Bridgeview Career Coaching and Placement Center

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Executive Summary

Bridgeview Career Coaching and Placement Center is a nonprofit in Nebraska that helps people find good jobs and keep them. Every job seeker is matched with a Career Navigator, a trained career coach who builds a personal career plan, sharpens the resume and interview skills, opens doors with employers in our network and stays in touch for a year after the person starts work. Our Employer Relations team works with local employers to learn what they need, brings job openings to our job seekers and makes sure candidates are ready. We never charge job seekers, and we never charge employers a fee for a hire.

Looking for work is a job in itself, and it has changed. Most applications are online and screened by software. Resumes that do not match a posting are filtered out in seconds. Many job seekers do not have a reliable computer or internet, have never had an interview coach and do not know how to explain a gap in their work history or a career change. Older workers worry about age bias. Skilled immigrants may not know how to translate their experience. People with disabilities, people with a record and people who have been out of work a long time are often the last to be called. Meanwhile, employers tell us they have openings they cannot fill, and they cannot easily tell which applicants are ready. A trusted coach and a trusted employer partner can bridge the gap.

With this grant we will serve about 300 job seekers in Year 1, each with a Career Navigator who carries about 40 active job seekers at a time. We expect about 195 of them, 65%, to be working within six months, and we will check in with each person at 30, 90, 180 and 365 days after hire. A resume and digital skills lab, mock interviews, a professional clothing closet, loaner laptops and a small support fund for things like bus passes, work boots and certification fees remove everyday barriers. We do not promise any job seeker a job.

Our Year 1 budget is about $510,000, growing to about $762,500 by Year 5 as we add Career Navigators and job developers and serve about 620 job seekers a year. Each year's budget is planned to balance, with a small surplus each year. We have 8 paid staff in Year 1 and 12 by Year 5. Workforce board and state performance-based contracts and employer network memberships grow from about 25% of our income in Year 1 to about 48% in Year 5, so grants fall from about 70% to about 44%.

We are asking the Platte Valley Workforce Fund for $85,000 for one Career Navigator, a job seeker support fund, digital access, a professional clothing closet and employer hiring events. Contracts, employer memberships, other grants and donors cover the rest, so this grant is one part of a shared funding plan.

I am Helen Brandt, the Executive Director, and I spent 15 years as a recruiter before I started this program. The numbers in this proposal are estimates based on the assumptions listed at the end, not promises.

Company Description

Bridgeview Career Coaching and Placement Center is a nonprofit organization in Nebraska. We are a 501(c)(3) public charity (or a program of one, through a fiscal sponsor), governed by a volunteer board of directors. We will provide our IRS determination letter, board list and most recent financial statements with this proposal.

Our mission. To help every person who wants to work find a good job, build a career and keep moving forward.

What we believe. Everyone deserves a fair shot at meaningful work. Good coaching starts with listening: people know their own strengths and goals, and a coach helps them see how to use them. Barriers are usually practical, and practical help works: a computer, a ride, a clean interview outfit, an honest practice session. A job is only the beginning, so we support people after they are hired. Employers are partners, not customers to be pressured: we tell the truth about candidates, and we ask them to give people a fair look.

How we started. Bridgeview began when a former recruiter, a community college career counselor and a church job club leader noticed that the people who came to the job club were prepared and willing but had no way to get their resumes in front of hiring managers. They set up weekly coaching sessions and began calling employers they knew. In two years, 212 people took part, and 141 found jobs, many through introductions from employers who had learned to trust the coaches. Employers began calling us when they had openings, and the county workforce board asked whether we could serve more people. This proposal asks for support to build a staffed career center.

What we offer:
- Career Navigators. Each job seeker is paired with a trained coach who completes a career assessment, writes a personal career plan, sets weekly goals and meets as often as the person needs, in person or by phone or video. A Career Navigator carries about 40 active job seekers at a time.
- Resume and digital skills lab. Help writing a resume that gets past software, building a professional online profile, using job boards safely and learning the computer and online skills employers expect. Loaner laptops and hotspots are available for those without them.
- Interview coaching and mock interviews. Practice with video feedback, including how to explain a gap, a career change or a record honestly, and how to answer tough questions.
- Employer introductions and job leads. An Employer Relations Specialist, who acts as a job developer, learns what employers need, brings openings to our job seekers, introduces candidates and follows up.
- Hiring events and job fairs. Events where job seekers meet employers who are hiring, with preparation before and follow-up after.
- Professional clothing and supports. A clothing closet for interviews and work, and a small support fund for bus passes, IDs, work boots, certification fees and similar needs, paid directly to vendors.
- Targeted help. Groups and coaching for workers age 50 and older, skilled immigrants, people with disabilities, people with a record, veterans, parents returning to work and people who have been out of work for a long time.
- Retention coaching. Check-ins at 30, 90, 180 and 365 days after hire, and help with problems on the job or a next step, such as a raise, a promotion or training.
- Referrals. To training and education programs, vocational rehabilitation, veterans' employment services, credential evaluation services and other partners, when they are the right fit.

