Program Management

Employee Supports Program Structure: Budget

Overview

As part of your employee supports program design process, you will want to think about the specific structural components that support and comprise the delivery of your employee supports program. These components should align with and support the key goals and strategies for your employee supports program. In this learning guide, we cover one of the six components: budget.

Employee Supports Budget

In crafting your employee supports program and budget, it is important to consider the full range of potential costs. Note: This chart highlights a few key examples; it does not represent a comprehensive summary of options or implications.

 

Staffing Costs

  • Direct service
  • Planning and development
  • Tracking
  • Supervision
  • Plan for scaling up staffing as employee and alumni numbers grow
  • Experience and skills desired of staff members may vary by stage of SE development and have implications on pay scale
  • Startup SE may need someone more comfortable in an entrepreneurial environment and may need to pay more for that position
  • What staffing, if any, can be leveraged from elsewhere within the organization (e.g., client services, HR) or partners

 

Per person costs

  • Barrier removal
  • Scholarships
  • Incentives
  • Materials and supplies
  • Costs of the resources that SE is contributing toward on behalf of employees/alumni
  • Percent of employees/alumni anticipated to take advantage of resource
  • If offering incentives, value of incentive necessary to encourage desired behavior
  • Does every employee need their own materials/ supplies? Can materials/supplies be recycled, and if yes, for how long?
  • Potential additional staffing costs associated with managing the disbursement of funds

 

Equipment and infrastructure

  • Computer lab
  • Work stations at SE
  • Databases used for tracking employee information, support provision & outcomes
  • Accessibility of other existing resources
  • How and how often equipment is likely to be used
  • For what duration employees/alumni will be able to use equipment
  • Potential need for equipment costs to scale as numbers of alumni increase
  • Associated maintenance costs

 

Subcontracts

  • Placement commissions
  • Training services
  • Does the nature of the work lend itself to a fixed flat price?
  • Are there ways to incentivize quality?
  • Are there economies of scales that can be reflected in the contract.
  • Be sure to include within the budget a corresponding cost for staff to manage the contract and relationship.

 

Budget Components Categories Key Considerations
Staffing costs
  • Direct service
  • Planning and development
  • Tracking
  • Supervision
  • Plan for scaling up staffing as employee and alumni numbers grow
  • Experience and skills desired of staff members may vary by stage of SE development and have implications on pay scale
  • Startup SE may need someone more comfortable in an entrepreneurial environment and may need to pay more for that position
  • What staffing, if any, can be leveraged from elsewhere within the organization (e.g., client services, HR) or partners
Per person costs
  • Barrier removal
  • Scholarships
  • Incentives
  • Materials and supplies
  • Costs of the resources that SE is contributing toward on behalf of employees/alumni
  • Percent of employees/alumni anticipated to take advantage of resource
  • If offering incentives, value of incentive necessary to encourage desired behavior
  • Does every employee need their own materials/ supplies? Can materials/supplies be recycled, and if yes, for how long?
  • Potential additional staffing costs associated with managing the disbursement of funds
Equipment and infrastructure
  • Computer lab
  • Work stations at SE
  • Databases used for tracking employee information, support provision & outcomes
  • Accessibility of other existing resources
  • How and how often equipment is likely to be used
  • For what duration employees/alumni will be able to use equipment
  • Potential need for equipment costs to scale as numbers of alumni increase
  • Associated maintenance costs
Subcontracts
  • Placement commissions
  • Training services
  • Does the nature of the work lend itself to a fixed flat price?
  • Are there ways to incentivize quality?
  • Are there economies of scales that can be reflected in the contract.
  • Be sure to include within the budget a corresponding cost for staff to manage the contract and relationship.

 

Other Structural Components To Consider

You will want to think about the specific structural components that support and comprise the delivery of your employee supports program. These components should align with and support the key goals and strategies for your employee supports program. REDF has identified six core areas to consider:

 

Metrics to Track

Budget

Participation Model

  • Desired goals and outcomes
  • Data on SE employees hired/exited
  • Staffing
  • Employee supports
  • Equipment
  • Subcontracts
  • Compensated
  • Incentivized
  • Voluntary
  • Hybrid
  • Integrated

Read more about metrics >

Read more about participation model >

 

Delivery Method

Staffing

Reporting

  • One-on-one
  • Group
  • Hybrid
  • Other
  • Functions
  • Roles
  • Structure
  • Coordination
  • Access
  • Employee privacy

Read more about delivery method >

Read more about staffing >

Read more about reporting >

 

You will find links to resources for each of these considerations, walking you through the pros and cons and key considerations for each.

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2019-04-26 08:53:40

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