Crime, Legal Related

Getting Out and Staying Out Inc

NEW YORK, NY

Mission

Getting Out and Staying Out (GOSO) empowers young men to avoid involvement in the criminal justice system by reshaping their futures through educational achievement, meaningful employment, and financial independence. GOSO focuses on the individuals’ capacities and strengths, as well as developmental needs and emotional well-being. Our aim is to promote personal, professional, and intellectual growth through goal-oriented programming and comprehensive social support services.

Ruling Year

2004

Co-Founder, President and CEO

Mr. Mark Goldsmith

Main Address

75 E 116TH ST

NEW YORK, NY 10029 USA

Keywords

Education, Employment, Adolescent, Justice-Involved

EIN

06-1711370

 Number

3266732078

Cause Area (NTEE Code)

Services to Prisoners/Families (I43)

Employment Procurement Assistance and Job Training (J20)

Secondary/High School (B25)

IRS Filing Requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Programs + Results

What we aim to solve

Justice-involved youth have the highest rate of recidivism, with 67% of the population being re-arrested. These individuals often cycle in and out of the justice system throughout their twenties and early thirties—a pivotal time in life when most Americans launch and advance in their careers. Employment for justice-involved individuals is often perceived as the most influential factor in successfully reentering the community and their likelihood in resisting recidivism. A study conducted in New York City found that a criminal record reduced the likelihood of a callback or job offer by nearly 50%. A jobseeker’s race compounds this effect—the same study demonstrated that White applicants with criminal records are called back twice as often as Black applicants. Given the lack of employment, exacerbated by a combined 16% high school dropout rate among Black and Latinx students, and limited access to mental healthcare, justice-involved youth are at an extreme disadvantage.

Our programs

What are the organization's current programs, how do they measure success, and who do the programs serve?

SOURCE: Self-reported by organization

GOSO's Community Program

GOSO on Rikers Island

GOSO Upstate

Where we work

Charting Impact

Five powerful questions that require reflection about what really matters - results.

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have they accomplished so far and what's next?

GOSO aims to empower young men to avoid involvement in the criminal justice system and to reshape their futures through educational achievement, meaningful employment, and financial independence. GOSO focuses on each participant’s developmental strengths and capacities as well as his practical needs. We promote personal, occupational, and intellectual growth through structured, goal-oriented programming, and social support services focusing on the three E’s—education, employment, and emotional well-being.

According to a report by The Council of State Governments Justice Center (Integrated Reentry and Employment Strategies: Reducing Recidivism and Promoting Job Readiness), in order to reduce criminal behaviors and recidivism, employment service providers must address individuals’ antisocial attitudes and beliefs associated with crime, many of which also impact an individual’s ability to succeed in the workplace. GOSO’s holistic, client-centered approach emphasizes meeting these most pressing needs of our clients, which we call the “three E’s”: education, employment, and emotional well-being. GOSO’s strategies include: • High School Equivalency Classes: Collaborating with the New York City Department of Education (DoE), GOSO has established a high school equivalency (HSE) program that is operated out of our Education Center in East Harlem. Classes are taught by DoE educators, and class sizes are kept small to ensure students receive individual attention. • Job Readiness Curriculum: Ensuring participants’ successful completion of a rigorous two-week curriculum focused on career exploration, resume writing, interview techniques, and appropriate workplace conduct. • GOSOWorks: Placing and supporting participants in a three-month paid internship leading to permanent employment. Approximately 70% of internships lead to full-time employment. • Onsite Vocational Trainings: Offering onsite vocational trainings, including: General Industry OSHA Training, 30-Hour OSHA Construction Training, 4-Hour Supported Scaffolding Training, and 16-Hour Security and Fireguard Training. • Group Psychotherapy and Soft Skills-Building Sessions: Facilitating daily therapy sessions where participants openly discuss family and parenting issues, harm reduction, career issues, and other concerns in order to increase their capacity for positive self-expression, anger management, delayed gratification, and empathy.

