Bright Employment Bright Employment Prospect Prospect –– Job Order Job Order

Mr. Sam Lo Mr. Sam Lo Employment Officer, SRACPEmployment Officer, SRACP

Important Work of ex-Important Work of ex-offendersoffenders

• Work is for survival or subsistence for themWork is for survival or subsistence for them

• Most of them lack family supportMost of them lack family support

• Urgent assistance from social welfare Urgent assistance from social welfare agencies cannot handle the basic need of agencies cannot handle the basic need of daily lifedaily life

• Job give them the new responsibilityJob give them the new responsibility

• Aiding them self-rehabilitation and retagging Aiding them self-rehabilitation and retagging their identitytheir identity

• Increase the chance of self-relianceIncrease the chance of self-reliance

Relationship between crime and Relationship between crime and

employment in sociological perspectiveemployment in sociological perspective

• Anomie theory : lead to commit crime if Anomie theory : lead to commit crime if lack of financial resources to fulfill wantslack of financial resources to fulfill wants

• Social bond theory: employment inversely Social bond theory: employment inversely related to delinquency due to attachment related to delinquency due to attachment and commitmentand commitment

The characteristicsThe characteristics of ex- of ex-offendersoffenders

• Discrimination exists even after they were Discrimination exists even after they were punishedpunished

• Most of them are low educational levelMost of them are low educational level• Limited working experience due to Limited working experience due to

involvement of illegal activities and lack of involvement of illegal activities and lack of connection to employers while they taken connection to employers while they taken for incarcerationfor incarceration

• Have many irrational beliefs Have many irrational beliefs –– such as high such as high tolerance in violating the law if the task tolerance in violating the law if the task worth huge moneyworth huge money

Job Order Service Job Order Service • Job order service is to provide a short-term, low-Job order service is to provide a short-term, low-

skilled, day-labour employment to ex-offenders skilled, day-labour employment to ex-offenders

• Such as cleaning work in the Hong Kong stadium, Such as cleaning work in the Hong Kong stadium, horticultural work in park or highway; crew work horticultural work in park or highway; crew work in exhibition centrein exhibition centre

• provided by the provided by the ‘‘caring employerscaring employers’’ of our agency of our agency

Core job order service - Core job order service - AWEAWE• AsiaWorld-Expo (AWE) Management Limited is AsiaWorld-Expo (AWE) Management Limited is

the core employer of our the core employer of our ‘‘job orderjob order’’ service service

• provides around 4,000 working participants to the provides around 4,000 working participants to the Social Enterprise of our agency Social Enterprise of our agency –– Bright Service Bright Service Company Limited (BS) per yearCompany Limited (BS) per year

• provide causal labour for preparation work for the provide causal labour for preparation work for the

events that held in the AWEevents that held in the AWE

Step of joining Job Order of Step of joining Job Order of AWEAWE

Interviewing clients (ex-offenders)

Joining Training Workshop

Working in workplace & On-job Counselling

Evaluating and following-up clients’ performance

Interviewing clientsInterviewing clients

• More understanding of clientsMore understanding of clients’’ working motivation and working motivation and attitudes attitudes

• The person-centred approach founded by Carl Rogers The person-centred approach founded by Carl Rogers was the best to be adoptedwas the best to be adopted

• This approach is rooted in attitudes of the This approach is rooted in attitudes of the employment officer rather than their theories or employment officer rather than their theories or techniques.techniques.

• Three core elements in using the person-centred Three core elements in using the person-centred approach: congruence; unconditional positive regard; approach: congruence; unconditional positive regard; acceptance and accurate empathic understanding. acceptance and accurate empathic understanding.

CongruenceCongruence

• Workers are being real and genuine during Workers are being real and genuine during the interviewing process the interviewing process

• Employment officers are congruent in their Employment officers are congruent in their relationship with clients, trust can be relationship with clients, trust can be generated. generated.

