New Mexico State University (NMSU) Employee Council in collaboration with NMSU Cooperative Extension Service is administering a survey to NMSU employees to determine the need for personal financial wellness education for NMSU employees and its ideal format. We expect NMSU to have high needs for employee financial education because New Mexico arguably has the worst personal finance education requirements for high school graduation. Available in Spanish, paper, and online versions, the survey is administered from September 19 to October 31, 2012. Based on results of 151 responses, 64% respondents considered themselves knowledgeable in personal finance topics, but 86% of them stated that they would benefit from learning more about personal finance. Areas of interests include traditional retirement plan (73%), alternative retirement plan (75%), estate planning (92%), retirement planning (91%), investment (88%), and increasing income (88%). About half of respondents (n=75) put down their e-mail address in willingness to participate in further surveys for workshop planning with eight of them reported of having expertise to present at least a personal finance topic. The survey indicates a high need for a personal finance education for NMSU employees and opportunities to get NMSU employees involved its program planning.
This document provides an overview of financial wellness programs. It discusses how financial stress affects employees and employers, and the benefits of implementing a financial wellness program, including decreased turnover and increased productivity. It describes the key components of an effective program, such as creating awareness, providing education, and promoting behavior change. It also covers measuring impact, starting a program, and basic concepts in financial education like budgeting, savings, and loans. The overall purpose is to train people to implement successful workplace financial wellness initiatives.
Plan sponsors of all sizes recognize the need to empower participants with financial education. Participants use it when offered. Your peers anticipate more clients will want it in the future. A tremendous opportunity exists for DC specialist advisors to bring financial wellness to clients.
Whether you’ve thought about financial wellness or not, this guide can help you talk to
plan sponsors and establish processes for success.
Is a financial wellness benefit really worth it? teamedukate
Measuring the ROI of a financial wellness benefit in hard-dollars isn't always possible. So, how do you measure the success of a financial wellness initiative, right?
We'll help you understand what metrics to measure before, during, and after the implementation of any financial wellness initiative. You’ll leave feeling more confident about how to measure and reduce the cost of financial stress in your workplace.
You'll Learn
How to calculate the hidden cost of financial stress in your workplace.
What employees want and don’t want from a financial wellness benefit.
What metrics show if your financial wellness benefit is actually helping employees and providing a return to your workplace.
Prulife UK is a subsidiary of Prudential plc, a UK-registered company, and is not affiliated with other Prudential companies. It started operations in the Philippines in 1996 and is licensed and regulated by the Insurance Commission. The balanced scorecard outlines objectives and initiatives across four perspectives: learning and growth to increase agents and empowerment; internal processes to boost client confidence and improve service; customer perspective to acquire clients and increase participation; and financial perspective to increase premium income through expansion and new markets.
This document discusses financial wellness programs in the workplace. It notes that 40% of Americans worry about money at work, costing companies an average of 16-20 hours per month in lost productivity per employee. For a company with 100 employees making $30,000 per year, this amounts to $120,000 annually in lost productivity without accounting for additional costs like turnover and low morale. The document then outlines the benefits of financial wellness programs for both employees and employers, including increased productivity, boosted morale, and reduced absenteeism for employers along with benefits like debt elimination and retirement savings for employees. It claims there is a 3:1 return on investment for companies that implement effective financial wellness programs.
Promoting Financial Wellness and Disciplined Spending Among EmployeesPurchasing Power
If you missed last month’s WorldatWork Total Rewards 2010 Annual Conference and Exhibition, here’s a quick recap of the presentation made by Elizabeth Halkos, Purchasing Power’s vice president of sales and marketing.
In her presentation, Halkos commented that with the current unstable economic climate, we are witnessing increased unemployment rates, rising debt, record-high foreclosures, and staggering credit card charge-offs. For employers, there is increased concern over rising healthcare costs. Many companies find themselves under stress and in trouble, looking for ways to cut costs while making every effort to boost morale and individual performance levels of employees.
For many employees, the issue is the same; they find themselves financially stressed. This stress often mitigates the effectiveness of employee benefit programs. Financial stress leads to less satisfaction with pay, wasted time at work, more absenteeism, and even health issues.
