Employment Readiness
What is considered one of the first employment readiness activities?
True or False.
Maintaining accurate partnership documentation helps GRO PREP build and sustain a comprehensive network of community resources and employer relationships that support participant success and long-term employment outcomes.
true
When does discharge planning occur?
prior to the completion or termination of services and/or at least 3 weeks prior to program graduation
What is the first thing you should do when a conflict or potentially disruptive situation arises?
Assess the situation
How are incidents classified?
Minor or Major
During orientation, what employment information is collected?
Employment history
Professional skills
Certifications
Career interests
Long-term employment goals
Employer outreach should focus on
educating prospective partners about the population served by GRO PREP, including the unique strengths, experiences, and barriers participants may face, such as criminal backgrounds, limited work history, employment gaps, transportation challenges, or other reentry-related obstacles.
How many days does a participant have to submit a written grievance after an incident?
5 business days
What are the De-Escalation Techniques?
1. calm communication
2. active listening
3. offer choices
4. set clear boundaries
Where can I find the document to complete my incident response?
Cognito
Attendance
Punctuality
Communication
Professional attire
Grooming
Workplace behavior
Conflict resolution
Critical thinking
Initiative
Motivation
Positive attitude
Responsibility
Teamwork
Cooperation
Skill development
Examples of community resource partnerships include.
Educational and vocational training providers
Substance use treatment agencies
Housing assistance programs
Financial literacy and credit counseling services
Legal aid organizations
Transportation assistance programs
Clothing closets and workforce attire programs
Other community-based resources that support participant stability and employment
Discharge planning may include:
Review of the participant's treatment progress and achievement of goals.
Discussion with the participant regarding discharge plans and expectations.
Identification of ongoing treatment, support, or community resource needs.
Referrals to appropriate providers, agencies, or services when continued care is recommended.
How do staff use non-physical interventions?
Maintain appropriate personal space between yourself and the individual(s).
Avoid blocking exits or physically cornering an individual.
Use non-threatening body language.
Keep your hands visible and avoid sudden movements.
Avoid unnecessary physical contact.
Position yourself in a manner that allows you to safely disengage if the situation escalates.
Request assistance from a supervisor or security when additional support is needed.
Provide examples of minor and major incidents.
Minor incidents are events that pose a limited risk to life, health, safety, or program operations. Examples may include:
Minor physical injuries
Theft
Minor property damage
Disruption of programming
Resistance to or failure to follow safety protocols
Verbal altercations
Participant or staff member being sent home due to conduct or safety concerns
Possession or use of restricted legal substances, such as marijuana or alcohol
Major Incidents
Major incidents are events that present a significant or immediate risk to life, health, safety, or security. Examples may include:
Life-threatening injuries or medical emergencies
Hospitalizations
Weapons found or brought onto GRO Community property
Possession or use of illegal substances, including narcotics
Physical altercations
Any incident involving an immediate or significant threat to the safety of participants, staff, or visitors
What are the expectations while attending a job fair?
Speak with at least eight (8) to ten (10) employers.
Provide a professional resume to prospective employers.
Obtain employer contact information.
Follow up with employers after the event.
Describe a successful employer partnership
Successful employer partnerships are those that:
Demonstrate a willingness to hire justice-involved individuals.
Understand the mission and goals of the GRO PREP program.
Provide equitable employment opportunities based on participant skills and potential.
Maintain open communication with GRO PREP staff regarding participant performance and support needs.
Collaborate with program staff to promote long-term employment retention.
Can a participant appeal a grievance if dissatisfied with the outcome? If so, describe the process?
If the participant is dissatisfied with the outcome of the grievance, they may submit a written appeal to the Director of Programs within five (5) business days of receiving the decision.
The Director of Programs will review the grievance, any supporting documentation, and the initial decision before issuing a final determination. The decision of the Director of Programs is considered final.
When should law enforcement or emergency services be contacted?
when the situation presents an immediate or significant threat to the safety of participants, staff, visitors, or others.
Examples may include:
A weapon is present and reasonably believed to be used.
There is an immediate threat of serious bodily harm.
A life-threatening medical emergency occurs.
An individual makes a credible and immediate threat to harm themselves or another person.
The situation cannot be safely contained through internal intervention.
Free Points
What is the program employment goal?
at least 80% of graduates obtain employment within 45 days of program completion.
Before establishing a formal partnership, the responsible staff member should evaluate the prospective partner to ensure the organization is an appropriate fit for the program and the participants served.
The vetting process should include
consideration of the partner's:
Mission and values
Experience serving justice-involved or high-barrier populations
Ability to meet participant needs
Commitment to equitable and supportive service delivery
Capacity to collaborate effectively with GRO PREP staff
If a participant is discharged due to attendance issues or other minor conduct issues, can he return? Describe some reasons that may allow a participant to be considered for re-enrollment?
Yes, he can return.
Excessive absences or tardiness
Use of inappropriate or disrespectful language toward staff
Knocking over or minor damage to program property
Failure to adhere to program rules, group norms, or behavioral expectations
Temporary loss of eligibility due to insurance issues that have since been resolved
Drug or alcohol relapse, provided the participant has engaged in treatment and demonstrated progress
Reincarceration, provided the participant is subsequently released and meets all eligibility requirements
Describe the steps taken when an incident is non-life threatening.
Step 1: Internal mediation
Step 2: Involvement of a Supervisor
When an incident occurs, staff should follow these steps:
Assess the Situation – Evaluate the immediate circumstances and determine whether there is a threat to safety or well-being.
Clear the Scene, If Appropriate – Remove participants, staff, or visitors from the area when necessary to maintain safety.
Notify a Supervisor – Report the incident to the appropriate supervisor as soon as possible.
Complete an Incident Response Form – Document the incident accurately and submit the completed form before the end of your shift.