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2

"WHAT MATTERS"

Introducing the Work Readiness Program

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CSI Corrective Services Industries

NSW Department of Corrective Services August 2004

Corrective SelVices Academy

2005114 365.65099441WHAl2004 COPY 21 What matters

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Overseers and Case Management Introducing the Work Readiness Program

When you apply for a position with CSI, in addition to addressing the other selection criteria, you will need to demonstrate an understanding of, and a conunitment to, the Work Readiness Program.

The Work Readiness program is CSl's contribution to Case Management. It aims to-

Reduce Offending by developing offender employability skills; Integrate and standardise CSl's Case Management; Link workplace programs to through care and resettlement strategy.

As an Overseer you playa critical role in coaching, mentoring and role modelling for the people in your care. You will be assessing and reporting on these fouodation workplace skills including skills like-

Working Safely and Workplace Presentation Working under pressure and Working in teams Customer Service Workplace Communications and Problem Solving Working with minimum supervision and Workplace leadership

There are 32 skill descriptors which broadly cover the concept of work ethic; skills which are relevant to every job in the community. You will keep case notes on your case load and their work performance will have a direct input to the classification process. Down the track, it will form a critical input to decisions about parole, temporary leave programs, community projects participation and works release opportunities.

CSI stafi'join their custodial, AEVT!, 0 S and P and community colleagues in contributing to the aim of reduced offending through the safe, secure and humane management of offenders.

The Work Readiness Program brings together the "what works" of developing employability, namely-

Authentic Work Experience, Vocational Training, and Your Positive Impact as Workplace Supervisor.

Soulh West Region

Great Southern Elcclrlci!y Bulldln,!:

We will welcome your contribution to this effort. For further information, contact the Industries Manager at your nearest Correctional Centre.

I.cvcl2. Sb Clinton Street

Goulburtl NSW 2 580

1)0 Box ')52

Tel: (02) 41\23 2222

Fax: (02) 4822 S79R

Mobile: 0412 826 560

[-m~lI: paul.ncmlng@dcs,nsw,gov,au

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Why Work Matters 1

Security ~1

Income -I · "

Productive Activity !

Reparation, Economic Contribution 1

1 Skill Development

Work Ethic . '-1 · J

Case Plan c 1 j

Direct Input to Classification

S6 Work Permits ' , I I

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C2, C3, Cat 1, Cat 2, Cat 3 Programs 1 :l

Community Projects 1

J Works Release

Parole · ,

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SORC ' ~

i Pre-release Planning

Release ~,

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Resettlement , i ,-'

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.. 2. Contents Part (1) Philosophy and Background'

1. Foreword - Work Readiness Program

2. Contents

3.Executive Summary

4.Program Environment.

5. CSI Workplace Programs .. Common Elements

.. Part (2) . Implementation and Policy

6. Work Readiness Operational Overview

7. Documentation

8. Definitions

9. Work Readiness Program Operating Procedures

. 1 a.lmplementation Schedule

11. User Assessment Guidelines

12; Accredited AEVTI Training Modules

2

1 .. Foreword -. Work Readiness Program

I have often articulated that the history of our~rganisation, first as a Prisons Department and more recent/yas the Department of Corrective Services has tracked through three' cycles .

In the first cycle, as part of a prison or punishment regime, we tried to make the environ merit as difficult and harsh as possibl~ for offenders. In the second cycle (particularly post Royal Commission 1978) we moved to a corrections regime where

,. we.took.an interest in not just the discipline or security aspects of our work but on trying to genuinely rehabilitate offenders. lri the third cycle, the current cycle, weare taking a genuine interest in the security and good order oUM system,the positive development of offenders and b~coming increasirigly involved in post release offender implications and thus the concept of resettlement has been birthed.

In each· of these three cycles inmate work programs have evolved. Firstly, as part of the punishment, secondly'as part of genuinely contributing to inmate rehabilitation and thirdly and more recently as part of ari integrated framework of services and· programs to provide the opportunity for inmates to successfuliy return to the communitY. Along with the· corrections evolution, dramatic and constant chE;\nge has

. taken place in the make up of community employment. This was very much profiled . in· a recent Future of Work report commissioned and released by the Australian Council of Trade Unions.

For inmate work programs through each of these cycles cine clear message has nevertheless emerged. That is, that work is a central theme of our society and of indlviduais. It is so often the key to social and economic existence and sustainability. Therefore the emergence of work ready certification of offenders as a foundation stone of correctional industry programs is a natural and obvious evolution of all of th!3se factors. It recognises thafemployment skills and employment are a fundamental component of offenders successfully returning to the community and reducing the chances of their return to corrections. However, the certification is not only about a work readiness capability it also, through the four skill clusters, addresses a range of dynamic risk factors as profiled with in the level of service inventory - LSIR, as a natural consequence of work participation.

Our aim therefore in correctional industries is to provide each and every participating offender leaving corrections wit/:l certification as to their work readiness. This is a watershed development. It provides a clear enunciation of our program objective and provides the basis of a very clear and undisputed key performance measlire. That is, the number of offenders leaving corrections who are work readiness certified.

The road to this paint has provided many hurdles. I want to take this opportunity to extend my appreciation to all those within and outside the Department of Corrective Services who have contributed to firstly the development of the employability skills

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..' . a.. . framework and more recently, pariicularlY through the pilot correctional centres at Emu Plains, Glen Innes and Mannl.!s, for their sterliilg support and effort in enabling the development of standard operating procedures to enable fUll rollout of work readiness certification in 2004.

