An Employee Success Program refers to the structured set of activities and services that employment social enterprises provide to their participant workers in order to remove barriers to employment, provide meaningful skills-building and work experience, and to ensure that workers are set up for long-term success in the labor force and lasting economic mobility.
The set of resources within the Employee Success Program section will help orient you to a) what Employee Success Programs are,broken down by its key elements, with examples of the types of structures and activities REDF typically encounters amongst its ESE community, b) how ESEs develop a theory of change and logic modelsto represent the flow of activities provided and the participant worker outcomes sought, and c) a range of tactical tools, templates, and best practices related to all aspects of ensuring long-term participant worker success.
All Employee Success Resources
The evaluation, , is structured to address the general research question, How do social enterprises serve individuals with multiple barriers to employment?
Overall, job training supplements work experience to equip participant workers with the skills needed for long-term success in mainstream employment and life.
This resource details best practices for creating a supplemental document to your employee handbook that highlights the most relevant information for participant workers.
REDF encourages ESEs to pay participants for their time spent during the job (OTJ) training. Here are things to take into consideration.
A report documenting how 15 ESEs best support participant workers after they have graduated from the ESE program.
The Supervisor Onboarding & Training presentation is an example of a cohesive package of training material for onboarding new supervisors at an employment social enterprise.
Social enterprises can integrate financial wellness programming, both as a business and as a workforce program, to further increase the financial capabilities of the people they employ
Having orientation and onboarding enables employment social enterprises to establish common ground and provide transparency around culture, policies, and expectations (both program- and business-related
Participant worker feedback refers to the formal process of gathering and responding to feedback from social enterprise participant workers, with an emphasis on equity, ease of use for decision-making, review by leadership, and continuous improvement.
A theory of change and logic model are two tools that often accompany each other and are used to design, implement, and evaluate a program—in this case, your employment social enterprise’s employee success program.