| We create meaningful and appropriate work opportunities (to match needs) | job positions created (total, and full-time equivalent positions) |
| total hours of employment | |
| list of barriers to employment identified by employees | |
| profile of individuals (gender, age, residence, income) | |
| # persons employed (or self-employed) | |
| # hours of work provided (total and avg/person) | |
| profile of work opportunities (skilled vs unskilled) | |
| We balance the mix of target and non-target employees to support both our mission and business | % employees from target population |
| ratio of hours worked by employees from target population/ to total hours worked by all employees | |
| We accommodate and support the needs of employees | % employees on long-term sick leave |
| % individuals that are connected to other supports (both internally/externally) | |
| # Interactions by Support Area or # Community Referrals | |
| % individuals that have completed training this year, by type of training | |
| $ support costs per individual per year | |
| # (avg) scheduling changes per employee | |
| List of supports provided directly to employees | |
| % employees transitioned to work/school | |
| % individuals with wellness plans | |
| examples of individualized supports and training (can use a figure to illustrate) | |
| We increase the financial independence of individuals | $ pay/wage/income pre- vs post training |
| $ average hourly wage and benefit coverage (can also compare this to the industry standard) | |
| $ Income generated (total, avg per person) | |
| Average wage | |
| Individuals become engaged and stay connected to the social enterprise | Average length of time involved with the social enterprise OR Training completion and placement rate |
| # long-term client employees (>2years) | |
| # employees who left, by reason for leaving | |
| # employees by duration of tenure | |
| Retention rate | |
| Individuals who stabilize their lives and develop important skills, abilities and competencies | Quotes from individuals that highlight achievements |
| # (and/or %) of employees who assume more responsibility and/or hours | |
| List of skills and capacities gained | |
| % increase in listed skills and capacities | |
| ‘open’ narratives that speak to increased stability, independence, quality of life | |
| # Individuals who left to pursue a new opportunity that builds on their experience | |
| examples of life changes and 'livelihood assets' developed. One method to draw on could be the Sustainable Livelihood Asset framework or the Most Significant Change framework. | |
| Individuals have an improved quality of life. | Quality of Life Scale (Examples of scales: Multi-purpose: Short Warwick- Edinburgh Mental Well-being Scale; Health focused: SF-36 / SF-12, and WHOQOL-BREF; Social Services: GENCAT Scale) |
share of people who report that they are "satisfied or very satisfied" with their lives |
You may also be interested in some of the following tools, resources and blogs on the DV website that relate to supportive employment:
Employment Support Tracking Tool
Maintaining Privacy and Confidentiality
Showing the Value of Supportive Employment
Supportive Employment Positions Tracking Tool
Sustainable Livelihoods Assessment
Shared Impact Map and Societal Cost Calculator