This is an important initiative, not just for CSI, but for the Department of Corrective . Services and by eXtension, correctional jurisdictions throughout the world.

Wayne Ruckley li>irect.or; Corrective Services Industries

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3. Executive Summary 3

The key test applied by the Job Network ( refer definitions) when a client applies for work is whether or not the client is workready.

The Work Readiness Program will prepare offenders for this critical test and, by so doing, improve their opportunities for successful cOnUnunity re-entry and social inclusion.

The program is designed to be fully integrated With, and to standardise CSI's contribution to, case management. The program has been infoimed by and reflects the evolving correctional environment and the development of the risk/needs offender management framework, e-case management and throughcare initiatives.

The program will case plan, coach and mentor offenders towards work readiness and will be a significant input to classification decisions.

The philosophy underpinning the integrity of CSI includes rigorous commercial intensity, quality management, workplace safety, a customer focus, product warranty and high standards of business conduct.CSI takes a forward role in the Department's corporate mission and values.

In addition to the common benefits offered through CSI workplace programs, identified offenders will participate in the intensive program including skill assessment, targeted VET and measured progress to certification.

Program selection criteria include" sentenced offenders serving more than 6 months, who are in the medium to high reoffending risk group and for whom employability is' a risk factor."

Key outcomes of the program are comprehensive work history, VET achievements, ·skill cluster assessment across 32 employability descriptors, certification, work references and key links to post release employment services .

. Participants gaining certification will progress to the next stage of their case plan, whilst remaining on the skills maintenance program.

The program fulfills Departmental accreditation requirements under the Program Accreditation Standards 2003 and will support and reinforce the outcomes from other accredited programs and services.

The program is built on the high quality case management inputs provided by Overseers for many years. Management oversight is provided by CSI Operations Manager/ MOl and MCSE who have fundamental responsibility for the integrity of CSI case management inputs.

The Work Readiness Program is a working solution within, and a key input into, the integrated offender management framework.

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4. Program Environment

The Work Readiness initiative has been developed in the context of significant change in offender management.

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The Offender Employability Skills Framework incorporates the broader development of key competencies through the operation of correctional industry programs and was evolved from the ANTA competencies (1992), the Kearns Skill Clusters (2001) and the Allen Group key competencies (2001) into a set of highly transferable technical, behavioural and cognitive workplace skills. The framework is designed to incorporate "what works" in employability skill development i. e. work and vocational educational and training.

The RisklNeeds Offender Management Framework involves a more scientific offender needs analysis, reoffending risk assessment, better informed case planning and the capacity to sensibly prioritise programs aimed at achieving reduced offending in both custodial and community settings.

The application of revised Case Management procedures for offender participation adds further,good sense to the efficient and cost effective application of correctional strategy to offender needs and risks. Sentenced offenders serving more than six months participate in the formal case management system with shorter term offenders principally involved in resettlement planning.

The Manual of Standards for Program Accreditation establish the program quality management system including parameters for program responsivity, integration, continuity , intensity, modality and empirical soundness. The Work Readiness program ful:fills accreditation under these standards.

The Throughcare Strategic Framework now links custodial and community correctional settings and potentially harnesses the significant service capability of interagency partnerships in targeting outcomes of improved community re-entry and transitional support services for ofl'enders.

The development of e-Case Management offers significantly improved information !Danagement which will generate improved operations as implemented.

In tl\ndem, these developments address the Department's core aims of reduced offending and improved resettlement outcomes.

The Work Readiness Program recognises and incorporates these developments in its design and application.

5.CSI Workplace Programs - Common Elements 5 The aim of workplace programs is to reduce offending and to promote resettlement outcomes through the operation of commercial business units.

CSI has social and commercial streams which are fully inter-related and self fulfilling. The operation of fully commercialised business units and centre service teams is the value which underpins the integrity of CSI.

The four principal source documents for this program are the Case Management Procedures Manual, the CSI Policy Manual, the CSI Quality and O~cupational Health and Safety Management System, the CSI Business Plan 2003/4 which includes the following Key Performance Measures.

Description "" Measure

Security Performance Analysis Security Incidents Measure

Program Continuity Productive Continuity of Operations 80%

Workplace Safety " Comparative Injury lincident Measure against Workcover Standard

Production Loading Business Development Index

Inmate Employment Level Employment 1 Average Population 65%

Sales Performance against Budget

Gross Contribution Performance against Budget

Nett Contribution Performance against Budget

Customer Satisfaction 98% Customer Satisfaction Index

The Common Elements of Case Management operating within CSI workplace programs include-

Reception Interviewl Assessment Case Notes Safety Induction Employment Production Based Inmate Wages VET and Workplace Training Records Pre-release 1 resettlement support! inmate referrals

These elements provide a common operational base to the Work Readiness program.

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6. Work Readiness Operational Overview 6

The Aim of the Work Readiness Program is to reduce offending and promote resettlement outcomes through the measured development of offender workreadiness which is the key link to post release employment.

The Outcomes of the program includeOffender Work History VET achievements and maintenance of workplace training records Skill Cluster Assessments including technical, behavioural and cognitive skills Links to the post release employment market. Database tracking program effectiveness.

KPM The key performance measure is total number of offenders achieving certification/average population

Program Entry Criteria ' Offenders sentenced to more than six months Medium to high reoffending risk group Employability deficit identified

Program Dimension CSI employs around 5,000 offenders. Of these, some 60% serve less than six months and LSI-r risk ,dispersion analysis completed on COS assessments suggests approx 55% of these are in the [ower reoffending risk group.