What we do not do. We do not charge job seekers for any service. We do not charge employers a fee for a hire. We do not promise any job seeker a job or a particular wage. We are not a staffing agency, and we do not employ job seekers or place them as temporary workers. We do not provide legal, immigration or medical advice, and we refer to providers.

How we are run. A seven-member volunteer board of directors oversees the organization and approves the budget each year. The board includes a human resources director, a small business owner, a hospital recruiter, a community college career dean, a person who found work with our help, a workforce board representative and a certified public accountant. The Executive Director manages the organization and employer relationships, the Program Director supervises the Career Navigators, and an outside accountant reviews our books every year.

Where things stand today. Twenty employers have signed letters joining our Employer Partner Network and agreeing to interview qualified referrals and consider fair chance hiring, and the workforce board has invited us to apply for performance-based contracts. We have a letter of intent for a 5,000 square foot space on a bus line with coaching rooms, a lab and a clothing closet. Before we begin, an attorney will review our lease, our employer partner agreements and our participant and privacy policies.

Problem & Opportunity

Why this program is needed.

Most people who lose a job or want a better one do not have a coach, a recruiter or a network that opens doors. The job search has become more difficult and more digital. Many employers receive hundreds of applications for each posting and use software to screen them. A job seeker who does not know how to write for the software, or who does not have a computer, may never be seen by a human. Others have been out of the labor market for years, are changing careers, are older or are new to the country, and have no one to guide them.

The gaps we see:
1. No guidance. Many job seekers do not know which jobs fit their skills, how to find openings or how to tell their story. Without a coach, many apply to dozens of jobs with no replies and lose heart.
2. Digital barriers. A reliable computer, an internet connection and basic digital skills are now required to apply for most jobs. Many people rely on a phone, and many have never created a professional online profile.
3. Resumes and interviews. Resumes that are not tailored or that contain gaps and errors are screened out. Many people have not interviewed in years and do not know what to expect.
4. Bias and barriers. Older workers, people with disabilities, people with a criminal record, skilled immigrants whose credentials are not recognized and people who have been out of work for a long time face bias and are often screened out.
5. Costs of getting hired. Interview clothes, bus fare, ID documents, certification fees, background check fees and work boots can stop a person who has an offer.
6. Employers cannot find ready candidates. Many employers, especially small ones, do not have time to screen. They would like to meet qualified candidates they can trust, and often they do not know where to look.
7. Early job loss. Many new workers leave or lose a job in the first 90 days because of a problem with a schedule, a ride, a conflict or a misunderstanding. Few programs stay in touch.
8. Scams. Job seekers are targeted by fake job postings that ask for personal information or fees. People need to learn how to spot them.
9. Unequal outcomes. Unemployment is higher among Black, Native American and Latino workers, and among people with disabilities, in many places. Programs need to reach and serve them.

What the evidence says. Job search assistance, coaching and strong relationships with employers can help people find work faster, and programs that combine coaching with support and employer partnerships tend to produce better results than information alone. Results vary by program, population and local economy, and we will measure and report our own results honestly, including the quality of the jobs people find.

How we know people want this. In our pilot, 212 people took part and 141 found jobs. We had more than 150 people on a waiting list. Twenty employers have signed on, and several told us they hired people from our program who they would never have seen otherwise. The workforce board told us that its career centers are overwhelmed and cannot provide ongoing coaching.

How we will show the need. Before we submit this proposal, we will add the unemployment and underemployment rates, the long-term unemployment rate and the share of job seekers age 50 and older in our county from the U.S. Bureau of Labor Statistics and the Nebraska Department of Labor, the number of job openings and the typical wage for common occupations from the Bureau of Labor Statistics and local postings, the share of households without a home computer or internet from the Census Bureau, the number of people on the workforce board's career center waiting list and our own waiting list.

Who benefits first. Adults 18 and older in our service area who are unemployed or underemployed and want a better job, including laid-off workers, long-term unemployed adults, workers age 50 and older, career changers, skilled immigrants, veterans, people with disabilities, people with a record and parents returning to work. Also local employers who need qualified workers.