• Clients are willing to disclose their Clients are willing to disclose their information and feeling genuinelyinformation and feeling genuinely

Unconditional positive regard and Unconditional positive regard and acceptanceacceptance

• Need to communicate in depth Need to communicate in depth

• It is not affected by evaluation or judgment of It is not affected by evaluation or judgment of the clientthe client’’s feeling s feeling

• Acceptance is the recognition of clientsAcceptance is the recognition of clients ’’ rights rights to have their own beliefs or feelings to have their own beliefs or feelings

• Workers put their value or bias of their Workers put their value or bias of their inappropriate behaviors, they feel little respect inappropriate behaviors, they feel little respect and build the block for making accurate and build the block for making accurate assessment of them assessment of them

Accurate empathic understandingAccurate empathic understanding

• Understand clientsUnderstand clients’’ experience and experience and feelings accurately feelings accurately

• Worker will sense clientsWorker will sense clients’’ feeling and must feeling and must not lose the separateness of their own not lose the separateness of their own identity identity

• Empathy is a powerful tool because Empathy is a powerful tool because workers can hear the meanings expressed workers can hear the meanings expressed by them and make more understanding of by them and make more understanding of their value and attitude of work. their value and attitude of work.

Training WorkshopTraining Workshop

• Adjust their attitude and value of work and Adjust their attitude and value of work and hope they can fulfill the expectation of hope they can fulfill the expectation of employers employers

• Contents of training workshop includes safety Contents of training workshop includes safety duty guide, the nature of job, rules and duty guide, the nature of job, rules and interpersonal skills in workplace, appropriate interpersonal skills in workplace, appropriate working attitude and value working attitude and value

• Join the test in order to ensure that they can Join the test in order to ensure that they can achieve the basic standard of their duty achieve the basic standard of their duty

• Passes the test, they will be arranged working Passes the test, they will be arranged working in workplace and on-job counselling by in workplace and on-job counselling by employment officeremployment officer

Working in workplace & On-job Counselling

• The first important issue is punctuality The first important issue is punctuality • Make notification call to our staff 1.5 hours Make notification call to our staff 1.5 hours

before the working time before the working time • Clients are guided with the foremen from Clients are guided with the foremen from

BS in the workplaceBS in the workplace• Every foreman oversees around 4-6 clients Every foreman oversees around 4-6 clients

every job order every job order • Responsibility is to supervise them to Responsibility is to supervise them to

complete the job effectively and safely complete the job effectively and safely and as a and as a ‘‘role modelrole model’’

Working in workplace & On-job Counselling• Employment officer will check clientsEmployment officer will check clients’’ working working

performance in sudden performance in sudden

• On-job counseling should not involve with long On-job counseling should not involve with long durations due to working procedure affection durations due to working procedure affection

• ‘‘Reality therapyReality therapy’’ founded by William Glasser founded by William Glasser should be applied. should be applied.

• Employment officer should teach clients to make Employment officer should teach clients to make effective choices in dealing with the problem effective choices in dealing with the problem

Working in workplace & On-job Counselling

• Except directly rectify on their working Except directly rectify on their working attitude and skill, worker also help them to attitude and skill, worker also help them to focus on meeting the expectation of the focus on meeting the expectation of the employeremployer

• Workers should show warmth, sincere, Workers should show warmth, sincere, avoid blaming and punishment during on-avoid blaming and punishment during on-job counselingjob counseling

Evaluating and following-up Evaluating and following-up

clientsclients’’ performance performance • Foreman will report the working performance Foreman will report the working performance

of clients to project manager of BS of clients to project manager of BS • Give the grade to every client: A (good Give the grade to every client: A (good

performance), B (Fair) & C (inadequate) performance), B (Fair) & C (inadequate) • Positive reinforcement and punish was adoptedPositive reinforcement and punish was adopted• Client who obtains a grade A in this system Client who obtains a grade A in this system

would be assigned with extra accredited would be assigned with extra accredited workload and the chance of being promoted to workload and the chance of being promoted to foreman (positive reinforce) if he persistently foreman (positive reinforce) if he persistently maintains the performance maintains the performance

Evaluating and following-up Evaluating and following-up clientsclients’’ performance performance

• Client who gets a grade B in this system will be Client who gets a grade B in this system will be granted with a stable granted with a stable ‘‘jobjob’’ opportunity (positive opportunity (positive reinforce) and it encourages the clients to keep a reinforce) and it encourages the clients to keep a reasonable working performance or slight reasonable working performance or slight improvement improvement

• punishment is applied to decrease the frequency of punishment is applied to decrease the frequency of target behavior target behavior

• Client is assessed C grade, suspension of joining the Client is assessed C grade, suspension of joining the ‘‘jobjob’’ order is taken place as a sense of punishment order is taken place as a sense of punishment

• This signal tells the grade C clients that their This signal tells the grade C clients that their performance cannot fulfill employerperformance cannot fulfill employer’’s requirement s requirement and self-evaluation is expected. and self-evaluation is expected.

