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I would like to start this off by saying that in order to be able to solve the problem of high school dropouts not being educated or trained to have a job we would have to create a program that would supply the needed vocational or other training needed to provide these individuals with proper training to be able to find a job. The first step would be to create a statement of opportunity such as I have done this will provide a clear understanding of the possibilities that are present. I would like to start by saying that recently within the past two years I have noticed that there has been a steady loss of jobs all due to organizations relocating to other communities all due to better economic incentives that are being offered from other communities. I have noticed with this relocation of organizations and corporations that it has continued to cause a steady decrease in property taxes which to date are the majority of the funding for the local school district’s budget. With this decrease it has lead to the school district not being able to have the needed funding to support the financial needs of good teachers along with be able to have the needed funding to hire teachers to fill vacant positions from previous teachers that have left because of funding cuts.
I have also noticed that because of this dilemma there has been an increase in student’s dropping out of school if you look at data from previous years you will see that two years ago there was only 5% of students that would drop out of school now since there has been shortage of funding for school programs that this has lead to an increase from 5% to an increase over the last two years to a 15% increase in high school dropouts which we plan to fix by taking on this dilemma by having state agencies along with the school district to provide funding to create training programs along with vocational programs for high school drop outs so that they can obtain vocational training to be able to meet the needed requirements to be employed. I would say as an executive director that turning this challenge into an opportunity would be hard at first because there are many problems that we would have to work through in order for this to be a successful program. One of our main problems’s being the process of finding the funding needed to support such programs as stated in my statement of opportunity along with how we will continue to keep this funding along with what our success rate will be once individuals are done being trained. What I mean by this is that getting funding and keeping funding after a year would be hard because you are not sure if the funding will remain available after the set year all do to the relocation of corporations to other communities and not knowing if state agencies will be able to provide funding for the following year. I believe though that with the vision of trying to turn this challenge into an opportunity will be kind of hard because the organization needs the funding to be able to supply all equipment for the program along with continue to provide funding for the following year.
The problem I see with this is that the state agencies and school district would have to go over past year expenses along with how they would write up a proposal to incorporate this program into the different agencies along with decide how they will be getting their funding needed to sustain the program and how they will decide if the program is a success and if so will they continue to fund the program for the following year and thereafter.
One way this could happen is if they could do like the other communities and try and incorporate economic incentives that will attract more corporations and organizations to move to our community which will help to supply jobs and future funding for the needs of educating high school drop outs as well as raise property taxes to help fund the school again. This will also help to add new job opening for the people that have successfully completed the vocational training program allowing for state agencies to see that there program works and continue to provide funding for future years. I would say thought that after long consideration and reviewing environmental factors I noticed that there are a few problems that we need to address in order for this program to be a success such as continued funding along with how we would go about the selection process for our first set of trainees and also how we would address the problem or competition from other communities. First off to address the first issue which would be funding yes we have funding from state agencies and from the local school district for this year but how will we continue to have this funding provided for the following years and so forth. I would say that we must find another way just in case the school district can no longer provide funding to this training program.
This is where the second problem comes into play which is competition between communities which needs to be addressed if outside communities continue to provide better economic incentives this is where we need to come together with our community and find a way that we ourselves can provide some kind of economical incentives or some other way that we can provide other incentives that will attract corporations and organizations to move back to our area so that property taxes will again be raised up and again be able to provide the needed funding to be able to continue supplying the funding needed from the school for the training program and for the school’s need’s such as hiring new teachers. The risk of trying to create incentives or compete with other communities is that it can become very costly and if we end up not being able to attract corporations or funding we can end up in a worse situation then we are in now which could make us lose our complete funding and not be able to provide training for high school drop outs along with put our city in debt. I would say as how we would decide a screening process for those individuals that are drop outs would be that we need to design a priority list such as individuals that have children and families that depend on them. I would not be prejudice by just putting these individuals on the top of the training program list I would split it up 50/50. What I mean by this is allowing 500 individuals that are depended on by family’s and the other 500 be individuals that are not this will allow for the community to see that we are giving every high school dropout an equal opportunity no matter what their situation may be. I admit there are risk in doing the selection process like this but this is why we do background checks and so forth to be sure that we do not pick an individual that is not willing to commit to the training or vocational program. Doing this allows for a better success rate when completing the program and shows progress which every agency that is providing funding is always looking for this also allows for more individuals to look for jobs and with us creating some kind of incentive for corporations it will help to bring more corporations to the community and allow for more jobs to be created which will allow for our trained high school drop out to be able to obtain employment. I would say as for the human resource that are need to accomplish our goals would be to focus on employee development or training so that we can be sure that we have the best trained employees so that they can provide top training to their students which will allow for them to have a better opportunity to obtain a job and a better chance to have a higher success rate. I also think that we need to have a workforce analysis so that we can create plans to adjust our work force for future years to come because we plan on a 50% increase for the following year but there could also be a decrease and with doing a workforce analysis allows for the organization to plan ahead and prepare for employment changes along with help human resources prepare an evaluation plan to ensure the future workforce of the organization will meet all objectives. This allows for the agency to cover all aspects of the program as well as prepare for future endeavors. I have also included a few different Budget profiles to show cost of year one and also cost for year two with year one starting with the grant from local agencies of $1.6 million and with year two having funding from the same agencies but raised 50% to $3.2 million.
Financial Data Year One Operating Expenses: | Per Year | Rent | $125,000 | Utilities | $100,000 | Office supplies | $25,000 | Equipment/lease | $50,000 | Transportation and travel | $100,000 | Outside consultants | $100,000 | Overhead costs | $100,000 |