Products & Services

What the grant will pay for and what we will do.

1. Welcome every job seeker. A person can walk in, call or sign up online. A staff member explains our services and what to expect, and a person may begin the same week. There is no fee, no minimum income and no requirement to be receiving unemployment benefits. We help people sign up for any services they need, and we explain how our meetings may count toward work search requirements, where the state allows. We ask people to check with the state agency about their own requirements.

2. Match each person with a Career Navigator. In the first meeting, the Career Navigator learns about the person's skills, interests, experience, goals and barriers using a career assessment and the free career exploration tools of CareerOneStop and O*NET. Together they write a personal career plan with weekly goals. The Career Navigator meets with each person at least every two weeks, and as often as needed. Each Career Navigator carries about 40 active job seekers.

3. Teach job search skills. In the resume and digital skills lab and in workshops, participants learn to write a resume and cover letter that match a job posting, build a professional online profile, search and apply safely, use basic computer and online skills and follow up on applications. Participants who need a computer may borrow a loaner laptop and hotspot.

4. Practice interviews. Participants complete at least one mock interview, with video feedback, and practice answering questions about gaps, a career change, age or a record honestly and confidently. Career Navigators help people prepare for phone, video and in-person interviews.

5. Open doors with employers. The Employer Relations Specialist visits employers, learns about their openings and their culture and builds trust. When a job seeker is ready and a fit, the specialist introduces the candidate directly to the hiring manager, with the job seeker's permission. We tell employers the truth about each candidate, and we ask them to give people a fair look and to consider fair chance hiring. About 20 employers take part in Year 1.

6. Hold hiring events. Each quarter we hold a hiring event or job fair, with preparation sessions before and follow-up after. About 4 events reach about 150 job seekers in Year 1.

7. Remove practical barriers. The Job Seeker Support Fund pays for bus passes, ID documents, work boots, certifications and fees and similar needs, directly to vendors and agencies, averaging about $200 for about 120 job seekers in Year 1. The professional clothing closet provides interview and work clothing. Job seekers who need other services are referred to partners.

8. Support the first year. After hire, the Career Navigator checks in at 30, 90, 180 and 365 days, helps solve problems on the job and helps plan the next step, such as a raise, a promotion, a certification or education, with referrals to training programs.

9. Connect to the right help. Job seekers who need training are referred to community college and workforce training programs. People with disabilities are connected to vocational rehabilitation, veterans to veterans' employment services and skilled immigrants to credential evaluation and language services. Job seekers who may be targets of scams are taught the warning signs.

How we will measure results. We track enrollment, meetings, resumes and interviews completed, job offers, jobs started, wages and hours, benefits, whether the job matches the person's plan, and retention at 30, 90, 180 and 365 days. We also track the quality of jobs: pay, hours and whether the job offers a path to advance. We ask every job seeker and employer for feedback. We report results by age, race, gender, disability status and background so that we can find and fix gaps.

Our Year 1 goals:
- About 300 job seekers enroll, each with a Career Navigator.
- At least 65% of job seekers are working within 6 months, about 195.
- At least 80% of those who start a job are still employed at 90 days.
- At least 70% of jobs pay at least $17 an hour or offer a clear path to advance, where local wages allow.
- About 120 job seekers receive support from the Job Seeker Support Fund, and at least 90% of those who receive an offer are able to start because of the help.
- About 20 employers take part, with at least 12 interviewing or hiring job seekers we refer.
- At least 90% of job seekers say they were treated with respect.
These are goals, and we will report our real results to the Fund, including where we fall short. We do not promise any job seeker a job or a wage.

Market Analysis

Who we serve and how many.

The people. Adults 18 and older in our service area who want a job or a better job. We welcome everyone, whether or not they are receiving unemployment benefits, have a diploma or have a clean record, and we reach out especially to laid-off workers, long-term unemployed adults, workers age 50 and older, career changers, skilled immigrants and refugees, veterans, people with disabilities, people with a record and parents returning to work. Job seekers must be authorized to work in the United States, as employers require.

Where we work. Our career center is in a leased space on a bus line, with evening hours twice a week. Navigators also meet job seekers at libraries and by phone and video to reach people in rural parts of the area.

