Upload
samuel-carter
View
216
Download
1
Tags:
Embed Size (px)
Citation preview
Have you experienced this in the past 6 months?
Late or absent due to non-work related issues? Requesting a 401K loan or an advance in pay? Come to you with a personal non-work related
problem? Having discipline issues at work due to distractions
at home? Had an employee quit due to
…a wage increase or loss of public benefits? …difficulty finding daycare?…lack of reliable transportation?
Sound Familiar?
2
ERN is an employer-based model:Consortium of 5 to 10 small to mid-sized businessesWorkforce consists of entry-level, low-skilled or low-wageEmployees generally at under-resourced level, receive public assistanceLow-cost, shared Success Coach
Employer Resource Network (ERN)
3
ERN Company Size
Small / Mid-size:50-250 EE
High Skill / Wage:$12.50-$20.00 hr
Training Primary
Mid-size / Large:250-500 EE
High Skill / Wage:$12.50-$20.00 hr
Training Primary
Small / Mid-size:50-250 EE
Low Skill / Wage:$7.50-$12.50 hr
Retention Primary
Mid-size / Large:250-500 EE
Low Skill / Wage:$7.50-$12.50 hr
Retention Primary
Em
plo
yee W
ag
e /
Ski
ll
4
Defining Under-Resourced Employees
“the extent to which an individual or family does without resources”
5
spiritualintegrity & trust
financial
physical
support systems
relationships & role modelsemotional coping
strategiesformal
register
social expectations (hidden rules)
mentalmotivation & persistence
50% of Work First participants return to cash assistance within one year*
60% of longer-term cash assistance recipients sent to Work First return to cash assistance within one year
25% of working families are unable to make ends meet
6.7% unemployment rate in Schenectady, NY (2/28/14)**
Lack of Resources Impacts Turnover
* Michigan’s Challenge: Helping Low Income Families Attain Self-Sufficiency** Bureau of Labor Statistics (February 2014)
6
pre-
employmentpre under-
resourcedUR living wageLW
ERNERN
EM
PLO
YER
S
Employer Resource NetworkOverview
Success Coach
7
Confidential resource
Provides on-site, face-to-face assistance
Conduit to Social Services, community programs, local agencies
Effective solutions for employees related to:Financial / Debt Childcare Transportation HousingWorkplace Conflict Family ChallengesAttendance Substance Abuse
Success Coach – Benefits to Employees
More benefits listed on Slide 158
Benefit Comparisons
Success Coach EAP HR / ManagerOn-site, meets with employee prior to shift, makes contact with community resource support while employee is working
N/A (possible off-site referral)
On-site, unable to access assistance for employee; only option might be advance pay (internal “fix”)
EX: Employee is faced with loss of transportation; employment threatened.
EX: Employee receives a raise; must report to DSS to review benefit changes
Success Coach EAP HR / ManagerOn-site, meets with employee during lunch break; makes contact with DSS while employee goes back to work
N/A Allow employee to visit DSS before tomorrow’s shift; employee never shows up for work (discipline/termination?) 9
Low-cost, shared resource
Improve employee retention
Reduce recruiting and training costs
Increase employee productivity / reduce absenteeism
Reduces demands on HR who have limited connections
Conduit to Social Services, community programs and local agencies
Becomes Manager’s “best friend”
Success CoachReturn on Investment (ROI) for Businesses &
Employers
10
Proposal:
Success Coach $40,000/year – 5 to 10 employers sharing the cost
$8,000 for 1 share/day each week
$4,000 for ½ share/ day each week
Consider this:
$3,500 = cost of turnover for an hourly employee
$5,000 = cost of turnover for a salaried employee
$350 = average cost of Success Coach intervention
$12,000 = average cost of employee returning to cash assistance
ERN / Success Coach
See examples outlined Slides 15-17 11
Brief History:Ellis Medicine & City Mission of Schenectady initiated research & planning May 2013
ERN presentation to 20+ businesses December 2013
(5) Businesses signed on 1/1/14; hired Success Coach Ellis Medicine, Schenectady ARC, Union College, Best Cleaners, City Mission
Launched SAERN on 2/1/14 $10,600 for 1 share/day each week Support/coordination from Schenectady Works (www.SchenectadyWorks.com) S.A.V.E. – Success Assistance for Valued Employees
Consider this:
Schenectady Area Employer Resource Network
12
ERNmember
companies
ERNmember
companies
EM
PLO
YEES
Schenectady Area Employer Resource Networklaunched 2/1/14
Success CoachS.A.V.E.
@ City Mission of Schenectady
ERN support & coordinationAdditional funding & support (grants, foundations)
Results to Date:(46) distinct employees supported(61) community programs/services accessed
“bridge loans” developed in partnership with (2) local credit unions
overall improved culture/morale for employees
increased EAP usage via Success Coach referrals
“ERN model” – National Network of Support & Best Practices
Schenectady Area Employer Resource Network
14
An ERN help find solutions…
Employee•Stress•Childcare•Financial pressures•DSS benefits•Relationship conflicts•Aging parents•Substance abuse•Transportation•Housing/Foreclosure
Employer•Increased productivity •Reduced absenteeism •HR/manager productivity increases•Outsourced social work•Increased EAP usage•Employer of Choice•Increased retention •Reduced training cost•Reduced recruiting cost
15
Lakeshore ERN (Michigan)
Employer Members: C-T-C, Global Technologies, Harbor Hospice, Holland Hospital, Life Circles, Light Corporation & Trendway
Partners: AAC Credit Union, Ottawa County DHS, Ottawa County MWA, West Michigan TEAM
Success Coach: Chris Way (Ottawa County DHS) Formed and launched a 1 year pilot in July 2008 with 5 members 258 referrals for 2011/2012 serving 141 distinct employees Organized under West Michigan TEAM’s 501(C)3 as fiscal agent
16
Lakeshore ERN Program Impact
Top Issues addressed: Auto / Transportation, Counseling, Financial Literacy, Financial Assistance, Food Assistance, Health, Utilities
53% receive public assistance, 47% are beyond the cliff Retention: 2009/10: 99%, 2010/11: 97% & 2011/12: 98% Resources Leveraged: $18,714 in 2009/2010, $20,900 in
2010/2011 & $34,925 in 2011/2012 Average ROI in 2010/2011 was approximately 294% and
465% in 2011/2012 (using $3,500 as avg. cost of turnover) Employers’ have offset ERN investment with reductions in
recruiting budgets, EAP, or other cost savings
17