It is estimated that 25% of sentenced offenders, approx 1,000 , will participate in the intensive full time program at any given time. This is expected to equate to an average of 4 to 5 offenders per workplace case load .

Staff 1raining. Overseers are drawn from a wide variety of backgrounds however 75% have trade or post secondary qualifications. A key Overseer selection criterion is the "demonstrated capacity to organise, motivate and train a lower skilled workforce." To support this requirement, significant numbers of staff have completed the Train Small Groups program in recent years and it is proposed that training be extehded to Workplace Assessor since the Workreadiness program involves competency based assessments and a selection of accredited AEVTI training modules which address common skill deficits.

To provide management oversight and to support program integrity, the CSI Operations Manager/MOI and MCSE are to be familiar with the application ofLSI-r. Training is presently available as a two day CSA awareness program including case planning. A broad program awareness for key stakeholders is built into program roll out planning.

7. Documentation 10

The Work Readiness Program forms a fundamental component of the contemporary Case Management system. The fo.floWing grid identifies the .key standardised Case Management documents presently used, and to be used, by CSI staff.

Description Existing Case . Responsibility . Management Document Number

Case Management .File MIN Case Manager . .

Case Allocation Sheet S1F1 CSI Ops M/MOII MCSE

Initial Case Plan and S2F1 CSIOps'M/MOI/MCSE classifi~atjon

Inmate Work '. S2F17 Senior Performance Record Overseer/Ove.rseer

. (Industrial Officer)

Case Note . S5F1 10

Case Review S2F3 10

SORC Case Review S2F3(a) 10

Correctional Centre S2F50 10 Report to p.arole Board

Inmate Referral .S4F1 10

Pre-release. Leave S2F23 Various Committee Checklist

These documents will continue in use although the successful implementation of ecase management will replace much of the existing paper based documentation. .

Whilst utilising the present case management documentl:\tion, the Work Readiness Program will.integrate the fo,llowing workplace documents-'

Description Document Number Responsibility

Workplace Record Wi 10lEO

Skill Cluster W2 10lEO Assessment·

Work Reference W3 CSI Ops M/MOI/MCSE

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IN~CONFIDENCE Page No. . (when completed)

Work Readiness Case Notes

M.I.N. . ............................................................ ~. , ............ ~<(!-

Surname ..................................................................... ~ . ~

. . ~«) Given Names ................................................... ~-s: .....

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Departmento,. D.O.B ......................................... Sex ....... ~ .... : .. : ......... Corrective S~rvices

Date For eoch Case Note please include the name of the Correctional Centre where the inmate is of the time of writing,.your printed !)ome, designation and signc:m,re.Case Notes sheefs must.be ;igned by the Inmote at each montnly Case Plan review.

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55 F17 May 2004

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IN-CONFIDENCE r1

(when .completed)

Work Readiness Program - Skill Clusters W2 1 1. Workplqce Skills

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0 1.1 Demonstrates punCtuality

0 1.2 Demonstrates preparedness to work

0 1.3 Works to agreed quality standards and specification

1 0 1.4 Works to agreed OH & S procedures and workplace behaviours

0 1.5 Keepsarea clean

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0 1.6Usesappropriate procedures, tools and equipment

0 1.7 Accepts and pravides constructive feedback

2. Self Management Skills

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0 2.1 Plans and organises own work making 990d use of time and materials

0 2.2 Assesses. situations cind identifies problems

0 2.3 Applies problem solving strategies 1

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0 2.4 Identifies and accesses learning opportunities

0 2.5 Demonstrates a desire to learn and to apply that learning

0 2.6 Adapts to changing requirements and information

3. Initiative

0 3.1 Helps others to learn on the job , I 0 3.2 Seeks out other work or information which helps the job at hand

0 3.3 Shows interest and effort

0 3.4 Passes on information and checks understanding with others

0 3.5 Considers risks and evaluates options and chooses best option

4. Communication Skills

0 4.1 Works independently

0 4.2 Communicates effectively with others

0 4.3 Understands and responds to the needs of a client·

0 4.4 Clearly organises and effectively presents ide«.s orally

0 4.5 Willing to participate and be flexible when there are production pressures

0 4.6 Manages and resolves conflict where appropriate

0 4.7 Locates, understands and interprets information in the workplace { d-0 4.8 Recognises and respects people's diversity, differences and perspective

0 4.9 Works effectively as a team member to achieve a shared ~oal

5. Application Responsibility

0 5.1 Skills demonstrated be¥ond established routines and procedures

0 5.2 ·Skills demonstrated over a variety of contexts

0 5.3 Able to demonstrate some discretion and judgement

0 5.4 Applies him / herself to the task and is not easily discouraged or distracted

0 5.5 Able to demonstrate capacity to organise the work of others

Assessment

Supervisor Name." .......................... ,., ........... (Print name)

Signature ...........................................

Inmate Signature ........................................... Date ....... / ....... / .......

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Work Readiness Program W3

Work Reference

To Whom It May Concern . Photo 10

Reference: John Hadlee

The above person has successfully completed the'following correctionai industry programs-

1), Work History

AfforeStation (Employed incontract maintenance services for Statef'orests) 6. montha., D~mountables Building Refurbishment (Employed inbi!i1ding refurbishment services for Dept. Education and Training) 12 months

q • I 2) , Vocational Education and Tralning-~-j

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Forestry Safety Induction 15693 NSW OH andS VIc Module 21567 Working Safely Construction (Green Card) Forestry Chalhsaw Operations TAFE Painting and Decorating Module 1 Workcover Slewing Crane Driyers Ticket

3) ·Work Readiness Program

John Had lee has demonstrated the following competencies from skill clusters within the Work Readiness Program -

Workplace skills including punctuality and prQvldlng constructive feedback., " Self-Management s,kllls Including planning and organising his work and makIng good use of time and materials. ' Initiative Including helping others In the workplace. . Communication Skills Including effective communications and working In a team toward shared goals.

