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 |
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Read more about budget > |
Read more about participation model > |
Delivery Method |
Staffing |
Reporting |
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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.