Employment Benefits

While hourly wage and number of hours worked per week are important indicators about the quality of an employment outcome, the availability of employment benefits is an equally important measure because of its effect on the overall financial status of participants. Programs should help participants determine if the following types of benefits are offered, although in some cases participants may opt not to make use of them:

  • Medical/health insurance
  • Dental or vision insurance
  • Mental health benefits
  • Paid vacation
  • Paid personal leave
  • Paid sick leave
  • Life Insurance
  • Pension/retirement
  • Tuition reimbursement
  • Other benefits, such as special job accommodations, childcare or union membership

Programs should track the percentage of participants placed in jobs that offer benefits—with a particular emphasis on medical benefits and paid leave—and should seek to increase that percentage over time. It is also important to understand whether participants are able to afford their share of premiums for health insurance, as sometimes the cost is prohibitive.

Interim results from Public/Private Ventures’ Benchmarking Project show that an average of 45% of program participants placed in employment received health-related benefits, although more than one third of programs surveyed did not collect that information.

 Surveys / Assessments

 

Sources Cited

Clymer, C., Maguire, S., Miles, M., Woodruff-Bolte S.. (2010). Putting Data to Work: Interim Recommendations From the Benchmarking Project [Data file]. Philadelphia, PA: Public\Private Ventures.

A report on the Benchmarking Project’s data on job placement and job retention rates of programs with different characteristics will be available in Spring 2012. The project’s data sample includes aggregate information on 330 one-year program cohorts operated by 200 organizations (primarily community-based nonprofits).