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Visions of Hope Program Enhancement 3 2006

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Information about Visions of Hope Program Enhancement 3 2006
Entertainment

Published on October 30, 2007

Author: Arundel0

Source: authorstream.com

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Visions of Hope :  Visions of Hope Enhancing the program History of Visions of Hope:  History of Visions of Hope Incorporated as a 501(c)(3) in March 2004 Founded by Robert Glenn 40+ arrests since age 12 In and out of jail for years Drug free for 7 years History of Visions of Hope:  History of Visions of Hope First residents in October 2004 Located in Louisville Transitional housing with a structured program Room for 11 associates GE's Elfun Society chose Visions of Hope for its Martin Luther King Project for 2006 Joe Phelps is chair of Visions of Hope:  Joe Phelps is chair of Visions of Hope Pastor of Highland Baptist Co-founder of No Murders Metro Serves on Reducing Serious Violence Partnership (RSVP) Has Friday Church/Narcotics Anonymous at Highland Baptist Where we are and where we want to be:  Where we are and where we want to be 20% Negative 5% 75% Positive Where we’re strong and where we need to improve:  Where we’re strong and where we need to improve Case management 12 step program Excellent accounting Good board Recruiting Selection Job placement Work maturity development Education “Extended family” attitude 5 character values ─ let’s examine how other offenders become successful:  5 character values ─ let’s examine how other offenders become successful Punctuality and reliability Ollie Wolf, Manager of San Francisco’s largest moving company Ollie’s moving company in San Francisco :  Ollie’s moving company in San Francisco 80 employees Largest independent in Northern California Known for its swift and superb service Does minimal advertising, relying on word of mouth 5 character values ─ how other offenders become successful:  5 character values ─ how other offenders become successful Punctuality and reliability Industriousness Ollie’s employees carefully carry furniture and return at a half run 5 character values ─ how other offenders become successful:  5 character values ─ how other offenders become successful Punctuality and reliability Industriousness Hygiene “Outward in” Dexter Sibly, Manager of a leading restaurant in San Francisco Dexter’s restaurant in San Francisco :  Dexter’s restaurant in San Francisco Recognized by many food critics as one of the best restaurants Eclectic menu reflects the diverse immigrant roots of the employees The place is spotless and reasonable 5 character values ─ how other offenders become successful:  5 character values ─ how other offenders become successful Punctuality and reliability Industriousness Hygiene “outward in” Deferral of gratification Education, education, education John Pavao graduated in top 10% at the University of San Francisco Delancey Street Foundation:  Delancey Street Foundation Six minutes of the OPB “New Heroes” segment on Mimi Silbert You will receive the entire 16 minute DVD What is Delancey Street Foundation?:  What is Delancey Street Foundation? Hundreds of ex-offenders live and work together 18 felony convictions is the average for each resident Not staffed by professionals and no 12-step programs 14,000 graduates leading independent lives $33 million facility built by the residents on San Francisco Bay Delancey Street Foundation received no government grants since it started in 1971:  Delancey Street Foundation received no government grants since it started in 1971 Started with $1,000 in 1971 IRS Form 990 indicates $23 million of annual income in 2004 And $70 million total net assets in 2004 Three major house rules to avoid failure:  Three major house rules to avoid failure No alcohol or drugs No violence No threats of violence But there are many other rules to become successful Here is the main complex where 400 former offenders live, work, and help each other :  Here is the main complex where 400 former offenders live, work, and help each other Before we see the video:  Before we see the video Are there any questions? Why do traditional “job” programs not work? (particularly for former offenders):  Why do traditional “job” programs not work? (particularly for former offenders) Incentives promote enrolling almost anyone But funding relative to supply is limited Does not truly focus on employer’s needs No monitoring of work maturity, employers stuck DOL IG uncovers fraud and “milking the system” More regs restrict effective innovation Source: JTPA: Another Federal Training Fraud by James Bovard www.cato.org/pub_display.php?pub_id=991 Herman Lodde, a VOH volunteer:  Herman Lodde, a VOH volunteer Former member of the Dean's Advisory Council at the U of L COB Former chair of the Prosser School of Technology General Advisory Board Former board/executive committee member of Junior Achievement Developed the Knowledge Jobs Program for high-achieving students How did the Knowledge Jobs Program work?:  How did the Knowledge Jobs Program work? Recruit and screen to the employer’s needs Assess to the employer’s needs Train and monitor to the employer’s needs Remove non-performers How do we apply Delancey’s ingredients for success to enhance our program?:  How do we apply Delancey’s ingredients for success to enhance our program? First, find former offenders who: They display the 5 character values How do we find these people?:  How do we find these people? Recruit ─ at FCDC as well as Jefferson County Jail Select ─ accept those who want to change and willing: To work 15 hours per week outside/10 hours inside, To spend 15 hours per week in their educational program and 20 hours studying, To participate 12 hours per week in their group's self-actualizing sessions, and Be willing to do this for 2+ years Can the Metropolitan Scholars Program be modified?:  Can the Metropolitan Scholars Program be modified? Partnership with UPS, U of L, JC&TC (add JCPS eSchool) www.community.ups.com/education/metro.html Part-time work ($8.50/hour) plus tuition 10,000 students since 1998, 1,200 UPS employees currently enrolled Pepsi, YUM, and Papa John’s could participate Recruit and select the best!:  Recruit and select the best! Source 120 in group meetings Conduct 2nd info meetings for 50 Interview, test, and check 25 Select 10 with motivation/ability How work maturity performance is developed, monitored, and reinforced:  How work maturity performance is developed, monitored, and reinforced Senior residents are assigned to the best supervisors Senior residents work carefully and quickly They show up on time, take minimum breaks They train new residents OJT and in self-actualizing sessions Hiring the right people is at the heart of every successful job placement program :  Hiring the right people is at the heart of every successful job placement program We asked: “What is your opinion?”:  We asked: “What is your opinion?” Please complete the survey whether or not you are interested Do not sign your name This survey will help us design a better program Would you be interested in attending a 2nd information meeting? Before we review the next steps:  Before we review the next steps Are there any questions? Next Steps:  Next Steps Present the project to the residents of FCDC Survey and determine demand Schedule a 2nd information meeting at FCDC Present the project to David Moss ─ Special Assistant to the Cabinet Respond to the Cabinet’s RFP Next Steps (continued):  Next Steps (continued) Approach UPS, Pepsi, YUM, and others Increase capacity (Rusty Lawrence’s financing techniques) ─ For more information, go to: www.hud.gov/local/tn/homeless/2004-03-15.cfm Seek self-sufficiency through developing entrepreneurial training schools like Delancey Street. home

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