How many we will reach:
- Year 1: about 300 job seekers with three Career Navigators, about 195 working within 6 months, with about 20 employers.
- Year 2: about 330 job seekers, about 215 working within 6 months, with about 26 employers.
- Year 3: about 420 job seekers, with a fourth Career Navigator and a second Employer Relations Specialist, about 273 working, with about 34 employers.
- Year 4: about 520 job seekers, with a fifth Career Navigator, about 338 working, with about 44 employers.
- Year 5: about 620 job seekers, with a sixth Career Navigator, about 403 working, with about 56 employers.
Over five years we expect to serve about 2,190 job seekers and about 1,420 to be working within 6 months.

Who else benefits:
- Families. A job brings income, stability and benefits, and children see a parent succeed.
- Employers. They save time on screening, meet candidates who have been prepared and receive follow-up support that helps new hires stay.
- The workforce system. We add coaching capacity to the workforce board's career centers and can serve people who need more time.
- The community. Money earned by job seekers is spent locally, and employment lifts neighborhoods.
- Taxpayers. People who work pay taxes and need less public assistance, though we do not promise specific savings.

How we will size the need before we submit. We will add the unemployment and underemployment rates, the long-term unemployment rate and the number of job seekers age 50 and older in our area, the number of job openings and typical wages, the share of households without a computer or internet and the number of people on the career centers' and our own waiting lists. These come from the U.S. Bureau of Labor Statistics, the Nebraska Department of Labor, the Census Bureau and the workforce board.

Competitive Landscape

Other options job seekers have, and how we fit.

- American Job Centers and the workforce board's career centers. They offer job listings, workshops and referrals to training, and are our closest partners. They often serve many people with limited staff, so help is brief. We provide ongoing one-on-one coaching and employer introductions. We take referrals from them and send people back for training funds.
- State employment services. They provide unemployment insurance and job listings. We help job seekers use them and focus on personal coaching.
- Staffing agencies and recruiters. They match people to jobs that their clients need, and many are valuable. They are paid by employers and may not work with people who are harder to place. We coach every job seeker, work with employers and do not charge fees.
- Online job boards and AI resume tools. Useful but impersonal. Many people do not know how to use them well. We teach people to use them safely and to speak with real people.
- Community college career services. They serve students and alumni. We serve adults who are not enrolled.
- Church job clubs and community groups. They offer valuable peer support and encouragement. We partner with them and offer professional coaching and employer connections.
- Vocational rehabilitation, veterans' employment services and reentry programs. They help specific groups. We refer to them and work alongside them.
- Paid career coaches. They can be helpful but cost hundreds or thousands of dollars. Our services are free.

The gap we fill. In our service area, no program offers every job seeker a personal career coach, a resume and digital skills lab, mock interviews, a professional clothing closet, a support fund, employer introductions and 12 months of follow-up after hire, free of charge.

Our partners:
- Twenty employers in the Employer Partner Network, including hospitals, manufacturers, retailers, banks, schools and small businesses, which interview referrals, host hiring events and give feedback.
- The local workforce development board and its career centers, which refer job seekers and may fund performance-based contracts.
- A community college, which provides career counselors, training referrals and classroom space for workshops.
- A vocational rehabilitation office, a veterans' employment office and an immigrant services organization, which accept referrals.
- A reentry organization and a fair chance employer network.
- Churches and libraries, which host workshops and help recruit.

Marketing & Sales Strategy

How job seekers, employers and supporters will find us and how we keep them engaged.

Reaching job seekers:
- The workforce board's career centers and the state's unemployment office. Staff refer people who need more help.
- Community partners. Libraries, churches, community colleges, reentry and veterans' organizations, immigrant services and neighborhood centers share flyers and host workshops.
- Employers. Employers refer applicants they cannot hire right now and who need help.
- Word of mouth. Job seekers who found work through our program are our best recruiters, and they speak at workshops, with their permission.
- A simple website and a text number, in English and Spanish, with workshop dates and an easy way to sign up.
- Social media, local radio and community newspapers, featuring job seekers who found work.
- Hiring events. Each quarter, a hiring event brings job seekers and employers together.

Making it easy to join:
- Walk-ins are welcome, and a person can begin the same week.
- Services are free, and no one is asked for money or a bank account.
- Evening and Saturday hours and phone and video coaching, so that people who work or have children can take part.
- Loaner laptops, hotspots and private rooms for people without them.
- Interpretation and materials in Spanish and other languages used in our area, and accommodations for people with disabilities.

Keeping job seekers engaged:
- A personal Career Navigator and weekly goals, so that progress is visible.
- Small wins celebrated: a resume finished, a mock interview, a first interview, an offer.
- If a job seeker misses two meetings, the Career Navigator calls the same week to see what is getting in the way.
- A peer group for job seekers, so that no one has to search alone.

