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City launches ‘Asheville Reset Project’ to hire returning citizens; pilot shows preliminary placements
Summary
City staff described the Asheville Reset Project, a second‑chance hiring program for people returning from incarceration. Program partners include Operation Gateway, Buncombe County Drug Court and the N.C. Department of Public Safety; staff reported placement metrics and ongoing support systems.
City staff on May 27 described a new hiring initiative, the Asheville Reset Project, that aims to help people returning from incarceration find city employment and reduce recidivism.
City Manager Deborah Campbell introduced the program and turned the presentation over to Ronnie Copeland of the human relations, anti‑discrimination and compliance department, who described the project's goals and early results.
Ronnie Copeland said the program provides orientation, training and regular check‑ins for participants and support for hiring managers. Partners include the nonprofit Operation Gateway, the Buncombe County Drug Court and the North Carolina Department of Public Safety. Copeland said applicants enter the program through referrals (Operation Gateway and county systems) or by applying directly; the program maintains a referral pipeline and offers a three‑month placement option paid by Operation Gateway so city managers can evaluate work performance.
Copeland presented early metrics: about 48% of people who come through the program apply to the city independently, 18.3% are county referrals, and roughly 33% are referred by Operation Gateway. She said about 58.6% of people who participated were not hired by the city but noted some later gained employment elsewhere; two participants were defined as unsuccessful for employment reasons. She said 10% of program hires had remained with the city longer than a year and that applicants who start in the program typically stay for one year with mentoring and supervisor support.
Campbell thanked Copeland for developing the program and highlighted the city’s role as an employer offering second‑chance work opportunities.
Council members asked questions about program details and outcomes. Copeland said participants are held to the same standards as other city employees and that the program provides supervisors with training and regular check‑ins to support retention. The presentation concluded with staff offering to provide follow‑up reports on placements and program evaluation.
