plan. HERES HOW!!!!

11. O*net interest profiler Instrument

12. Completing the INTEREST Profiler • Use the Interest Profiler Booklet. • Use the Interest Profiler Score Report.

13. TRY NOT TO THINK ABOUT • Whether you have enough education or training to perform the activity, or • How much money you would make performing the activity.

14. REMEMBER • THIS IS NOT A TEST ! • THERE IS NO TIME LIMIT.

15. MARKING YOUR ANSWERS • L = Like • D = Dislike • ? = Unsure • Try not to have too many ? • Your first impulse answer is probably the right answer to use.

16. MARKING YOUR ANSWERS • Always work down the columns before proceeding to the next column. • Answer Questions 1 through 12 before proceeding to Question 13.

17. When you have completed page 7, please STOP. • We will score the interest profiler in the workshop. • You should not take more than about 15 minutes to complete the instrument.

18. Questions ??????????????????

19. NEXT! Scoring the Interest Profiler???

20. SCORING THE INSTRUMENT • Count the number of likes (L) for both rows of green questions on pages 4 and 5. Place the total in the topgreen box on the fold out. • Count the number of likes (L) for both rows of green questions on pages 6 and 7. Place the total in the bottomgreen box. • Add these & place in the white box.

21. SCORING CONTINUATION • Do the same for the pink, orange, purple, yellow and blue boxes. • When you have finished this, STOP and stand up at your seat.

22. PLEASE BE SEATED • Find your interest profiler Score Report and open it up to page 1. • Transfer your scores from the interest profiler Instrument to page 1 of the Score Report.

23. SCORING • Transfer your highest R-I-A-S-E-C score from page 1 to page 2 under the Primary Interest Area section at the top left of the page. • If 2 areas are tied or within 5 points of each other use both for your primary interest area. You have 2 equally strong interests.

24. SECONDARY INTEREST AREAS • Put your next two highest scores in the Secondary Interest Areas on page 2. • Use Secondary Interest Areas if you don’t find enough occupations to explore on your Primary Interest Area

25. Holland’s Theory • Individuals have unique characteristics. • Occupations have unique characteristics. • These characteristics can be measured and matched together. • People function best in work environments compatible with their personalities.

26. Practical Hands on problems & solutions Like plants and animals Enjoy working with wood, tools and machinery Enjoy working outdoors Dislike jobs which mainly involve doing paperwork or working closely with others. REALISTIC

27. Like to work with ideas Like to think rather than do physical activity Like to research facts Like to figure out problems mentally rather than to persuade or lead people. INVESTIGATIVE

28. Like forms Like designs Like patterns Like self expression in their work Prefer work settings where work can be done without a clear set of rules ARTISTIC

29. Like to assist others Like to promote learning and personal development Prefer communication to working with objects, machines or data Like to teach, to give advice, to help or otherwise to be of service to people SOCIAL

30. Like to start up & carry out projects Especially enjoy business ventures Like to persuade and lead people Like to make decisions Like to take risks for profit Prefer action to thought ENTERPRISING

31. Like to follow set procedures and routines Prefer working with data and detail rather than ideas Prefer precise standards to work rather than having to judge yourself Like working where lines of authority are clear CONVENTIONAL

32. The Six Personality Types

33. ZONE 1 ZONE 2 ZONE 3 ZONE 4 ZONE 5 Little or No preparation Some preparation Medium preparation Considerable preparation Extensive preparation JOB ZONES

34. OCCUPATIONS • Turn to pages 12 thru 23 according to your Primary Interest area • Go to the Job Zone that you selected to investigate. • Select one or more occupations which you wish to explore • Make a note of the O*NET SOC Title and O*NET SOC #

35. OCCUPATIONAL OUTLOOK HANDBOOK (OOH) • O*NET SOC Titles and SOC #s are listed with extensive information on each Title. • Let’s select an occupation and look at the entry in your Occupational Outlook Handbook.

36. QUESTIONS • ??????????????????????????

37. Develop a Career Plan using the7 Steps of Career Planning • The career planning process is circular • Each step may be repeated several timesin a person’s life and people go back and forth between steps.

38. Developing a Career Plan (continued) • Step 1 – Become aware of need to make a choice. • Step 2 – Take a snapshot of yourself. • At this step, individuals need to learn about themselves – especially their interests, skills, and work values – in order to relate these to possible occupations.

39. Developing a Career Plan (continued) • Step 3 –Identify occupational alternatives. • At this step, individuals need to find some occupations that are related to their interests, skills, and/or work values and that may be realistic choices.

40. Developing a Career Plan (continued) • Step 4: Get information about identified alternatives • Obtain recent, accurate information about the occupations being considered.

41. Developing a Career Plan (continued) • Step 5: Choose among alternatives • Compare and contrast the occupations and put them in rank order. • may include selecting an occupation for first entry and others to pursue at a later time when more education and experience are gained.

42. Developing a Career Plan (continued) • Career Guidance Technicians can be very helpful • by assisting offenders to note the differences between the various options. • Get any kind of closer-to-life experience with prison work tasks. • work assignments while in prison that are similar to the tasks of occupations on the list • Interviewing people in those occupations at job fairs.

43. Developing a Career Plan (continued) • Step 6: Get the required education and training • Step 7: Get a job.

44. Developing a Career Plan (continued) TO BEGIN THE CAREER PLAN • Use results of INTEREST PROFILER. • Determine career path • Develop a Retention Plan • Identify potential problems • Minimize risks • Focus on strengths

45. Developing a Career Plan (continued) • Establish a Contingency Plan • Crisis planning • Identify Job Loss Indicators • Advancement Planning • Set employment goals • Create plan to achieve short and long term goals

46. DOL & Employment Workshops • Developing Department of Labor TOPPSTEP resources before release from prison. • Learning skills needed to find a good job quickly, i.e.. Resume, Mock Interviews, Dress for Success.

47. Internet Job Search Internet Sites for Career Planning • COOL (College Opportunities OnLine) • sponsored by the National Center for Educational Statistics • Provides a national searchable database of all kinds of schools • four-year colleges, two-year colleges, and vocational-technical schools. • Gives information about each school • includes a link to the home page of each institution for additional information

48. Internet Sites for Career Planning (cont) • The RWM Database • national searchable database of vocational/ technical schools • Department of Education – www.ed.gov/prog_info/SFA/StudentGuide • Financial Aid site • Provides information about federal scholarship and loan programs • Online FAFSA - form to receive financial aid.

49. Internet Sites for Career Planning (cont) Sites to: Get a job • America’s Job Bank – www.ajb.org • Richard Bolles’ Site – www.jobhuntersbible.com • Riley Guide – www.rileyguide.com • Monster – www.monster.comus

50. Internet Sites for Career Planning (cont) • America’s Job Bank • Listing of a million jobs updated nightly • Job-seekers can place their resumes in the Talent Bank by completing a questionnaire • List your e-mail address - system will automatically notify when a job meeting your characteristics is placed in database. • Employers can search this talent bank. Job seekers can, and the