Employers contributing to "Community Resilience"
-  a business case 		 
 
 
  Background          
    There are multiple factors that impact on work-place performance, not the least of which can be "problems at home".  These range from financial stress, relationship issues through to trouble with whānau members.  Often it is "all of the above"!

Sub-optimal employee performance can manifest itself in a number of ways from habitual under-performing through to higher than average sick leave and even staff turn-over.  In most work-places, there is little or no analysis of these costs, largely because the root causes are recognised as being "off-site" and therefore not within the direct sphere of influence of the employer. 		 
  Community resilience        
    While central and local government are responsible for the delivery of most core services to the population, there are still many provided by "not-for-profit" organisations. The stand-out in this category are ambulance services but also include counselling, budget advice, supervised family visiting, to name but three.

While they generally have no direct link to work-places, the focus of these servcies on engendering family resilience will inevitably be of benefit to the employers where staff members have sought and received assistance. 		 
  Costs of employee under-performance      
    Obviously every business has its own unique circumstances in relation to employee work output and the associated costs.  Such variables can be accounted for by changing key user-definable assumptions.

Below are a couple of models that may be used to estimate what sub-optimal work-place performance may be costing and the benefit of any remedial action relating to employee family stresses and strains.  		 
  Key assumptions          
    The two alternative analyses below are aimed at giving an insight into the costs associated with sub-optimal work-place performance and from that an estimate of the benefit derived from supporting help solving home related problems involving employees.  
    Average wage rate $  /hr        
    Paid hours  hrs/day        
   
This is the value of outputs from each employee in relation to their remuneration.
 times renumeration      
  1.  Periodic incidences          
    Considering family issues impacting the workplace.
 
      Week Impair-ment          
      1        
      2        
      3        
      4        
      5  Sick leave    
      6  Sick leave    
      7        
      8        
      9        
      10        
    Lost production/event        
  2.  Overall sub-optimal performance        
    Annual remuneration        
           
    Percentage of workforce        
    Under-performance          
   
 
    Annual cost/employee        
           
    Staff likely to have issues  of total       
    Annual cost/employee/event        
    Incidences per person  pa      
    Annual cost/employee        
    Target improvement from access to counselling & other services  
   
 
    Access to services benefit  per employee pa    
    Benefit multiple
 times    
    Business case support*  per employee pa    
     
     
    * Fulltime equivalents (Rounded down to the nearest $5)