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: metrics.

 

Metrics

When thinking about metrics, you will want to determine the data points that will demonstrate whether or not your employee supports offerings are successful in achieving the goals you have established. There are many metrics that you can track along the employment continuum, so it is important to determine which metrics are most meaningful for your program operations. This should be developed as part of a wider impact measurement strategy for your social enterprise.

Be sure to include metrics that measure employee progress over time (e.g. % in job after one year), as well as key accomplishments related to supports offerings (e.g. driver’s licenses obtained, % enrolled in direct deposit).

Examples of metrics include:

• % complying with program requirement
• % working X hours per week
• % assessed as job/transition ready
• % program exit into employment
• % retaining employment for X months

For example, if your social enterprise has determined the following goals, you could then identify the following metrics for each:

 

Goal	Metrics
Demonstrate employability in social enterprise	% of social enterprise workforce that achieves part time status with benefits
Transition to external employment	% of employees secure driver’s licenses prior to concluding social enterprise employment
	% of transitioning employees gain unsubsidized employment within 2 months of exit
Succeed in the labor market	% of social enterprise hires are still in jobs one year later
	% of social enterprise hires have secured promotions one year later
Build towards a better future	% of social enterprise employees obtain industry credential

 

Be sure to match metrics to specific goals, using a proper tracking tool to capture the relevant information. If you do not currently capture the metric, decide how you will do so, thinking about the implications of staffing, time-frame etc. In order to successfully measure your success, you will need to foster a metrics-driven culture among all employees.

Mapping Metrics to Employee Continuum

 

 

¹ Positive exit = Worker separated because of secured unsubsidized employment

² Neutral exit = Worker completed/graduated from designated SE employment period but, at time of doing so, had not yet secured equivalent external employment

³ Negative exit = Worker resigned or was terminated

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 budget >		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.