, ) Yours truly.

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Manager Centre Services and Employment. Reference Number MIN

Date

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. IN-CONFIDENCE !when completed)

Inmate Referral Form

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~' . Surname ................. , ........ ::§P ....................................... .

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G· N .JJ. wen ames ............ '<.'J ............ : ........ ~ .... : ..................... ..

D.O.B ............................. Sex .............. .. . DePortment 01 . Corrective services

Corrediond C;entre ............ : .............................................................................. ~ .. :.

Type: ...... : ....................................................... :.: ................... .

Effective. Date: ...... .! .... .! ...... . Review Date: ...... .! ..... .! ........ c .....

Outline: ............................................................. : .. ·.: ................................................... ..

. . .................... " ................ : ................•.. " ........................... _.0_' ........••........ ,_ ................. ~ .... '" .... . . , ................................ -......................................................................................................... . . . ............... _ ........................................................ " ..................... _ ...... __ .................. _.0_._ .. _ ...... .

Additional Information: ... c .................. , .............................................................. .

..... =.~ ............ ' ................................................................................................................... .

...................................................................................................... ' ................................ '"

Current Performance: ........................... ~ .......................................................... .. . ....... ................................................................................................ ........... ..................... .

. ......... ~ .................. ~ ............................................................................................ ~ ............. . ........................................................................................................................................... .........................................................................................................................................

. Referred by ( Pri~1 Name & Designation) .......................................................................... .

Signatur.e ....................................... : .................................................. Dote ... : ... ./ ...... ./ ..... ..

Action Taken ......................................................................................................... .. ,

' ................................ ~ ........................................................................................................ .

....................................................................................................................... ~ ............... .

............................................................................................................ : ......................... ..

.........................................................................................................................................

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Name ( Print N~me & Designation) ............ :: ...... : ........................................... : ................. ..

Signature ............................................. : ........................................... Date ....... ./ ...... ./ ...... .

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8. . Definitions 11

The Work Readiness Program uses the following acronyms'

CSI Corrective Services Industries

CIP Correctional Industry Programs' .

CSIOps M/ CSI Operations Manager, Manager of Industries, Manager Centre MOI/MCSE; . Services and Employment

. Overseer/SOS . CSI workplace supervisor (Industrial Officer 10)

LSI-r Level of.Service Inventory Revised-Inmate assessment tool·

Job Network Framework of DEWR sponsored employment agencies

CMT - Case Management Team . -ESF' (Offender) Employability Skills Fra.,-.ework

OMF Offender Management Fra!11ework

. VET Vocational Education and Training

AEVTI Registered Training Organisation for DCS

COS" Community Offender Serilces ( Formerly Probation and Parole)

OSandP Offender Services and Programs

Case File Primary repository of offender management information

WR Workplace Record

GOC Gaol Of Classification

MIN Master Index' Number

E;RD Earliest Release Date

TAPS Offender Cash Trust Accounting System .

ORS Offender Records System

PIMS Parole Information ~anagement System

OIMS O.ffender Information Management System -

BU Business Unit

SORe Serious Offenders Review Council

KPM Key Performance Measure

Work Readiness Offender employability as measured by 32 skill descrlptQrs

Resettlement Satisfactory community re-entry

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9. Work Readiness Program Operating Procedures

1. . Program Entry

Responsibility: .

Manager of Industries (MOl) For the purposes of this document, CSI Operations . Manager will be referred to as MOl. .

Manager Centre Services and Employment (MCSE) Manager OffElnder Services and Programs '

Legislation/Policy:

Crimes (Administration of Sentences) Regulation 200l ~efer to Offender Case Management Polley.

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Procedures

1.1 All sentenced ·offenders. received at their Gaol of Classification will be assessed for entry to the Work Readiness Program accOrding to the following . . criteria- '

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Offenders sentenced to more than six months imprisonment Offenders in the medium to high risk of reoffending with identified employability skill deficits. . Offenders received from another Centre who are participating in the program will be able to continue to do so. . Other offenders at the discretion of local management

1 .2 Referrals for assessment for entry to the program will be generated at the Case Management Team ( reception) meeting. .

1.3 Entry assessment will be conducted by representatives of CSI, OSand P and AEVTI as nominated at a local level by the MOl and the MOS and P as part of the Induction Program following the CMT meeting and will be based on the following-

LSI-r assessment'if available from PIMS. Education Profile (EPI)

. ORS Work History ,Information provided by CS', AEVTI, OS &P staff from previous Centre. Reference to community service orders, pre-sentence reports, etc Information provided by. the offender

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13 The results of this assessment will determine if the offender meets the criteria for iriclusion in the program. If sO,a decisionwiil be made as to whether the offender is to participate on a full time or a maintenance basis.

1.4 The outcome of the Work Readiness entrY assessment is to be recorded on the CMF for inclusion in the offender's case plan at the next review.

1.5 The MOI/MCSE will be responsible for allocating employment for offenders participating in the Work Readiness Program. The MOS&P, in consultation wi~h the SCEO, will select offenders suitable for full time student positions. The MOI/MCSE will allocate these positions as they become available. ,

, 1.6 MOl! MCSElMOS&P will be responsible for arranging ,staff access to the case management files.