Halkos pointed out that often employees turn to their employers for assistance and protection. This presents an opportunity for employers to find new ways to ease stress and improve the quality of life for their employees. One way to do this is to engage employees in programs that promote a better financial future including financial literacy programs where employees are taught how to manage their finances, make sound decisions, understand debt literacy and utilize employer-sponsored discount and purchase programs like Purchasing Power. By motivating employees to take charge of their financial future, employers will have workers that are more engaged, more satisfied with their jobs, more financially secured and happy.
Introductory personal financial wellness education program for employees | adults | young adults. The introductory program is facilitated over two hours and covers the essential personal financial wellness topics including budgeting | debt management | creating savings | understanding investments | estate planning and so on.
This document provides an overview of financial wellness programs. It discusses how financial stress affects employees and employers, and the benefits of implementing a financial wellness program, including decreased turnover and increased productivity. It describes the key components of an effective program, such as creating awareness, providing education, and promoting behavior change. It also covers measuring impact, starting a program, and basic concepts in financial education like budgeting, savings, and loans. The overall purpose is to train people to implement successful workplace financial wellness initiatives.
Plan sponsors of all sizes recognize the need to empower participants with financial education. Participants use it when offered. Your peers anticipate more clients will want it in the future. A tremendous opportunity exists for DC specialist advisors to bring financial wellness to clients.
Whether you’ve thought about financial wellness or not, this guide can help you talk to
plan sponsors and establish processes for success.
Is a financial wellness benefit really worth it? teamedukate
Measuring the ROI of a financial wellness benefit in hard-dollars isn't always possible. So, how do you measure the success of a financial wellness initiative, right?
We'll help you understand what metrics to measure before, during, and after the implementation of any financial wellness initiative. You’ll leave feeling more confident about how to measure and reduce the cost of financial stress in your workplace.
You'll Learn
How to calculate the hidden cost of financial stress in your workplace.
What employees want and don’t want from a financial wellness benefit.
What metrics show if your financial wellness benefit is actually helping employees and providing a return to your workplace.
Prulife UK is a subsidiary of Prudential plc, a UK-registered company, and is not affiliated with other Prudential companies. It started operations in the Philippines in 1996 and is licensed and regulated by the Insurance Commission. The balanced scorecard outlines objectives and initiatives across four perspectives: learning and growth to increase agents and empowerment; internal processes to boost client confidence and improve service; customer perspective to acquire clients and increase participation; and financial perspective to increase premium income through expansion and new markets.
This document discusses financial wellness programs in the workplace. It notes that 40% of Americans worry about money at work, costing companies an average of 16-20 hours per month in lost productivity per employee. For a company with 100 employees making $30,000 per year, this amounts to $120,000 annually in lost productivity without accounting for additional costs like turnover and low morale. The document then outlines the benefits of financial wellness programs for both employees and employers, including increased productivity, boosted morale, and reduced absenteeism for employers along with benefits like debt elimination and retirement savings for employees. It claims there is a 3:1 return on investment for companies that implement effective financial wellness programs.
Promoting Financial Wellness and Disciplined Spending Among EmployeesPurchasing Power
If you missed last month’s WorldatWork Total Rewards 2010 Annual Conference and Exhibition, here’s a quick recap of the presentation made by Elizabeth Halkos, Purchasing Power’s vice president of sales and marketing.
In her presentation, Halkos commented that with the current unstable economic climate, we are witnessing increased unemployment rates, rising debt, record-high foreclosures, and staggering credit card charge-offs. For employers, there is increased concern over rising healthcare costs. Many companies find themselves under stress and in trouble, looking for ways to cut costs while making every effort to boost morale and individual performance levels of employees.
For many employees, the issue is the same; they find themselves financially stressed. This stress often mitigates the effectiveness of employee benefit programs. Financial stress leads to less satisfaction with pay, wasted time at work, more absenteeism, and even health issues.
