The effective and efficient running of a program is not only based on having skilled human resources. Financial resources are critical towards effective change effort plans; however, one should be very familiar with private and public funding sources and have an awareness of the various application processes and requirements from the sources. Exploring all the funding options within a community or country is essential before selecting the best course of action
When one requires funding for any program or project effort, the best source is the government. Despite the many uncertainties about the future form the government funding, the state or government funding is still the best financing option. The change efforts plans will require $400,000 to deliver the necessary services fully . Out this total budget, the state/county government will offer the program $300,000. This will be a grant to the program by the government. The main advantage of seeking grants from the government is that they offer one with more creativity and freedom (Hemels & Goto, 2017). The purchase of service contracts will not be used as a funding option for change efforts. The children, youth, and families at-risk sustainable communities’ project offers organizations aim linked to their course grants. Therefore, this will see the change efforts having access to $65,000 from the project. Moreover, the CYF will offer undesignated donated funds to the program amounting to $25, 0000 while VYH will offer individual donations totaling to $10,000.
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Human resources are a vital element towards the successful implementation of the change efforts. Through the services provided, the project will be able to meet its set goals and objectives. The employee salaries will consume most of the budgeted amount totaling to $235,000. The program will have one supervisor who is set to earn $60,000 and five workers each set to make $35,000. The supervisor will take over the managerial roles of the program thus allowing him/her to earn a higher salary. To improve employee performance, they will be able to access various benefits (Nemeckova, 2017). Thiess include non-salary compensations that the program will offer employees, which include health insurance, dental insurance, and 401K. Employee benefits also play a vital role in increasing employee motivation. The federal government requires that all employers pay taxes from their employees’ wages. The payroll taxes will be paid at 0.0765 per each employee’s salary. The total payroll tax will be $ 20, 0000. The program will also incur insurance expenses for it is more economical in the long term than one having to save and pay for any damages or loss to assets. This will allow the program to avoid incurring any extra expense in the event of an incident that can negatively affect the financial position.
The program will have to rent-out premises that it will use as offices. The offices will be used to manage the day-to-day operations and will be rented out for $2,000 per month amounting to $24,000 annually. Equipment is also essential , and this will be purchased during the initial set up of the program. The various equipment will include computers, printers, copiers and fax machines and the costs will amount to $20,000. The program will require multiple services provided by other organizations such as trash services, water, internet, sewer and electricity whose costs will total to $18,000. Employee training and development activities are crucial. These programs will help to improve employee performance and to strengthen their skills (Ganesh & Indradevi, 2015). In the case of a development program, it will ensure that all employees have similar skills and knowledge levels. The program will require $10,000 to cater to employee training and development. The traveling expenses will be based on $0.45 per mile. The average miles covered every week will total to 100 bringing the total annual costs to $6,500. Other expenses will include office supplies totaling to $ 5,000.
References
Ganesh, M., & Indradevi, R. (2015). Importance and effectiveness of training and development. Mediterranean Journal of Social Sciences , 6 (1), 334.
Hemels, S., & Goto ̄ , K. (2017). Tax Incentives for the Creative Industries . Singapore: Springer Singapore
Němečková, I. (2017). The role of benefits in employee motivation and retention in the financial sector of the Czech Republic. Economic research-Ekonomska istraživanja , 30 (1), 694-704.