Reaching employers:
- The Employer Relations Specialist visits employers, listens to their needs and explains how the Employer Partner Network works.
- Employers join for a flat annual membership that covers hiring events, workshops and introductions, whether or not they hire. We never charge a fee for a hire.
- Employers receive honest candidate summaries, quick follow-up and support after a hire, and are invited to events and a yearly recognition breakfast.

Reaching supporters. Employers, banks, businesses and individuals are invited to sponsor the clothing closet, the support fund or a hiring event. We share results twice a year with funders and partners as totals.

Outreach budget. Employer events, job fairs and hiring days are about $10,000 a year in Year 1, growing about 12% a year. The sign, outreach brochures and website are paid for once from startup money ($3,000).

Operations Plan

How the program will be carried out.

Timeline for Year 1:
- Months 1 to 3: Attorney review of the lease, employer partner agreements and participant and privacy policies, sign the lease, prepare the career center, hire the Program Director, three Career Navigators, the Employer Relations Specialist and the Resume Lab Instructor, buy equipment, recruit the first employer partners and set up the data system.
- Month 4: Staff training in career coaching, motivational interviewing, fair chance hiring, privacy and the data system. Soft opening and first workshops.
- Months 5 to 8: Open to job seekers. Coaching, lab sessions and mock interviews begin. First employer introductions and first hiring event.
- Months 9 to 12: First employment results and first 90-day check-ins. Second and third hiring events. Review of results, a year-end report to funders and employers and planning for Year 2.

Space. A leased space of about 5,000 square feet on a bus line, with four private coaching and interview rooms, a resume and digital skills lab, a clothing closet, a small workshop room, an office and accessible restrooms. Career center space and utilities are about $36,000 a year in Year 1. Paint, flooring, lighting and an accessible layout are a one-time cost of $8,000, with a deposit and first month of rent of $6,500.

Equipment. We buy about $30,000 of equipment once at the start: twenty-five laptops for the lab and the loaner program, a charging cart and mobile hotspots ($14,000), furniture for four private rooms and a reception area ($8,000), mock interview video recording equipment, a projector and a sound system ($3,000), clothing closet racks, a fitting room and shelving ($3,000), and locking cabinets and a secure printer ($2,000). After Year 1, we set aside about $4,000 to $6,000 a year to replace and add equipment. Digital access, including loaner laptops, hotspots and software, costs about $12,000 a year in Year 1.

Staffing. In Year 1: an Executive Director, a Program Director, three Career Navigators, an Employer Relations Specialist, a Digital Skills and Resume Lab Instructor and a part-time Program Coordinator and Data Specialist. A fourth Career Navigator and a second Employer Relations Specialist join in Year 3, a fifth Career Navigator in Year 4 and a sixth in Year 5. Career Navigators have experience in recruiting, human resources, counseling or workforce development, and complete training in career coaching.

Honesty and fair practice. We never charge job seekers. We never charge employers a fee for a hire, and we do not accept payment from any employer for referring a candidate. We tell employers the truth about candidates and tell job seekers the truth about jobs. We ask employers to follow fair chance and equal opportunity practices, and we do not work with employers who discriminate. We never ask job seekers for money, bank information or Social Security numbers. We teach job seekers to spot scams.

Support fund controls. The Job Seeker Support Fund pays directly to vendors and agencies, for items tied to a job offer or a job search plan, with a typical limit of $400 per person, and never as cash. Each payment is approved by the Program Director and recorded, and the board reviews a list each quarter. The fund is about $24,000 a year in Year 1.

Clothing closet. Job seekers choose interview and work clothing with dignity and privacy, at no cost. Donated clothing is inspected and cleaned. New undergarments and shoes are purchased as needed.

Privacy. Job seekers' information, including their work history, disabilities, records and immigration status, is confidential. It is kept in a locked cabinet and a secure, password-protected system, and shared with employers, partners or funders only with the job seeker's written permission, except where the law requires. We introduce a candidate to an employer only with the candidate's permission, and we report results to funders only as totals, never with a job seeker's name.

Unemployment benefits and work search. Job seekers who receive unemployment benefits are told to ask the state agency how coaching, training and support count toward work search rules. We do not give benefits advice ourselves.

Accessibility. The career center is accessible, with private rooms and assistive technology available, and staff provide accommodations on request. We offer interpretation and translation.

Safety. Staff are trained in de-escalation and emergency procedures, and in an emergency staff call 911. A job seeker in emotional crisis is offered the 988 Suicide and Crisis Lifeline and a staff member stays with the person until help arrives.