Halkos pointed out that often employees turn to their employers for assistance and protection. This presents an opportunity for employers to find new ways to ease stress and improve the quality of life for their employees. One way to do this is to engage employees in programs that promote a better financial future including financial literacy programs where employees are taught how to manage their finances, make sound decisions, understand debt literacy and utilize employer-sponsored discount and purchase programs like Purchasing Power. By motivating employees to take charge of their financial future, employers will have workers that are more engaged, more satisfied with their jobs, more financially secured and happy.
Introductory personal financial wellness education program for employees | adults | young adults. The introductory program is facilitated over two hours and covers the essential personal financial wellness topics including budgeting | debt management | creating savings | understanding investments | estate planning and so on.
Financial wellness programs aim to improve employee motivation and productivity by reducing stress from personal financial issues. Such programs educate employees on financial planning, investing, and retirement savings to help them achieve financial security. Employers are increasingly prioritizing these programs to benefit from more motivated, productive employees who are less distracted by financial concerns and more likely to stay with the company long-term.
Fin well sponsor presentation may 2019-web nycCarol Buckmann
This document discusses empowering employees with financial wellness programs. It defines financial wellness and outlines the business case for why companies should care about it, including reducing absenteeism and health care costs. The document provides an overview of different types of financial wellness programs and considerations for determining if a company is a good fit and selecting a provider. The goal is to help companies move from intending to implement financial wellness programs to taking action.
Financial coaching provides guidance to help people improve their financial situation and work towards their goals. A financial coach educates clients on topics like budgeting, debt management, retirement savings, and investments to develop a customized plan. They hold clients accountable but don't manage money directly. Coaching empowers clients to implement changes through education and accountability. Popular topics covered include emergency funds, budgeting, debt elimination, saving for goals like education and retirement, and insurance. Financial coaching may benefit those seeking help navigating personal finances and accelerating financial success.
The document discusses various concepts related to financial wellness including wellness, well-being, financial capability, fitness, health, well-being, and financial wellness. It provides definitions for each term and discusses how they are similar and related. Measures and assessment tools for each concept are also presented. Research that has been conducted on relationships between personal health behaviors and financial behaviors is summarized. The document concludes by providing 12 ways that individuals can improve their financial wellness.
White Paper: Increase Profitability Through Financial Literacy - Restore Prod...Frank Wiginton
Employee financial education and financial literacy can dramatically improve your companies bottom line. Check out this short white paper that explains the problems financial distress can have on employees well-being.
White Paper: Workplace Financial Education - The Benefits and Rewards of a Fi...Frank Wiginton
Financially stressed employees are less productive and cost companies more through increased absenteeism and presenteeism. Offering financial education in the workplace can help alleviate employee stress over finances and improve productivity. Studies show that financial stress contributes to declining employee engagement, mental health issues, and increased costs for employers. Financial education programs have been shown to reduce employee stress, boost engagement, lower absenteeism and health care costs, and improve the bottom line for companies.
The document provides information about a financial education program offered by The Alexander Associates Group (AAG) to employees. The program includes seminars, webinars, one-on-one consultations and other options to educate employees on financial topics like retirement planning, investments, taxes, and more. It highlights statistics showing the need for and benefits of financial education. Testimonials praise the program for helping employees better understand and take control of their finances.
This document discusses the important role of agents and brokers in selecting health plans and ensuring successful employee enrollment. It notes that 90% of employers rely on brokers for health insurance assistance. While 90% of employers shopped for different plans, most made no change, showing the influence of brokers. The document also outlines strategies brokers can take to educate clients and employees about new types of plans like consumer-driven health plans. This includes becoming more strategic advisors focused on utilization reduction and engagement. Finally, it emphasizes that agents who become experts in consumer-driven health plans will be very successful in the market.
65% of employees surveyed are considered "not financially well" based on their scores on a new Financial Wellness Score. While employees increasingly rely on employer-provided retirement and health benefits, many are still not taking full advantage of these benefits or prepared for retirement. Employees express a desire for more help and guidance from employers in improving financial wellness.
