Indiana project opens 'second chance' pathway to manufacturing jobs

For years, John Bush, a probation officer in Delaware County, Indiana, has worked to connect people in the criminal justice system with employers. He often calls local businesses and asks, "Can you give my client a chance?" And businesses often hesitate, responding, "Well, although regulations say we shouldn't hire people with felony records, we're willing to try and see how he performs." Despite employers' initial concerns, most placements ultimately succeeded, and many people still work at these companies today.

In January, Bush took this work a step further by formally launching the Judicial Users Manufacturing Partnership, or Jump. The program aims to reduce recidivism by helping justice-involved individuals with felony or misdemeanor records enter the local manufacturing industry. As the nation pushes for manufacturing growth, the challenge of filling job openings is prompting more companies to focus on this often-overlooked talent pool, and manufacturers in Muncie, Indiana, are no exception.

"Manufacturers are facing a crisis brought on by an aging population, and the supply of new talent is insufficient," Bush said.

The search for new talent brought opportunities for Bush. After learning about his work, local manufacturers invited him to speak at a Muncie Manufacturing Coalition meeting about his experience bringing justice-involved individuals into the workforce. Subsequently, Bush approached Ivy Tech Community College to participate as an educational partner, and in April 2022, he proposed a pilot program for Jump.

"We strive to develop at least entry-level employees, allowing them to recommit to their careers and turn that into a long-term career," Bush said of the program. "If employers cling to outdated hiring policies and discriminate against or exclude applicants with a background record, they are essentially closing off their talent pipeline."

People with criminal records often face employment barriers. A 2018 study published in the Quarterly Journal of Economics found that employers who ask about criminal records are 63% more likely to contact applicants without a record than those with one, often due to concerns about recidivism risk and gaps in work experience.

To put into practice the goal of reducing employment barriers, 23 companies from manufacturing sectors such as aerospace, plastics, and automotive have joined Jump to help fill more than 400 positions in Delaware County. According to Bush, more than a quarter of the open positions were filled within the first 60 days of the program's launch. "If we continue at this pace, this program alone might be enough to alleviate the labor shortage in Delaware County," Bush said.

Mursix Corporation is one of Jump's partners, producing components for the automotive, medical, and industrial markets. According to Human Resources Manager Corbin Black, as of March 3, the company had hired five employees across its stamping, assembly, and shipping departments. "Employers should consider joining this program," Corbin Black said. "The workforce and workplace needs have changed. If employers don't keep up with current issues, demographics, and trends, their businesses will struggle to survive."

From Talent Pool to Pipeline

Jump participants go through a multi-step process before entering the shop floor. Candidates must first have an initial interview with the Jump program coordinator or their referral source, such as a probation officer, and complete an application process that includes a "pre-employment screening tool." Once completed, candidates are assigned a green, yellow, or red status to guide their employment placement.

"When employers cling to outdated hiring policies and discriminate against or exclude applicants with a background record, they are essentially closing off their talent pipeline." — John Bush, Founder of Jump

Clients with green status will begin the onboarding process. Clients with yellow status are identified through risk assessment reports and screening tools as having employment barriers, such as transportation, substance dependence, housing, or education issues. These clients are referred to Ivy Tech Community College and other support services to assist them in integrating into the workforce. Clients with red status are flagged and removed from the program until their status can be changed back to green or yellow.

"Through the comprehensive support services provided for these individuals, employers will have more confidence when bringing in employees with non-traditional backgrounds," Corbin Black said.

Manufacturers such as North American Stamping Group quickly partnered with Bush in the early stages of the program. Human Resources Director Tina Black decided to join after observing that Bush had already gained support from the local court system, community, and businesses. "I communicated with my supervisor and some senior management, and they thought it was a good idea," she said. "So, I launched the program here."

Joining the program has helped improve operations at North American Stamping Group, Tina Black added. A Jump employee, Shaun Blankenship, had a significant impact on the company by implementing new processes that improved part failure rates in the welding department by 85% to 90%.

Jump also includes an educational module provided by Ivy Tech Community College. During onboarding, participants must complete Six Sigma White Belt training to understand basic manufacturing concepts.

Joshua Pena, a 22-year-old program participant, has been working as a machine operator at Magna Powertrain for three months. He said the onboarding process moved quickly. After learning about the program from his girlfriend and her mother, Pena asked his probation officer about joining. He then contacted program coordinator Emily Stults and began the White Belt course within the following week. "The course helped me understand what employers need," Pena said. "When you understand how a factory operates, you can understand employer expectations and meet those requirements." He added, "Since I had no factory experience before, it was this course that allowed me to get up to speed quickly." Pena currently plans to continue taking more courses at Ivy Tech. "I want to learn welding and go the skilled trades route," he said.

In March, of at least 36 participants taking the White Belt course, 17 simultaneously began credit courses at Ivy Tech that can lead to degrees, said Jennifer Gaisiorek, Vice Chancellor for Workforce Partnerships and Strategic Communications at Ivy Tech's Muncie campus. Once participants earn certifications, they often want to learn more, she said.

Inclusive Policies and Attitudes Bring Positive Change

Local initiatives like Jump are the first step in breaking down barriers and helping justice-involved individuals map out career paths. "There are many benefits to hiring people with felony records," Bush said. "The strength of our program lies in providing additional supervision, oversight, and information exchange."

Bush explained that many employers are unaware that applicants with felony records qualify for the federal Work Opportunity Tax Credit, and businesses can receive a tax credit simply for hiring them. Additionally, through the Federal Bonding Program, employers can obtain a fidelity bond of up to $25,000 per person, encouraging them to hire workers considered "high-risk" due to prior involvement in the criminal justice system.

Pena hopes businesses will recognize: "We're just ordinary people. Sometimes we have to make mistakes to learn how to become who we are today." He added, "Giving someone a chance might be the best choice for both you and them."

That's the core of what Jump helps employers understand, Bush explained. The program encourages employers to examine their own policies and processes and helps them realize that "a record on paper doesn't always reflect who a person truly is."