Components

  • Provide Post Release Employment Services

    Post-release employment services connect individual offenders, who were trained in Correctional Industries, to long-term employment. Offenders should be engaged in activities in order to promote retention, help with re-employment in the event of job loss, and assist with advancement opportunities.

  • Incorporate Strategic Planning

    Strategic Planning is the cornerstone of implementing and sustaining the Correctional Industries Best Practices Model for Reentry. Strategic planning is an organization's process of defining its direction, goals, and strategies, and making decisions on allocating resources pursuant to those strategies. Many organizations view strategic planning as a process for determining where an organization is going over the next year or more typically, 3 to 5 years.

  • Maintain Financial Sustainability

    Financial sustainability is the generation of sales revenue to cover all costs and financial obligations associated with Correctional Industry (CI) operations.  The concept of a triplebottom line has emerged in Correctional Industries which focuses not only on the needs of customers, but also the funding of the social mission and value provided by the organization to offenders for successful re-entry.

  • Recruit Develop and Retain Staff

    Employing staff as technical experts, work coaches and mentors is critical to the overall success of Correctional Industry (CI) programs. The civilian workforce must be forward-thinking; have the capability to accomplish the expectations of the organization today; the capacity to grow and develop with an organization to meet the challenges of tomorrow; and the desire to do both.

  • Engage Stakeholders

    Engaging stakeholders through education and communication to gain support is paramount to implementing and sustaining the Correctional Industries (CI) Best Practices Model for Reentry. Correctional Industries operate under three spheres of influence: Government, Business and Social. It is important to understand the requirements and impact of each sphere, as well as their relationships to each other.

  • Replicate Private Industry Environment

    The replication of private sector industries and environments in Correctional Industries (CI) operations includes work processes, procedures, equipment, training, certification, and associated methodologies.

  • Implement Certificate-Based Soft Skills Training

    Soft skills is a term often associated with a person's “EQ” (Emotional Intelligence Quotient),  the collection of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people. Soft skills complement technical skills which are the occupational proficiencies required for a specific job or activity. They are related to feelings, emotions, insights and (some would say) an 'inner knowing': i.e. they provide an important complement to 'hard skills'.

  • Provide Certified Technical Skills Training

    Certified Technical Skills that lead to professional certification, trade certification, or professional designation, often called simply certification, is a designation earned by a person to assure their qualifications in performing a job or task. Certifications are portable, evidence-based credentials that measure essential workplace skills and are a reliable predictor of workplace success.

  • Maximize Offender Job Opportunities

    Correctional Industry (CI) programs offer a system that promotes the learning, development of skills, values, behaviors and motivation for offenders to make changes in their lives that assist them in a successful transition into the community. CI programs accomplish this through the context of work.

  • Create a Culture of Offender Employment Readiness and Retention

    Employment readiness encompasses several areas including soft-skills, cognitive skills and industry-recognized training and certifications employers expect from qualifiedapplicants. Employment readiness/employability pertains to both the offender’s ability to obtain and retain a job. Correctional Industries (CI) programs should focus on both. The ability to gain employment and the ability to retain employment are two very different skill sets the offender must acquire to be successful in the work place.