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
Emergence of mental health as a threat to business profitabilityDamien Foo
Employee mental health guide for HR professionals. If your employee engagement program does not address mental health, it's time you found one that does.
The document discusses a new model called Personalized Care & Benefits that combines direct primary care with customized health insurance plans. This approach aims to provide better and more affordable healthcare coverage for small businesses compared to traditional group plans. Key benefits include lower costs, greater flexibility, and fewer hassles for both businesses and employees.
Spending Accounts: The best kept secret in employee benefitsLeague Inc.
Spending Accounts are the secret weapon companies are using to offer employees the health benefits they really want – without breaking the bank. Covering everything from root canals to running shoes, learn the ins and outs of Spending Accounts and what their flexibility and choice can mean for your team.
Employee benefit Insurance policies guide for Indian CompaniesSusheel Agarwal
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out employee numbers, and provide effective employee communication. An insurance broker can help companies design the optimal insurance program by providing personalized quotes from top insurers, managing enrollment and claims assistance, and recommending strategies to control costs while ensuring employee satisfaction. The core elements of a group health plan include covers for employees, spouses, children, and sometimes parents, as well as benefits like maternity coverage and room cost caps. Premiums are impacted by the number covered, demographics, included covers, and prior claims experience.
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
1) The document provides guidance on developing an effective workplace mental well-being strategy. It discusses conducting an audit to understand existing mental health issues and policies. The audit examines stress levels, staff surveys, and legal compliance.
2) Implementing a strategy can reduce costs associated with absenteeism, presenteeism, staff turnover, and litigation. It also improves staff retention and the working environment. Poor mental health costs UK businesses £30.3 billion annually.
3) The strategy should outline plans for preventing, recognizing, and addressing mental health issues specific to the organization. This will demonstrate a commitment to employees' well-being.
Planning and budgeting requires teamwork from healthcare managers. The document discusses planning and budgeting processes at Hatcher Orthodontics, including creating values, mission, and vision statements. It provides examples of Hatcher Orthodontics' monthly budget, expenses, and formulas for calculating working capital, net present value, current ratio, and return on assets. The budgeting process helps Hatcher Orthodontics prepare financially and set expectations for the future.
Affordable Care Act: What Does It Mean For Small EmployersFidelityQuickpay
The document discusses key implications of the Affordable Care Act for small employers, including:
- Small employers are defined as having 1-100 employees and are not required to provide health insurance but may be eligible for tax credits if they do.
- Existing plans can be grandfathered to avoid some new rules, but changes may cause plans to lose this status.
- New rules take effect from 2012-2015 regarding dependent coverage, annual/lifetime limits, wellness programs, and out-of-pocket maximums.
- Employers must notify employees of health insurance exchange options and provide coverage information to the government.
- Small employers should analyze health plan options, communicate changes to employees, and consider outsour
This document discusses the opportunity for employers to improve employees' financial wellness through workplace financial education programs. It notes that over 70% of adults feel stressed about money, which negatively impacts workplace productivity through absenteeism, health issues, and turnover. However, financial education programs can help employees better manage money and plan for retirement, reducing stress. This benefits both employees through increased financial security and employers through reduced expenses, higher productivity and retention, and less dependency on benefits. The document advocates for comprehensive, unbiased financial education delivered flexibly at the workplace by an accredited third party.
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out participant numbers, and provide effective employee communication. An insurance broker can help companies design the optimal plan by providing personalized quotes from top insurers, managing enrollment and claims assistance, and advising on benefit strategy and cost containment. The basic covers that can be included are coverage for the employee, spouse, children and sometimes parents, along with benefits like maternity coverage, dental, OPD visits and pharmacy reimbursement. Companies typically provide a minimum sum insured of Rs. 200,000 but some set higher limits or corporate buffer amounts. Claim ratios, premium costs and the demography
DOT Rwanda works to stabilize the market for former telecenters (BDCs) in remote areas of Rwanda by training youth interns. Interns are placed at BDCs to increase community awareness and use of available services. At the BDC in Gasabo, interns successfully increased awareness from 10% to over 50 people on waiting lists for monthly trainings. The interns mobilize and train at least 30 community members each month on business and ICT skills. DOT Rwanda aims to continue supporting interns and BDCs to better connect remote communities with economic opportunities through technology and entrepreneurship programs.
