Capacitate Young People by Giving Them the Training and Preparation Needed for Job Opportunities

Capacitate Young People by Giving Them the Training and Preparation Needed for Job Opportunities

It is of great importance that an executive director can effectively create the necessary conditions to work for the accomplishement of the purpose and the mission of the agency .The target group of this program are the young people that are experiencing difficulties and for different reasons are unable to continue with their education in the local public schools. Lack of funds is affecting the capacity of the local school district to maintain an adequate amount of staff. As a solution for this situation the purpose of our program is to help young people acquire a good capacity and the appropriate skills to increase their opportunities for employment in the community. Part of the training of this agency will also include orientations to keep the young people learning new skills and at the same time keep them away from falling in drug use or other negative behaviors. In a human service agency it is very important a concise chain of command for an effective flow of communication; effective communication can avoid problems and situations that could adversely affect the agency’s vision. The normal organizational structure of an agency consists of a board of directors, a chief executive director(CEO), managers, supervisors, and workers(educators). Because the economy affects agency’s budget finding an organizational structure that can allow flexibility would be necessary. Departamentalization by program would be the best option for the agency. This would allow the availability of specialized knowledge and skill of the particular situation the local community is facing.

It is extremely important the use of an integrated information system in a human service organization. It is important for expansion or reduction of services, for hiring, for finding new revenue sources, and for any element that may have some kind of impact for the organization.

There are four external consideration; economic, sociological, political, and technological. On the economic consideration it is helpful to know the kind of information is necessary from contributors, referral sources, funding sources, consumers, and competitors. It is also necessary to anticipate the kind of information received from these sources. On the sociological factor knowing the community or demographics, problems, and needs is also another consideration to make for an effective information system. On the political part information from accrediting organizations, regulatory bodies, and board of directors is necessary. On the technological aspect the monitoring and incorporation of the most updated equipment is crucial.

The six internal considerations for developing an integrated system are; organizational purpose, organizational planning, organizational operation, human resources, technological resources, and financial resources. Organizational purpose consideration would be to see the adequate progress of the organization towards its mission. Organizational planning consists in considering strategy, long-range plans, and program plans and determining if these have been achieved. Organizational operations considers the evaluation of performance and the expectations of the organization. Human resources should answer questions such as what type of reports will need data about the qualifications of staff, licensing, certification, development and training. Technological resources considers the computer hardware, software, communication equipment, and new developments. Financial resources consideration is the part that tracks revenues and expenditures to keep the management department informed about cash flow or any indication of financial problems.

Because of the increased drop out of students from the high school our agency has opened a program as an alternative so that the affected young people can obtain vocational training and basic skills as useful tools for employment opportunities. This program will greatly benefit the local community. In order to function the agency has received the necessary funding to hire qualified individuals for specific positions. As a requirement the new employees will have to meet the agency’s standards and qualifications. One of the main characteristics of the new personnel would be diversity; a personnel that may represent the ethnicities, races, and cultures of the local community so in this way people can be served more adequately. The primary requirement for the new positions will be to have the capacity and the required skills. Some of the requirements for the new positions would be; vocational or profesional degree, years of experience on education, background check because minors may be attending the program, the people who apply for the positions will be selected based on their capacities no matter their sex, religion, or race.

The director will do the selection of the new employees solely based on their abilities and skills. Once the hiring occurs a profile of each new employee will be created the human resources manager; this profile will include the individual’s age, years of experience, level of education, goals in life, and achievements in other agencies. Regular meetings will take place to evaluate outcomes and provide effective feedback for a more effective program development.

A well prepared and effective reward system will be integrated to the agency with the purpose of improving overall service. This reward system will help employees to carry out happily their daily assigments and will also help them reach their desired goals. The preparation of this reward system will occur taking into account various psychological theories to help people keep motivated. Employee efficiency will be rewarded with recognition or with monetary compensation. Intrinsic and extrinsic factors will also be integrated to effectively keep employees motivated; paid overtime, accrued vacation, and health insurance can be considered extrinsic factors that influence job performance. Intrinsic motivation can be obtained just by giving employees the autonomy and the opportunity to accomplish their goals. Respect for the individual as a person, good pay, chance to turn out quality work, chance for promotion, opportunity to do interesting work, feeling that the job is important, being told directly by the boss or supervisor when the individual is doing a good job, opportunity for self-development and improvement, and large amount of freedom on the job will be some of the motivators in perspective in the reward system. Another aspect that can also keep the quality of employees is a competitive reward system, in other words rewards that may be better than at other agencies nearby; this will help to keep employees highly motivated and wanting to work for the agency for a longer period of time. The main purpose of the reward system will be to keep the employee motivated enough to work at higher levels. Even though the economy is bad a human service organization cannot offer lower salaries and fewer benefits than other organizations of the same type because this could result in the loss of employees. Rewards should be fairly distributed and employees should be able to see an equitable distribution of rewards. A good amount of principles and ideas have to be taken into account to create a functional and efficient motivation and rewards system. Different ways to reward employees are necessary because what may work and motivate an employee may not work for another. Knowledge of the various psychological theories provide insight and excellent ideas that should be an essential part of the motivation and reward system of a successful human service organization.

Agency Budget

1. A line-item budget table
Expenses
Personnel
Executive director $100,000
Training supervisor $80,000
Trainers $500,000
Administrative coordinator $45,000
Administrative staff $75,000
Total salaries and wages $800,000
Employee-related benefit expenses @ 25% $200,000

Operating expenses
Rent $125,000
Overhead costs $100,000
Utilities $100,000
Office supplies $25,000
Equipment/lease $50,000
Transportation and travel $100,000
Outside consultants $100,000
Total operating expenses $600,000

Total agency budget $1,600,000

1 2 3 4
Basic skill program training
program Indirect
cost and overhead Totalfunctional
budget

Expenses
Personnel
Executive director $100,000
Training supervisor $80,000
Trainers $300,000 $200,000
Administrative coordinator $27,000 $18,000
Administrative staff $45,000 $30,000
Total salaries and wages $372,000 $248,000 $180,000
Employee-related benefit expenses @ 25% $93,000 $62,000 $45,000
Total personnel costs $465,000 $310,000 $225,000

Operating Expenses
Rent $75,000 $50,000
Overhead costs $60,000 $40,000
Utilities $60,000 $40,000
Office supplies $15,000 $10,000
Equipment/lease $30,000 $20,000
Transportation and travel $60,000 $40,000
Outside consultants $60,000 $40,000
Total operating expenses $360,000 $240,000
Total agency budget $825,000 $550,000 $225,000 $1,600,000

Number of eligible students 1,000 1,000 1,000

Total budget need per eligible student $825 $550 $225 $1,600
Number of eligible students 1,000 1,000 1,000

Total budget need per eligible student $825 $550 $225 $1,600
Number of eligible students 1,000 1,000 1,000

Total budget need per eligible student $825 $550 $225 $1,600
Number of eligible students 1,000 1,000 1,000

Total budget need per eligible student $825 $550 $225 $1,600
Number of eligible students 1,000 1,000 1,000

Total budget need per eligible student $825 $550 $225 $1,600

Number of eligible students 1,000 1,000 1,000

Total budget need per eligible student $825 $550 $225 $1,600