It has become increasingly important that we be able to understand not simply that a program is a “good cause,” but rather that its social returns argue for increasing our investments in their work.
Content Type: Deep Dive
Welcome to All Things SNAP Employment & Training 2025 Cohort Four Resource & Landing Page Congrats on joining the 2025 SNAP E&T Cohort! We’re excited about this group of employment social enterprises and non-profits that will participate in customized training, access technical assistance and more to become a SNAP E&T partner and/or enhancing current SNAP […]
This deep dive will cover some of the key components to implementing an effective job readiness assessment process, as well as share a tool that can help you do so.
The participant worker’s “job readiness” can be thought of as the combination of three areas for professional and personal development: soft skills, hard skills, and personal readiness.
Founder Joe DeLoss shares with REDF his approach to employee recruitment and retention, and shares some best practices and lessons learned along the way.
Retention bonuses and earnings supplements support the employee supports strategy of incentivizing success by rewarding employees for the long term retention of employment outside of the social enterprise.
Service providers and program managers want to see their participants thrive on their employment pathway and record positive impact metrics on the effectiveness of their program. Social Enterprises can approach this phase in two primary ways: tracking and continued services.
This deep dive summarizes some key research and strategies on employee retention originally shared by Richard Hendra from MDRC.
In this deep dive, we cover one of the key components of an employee success program, retention policies.
This resource, will cover some common root causes and how to identify them within your social enterprise.