Financial wellness programs aim to improve employee motivation and productivity by reducing stress from personal financial issues. Such programs educate employees on financial planning, investing, and retirement savings to help them achieve financial security. Employers are increasingly prioritizing these programs to benefit from more motivated, productive employees who are less distracted by financial concerns and more likely to stay with the company long-term.
Fin well sponsor presentation may 2019-web nycCarol Buckmann
This document discusses empowering employees with financial wellness programs. It defines financial wellness and outlines the business case for why companies should care about it, including reducing absenteeism and health care costs. The document provides an overview of different types of financial wellness programs and considerations for determining if a company is a good fit and selecting a provider. The goal is to help companies move from intending to implement financial wellness programs to taking action.
Financial coaching provides guidance to help people improve their financial situation and work towards their goals. A financial coach educates clients on topics like budgeting, debt management, retirement savings, and investments to develop a customized plan. They hold clients accountable but don't manage money directly. Coaching empowers clients to implement changes through education and accountability. Popular topics covered include emergency funds, budgeting, debt elimination, saving for goals like education and retirement, and insurance. Financial coaching may benefit those seeking help navigating personal finances and accelerating financial success.
The document discusses various concepts related to financial wellness including wellness, well-being, financial capability, fitness, health, well-being, and financial wellness. It provides definitions for each term and discusses how they are similar and related. Measures and assessment tools for each concept are also presented. Research that has been conducted on relationships between personal health behaviors and financial behaviors is summarized. The document concludes by providing 12 ways that individuals can improve their financial wellness.
White Paper: Increase Profitability Through Financial Literacy - Restore Prod...Frank Wiginton
Employee financial education and financial literacy can dramatically improve your companies bottom line. Check out this short white paper that explains the problems financial distress can have on employees well-being.
White Paper: Workplace Financial Education - The Benefits and Rewards of a Fi...Frank Wiginton
Financially stressed employees are less productive and cost companies more through increased absenteeism and presenteeism. Offering financial education in the workplace can help alleviate employee stress over finances and improve productivity. Studies show that financial stress contributes to declining employee engagement, mental health issues, and increased costs for employers. Financial education programs have been shown to reduce employee stress, boost engagement, lower absenteeism and health care costs, and improve the bottom line for companies.
The document provides information about a financial education program offered by The Alexander Associates Group (AAG) to employees. The program includes seminars, webinars, one-on-one consultations and other options to educate employees on financial topics like retirement planning, investments, taxes, and more. It highlights statistics showing the need for and benefits of financial education. Testimonials praise the program for helping employees better understand and take control of their finances.
This document discusses the important role of agents and brokers in selecting health plans and ensuring successful employee enrollment. It notes that 90% of employers rely on brokers for health insurance assistance. While 90% of employers shopped for different plans, most made no change, showing the influence of brokers. The document also outlines strategies brokers can take to educate clients and employees about new types of plans like consumer-driven health plans. This includes becoming more strategic advisors focused on utilization reduction and engagement. Finally, it emphasizes that agents who become experts in consumer-driven health plans will be very successful in the market.
65% of employees surveyed are considered "not financially well" based on their scores on a new Financial Wellness Score. While employees increasingly rely on employer-provided retirement and health benefits, many are still not taking full advantage of these benefits or prepared for retirement. Employees express a desire for more help and guidance from employers in improving financial wellness.
HR Webinar: Benefits Update: 2020 Open Enrollment ConsiderationsAscentis
As we enter the busy Open Enrollment season for 2020 coverage, as a professional community, we face more uncertainty than in any year in recent memory. While the ACA still governs the design and administration rules of most healthcare plans, exceptions are now available for some employers. The individual mandate is effectively repealed, impacting both employee plan selection behavior and ACA reporting requirements. The relatively simple and straightforward subject of Health Reimbursement Accounts (HRAs) has morphed into a complex assortment of financial vehicles (QSEHRAs, ICHRAs, EBHRAs). And as Wellness Programs are gaining near-universal popularity, some big-name employers are in the news for toeing the line of the design rules for these plans. In this session, we'll review some key and late-breaking developments benefits professionals need to know!