1.7 ' Noncompliance issueswill be referred to the,CMT;

2. Full Time Work Readiness Program

Responsibility:

Manager of Industries' (MOl) For the purposes of this document, CSI Operations . Manager will be referred to as MOl . .

Manager Centre Services and Employment (MCSE) Manager Offender Sentices and Programs (MOS&P)' Senior Correctional Education Officer (SCEO) hldustrlal Officers (Manager Business Unit, Overseers and Senior Overseers 10) Education Officers (EO)

Procedures

2.1 The MOI/MCSE/MOS&P will advise the 10 /EO that an offenders has been . placed on the Work Readiness program under their supervision and issue workplace documents. . .

2.2 . The 10/EO will arrange an initial interview with the offender within 10 working days of receiving notification.

2.3 The 10/EO will conduct monthly assessments with the offender in relation to work readiness and will record a summary of this interview and any other significant contact with the offender as case notes in the CMF. Assessments may be conducted by individuaIIO/EO's or in a group format as determined at a local level.

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14 '2.4 , All staff Will use the case management system to record significant contact including behavioural or security issues as appropriate and initiate referrals as

, necessary,

. 2.5. The full six monthly work readiness assessment for each inmate participating in the program will be:afigned to the six monthly CMT review.

2:6 The IO/EO will provide comment relating to the offender's work! education in the relevant case management documents. .

2.7 , Work Readiness certification, a work readiness work reference and copies of any vocational certificates or assessments will be provided to the offender by the '

, MCSE/SCEO prior to release. .

3. Work Readiness Maintenance Program

Responsibility:

Manager of/ndustries (MOl) For the purposes of this document, CSI Operations Manager will be referred to as MOL

Manager Centre Services and Employment (MCSE) Manager Offender ,Services and Programs (MOS&P) Senior Correctional Education Officer (SCEO) ,

, Industrial Officers (Manager Business Unit, OVerseers and Senior Overseers 10) . .

Education' Officers (EO)

Procedures

3.1 The MOI/MCSE/MOS&P . will advise the IO/EO that the offender has been , placed on the Work Readiness Maint,?nance Program under their supervision.

. . . .

3.2 The to/EO will arrange an interview with the offender within 10 working days of notification.

3.3 The IO/EO will continue to keep monthly case notes as per case management policy.

3.4 The IO/EO will conduct si>\-monthly assessments in relation to work readiness and will record a summary of these assessments and any other significant contact with the offender as case notes in the CMF. Assessments may be conducted by individuallO/EO or in group format as determined at a local level.

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15 3.5 Staff will use the case management system to record significant contact with the offender including behavioural/security issues as appropriate.

3.6 The six-monthly review of each offender participating in the maintenance program will be aligned to the six-monthly CMT case review.

3.7 The IO/EO will pro\iide comment in relation to the offender's work/education , in the relevant case management documents.

3.8 Work Readiness certification, work readiness work reference and copies of any vocational certificates or assessments will be provided to the offender by the MCSElSCEO prior to release.' ' , .

10. Implementation Schedule

The Work Readiness program will be implemented across NSW during 2004. The following schedule is proposed.

Month Centre

February IMarch JMCC, Silverwater, Emu Plains, Long Bay, Mulawa.

April ' Goul~urn, Berrima, Cooma, Bathurst, Lithgow, Klrkconnell, Oberon

May , Cessnock, St Heliers, Grafton. Tamwortll, ParramaHa, Broken Hill, Dillwynla, Kempsey ,

June Mannus, Glen Innes

,July Compliance VII;dts

August Compliance Visits

Although MRRC: Mulawa and Parklea are principally remand Centres, the program wililiave relevance in assisting the smooth transition of sentenced offenders to their GOC. Case management will be capturing important information, including employability issues, which will accompany offenders to their new Centre.

A separate implementation plan has been constructed covering document printing and distribution, communications and training plan, implementation team, reporting, industrial relations, certification, work references and a review process.

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ATTACHMENTS·

Section 11 - ASSESSMENT GUIDELINES

CLUSTER 1 -WORKPLACE SKILLS

1. Demonstrates Punctuality

To aChieve this skill the observed work performance of an offender must:

a) b) c) d) .

Attend work musters When required. . Incur no unsupported absences. Attend set appointments without prompting. Return to work after meal breaks o~ appointments without follow up or question.

. 2. .. 'Demonstrates readiness to work

To aChIeve this skill the observed wor/( performance of an offender must:

a) Present at work musters on time dressed appropriately. b) Commence work at the agreed time ie. after meal breaks, without prompting. c) . . Know or source direction over what he I she is expected to do. d) Not be found in areas. not relevant to the work role ..

3. Works to agreed quality standards and specifications

To achieve this skill the observed work performance of an offender must:

a)

b)

c)

d)

e)

Demonstrate an understanding of the quality expectation of the product or service in which he I she contributes. Take action to rectify or resolve any work not to quality standards or . outside specifications. qemonstrates an ability to measure product! service against specification andl or standard. Not require frequent supervision in the maintenance of quality and speCification Of work undertaken. Possess a commitment to maintaining products. or services within quality and speCification standards, this being clearly discernible to Staff.

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4.' Works to agreed OH&Spractices· and procedures and acts accordingly

[] To achieve this skill the observed work performance of an offender must:

a) Advise Staff of incidents, injuries, or near misses in the workplace. b) Use agreed PPE without prompting .. c) Only operate equipment as approved.