Insurance and records. We carry general liability, property, professional liability and cyber insurance, and workers' compensation once we hire. Insurance is about $6,000 a year in Year 1. Grant money is tracked separately so we can show each funder how their money was spent, and an outside accountant reviews our books every year.

Management & Organization

Who leads the organization.

Helen Brandt, Executive Director. Helen leads the organization, raises money, manages grants and contracts and relationships with employers and the workforce board, supervises staff and reports to the board. She spent 15 years as a recruiter and human resources manager, helped start our pilot and holds a career development facilitator certification. Planned salary: $62,000 a year.

Program Director. Supervises the Career Navigators and the lab, reviews cases, manages data and quality and oversees the support fund. Must have experience in workforce development, counseling or human resources. Planned salary: $54,000 a year.

Career Navigator (Career Coach). Works one on one with job seekers, writes career plans, coaches resumes and interviews and follows people for a year after hire. Must have experience in recruiting, human resources, counseling or workforce development. Three in Years 1 and 2, four in Year 3, five in Year 4 and six in Year 5, at a planned salary of $46,000 each. The Platte Valley Workforce Fund grant would support the first Career Navigator.

Employer Relations Specialist (Job Developer). Builds relationships with employers, brings openings to job seekers, introduces candidates and organizes hiring events. One in Years 1 and 2 and two from Year 3, at a planned salary of $48,000 each.

Digital Skills and Resume Lab Instructor. Teaches workshops and runs the resume and digital skills lab and the loaner program. Planned salary: $42,000 a year.

Program Coordinator and Data Specialist (part-time). Handles scheduling, data, reports, the support fund and the clothing closet, about 25 hours a week. Planned pay: $26,000 a year.

Pay figures include payroll taxes and workers' compensation insurance.

Staff in each year: 8 paid staff in Years 1 and 2 (seven full-time and one part-time), 10 in Year 3, 11 in Year 4 and 12 in Year 5.

Volunteers. About 40 volunteers in Year 1, including human resources professionals who run mock interviews, resume reviewers and clothing closet helpers. Volunteers complete a background check and orientation and do not handle confidential records or money.

The board. A seven-member volunteer board approves the budget, reviews results twice a year and helps raise money. Board members serve three-year terms. The board's certified public accountant chairs the finance committee. The board's human resources director and the person who found work with our help help keep the program grounded in what employers and job seekers need.

People who help us. An outside accountant who reviews our books every year, an attorney who reviews our lease, employer agreements and policies, an insurance agent who understands service programs, and an Employer Advisory Council and a Job Seeker Advisory Council that meet each semester.

Training. Staff complete training in career coaching, motivational interviewing, fair chance hiring, privacy, scam awareness and cultural humility before starting, and attend at least two trainings a year.

Money management. Grant money is tracked separately for each funder. The Executive Director and a board member must both approve any payment over $2,500.

Milestones Narrative

Our goals for each year and how we will measure them.

- Year 1: Open the center, serve about 300 job seekers with three Career Navigators and about 20 employers, with at least 65% working within 6 months and at least 80% of those still employed at 90 days. A balanced budget of about $510,000, with a small surplus of about $14,000. 8 paid staff.
- Year 2: Serve about 330 job seekers with about 26 employers. Begin 12-month follow-up with Year 1 job seekers and report on job quality. A balanced budget of about $522,500, with a small surplus of about $13,500. 8 paid staff.
- Year 3: Add a fourth Career Navigator and a second Employer Relations Specialist, serving about 420 job seekers with about 34 employers. A balanced budget of about $633,000, with a small surplus of about $14,800. 10 paid staff.
- Year 4: Add a fifth Career Navigator and serve about 520 job seekers with about 44 employers. Invite job seekers who found work to mentor others. A balanced budget of about $696,500, with a small surplus of about $15,200. 11 paid staff.
- Year 5: Add a sixth Career Navigator and serve about 620 job seekers with about 56 employers, with contracts and employer memberships covering about 48% of our budget. Report five years of results and share our approach with other communities. A balanced budget of about $762,500, with a small surplus of about $15,100. 12 paid staff.

What we measure:
- Enrollment, meetings, resumes and mock interviews completed and interviews obtained.
- Jobs started, wages and hours, benefits and fit with the person's plan.
- Retention at 30, 90, 180 and 365 days, and promotions and raises.
- Job seeker and employer satisfaction and whether job seekers felt respected.
- Employers in the network, hires from our referrals and repeat hiring.
- Support fund payments and the cost per job seeker and per placement.
- Results by age, race, gender, disability status and background so that we can find and fix gaps.