Emergence of mental health as a threat to business profitabilityDamien Foo
Employee mental health guide for HR professionals. If your employee engagement program does not address mental health, it's time you found one that does.
The document discusses a new model called Personalized Care & Benefits that combines direct primary care with customized health insurance plans. This approach aims to provide better and more affordable healthcare coverage for small businesses compared to traditional group plans. Key benefits include lower costs, greater flexibility, and fewer hassles for both businesses and employees.
Spending Accounts: The best kept secret in employee benefitsLeague Inc.
Spending Accounts are the secret weapon companies are using to offer employees the health benefits they really want – without breaking the bank. Covering everything from root canals to running shoes, learn the ins and outs of Spending Accounts and what their flexibility and choice can mean for your team.
Employee benefit Insurance policies guide for Indian CompaniesSusheel Agarwal
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out employee numbers, and provide effective employee communication. An insurance broker can help companies design the optimal insurance program by providing personalized quotes from top insurers, managing enrollment and claims assistance, and recommending strategies to control costs while ensuring employee satisfaction. The core elements of a group health plan include covers for employees, spouses, children, and sometimes parents, as well as benefits like maternity coverage and room cost caps. Premiums are impacted by the number covered, demographics, included covers, and prior claims experience.
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
1) The document provides guidance on developing an effective workplace mental well-being strategy. It discusses conducting an audit to understand existing mental health issues and policies. The audit examines stress levels, staff surveys, and legal compliance.
2) Implementing a strategy can reduce costs associated with absenteeism, presenteeism, staff turnover, and litigation. It also improves staff retention and the working environment. Poor mental health costs UK businesses £30.3 billion annually.
3) The strategy should outline plans for preventing, recognizing, and addressing mental health issues specific to the organization. This will demonstrate a commitment to employees' well-being.
Planning and budgeting requires teamwork from healthcare managers. The document discusses planning and budgeting processes at Hatcher Orthodontics, including creating values, mission, and vision statements. It provides examples of Hatcher Orthodontics' monthly budget, expenses, and formulas for calculating working capital, net present value, current ratio, and return on assets. The budgeting process helps Hatcher Orthodontics prepare financially and set expectations for the future.
Affordable Care Act: What Does It Mean For Small EmployersFidelityQuickpay
The document discusses key implications of the Affordable Care Act for small employers, including:
- Small employers are defined as having 1-100 employees and are not required to provide health insurance but may be eligible for tax credits if they do.
- Existing plans can be grandfathered to avoid some new rules, but changes may cause plans to lose this status.
- New rules take effect from 2012-2015 regarding dependent coverage, annual/lifetime limits, wellness programs, and out-of-pocket maximums.
- Employers must notify employees of health insurance exchange options and provide coverage information to the government.
- Small employers should analyze health plan options, communicate changes to employees, and consider outsour
This document discusses the opportunity for employers to improve employees' financial wellness through workplace financial education programs. It notes that over 70% of adults feel stressed about money, which negatively impacts workplace productivity through absenteeism, health issues, and turnover. However, financial education programs can help employees better manage money and plan for retirement, reducing stress. This benefits both employees through increased financial security and employers through reduced expenses, higher productivity and retention, and less dependency on benefits. The document advocates for comprehensive, unbiased financial education delivered flexibly at the workplace by an accredited third party.