· d) Provide pro-active comment or .action to improve workplace OH&S where . appropriate. .

e) . Seaware of surroundings and the safety of others and demonstrate a considerate attitude.

5. Keeps area clean

.~ To achieve this skl;1 the observed work performance alan offender must: l j

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· a) Not leave' food items stored within Business/Service Unit b) Remove scrap materials and / or production by-products from immediate Work

area at least daily and more frequently in high volume. production I service . operations: . . .

c) Demonstrate respect for others by contributing tei the cleanliness of common areas .

d) Once explained, maintain housekeeping expectations without further prompting.

6. Uses appropriate procedures. toors or equipment

To achieve thlli skill the observed work performance of an offender must: . .

a) b)

c) · d)

7.

Only use or operate plant or equipment where he I she has authority to do so. Not' adopt or use plant or eqUipment for purposes other than approved or designed for. Not abuse or neglect plant or equipment. Adopt PPE use and operate with consideration for others, environment and agreed systems of operation.

Accepts and provides feedback in a constructive manner

To achieve this skill the observed work perform;mceofan offender must:

a) Maintain a positive and receptive acceptance to advice, instructions and corrections over work responsibilities.

b) Maintain the expected work performance after feedback is provided. c) Improve performance after feedback is provided.

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18 d) hi conversation and dealings with others, reflect an acceptable rEwelof

commitment to improve performance. ' e) , Notbe argumentative or tardy in response to feedback, rather issues are to be

discussed maturely, with an agreed outcome for future action.

, CLUSTER 2 -SELF MANAGEMENT SKILLS

1. Plans and organises own work activities including making good use of time and resources'

, To achieve this skill the observed work performance of an offender must:

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a) ,Possess a recognisable' pattern of work practices and an efficient method of ' ) achieving outcomes that demonstrates an understanding of his I her Work role.' •. J,

b) Where pOSSible/appropriate suggest ways that better utilise available resources, c) Not waste or misuse materials, consumablesoF·time. ~l

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2. Assesses situations and identifies problems: 1

To achieve this skill the Obsenled work performance of an offender mU$t:

a)

b)

c)

3.

Demonstrate a capacity to evaluate workplace situations and anticipate problems. ' Demonstrate an ability to communicate problems and pe~ceived impacts on people and operations. Operate with a broader view of the business beyond their specific responsibiliUes.

Applies problem-solving strategies


a) b) c)

Demonstrate 'resourcefulness and an ability to get things done. Demonstrate understanding of options and process steps. Concentrate on an issue with determination and communicate actions taken and the logic applied.

4. Identifies and accesses learning opportunities


a) Express an interest and desire to extend knowledge and vocational skills b) Enrol, participate in and complete learning opportunities.

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19 c) Discuss with AEVTI/CSI staff learning needs and opportunities.

5. Demonstrates a desire to learn and to apply that learning


a) Show positive attitude toward induction and training sessions b) Actively engage in disc.ussions about learning opportunities c) Demonstrates less need for workpia:ce supervision d) Seeks additional. responsibilities . .

6. . Adapts to changing requirements and Information


a)

b)

. . .

Accept organisational change and maintain work continuity through periods of change . Demonstrate an interest in new or updated information

"CLUSTER 3 - INITIATIVE

1 . Helps others learn on the job

,i To achieve thls.skill the observed work performance of an offender must: '. .

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. a) . Communicate well with other inmates. b) Articulate and demonstrate workplace practices to others .

. c) . Be relied upon to provide accurate workplace information to others. d) Demonstrate a positive attitude to work, and promote this attitude.

2. Seeks out other work or informatlonthat helps the lob at hand


a) b)

c)

Ensure the working day is well used and take steps accordingly. Contribute positively to his I her responsibilities in practical ways, including the adoption of industry relevant information, practices for efficiency gains; Communicates to staff on attitude / willingness to Improve performance and be a key participant through his / her individual effort. .

20 3. Shows interest and effort


a) b) c)

d)

Provide consistent level of output and quality.

Not be distracted from responsibilities. Demonstrate an interest in his I her work and the business generally. Have a positive attitude and demeanour.

4. Passes on Information and checks understanding with others

To achieve this skill the observed work performance .of an offender must:

a} Demonstrate an. ability to communicate with co-workers in a positive' and constructive manner. ."., .

b) . Have an informed understanding of the operation of the Business I Service Unit. e) Get along with others. and have agoed reputation amongst peers. d) .. Follows up workplace issues with co-workers.

5. Considers risks and evaluates and chooses best alternatives • . !

'To achieve this skill the observed work performance of an inmate must:

a)

. b) c)

Demonstrate an ability to identify risks aSSOCiated with the workplace and processes. . Operate in a considerate and conscious manner in regards to. risks. Exercise sound judgment and lor seek advice when appropriate.

CLUSTER 4 ··COMMUNICATION SKILLS

1. Works Independently .


a). b)

Demonstrate preparedness to take responsibility for allocated tasks .. Demonstrate ability to. work on his/her own. .

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Communicates effectively with others

To achie.vethis skill the observed work performance of inmate must:

a) b) c)

d)

3.

Operate with an open,. approachable manner. Not draw the attention of the Supervisor over inter-personal issues. Where appropriate provide accurate written information and lor computer generated iriformation. Mix and communicate with both Staff and inmates, and be well regarded: as a good communicator.

