You are the executive director of an established not-for-profit, community-based organization provider that offers high-quality educational, vocational, and training services to various segments of the local population. In response to the increasing dropout rate of high school students in the local community and a worsening financial situation at the local school district, the organization is considering the opportunity to offer basic skills and vocational training programs in the community. The purpose of this new program is to equip high school dropouts with necessary skills needed to gain potential employment opportunities.

As an executive director, justify the reasoning behind this new program and develop a complete launch plan, including a budget and consideration of environmental factors. You must determine how data will be used to support the new program and consider human resources issues affecting this new program.

The organization has these issues to consider:

• The local economy situation is depressed due to steady job losses resulting from employers relocating to other cities and communities that offer better economic incentives to employers. As a result, local property taxes that support funding of high school programs have declined singifantly in recent years. The reduction has caused the local school district to lose significant financial resources to retain good teachers or fill vacant teachers’ positions.

• In the last two years the high school dropout rate had climbed to 15% from 5%. The local school district along with state agencies decided to sponsor and fund new training and vocational programs for high school dropouts in order to provide these high school dropouts with necessary skills needed to gain potential employment opportunities. The total funding available for this program is $1,600,000.

• The projected number of eligible high school dropout students in year one: 1,000

• The projected number of eligible high school dropout students in year two and thereafter: 2,000

• This organization needs to plan for the recruitment and hiring of experienced trainers and other highly skilled technical staff to start the proposed programs. The tight financial resources available makes finding qualified personnel a challenge. Also, after hiring the appropriate staff, it is critical for the executive director to think proactively in order to motivate the staff and use an appropriate appraisal and reward system.

• If the organization decides to provide these comprehensive training programs, the following financial data must be considered:

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

• All costs excluding the salary of the executive director and training supervisor will be allocated according to this formula:

o 60% to basic skills program
o 40% to vocational program

• In year two and thereafter, when the number of eligible high school dropouts increases to 2,000, personnel expenses (excluding executive director and training supervisor) and operation expenses will increase by 50%. Funding will increase accordingly.

Based on the background provided, prepare a 1,400- to 1,750-word paper that addresses the following:

• A Statement of Opportunity: Provide a clear and concise statement of the opportunity to be addressed. The opportunity statement should be no more than two or three sentences and, in many cases, a single, well-crafted sentence is sufficient.

• Impact on Organizational Structure: Discuss the importance of an executive director’s vision in turning the challenge into an opportunity. Identify the organizational structures that would be most affected by this situation and explain the impact on each organizational structure identified.

• Community Environmental Factors: Consider and discuss how the environmental factors such as competition, financial resources available, and employment may impact the opportunity of starting this new training program. Explain the risks or benefits that the organization would face by attempting to capitalize on the opportunity.

• Human Resources: Explain what human resource plans or initiatives are needed to manage the strategic goals associated with the identified opportunity.

• Budget: Develop various specific budget profiles that achieve optimal allocation of organizational resources to manage the opportunity.

o A line-item budget for total cost in year one, two, and thereafter
o A functional and program budget to calculate total costs per high school student dropout

What kind of HELP do you need? You need to be specific when asking questions here.

If all you do is post your entire assignment, with no evidence of thinking on your part, nothing will happen since no one here will do your work for you. But if you are specific about what you don't understand about the assignment or exactly what help you need, someone might be able to assist you.

I need help in understanding how to go about creating a budget for this assignment, excluding the Director and training supervisor's salary. I understand as far as th writing part of the assignment... I am lost when it comes to creating the budget where to put the numbers etc,...• Budget: Develop various specific budget profiles that achieve optimal allocation of organizational resources to manage the opportunity.

o A line-item budget for total cost in year one, two, and thereafter
o A functional and program budget to calculate total costs per high school student dropout in year one

Why does it seem like nobody wants to help with this problem? I am lost here too, a simple answer could help soo many people!

I am in the exact same position with this assignment!!!! HELP!!!!

Statement of Opportunity:

The opportunity is to address the increasing dropout rate among high school students in the local community by offering basic skills and vocational training programs. These programs will equip high school dropouts with the necessary skills needed to gain potential employment opportunities.

Impact on Organizational Structure:
The executive director's vision is crucial in turning this challenge into an opportunity. The executive director will need to develop a strategic plan and provide leadership to ensure the successful implementation of the new training programs.

The organizational structures most affected by this situation would be the training department, administrative department, and the financial department. The training department will need to recruit and hire experienced trainers and technical staff to deliver the programs effectively. The administrative department will need to support the logistics and operations of the programs. The financial department will need to manage the budget and allocate resources appropriately.

Community Environmental Factors:
The depressed local economy and the decline in funding for the local school district pose challenges for the new training programs. The loss of jobs and reduced property taxes limit the financial resources available for the programs. However, there is an opportunity to leverage the sponsorship and funding provided by the local school district and state agencies.

Competition in the job market may also impact the success of the training programs. The organization needs to ensure that the programs offered align with the demands of the local job market and provide relevant skills that will make the high school dropouts competitive. Additionally, employment prospects in the local community need to be assessed to determine if there are sufficient job opportunities for the graduates of the training programs.

Considering the environmental factors, the risks include limited financial resources, potential competition in the job market, and the challenge of finding suitable employment opportunities for the program graduates. The benefits include addressing the increasing dropout rate, providing necessary skills for employment, and potentially improving the local economy by increasing the pool of skilled workers.

Human Resources:
To manage the strategic goals associated with the identified opportunity, the organization needs to develop human resource plans and initiatives.

1. Recruitment and Hiring: The organization needs to identify and recruit experienced trainers and technical staff who have the necessary expertise and skills to deliver the training programs effectively. This may require strategic partnerships with local universities, vocational schools, or industry experts to attract qualified personnel.

2. Motivation and Reward System: Given the tight financial resources, it is important for the executive director to proactively motivate the staff. This can be achieved by implementing an appropriate appraisal and reward system, such as performance-based bonuses or recognition programs. Providing opportunities for professional development and career growth can also enhance staff motivation.

3. Training and Development: The organization needs to invest in continuous training and development programs for the staff to ensure they stay updated with the latest instructional methodologies and vocational skills. This will enhance the quality of the programs delivered and the overall effectiveness of the organization.

Budget:
Year One Line-Item Budget:

Operating Expenses:
- 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:
- Executive director: $100,000
- Training supervisor: $80,000
- Trainers (10): $500,000
- Administrative coordinator: $45,000
- Administrative staff (3): $75,000
- Employee-related benefits (25%): $200,000

Total Cost in Year One: $1,500,000

Functional and Program Budget per High School Student Dropout:
- Basic Skills Program (60% of costs): $900,000
- Vocational Program (40% of costs): $600,000

Year Two and Onwards Budget:

Operating Expenses and Personnel Expenses (excluding executive director and training supervisor) increase by 50%.

Total Cost in Year Two and Onwards: $2,250,000

Functional and Program Budget per High School Student Dropout (Year Two onwards):
- Basic Skills Program (60% of costs): $1,350,000
- Vocational Program (40% of costs): $900,000

By developing these budget profiles, the organization can effectively allocate resources and manage the financial requirements to support the new training programs.