Group health insurance is a popular employee benefit offered by many companies. When structuring a group health insurance plan, companies should select the right insurance partners, figure out participant numbers, and provide effective employee communication. An insurance broker can help companies design the optimal plan by providing personalized quotes from top insurers, managing enrollment and claims assistance, and advising on benefit strategy and cost containment. The basic covers that can be included are coverage for the employee, spouse, children and sometimes parents, along with benefits like maternity coverage, dental, OPD visits and pharmacy reimbursement. Companies typically provide a minimum sum insured of Rs. 200,000 but some set higher limits or corporate buffer amounts. Claim ratios, premium costs and the demography
DOT Rwanda works to stabilize the market for former telecenters (BDCs) in remote areas of Rwanda by training youth interns. Interns are placed at BDCs to increase community awareness and use of available services. At the BDC in Gasabo, interns successfully increased awareness from 10% to over 50 people on waiting lists for monthly trainings. The interns mobilize and train at least 30 community members each month on business and ICT skills. DOT Rwanda aims to continue supporting interns and BDCs to better connect remote communities with economic opportunities through technology and entrepreneurship programs.
The document proposes a solution to address the gap between school curriculum and life skills by creating an online network of professionals to provide career advice and financial literacy training to students. Key aspects of the solution include live webinars on various topics, an online platform to connect schools and volunteers, and a marketing strategy to recruit partners. The proposal argues the project will be successful by benefiting students, schools, and companies while having low costs and laying the groundwork for ongoing support.
(1) Social media allows companies to engage with current and prospective employees to positively influence perceptions of the company. (2) It can be used for recruitment, onboarding, training, communication, and retention from prospect to employee. (3) When implemented strategically through a phased approach, social media provides measurable returns through improved hiring metrics and reduced costs versus traditional sources.
Social media can be used across the employee lifecycle to (1) build company reputation, (2) engage qualified candidates for recruitment, and (3) maintain relationships to reduce turnover and increase retention. A short term plan focuses on listening, engagement, and measurement to develop a business case, while a long term roadmap leverages networks for monitoring reputation, proactive talent searches, and knowledge sharing to improve hiring and retention.
The Zambian Entrepreneurship Learning & Training Platform is an online and offline environment launched in 2014 to provide skills training, knowledge sharing, and networking for entrepreneurs in Zambia and globally. The platform was created by Nchitonet Dot Com Ltd. to promote sustainable entrepreneurship through innovation, training, and connections. Courses cover topics like business planning, financial management, market research, and using technology for business. Local entrepreneurs design the interactive courses which are available to everyone online, with some programs reserved for specific groups. Sponsors from organizations and government can support courses and scholarships to help turn business ideas into realities.
eFinancial Communications provides sophisticated technologies to help financial institutions communicate with customers in a compliant manner. Their platform allows for interactive, digital, and customized communications that create opportunities with every interaction while maintaining regulatory compliance. This increases brand awareness, convenience for members, and the number of accounts, cards, and loans issued. The company's platform uses predictive modeling of customer data to personalize communications in a way that financial institutions cannot do themselves due to compliance restrictions.
This document provides information about the 2009 Youth Development & Outcomes Conference on improving youth development through positive youth program outcomes. The conference included keynote speakers and sessions on topics such as developing performance measures to improve results, leveraging partnerships, and building youth skills through training programs. It provided details on pre-conference workshops and sessions occurring on March 23-25, 2009 in Washington, DC focused on grant management, measuring program outcomes, and developing strategic plans for youth programs.
This document provides an overview and summary of the accomplishments of the North Central Indiana WIRED (Workforce Innovation in Regional Economic Development) initiative from its inception through 2008. Some key points:
- All measurable outcomes established by the Department of Labor have been met, including over 13,000 individuals beginning workforce training, over 6,000 completing training, over 1,000 earning degrees/certificates, and over 3,000 being placed in jobs.
- Four key initiatives were established: building entrepreneurship, creating globally competitive industries, developing a 21st century workforce, and weaving supportive civic networks.
- Many programs and outcomes are described under each initiative, such as over 400 students and 91 teachers trained in entrepreneurship
This document summarizes the inaugural meeting of the Sacramento/Central Valley Regional Network of the California Community College Basic Skills Initiative. The meeting aimed to build connections among participants, familiarize them with the goals and activities of the statewide network, and discuss strategies for adding components and sharing successes and challenges. Key topics included the history and goals of the Basic Skills Initiative, grant funding opportunities, the vision for a virtual networking platform, and potential future activities for the regional network.
