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Committee hears '2nd Chance' workforce briefing; staff to pursue interlocal coordination with Bexar County
Summary
City staff presented a proposed 2nd Chance workforce initiative that would coordinate with Bexar County on employer incentives, apprenticeships and wraparound supports for justice‑involved residents. Staff noted statutory limits, outlined next steps (employer survey, strategic plan update for fall 2026) and county and employer partners described placement outcomes and expansion plans.
City staff briefed the Economic and Workforce Development Committee on May 4 about a proposed "2nd Chance" workforce initiative intended to improve employment outcomes for justice‑involved residents.
Staff described the initiative's possible elements: an interlocal agreement with Bexar County, coordination with the Bexar County Reentry Center, employer incentives tied to city contracting, expanded apprenticeship and pre‑apprenticeship pathways, wraparound case management and outreach to employers about available federal supports such as bonding and tax credits. The presentation noted statutory constraints under Texas law and cautioned that careful policy design and oversight would be needed to manage legal and procurement risk.
Staff reported program metrics for participants who self‑identify as justice‑involved: roughly 787 participants had completed Ready to Work training and about 459 had found approved jobs, with an average starting salary cited at about $44,000. Staff said over 300 employers had hired self‑identified justice‑involved participants through Ready to Work and that 145 participants had used wraparound services that included expungement assistance.
Bexar County representatives and employer partners described local results and expansion plans: Deborah Carter (Bexar County economic development) cited an 86% placement rate within 60 days for a manufacturing training program and said new training locations would open in July; Aida Negron of the Bexar County Reentry Center urged continued employer engagement and described the social importance of second‑chance hiring. Leslie Cantu of Toyotetsu discussed the company's experience as a fair‑chance employer and said peer employer outreach helps recruit decision‑makers at hiring firms.
Legal staff cautioned that city procurement and incentive language must be carefully structured to avoid running afoul of Texas preemption and to limit additional bond/insurance or compliance burdens that could reduce vendor responses. Staff said next steps include developing and vetting an employer survey, coordinating with Bexar County and finalizing updates to the economic development strategic plan in fall 2026; government affairs will also pursue state and federal legislative priorities related to second‑chance hiring.
The item was presented for committee review; no formal action was taken at this meeting. Staff will return with follow‑up materials and the requested data.