Personnel expenses: | Annual Salary | Number of FTEs | Executive director | $100,000 | 1 | Training supervisor | $80,000 | 1 | Trainers | $50,000 | 10 | Administrative coordinator | $45,000 | 1 | Administrative staff | $25,000 | 3 | Employee-related benefit expenses @ 25% | $200,000 | |

Operating Expenses Year One:
Rent is $125,000 a year. It would cost $8 per square foot of space which would equal an amount of $125 dollars a month for rent which means that they would have to have 1,000 square foot of space for their organization.
Utilities are $100,000 a year. This means that it would cost the organization about $8,333 dollars per month for 12 months.
Office Supplies are $25,000 a year. This means that each employee would have a yearly supply budget of $1,562 a year for each of the 16 employees. This means that they would have about an average of $130.00 a month to spend on supplies.
Equipment/Leasing costs a year are $50,000. This would mean that the agency spends about $4,166 a month on such cost as computers, projectors, desk for students and teachers along with copy machines, fax machines and other equipment that is leased or may need up keeping each month.
Transportation and Travel cost are $100,000. This would mean that with 16 employees that $6,250 is their total transportation and travel budget a year which means that each employee has a limit of $520.83 a month to spend on transportation and travel expenses.
Outside Consultants cost are $100,000. This means that broken down the organization spends roughly about $8,000 a month on outside consultations.
Overhead Cost is $100,000.This would mean that it cost about $8,000 a month when broken down into 12 months. This money would cover cost such as last minute consolations along with things such as conferences and so forth.

Total Operating Expense= $600,000 a year.

Line-Item Budget Year One
Personnel Expenses
Executive director would make $100,000 per year.
The agency would only have 1 Director which would cost a yearly salary of $100,000 a year. When this is broken down he would make roughly about $8,000 a month.
Training Supervisor would make $80,000 yearly or annually.
The agency would only have 1 Supervisor which would cost a yearly salary of $80,000 a year. When that is broken down the supervisor would make roughly about $6,000 a month.
Trainers make $50,000 a year. Which means with 10 trainers working the yearly salary cost would be $500,000 a year. When this is broken down each trainer makes roughly about $4,166 a month.
Administrative Coordinator would make $45,000 yearly. This means that there would only be 1 Coordinator working for the agency with a yearly salary of $45,000 a year. When this yearly salary is broken down the employee makes roughly about $3,750 a month.
Administrative Staff make $25,000 a person a year. The means that the agency will only have 3 Administrative employees that works for it which would cost a yearly salary of about $75,000 a year. When this is broken down even further it means that each of the 3 employees make roughly about $6,250 a month.
Employee-related benefit expenses @ 25%. This would mean that with a $200,000 budget a year it would mean that with the agency having 16 Employees they would be allowed access to a limit of $50,000 of the $200,000 for their yearly budget because that is 25% of $200,000.
When this is broken down it means that $3,125 is spent yearly on each of the 16 employees. When you break it down even more it roughly means that about $270.00 is spent a month on coverage for the 16 employees.
Total Personnel cost would be $850,000 a year. Total Operating cost along with Personnel cost would total a yearly cost of $1,450,000 a year to operate the agency. Along with total cost there is a total of $150,000 left over from the grant allowing for the agency to cover such cost as federal taxes cost of food or any other left over expenses of the organization. This would mean that for 1,000 students that it would cost an average of $1,800 a year if student completes program.