How we review results. The Program Director reviews caseloads and outcomes every month. Each semester, staff, the employer and job seeker advisory councils review results and we change what is not working. Twice a year, the board reviews results and we share them with funders and partners as totals. Every number in this plan is a goal, and we will report what really happens.

Funding Request

What we are asking for, and how the money will be used. Our request: $85,000 from the Platte Valley Workforce Fund for one Career Navigator, a job seeker support fund, digital access, a professional clothing closet and employer hiring events, for July 2027 through June 2028.

The request is spread across these budget lines:
- Personnel: Career Navigator salary, $46,000.
- Other: Job Seeker Support Fund (transportation, IDs, certifications and work gear, paid directly to vendors), $16,000 (other funds add $8,000).
- Other: Digital access (loaner laptops, hotspots and software), $8,000 (other funds add $4,000).
- Other: Professional clothing closet and interview supplies, $5,000 (other funds add $3,000).
- Other: Employer events, job fairs and hiring days, $10,000.

Other money in the program. Workforce board and state performance-based contracts, employer network memberships, other grants and local donors pay the other $15,000 of those lines, plus the Executive Director's salary ($62,000), the Program Director ($54,000), the second and third Career Navigators ($92,000), the Employer Relations Specialist ($48,000), the Resume Lab Instructor ($42,000), the part-time Program Coordinator ($26,000), career center space and utilities ($36,000), insurance ($6,000), training, data system and evaluation ($10,000) and administration and accounting ($14,000).

Year 1 budget: about $510,000, planned to balance with a small surplus (about $14,000 after the yearly wear on equipment). Year 1 money coming in: grants $355,000 (this request plus other grants we are applying for), workforce board and state performance-based contracts $100,000, employer partner network memberships $30,000 (20 employers at $1,500 each) and donations and local sponsors $25,000. Year 1 costs: Executive Director $62,000; Program Director $54,000; three Career Navigators $138,000; Employer Relations Specialist $48,000; Digital Skills and Resume Lab Instructor $42,000; Program Coordinator $26,000; job seeker support fund about $24,000; digital access about $12,000; professional clothing closet and interview supplies about $8,000; employer events, job fairs and hiring days about $10,000; career center space and utilities about $36,000; insurance about $6,000; training, data system and evaluation about $10,000; administration and accounting about $14,000; and about $10,000 a year for the wear on equipment.

About contracts and memberships. The workforce board and the state buy job search and coaching services, often paying part of the price at enrollment and part when a participant reaches a goal, such as a job or 90 days of employment. The workforce board has invited us to apply. These contracts are competitive and have rules about eligibility and documentation, and payments follow the milestones. Employers join the network for a flat yearly fee of $1,500 whether or not they hire anyone, and we never charge a fee for a hire. The amounts in this plan are planning estimates, not promises. Payments often arrive after we submit documents, so we plan for about $40,800 owed to us at the end of Year 1. We plan for grants and donors to cover the gap if contracts are delayed or reduced.

One-time startup costs. Startup costs of $62,800 are paid once from startup money, not from the yearly budget: $30,000 of equipment (laptops and hotspots, coaching room furniture, interview recording equipment, clothing closet fixtures and locking cabinets), $8,000 for paint, flooring, lighting and an accessible layout, $6,500 for the lease deposit and first month of rent, $5,000 for the opening supply of new clothing items and workbooks, $800 for the business license and permits, $5,000 for an attorney's review of the lease, employer agreements and policies and for accounting setup, $3,000 for the sign, brochures and website, and $4,500 for background checks, career coaching training and the first insurance payment.

How we got our startup number. The Funding Need Calculator in this plan adds the startup costs ($62,800), the cash we need to cover the wait for the first payments (about $20,800) and a cash cushion of about $122,500, which is about three months of Year 1 costs. That comes to $206,500. We start with $25,000 of our own savings and $185,000 in startup support from a community foundation, two employers and our board, $210,000 in all, which covers that amount.

The next five years. Our budget grows from about $510,000 in Year 1 to about $762,500 in Year 5. Grants are planned at $355,000, $321,500, $372,000, $360,500 and $338,500 in Years 1 to 5. Workforce board and state performance-based contracts grow from $100,000 to $280,000, employer partner network memberships grow from $30,000 to $84,000 and donations and local sponsors grow from $25,000 to $60,000. We add a fourth Career Navigator and a second Employer Relations Specialist in Year 3, a fifth Career Navigator in Year 4 and a sixth in Year 5. Grants fall from about 70% of our income in Year 1 to about 44% in Year 5.