• Employment officer will provide job counseling in Employment officer will provide job counseling in order to make improvement of their performance order to make improvement of their performance

Rationalization of irrational beliefsRationalization of irrational beliefs

• Clients who have bad performance in workplace Clients who have bad performance in workplace possess irrational beliefs and will rationalize their possess irrational beliefs and will rationalize their inappropriate behaviorinappropriate behavior

• Gresham Sykes and David Matza (1957) first Gresham Sykes and David Matza (1957) first proposed that delinquents develop some special proposed that delinquents develop some special collection of rationalizations for their antisocial collection of rationalizations for their antisocial behavior and these characteristics still appear in behavior and these characteristics still appear in our clientsour clients’’ behavior behavior

• Including: Denial of responsibility, Denial of Including: Denial of responsibility, Denial of injury, Condemnation of the condemners & injury, Condemnation of the condemners & Misrepresentation of consequence Misrepresentation of consequence

Denial of responsibilityDenial of responsibility

• The client will claim they were victims of The client will claim they were victims of circumstance or were forced into situations circumstance or were forced into situations beyond own-control. beyond own-control.

• Some of the clients will be absent in job Some of the clients will be absent in job order, they explain unaffordable order, they explain unaffordable transportation fee for job and cannot contact transportation fee for job and cannot contact their social worker. their social worker.

• They will recognize that this is not their They will recognize that this is not their responsibility of being absent in job due to responsibility of being absent in job due to incident is out of their control.incident is out of their control.

Denial of injuryDenial of injury

• Clients deny harm is caused in the Clients deny harm is caused in the consequence of their action. consequence of their action.

• They were complained that they take some They were complained that they take some property in workplace without approval property in workplace without approval such as sugar, snack or souvenir etc. such as sugar, snack or souvenir etc.

• The staff suspends his job due to this The staff suspends his job due to this reason, they retort that their behavior has reason, they retort that their behavior has no harm to the others and the property is no harm to the others and the property is only remainder of AWE. only remainder of AWE.

Condemnation of the Condemnation of the condemnerscondemners

• Clients indicates who condemn their Clients indicates who condemn their inappropriate behavior are shifting the inappropriate behavior are shifting the blame off of themselves unfairly. blame off of themselves unfairly.

• Some clients are warned by foreman due to Some clients are warned by foreman due to poor working attitude, they declare that poor working attitude, they declare that foreman imposes bias to them and they foreman imposes bias to them and they believe their performance is no different believe their performance is no different with others. with others.

Misrepresentation of Misrepresentation of consequence consequence

• Common psychological mindset in clients is to Common psychological mindset in clients is to minimize the injurious consequences, and minimize the injurious consequences, and focus only on the rewards. focus only on the rewards.

• Examples like unwillingness to join MPF Examples like unwillingness to join MPF simply because they do not want to report simply because they do not want to report their their ‘‘incomeincome’’ to the Social Welfare to the Social Welfare Department and got reduced on the amount Department and got reduced on the amount of CSSA. of CSSA.

• And then, they prefer to quit the job order so And then, they prefer to quit the job order so as to obtain short-term benefits as to obtain short-term benefits

Intervention: REBT with Intervention: REBT with CoachingCoaching

• Rational emotive behavior therapy (REBT) Rational emotive behavior therapy (REBT) founded by Albert Ellis is one of choice to founded by Albert Ellis is one of choice to change their behaviorchange their behavior

• Emphasizes the main determinant of human Emphasizes the main determinant of human emotions and behaviors are defined by emotions and behaviors are defined by cognitive habits such as beliefs and thoughts cognitive habits such as beliefs and thoughts

• The value and belief of clients is ingrained The value and belief of clients is ingrained and it is not encouraged for worker to and it is not encouraged for worker to directly intervene their mindset directly intervene their mindset