Year Two Budget Proposal
Since there would be an increase by 50% for year two that would mean that there would be a bigger grant that we would receive from the local agencies which would be about $3,200,000 to cover expansion cost as well as other necessary cost. So here is a draft of financial data for year two.

Financial Data Year Two

Operating Expenses: | Per Year | Rent | $250,000 | Utilities | $200,000 | Office supplies | $50,000 | Equipment/lease | $100,000 | Transportation and travel | $200,000 | Outside consultants | $200,000 | Overhead costs | $200,000 |

Personnel expenses: | Annual Salary | Number of FTEs | Executive director | $100,000 | 1 | Training supervisor | $80,000 | 1 | Trainers | $50,000 | 20 | Administrative coordinator | $45,000 | 2 | Administrative staff | $25,000 | 6 | Employee-related benefit expenses @ 25% | $400,000 | |

Operating Expenses Year Two:
Rent is $250,000 a year. It would cost $8 per square foot of space which would equal an amount of $250 dollars a month for rent which means that they would have to have 2,000 square foot of space for their organization.
Utilities are $200,000 a year. This means that Utilities would cost the organization about $16,666 dollars per month for 12 months.
Office Supplies are $50,000 a year. This means that each employee would have a yearly supply budget of $1,666 a year for each of the 30 employees. This means that they would have about an average of $138.00 a month to spend on supplies.
Equipment/Leasing costs a year are $100,000. This would mean that the agency spends about $8,333 a month on such cost as computers, projectors, desk for students and teachers along with copy machines, fax machines and other equipment that is leased or may need up keeping each month.
Transportation and Travel cost are $200,000. This would mean that with 16 employees that $16,666 is their total transportation and travel budget a year which means that each employee has a limit of $555.53 a month to spend on transportation and travel expenses.
Outside Consultants cost are $200,000. This means that broken down the organization spends roughly about $16,666 a month on outside consultations.
Overhead Cost is $200,000.This would mean that it cost about $16,666 a month when broken down into 12 months. This money would cover cost such as last minute consolations along with things such as conferences and so forth.

Total Operating Expense= $1,200,000 a year.

Line Item Budget for Year Two
Personnel Expenses
Executive director would make $100,000 per year.
The agency would only have 1 Director which would cost a yearly salary of $100,000 a year. When this is broken down he would make roughly about $8,000 a month.
Training Supervisor would make $80,000 yearly or annually.
The agency would only have 1 Supervisor which would cost a yearly salary of $80,000 a year. When that is broken down each supervisor would make roughly about $6,000 a month.
Trainers make $50,000 a year. Which means with 20 trainers working the yearly salary cost would be $1,000,000 a year. When this is broken down each trainer makes roughly about $4,166 a month.
Administrative Coordinator would make $45,000 yearly. This means that there would only be 2 Coordinator working for the agency with a yearly salary of $90,000 a year. When this yearly salary is broken down the employee makes roughly about $3,750 a month.
Administrative Staff make $25,000 a person a year. The means that the agency will only have 6 Administrative employees that works for it which would cost a yearly salary of about $150,000 a year. When this is broken down even further it means that each of the 6 employees make roughly about $6,250 a month.
Employee-related benefit expenses @ 25%. This would mean that with a $400,000 budget a year it would mean that with the agency having 30 Employees they would be allowed access to a limit of $160,000 of the $400,000 for their yearly budget because that is 25% of $400,000.
When this is broken down it means that $5,300 is spent yearly on each of the 30 employees. When you break it down even more it roughly means that about $441.60 is spent a month on coverage for the 36 employees.
Total Personnel cost would be $1,580,000 a year.
Total Operating cost along with Personnel cost would total a yearly cost of $2,780,000 a year to operate the agency. Along with total cost there is a total of $420,000 left over from the grant allowing for the agency to cover such cost as federal taxes or any other left over expenses of the organization. This would mean that it would cost an average of $2,520 per student a year that has successfully completed this program.
I have outlined a functional and program budget to show where all money will go and what left over there is for other expenses of the organization along with the average cost per student a year. I hope that my proposal has caused for an interest in continuing this program and that I have shown you that there is promise in this program that could lead to helping our community be more prosperous.