Understands and responds to the' needs of a client

,j To achieve thlss.klll the observed work perf~rmance o(an Inmate must:

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a). .Appreciate the prieirity of the customeras the life bl()~d of the business and CSI's focus on customer service.

b) Be 'prepared to go the extra mile to ensure a customer's needs are met.

4. Clearly organises and effectively presents ideas orally

To achieve this skill the observed work performance of ~n offender must:

a) b)

5.

Demonstrate an ability to identify the logic steps or sequence of an issue Express information and Ideas with clarity .

Willingness to participate and be flexible when there are production pressures


a) b) c)

Demonstrate preparedness to modify wor~ practices to ensure job is done. Not take. short cuts.when production pressures arise,' . Be willing to work additional hours to meet deadlines.

'6. Manages and resolves conflict when appropriate

To achieve this skill the obServed work performance of an offender must:

a)

b) c)

Demonstrate an ability to talk through issues without allowing emotion to take over. Avoid the escalation of a conflict. Refer an issue for resolution.

7. Lecates. understands and interprets ·written inf.ormati.on apprepriate t.o the workplace


a) Demonstrate awareness of the Business I SeNice Unit and merge formal, . information in the. realisation of practical work and production outcomes.

b) Demonstrate a knowledge of information systems, hoW I where to source and apply. .

c) Take ownership .of issues and persist in seeking resolutions.

8. Recognises and· respects peoples diversity. individual differences and perspectives

". ".: . "' .. ,"

To achieve this skill the observed work performance of an offender. must:

a) b)

c)

d)

9.

Conduct themselves with tolerance toward ethers. .. Demonstrate a flexible and accepting approach toward other people with different backgreunds. .. . .. . Demoristrate the ability to view an· issue from another's perspective, and not react without thinking. Differentiate between core issues and those which allowflexlbiJity

Works effectively as a member .of a team

To achieve this skill the observed work performance of an offender must: . .". .

a) Articulate and support the geals .of the business unit b) Pro-actively partIcipate in the workforce. c) . Understand the team concept in a practical way and provide effort in both his I

her specific role, and in assisting I facilitating the efforts of others.

SECTION 5 - Advanced Application and Responsibility .

This section applies where the observed work of the offender has demonstrated higher levels of achievemEirit. .

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1. Workplace tasks and roles were performed beyond established routines ahd procedures .


a) . Demonstrate trustworthiness in a responsible role with minimum supervision, b) Demonstrate a positive influence on the workplace c) Demon.strate self motivation

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2. Skills demonstrated over a variety of·contexts

To achIeve this skill the observed work performance of an offender must:

a) .. Perform consistently in several responsible roles., b) Demonstrate adaptability across a range otta~ks,

3. Able to demonstrate discretlon·and judgement q ,J. . To achiftve this skill the observed work performance of an offender must:

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a) b)

4.

Demonstrate an ability to make workplace decisions with care and conficlence, Accept fe.edback from staff on workplace decisions made.

Able to demonstrate application to the task and not be easily distracted

To achieve this skill the work performance of an offender must:

. a) b) c)

5.

Demonstrate commitment to the task arid .stlck to .it • Make a positive contribution to meeting workplace schedules Avoid undisciplined workplace activities .

Able to demonstrate a capacity to organise the work of others

, J To achieve this skill the observed work performance of an offender must:

- ~ a)· Within reasonable limits, show leadership abilities. b) Demonstrate a mentoring or coaching capacity with workmates

· , c) Be a settling influence in the workplace. i

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Section 12. Accredited AEVTI Training Modules

This Section should be read in conjunction with CSI Policy Manual Section 1.3 . Vocational Education and Training.

Vocational education and training is integral to the development and maintenance of community based work environments within correctional settings. The Work. Readiness program em.braces the development of highly transf!,)rable foundation work skills, and attitudes, which form the basis of future employability.

A full range of current training modules: is appended and will be monitored and updated as required. The ability to direct specific training strategies at identified skill deficits is a key component Qfthe Work Readiness program .. The MOI/MCSE will , in conjunction with the Education staff (EO's), agree the optimal deployment of these modules at a local level. .

successful completion rates and the contribution of individlJal modules to program effectiveness will be. monitored closely. VET modules used and completion rates achieved will be reported in' monthly operational stats.

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NCS004 Work' Team Communication " 'In this module, studenis develop effective coriunlJltication skill to work as part of a ieam. Students learn how to: I) Gather, record and convey simple and routine information. 2) Give and follow simple and routine instructions. 3) Participate in small informal work groups. 4) Interact witl! others on simple and routine matters.

, NCS006 Writing Workplace Documents In this module, students develop effective communication skills' to independently write complex work related documents. Students leani how to: I) Plan complex work related documents. 2) Write complex work related documents. '

, . NCS007 Presenting Information In this module, studenis develop effective communication skills to present work related infol1\1ation. Students learn how to: I) Prepare and present a document relevant to a specific task. 2) Deliver an oral presentation relevant to a specific task.

NOS121 Work and Personal Effectiveness In this module;students gain iIle kn~wledge,'~kills and attitudes needed to. effeCtively.establish and '

. follow a dailyworlc related schedule. Students leam how to: I) Plan and organise a personal daily work routine based on given task in business environment.

.' NOS11 0 Occupational Health and Safety In this mod,lle,.students I!,3in the ku,owledge, skills and altitudes needed to effectively follow OH&S policies and procedureS in the workplace to CIlSI!fC o.wn safety and the safety of o.d!-ers, Students learn how to: 1) FoiIowthe legal requiiements for OH&S in the worlcplace lind develop an ·understanding o.fthe i'!isponsibilities involved for all parties. 2) Follow workplace procedures for hazard identificatio.u and risk control 3) Fo.llo.w wo.rkplace procedures for dealing with and ..eporting worlqllace ilccidents. 4) ConlnOute to, and participate In, the arrangements for the management o.f

, OH&:'S policy and procedures. .