By hiring licensed social workers to develop and facilitate its holistic programming, GOSO expertly utilizes evidenced-based approaches, such as Cognitive Behavioral Therapy (CBT), Dialectical Behavioral Therapy (DBT), Internal Family Systems, and Psychodynamic Psychotherapy, which assist individuals in acquiring the knowledge, attitudes, and skills necessary to understanding and managing emotions; feeling and showing empathy for others; establishing and maintaining positive relationships; and setting and achieving practical and prosocial goals. GOSO Case Workers, referred to as Career Managers, are trained to understand and respond to the fact that many justice-involved youth have experienced a significant amount of trauma during childhood and incarceration. GOSO clients often struggle with Post-Traumatic Stress Disorder as well as other mental health issues as they attempt to improve their education and job readiness skills. Even for individuals without serious mental health diagnoses, many participants in our target population face significant emotional stressors in their daily life that they need help navigating, including economic and social barriers such as financial instability due to lack of meaningful employment, racial discrimination, and stigma surrounding their involvement with the justice system. GOSO's Career Managers have developed a continuum of programs, based on evidence-based practices, which address these issues and help our participants achieve the emotional stability needed to pursue their educational and career goals.

In 2019 GOSO invested in a highly sophisticated, customizable Salesforce database, meticulously designed to track data from all areas of GOSO programming and keep it in one, readily-accessible place. Career Managers can quickly and easily enter information, and our Coordinator of Measurements and Outcomes is constantly analyzing our data to catch any negative trends in outcomes early so we can create a plan to address any issues that arise. Career Managers track demographic data, biopsychosocial assessments, results from participants’ mental health screenings, and case notes specific to each individual participant. In addition, recidivism rates among our participants (which remain at a very low 15%), employment/job retention, and educational achievements, such as earning an HSE diploma, are tracked as well.

In the 15 years since its founding, GOSO has served over 10,000 young men who have touchpoints with the criminal justice system, helping them to complete their education, obtain meaningful employment, and achieve emotional well-being. In each year since our founding, the recidivism rate for our active participants has been at or below 15%; our current recidivism rate for active participants is 3%. GOSO launched Stand Against Violence East Harlem (SAVE) in 2015 at the request of the Mayor’s Office of Criminal Justice (MOCJ). While SAVE works closely with GOSO in many ways, it has a separate staff and a tight focus on a distinct mission: SAVE is committed to preventing gun violence and building a culture of non-violence to bring peace and economic development to East Harlem. AVE was originally contracted by MOCJ to focus its violence prevention efforts in and around the Thomas Jefferson and James W. Johnson NYCHA Housing Developments. Due to their credibility within Jefferson and Johnson and their familiarity with the stakeholders at Wagner, SAVE was awarded an amendment to our current MOCJ contract to expand services to the Wagner houses. This increased support represents a decisive vote of confidence, and allows us to allocate skilled administrative staff and a clinical background to SAVE as we further professionalize the program. GOSO has also hired staff whose focus is to help expand key programs, including a Housing and Benefits Coordinator to help centralize our efforts to connect participants to housing resources and benefits like SNAP and Medicaid. In doing so, we eliminate the weeks-long wait participants’ face by accessing outside care and we significantly decrease the unease with navigating an unfamiliar system.

External Reviews

Financials

Getting Out and Staying Out Inc

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Operations

The people, governance practices, and partners that make the organization tick.

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Board Leadership Practices

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices.

SOURCE: Self-reported by organization

BOARD ORIENTATION & EDUCATION

Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations?

Not Applicable

CEO OVERSIGHT

Has the board conducted a formal, written assessment of the chief executive within the past year?

Not Applicable

ETHICS & TRANSPARENCY

Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?

Not Applicable

BOARD COMPOSITION

Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?

Not Applicable

BOARD PERFORMANCE

Has the board conducted a formal, written self-assessment of its performance within the past three years?

Not Applicable