The men in this picture have a lot more in common than the same black t-shirt they all wear. Each has served time in prison, been released to a secure transitional housing site, and obtained solid employment thanks to a partnership among Community Partners in Action (CPA), the CT Department of Correction (DOC), and Pursuit Aerospace at the company’s Eastford, CT plant.
The partnership, offered through CPA’s Work Release Program with the approval of the DOC, begins with a job interview between Pursuit and each participant before they leave prison, and can eventually lead to competitive pay, regular promotions, a 401K plan and benefits, and the opportunity to stay long after their sentences have been completed.
“In 2019, we began partnering with various state correctional institutions to offer a work release program, and it all starts off when we go into the prisons with a panel of different hiring managers, and participants go through a real interview,” says Dan Vasbinder, Human Resources Manager at Pursuit.
“We place significant emphasis on the types of roles candidates have held in the past, particularly on skills that are transferable to our industry. For example, if someone worked as a line cook for 10 years prior to incarceration, that experience can be highly valuable. Manufacturing is heavily focused on processes and time management, so we take a closer look to identify how those skills align with our needs and find the right fit.”
As CPA works closely with Connecticut’s correctional institutions, Pursuit chose to partner with us as they share the same goal of helping to remove barriers for individuals to find good long-term work. Of the approximately 330-member labor force at Eastford, 10—12 employees are under the jurisdiction of DOC.
“We look at it as ‘a second chance at a second chance,’ and the biggest impact/reward is seeing individuals grow skills, gain responsibilities, and advance in their careers,” says Vasbinder.
With 16 locations across the U.S. and five in Connecticut, Pursuit Aerospace is known for its commitment to excellence in the aerospace industry, providing high-precision components for aircraft engines and other critical systems.
The company’s dedication to quality and innovation makes them a valuable partner in the work release program, as they offer not only employment but also the invaluable training and support needed for participants to succeed.
“From our perspective, this is a win-win for Pursuit Aerospace and CPA, the collaboration allows Pursuit to access an untapped talent pool,” says Vasbinder. “Previously, we had a gap of attracting skilled workers, wanting to enter the aerospace manufacturing sector, and the partnership with CPA has provided Pursuit those individuals. The individuals coming through CPA have shown that they are willing to work hard because they have something to prove to themselves and to their peers.”
What Vasbinder enjoys most is witnessing the bonds and relationships that develop between the employees and the participants in the program, like that of a big brother relationship.
“It may take a couple of weeks after a new participant starts working with us to feel comfortable, but over time they begin to adjust to being a civilian and an employee again, and their personalities shine through. You must remember, some of these men haven’t been in a car in 20 years, let alone working fulltime, so it’s a big change for them. And those are the personal things that I see from an HR standpoint, of seeing them adapt, and discover who they are, and what their value to society is.”
Understanding that value is a bit more personal for the men taking part.
Terrel, who works as a technician shaving and smoothing down metal for aviation parts reflects, “This job means financial gain, staying out of trouble, working hard, being a positive person, and positive for the community.”
Luis, a flow line technician adds, “For me, this job means a second chance. A second chance at life and a second chance to support my family, which this job has really, really helped a lot.”
L-R: Pursuit Aerospace employees Terrel, Matthew, Luis and Giovanni.
Giovanni says, “This job is a great opportunity from being in jail to go to work at Pursuit. It’s a new start of life, to get yourself back on your feet, back on track before you go back into society, so you can go home with something to start your life again.”
Matt, who works on an Electrical Discharge Machine, shares, “The financial security is the biggest thing. I have children, married over five years now, so having them comfortable financially is big. I hope to have a job after this whole experience and hit the ground running once this is over.”
Matt explains that the work that he and other employees assemble could be for various divisions, industries and companies under the Pursuit brand. “All of the pieces we work on are parts that go on other pieces, sometimes requiring 50 different operations to complete one part, that involve skills like welding, heat treat operation, laser, and more.”
While the men don’t necessarily work in the same department or alongside each other, it’s not uncommon for some of the 330 employees in the Eastford location to have their hands on the same part by the time items leave the site.
Studies show that work release programs like this one can effectively reduce recidivism by providing stable employment and necessary skills for people who are formerly incarcerated.
A 2022 report from the National Institute of Justice highlights that people in prison participating in work release programs have significantly lower recidivism rates compared to those who do not participate. This finding is supported by other studies, including a recent Brookings Institution report, which emphasizes that stable, full-time employment is crucial in reducing the likelihood of reoffending (Brookings) (National Institute of Justice).
A more recent evaluation conducted by the Illinois Criminal Justice Information Authority in 2023 also confirms these benefits. It found that individuals in work release programs not only have lower recidivism rates but also achieve higher post-release employment levels and earn more wages than their non-participating peers (ICJIA).
In terms of economic impact, these programs provide a high return on investment. For instance, the Brookings report noted an ROI of $11.19 for work release programs, highlighting both the cost-effectiveness and the social benefits of integrating people who were formerly incarcerated back into the workforce (Brookings).
CPA also offers work release participants significant personal development to boost their self-esteem and confidence, such as learning important life skills, including time management, communication, and teamwork, that will aid on their reintegration into society. Additionally, the program provides the basics of banking, finances, and budgeting.
One major program caveat is that every participant is required to pay rent and manage the income received from their work-release employment, so that upon completion of the program, participants are well prepared to transition home to their families or to independent living.
Pursuit also contributes to CPA getting transportation to the worksite on time and safely, to ensure their success. Their corporate support provides for CPA driver Andrew May to pick up and return the men daily for their shifts from their residence in Hartford.
May, a UCONN graduate and former U.S. Army officer who spent 13 years in the National Guard and worked at CPA in the mid-1990s, helped build the organization’s job development program 30 years ago and pushed for the creation of a commuter bus line in response to increased job growth in East Berlin to help CPA participants get to work at an industrial park. He later left to attend Officer Candidate School and a subsequent career in nonprofit helping people in crisis.
Years later, while listening to Connecticut Public Radio, he heard CPA’s Director of Operations Deb Rogala talk about reentry services and a partnership with Whitcraft Aerospace (later Pursuit) that needed a reliable driver to get the participants to work at the Eastford plant. One phone call later, May got the job and has since driven some 50 men to their second shifts Monday through Friday.
“Everyone is redeemable and what’s impressive to me is that 99% of the people who work at Pursuit know where the guys in my van are coming from, yet they treat them like any other coworker, and that’s a beautiful thing to witness,” says May. “I think this program is very successful together with the many steps of independency we offer, and the participants who choose to take advantage of this program have a good future ahead of them,” he added.
Vasbinder, the Pursuit HR manager, feels the same about the men in the program and their prospects. A former program manager for a human services provider, he recognizes firsthand the value of this partnership.
“The most profound impact of this program is seeing participants recognize that, even if they can’t always be present physically or emotionally, they are able to support their families financially. I’ve had the privilege of hearing them share heartfelt moments, such as, ‘I’m helping pay for my child’s daycare,’ or ‘I’m contributing to my mom’s bills.’ Through this program, they are able to give back to their loved ones even before fully reintegrating into their lives.”
Together, Community Partners in Action, CT Department of Correction and Pursuit Aerospace are making a powerful impact, demonstrating the transformative power of dedicated job training and employment opportunities for individuals striving to rebuild their lives. This partnership is a testament to the positive change that can occur when organizations come together to support reentry initiatives, offering hope and a second chance to those who need it most, while also fostering a more inclusive workforce, ultimately contributing to safer and more productive communities.