Intervention: REBT with Intervention: REBT with CoachingCoaching

• Using questioning technique to challenge Using questioning technique to challenge and dispute their irrational beliefs may be and dispute their irrational beliefs may be more appropriate more appropriate

• The worker can draw support from The worker can draw support from ‘‘coachingcoaching’’ to achieve this objective to achieve this objective

• Coaching is defined as "facilitating others to Coaching is defined as "facilitating others to identify stuck in thinking through dialogue" identify stuck in thinking through dialogue" and and ‘‘coachingcoaching’’ questions can be used to questions can be used to challenge and dispute their irrational beliefs challenge and dispute their irrational beliefs

Situation 1: Denial of responsibilitySituation 1: Denial of responsibility

• Except contacting Social Worker, Except contacting Social Worker, does really not other method get does really not other method get the transportation fee?the transportation fee?””

• ““Why do you not contact our staff Why do you not contact our staff when you have difficulties for your when you have difficulties for your duty?duty?””

Situation 2: Denial of injurySituation 2: Denial of injury

• ““What do you feel if someone takes What do you feel if someone takes your property without your your property without your approval?approval?””

Situation 3: Condemnation of the Situation 3: Condemnation of the condemnerscondemners

• ““Do you have any concrete Do you have any concrete evidence to support the foreman evidence to support the foreman has bias for your working has bias for your working performance?performance?””

• ““Do you think your performance is Do you think your performance is prefect, without any improvement?prefect, without any improvement?””

Situation 4: Misrepresentation of Situation 4: Misrepresentation of

consequenceconsequence

• ““Is it worth to lose job opportunities Is it worth to lose job opportunities due to evading MPF?due to evading MPF?””

• ““What is the consequence of What is the consequence of cheating the CSSA of Social Welfare cheating the CSSA of Social Welfare Department?Department?

Evaluating and following-up Evaluating and following-up clientsclients’’ performance performance

• Advantage of questioning techniques provides Advantage of questioning techniques provides chance and space to clients for self-evaluate chance and space to clients for self-evaluate of the problem in depth and the workers do of the problem in depth and the workers do not impose their value directly to them not impose their value directly to them

• Client will change according to their reflectionClient will change according to their reflection

• Employment officer assesses the client who Employment officer assesses the client who has positive change, then will invite him to has positive change, then will invite him to join the join the ‘‘job orderjob order’’ again again

Effectiveness of AWE job order Effectiveness of AWE job order (Short run)(Short run)

• It can satisfy clientsIt can satisfy clients’’ immediate need immediate need because they receive daily salary because they receive daily salary around $300 cash when they around $300 cash when they complete the one day job complete the one day job

Effectiveness of AWE job order Effectiveness of AWE job order (Long run)(Long run)

• Provide stable job opportunity to client Provide stable job opportunity to client and cultivate essential working habits of and cultivate essential working habits of them such as getting work on time, them such as getting work on time, maintaining positive attitude and learning maintaining positive attitude and learning appropriate interpersonal skills appropriate interpersonal skills

• AWE provided number of 3,914 working AWE provided number of 3,914 working participants from the 1 April of 2010 to the participants from the 1 April of 2010 to the 31 March of 2011 for our members 31 March of 2011 for our members

• Only 0.4% and 0.5% was late and absent Only 0.4% and 0.5% was late and absent respectively respectively

Effectiveness of AWE job order Effectiveness of AWE job order (Long run)(Long run)

• Around 10 labours were promoted to sub-Around 10 labours were promoted to sub-team foremen due to their improvement team foremen due to their improvement communication skill communication skill

• Three of our members have excellent Three of our members have excellent performance becoming full time foremen in performance becoming full time foremen in AWE AWE

• The other one of members was obtained The other one of members was obtained ““Outstanding Award for TraineeOutstanding Award for Trainee”” in in ““3rd ERB 3rd ERB Manpower Development Scheme Award Manpower Development Scheme Award Presentation CeremonyPresentation Ceremony’’

CoclusionCoclusion

• All EDS staff will try their best to All EDS staff will try their best to expand employer network in order to expand employer network in order to develop different kinds of develop different kinds of ‘‘job orderjob order’’ service in future service in future

Thank You!Thank You!