Savings. We plan to keep several months of costs in savings. The lowest year-end balance in the plan is about $159,200, at the end of Year 1.

After the grant. Our plan is for performance-based contracts and employer memberships to cover a growing share of the cost, because we help people find and keep jobs and employers fill openings, and for banks, businesses and individuals to sponsor the clothing closet, the support fund and hiring events. We will also apply to state and federal workforce, veterans' and disability employment funds and offer paid workshops to organizations outside our region.

Risks and how we will handle them:
- Too few employers or job openings. We recruit employers early and from many industries, track hiring trends and refer people to training when openings are scarce.
- Job seekers do not find jobs. We coach, adjust plans, refer people to training and keep working with each person. We do not promise jobs.
- Contracts are delayed or not awarded. We plan with a cash cushion, stage hiring so costs follow funding and apply to other funders.
- A job seeker is scammed or shares personal information. We teach scam awareness, never ask for money or sensitive information and report scams to the authorities.
- A conflict of interest with an employer. We never charge for a hire, follow a written policy and tell employers and job seekers the truth.
- Career Navigators are hard to hire or keep. We offer fair pay, training and manageable caseloads of about 40.
- A grant ends. We keep savings, grow contracts and memberships and donors each year.

If you are just starting. A new organization can begin before it has its own 501(c)(3) status through a fiscal sponsor: an established nonprofit that receives grants for you and passes them to your program, usually for a fee (commonly around 5% to 10% of the grant, sometimes more; ask before you agree). Another way is to start smaller: one part-time Career Navigator and a weekly resume and interview clinic in a library, with volunteer recruiters and five employer partners, tracked carefully. Strong results from a small start make larger grants easier to win.

Appendix Notes

Documents to attach with this proposal:

- Your IRS 501(c)(3) determination letter, or your fiscal sponsor agreement.
- Your most recent financial statements and your current year budget.
- A list of your board members and what each one does.
- Resumes for your Executive Director and Program Director and job descriptions for the Career Navigators and the Employer Relations Specialist.
- Letters from employers joining the Employer Partner Network and a sample partner agreement.
- A letter from the workforce board about contracts, or proof you have applied.
- The letter of intent for the lease, or a letter from the landlord.
- Results from your pilot, shown as totals.
- Your job seeker intake form, career plan template, support fund rules and clothing closet policy.
- Your privacy policy, scam awareness materials and emergency plan.
- Proof of liability and cyber insurance, or quotes.
If you don't have any of this yet, no worries - let's continue.

The assumptions behind our numbers (change them in the Financials section to match your own):
- Grant Revenue: $355,000 in Year 1, then $321,500, $372,000, $360,500 and $338,500.
- Workforce Board and State Performance-Based Contracts: $100,000 in Year 1, then $130,000, $170,000, $220,000 and $280,000.
- Employer Partner Network Memberships: $1,500 per employer a year. 20 employers in Year 1 ($30,000), then 26, 34, 44 and 56 ($84,000).
- Donations and Local Sponsors: $25,000 in Year 1, growing to $60,000.
- Job seekers: 300 in Year 1, then 330, 420, 520 and 620, with about 65% working within 6 months.
- Pay (a full year, per person, including payroll taxes and workers' compensation): Executive Director $62,000, Program Director $54,000, Career Navigator $46,000 (three in Years 1 and 2, four in Year 3, five in Year 4, six in Year 5), Employer Relations Specialist $48,000 (one in Years 1 and 2, two from Year 3), Digital Skills and Resume Lab Instructor $42,000, Program Coordinator and Data Specialist (part-time) $26,000.
- Other yearly costs in Year 1: Job Seeker Support Fund $24,000 (about $200 for about 120 job seekers, growing about 22% a year), Digital Access $12,000, Professional Clothing Closet and Interview Supplies $8,000, Employer Events, Job Fairs and Hiring Days $10,000, Career Center Space and Utilities $36,000, Insurance $6,000, Training, Data System and Evaluation $10,000, Administration and Accounting $14,000. The other costs grow between 4% and 22% a year.
- Equipment: $30,000 at the start, then $4,000 to $6,000 a year.
- Startup costs: $62,800, paid once from $210,000 in startup money.
- About 8% of each year's income is still owed to us at year end.
- Tax: none, as a nonprofit.
- Every dollar amount is an estimate. Replace them with your own quotes and real budget.

Startup Costs