PETOo1NBK137 Personal Effectiveness , In .!his module, stpdents gain the kno.wledge, skills and attltudes,needed to effectively enhance self· confidence and communication competence. Students learn ho.w to: I) Develo.p an awareness o.fthe uniqueness o(the individual Selt: 2) Discuss the clements o.f self-confidence. 3) Cooperate wid! others as part of a group.4) Develop a range ofperso.naI skategies for handling conflict and stress in the

'. wortplace and o.ther tamiliar situatio.ns. 5) Develop skategies for ~ and achieving personal goals. 6) Develo.p appropriate dress, language and bebavio.lIr.I:foi' a ~ o.fworkplace and interpersonal

, situations. " '

PET002NBK136 Orientation to Learning In this module, students gain the knowledge, skills and attitudes needed to etfectiveiy identifY pathways to future education and Ilaining o.ppOrtunities via the prepaiation of an individual actio.n plan. Students learn how. to: I) IdentifY the elements of own preterred learning style. 2) Outline strategies fur approaching a writing task. 3) Locate and use sources o.f information. 4) Investigate and list a range of educatio.nal and training programs appropriate to indivi<lulli n~. Interests and abilities.

PET003NBK139 Orientation to Work In tld~ m,odule, students gain an understanding of the contemporary world ofworlc via the investigation of a variety of workplace situatio.ns; Students leam how to: I) IlIentifY the knowledge, skills, attitudes and values required for participation in a variety of occupati~ in the Australian workforce. 2) Describe the key features ofselecteq industries. 3) Descri~ bl/Sic conditions and entitlements of the Australian workforce. 4) Describe major features o.fOH&S in the workplace. 5) Describe workplace fu.l!ctiOt;ls and layouts ala range of workplaces. 6) Investigate an employment opportunity. 7) Prepare a resume/portfolio to showoase skills.

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AEVTI. __________________ Head Office

. Listed below are some of the broad areas of learning activity for offenders that are often requested for implementation in Correctional Centres. Under each groupihg are the courses and modules on the AEVTI Scope of Registration with the NSW

"Vocational Education & Training Accreditation Board (VETAB) that can serve to provide offenders with instruction in these broad areas of learning ..

1. Life Skills Development

I.l 1.1.1 1.1.2 1.1.3

Certificate I in Career Access . Managing Money 4981J CommunityIssues 498lB Preparation for Driver's Licence 4981K

2. Work Readiness Development

2.1 Course in Planning for Employment and Training. 2.1.1 Orientation to WorkVBK139 . .. . 2.2. Course in Workforce Re-entry Skills 2.2.1 The Contemporary Workforce VBN044 2.2.2 . Action Planning for Employment VBN 045 2.2.3 rob Seeking VBN047 2.3 Certificate I in Career Access 2.3.1 Workplace Studies 4981N 2.3.2 Social and Work-Environments 4981P 2.3.3. WorlcPlacement 8971E 2.3.4 Commurucationon the Job 8979Y 2.3.5 Workplace Culture 4981Q 2.3.6 Job Seeking·Skills8979W . 2.4 Certificate I in Vocation Education and Training 2.4.1 Workplace Communication NCSOOI . 2.4.2 Job Seeking Skills NCS003 ·2.4.3 Occupational Health, and Safety NOSllO 1.5 Certificates 1·& n in Koorie Education, Training & Employment 2.5.1 Industry Familiarisation VBH723 2.5.2 Workplace Skills VBH724 2.5.3 Work EnvirolUl'lent NOS 11 9 2.,$.4 Work Placement VBA577 . 2.6 Statements of Attainment & Certificates n & m in Communication Skills 2.6.1 Work Team Communication 8979V 2.6.2 . Writing Skills for Work 8979X . 2;6.3 Workplace Studies 1 3989E 2.6.4 . Job Seeking Skills 8979W 2.6.5 . Writing Workplace Documents 8979T 2.6.6 Customer Communication 9591C 2.6.7 Dealing with Customers and Clients 4968A 2.6.8· Meetings 8979L . 2.6.9 Meeting Procedures 9592D

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. 3. Attitude Development

3.1 Course in Planning for Employment & Training 3.1.1 Personal Effectiveness VBK137 3.2 Statements of Attainment & Certificates I & II in Communication Skills 3.2.1 Dealing with Conflict 8979S 3.2.2 Transforming Conflict 4964D 3.2.3 Effective Oral Communication 9591B 3.2.4 Team Participation Skills 9592C 3.3 Certificate I in Career Access 3.3.1 Problem Solving and Planning - Applications 4981L 3.3.2 Problem Solving and Planning -Strategies 4981M 3.4 Course in Workforce Re-entry Skills 3.4: I Managing Personal Change VBN046

4. Study Skills Deyelopment

4.1 4.1.1 4.2 4.2.1 4.2.2 4.3 4.3.1 4.3.2 4.3.3.

. Course in Planning for Employment & Training Orientation to Learning VBK138 . Certificates I & n in Koorie Education, Training & Employment Preparation for Study and Training VBA571 Study Skills VBD745 Certificate I in Career Access Individual Education Plan A 4981 GA BelfDevelopment 4957 A Learning as an Adult 4981H

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