The document provides an overview of a training program for staff at a senior living community to learn how to use the Sagely Web app. The training will be split into two sessions, the first covering administrative tasks and calendar creation and the second focused on newsletter and slideshow creation. The goal is for staff to be able to operate all aspects of Sagely Web to keep residents and families informed. The training will take place virtually using the community's specific Sagely Web account so staff learn the tools applicable to their community.
Driving Culture, Connection and Collaboration in the New NormalTalentView
This presentation was used in a recent webinar hosted by TalentView CEO, Anj Vera, where she shared insights on how we can make adjustments to our strategy as HR leaders.
The webinar covered actionable tips and real-world examples of how HR teams and organizations are using new resources, tools and initiatives to thrive amidst unprecedented times. It answered questions such as:
* How do we deepen engagement and sustain culture in the organization?
* How can we streamline communications so that people feel connected to our leaders?
* How do we ensure collaboration and monitor productivity of the organization?
Driving Digital Skills Adoption – Doteveryone Digital Connect PilotDigital Leaders
Doteveryone ran a pilot project to connect small and micro businesses with young people to help address the digital skills gap in the UK economy. The project partnered organizations like Accenture, Lloyds Banking Group, and Seetec to provide work experience for young people and digital skills training for small businesses. Key findings showed that the digital skills training increased confidence for 50% of small business attendees and that 73% of young people increased their digital skills through the course and work experience. Recommendations included engaging locally with small business groups for greater participation and providing close support to young trainees to help them engage with employers and progress in education or employment.
HOW DOES TECHNOLOGY LEADERS PROGRAM (TLP) ENHANCE MACHINE LEARNING AND AI EXP...Plaksha University
The Technology Leaders Program (TLP) enhances machine learning and AI experience through two experiential learning components: Capstones and Challenge Lab. Capstones are 12-week live projects in AI/ML/data science with companies/research institutions, allowing students to apply skills and be evaluated on work quality and impact. Challenge Lab is a 12-week entrepreneurial experience where student teams design a prototype and business plan for an idea. Both components provide real-world experience and opportunities for students to gain skills and employment opportunities.
This document provides an overview of a session on quality assurance, program evaluation, and performance management in settlement services. The session covers identifying and applying tools to evaluate services and staff quality, discussing the modernized approach to measuring outcomes, and identifying performance management strategies like setting objectives and providing feedback. It includes examples of outcomes, indicators, and strategies for an effective performance management system with coaching, feedback, and addressing biases.
Kaye Bowman - Riding The Waves, Cairns Nov07elearnala
The document summarizes the "Community Engagement Project" which aimed to create waves in community partnerships and sustainable e-learning. Over 1,000 learners participated across 14 pilot programs covering topics like business, youth work, and health and safety. Key factors for the project's success included shared commitment across organizations, a client-focused and expert support team, and partnership development through cultural scoping, capacity building, and collective work. The project was successful in engaging learners and the pilots' activities continued beyond initial funding. For the next cycle, regional networks and learner engagement guidelines could help attract new participants.
Signy is an IT solutions company focused and specialized in web and IT solutions for education domain. With our research, experience and help of educationists, we have developed and delivered web and IT solutions to our clients in education domain which includes colleges, schools, group of institutes, deemed universities and also training institutes.
E-learning is a powerful tool for professional development that must be based on creativity, technological know-how and a deep understanding of business objectives. The document outlines a 7-step process for developing corporate e-learning: 1) defining business objectives and performance metrics, 2) identifying users, 3) assembling specialized knowledge, 4) instructional design, 5) multimedia production, 6) SCORM implementation and integration on LMS platforms, and 7) program evaluation and adjustments.
Goals: To discuss steps to prevent and to reduce the amount of unwanted junk mail in your mailbox
Based on FRM publications:
1. Junk Your Junk Mail, Guide G-107 http://aces.nmsu.edu/pubs/_g/G107/welcome.html
2. Reduce, Reuse, Recycle: Alternatives for Waste Management, Guide G-314 http://aces.nmsu.edu/pubs/_g/G314/welcome.html
Using data from Google Analytics, we looked into factors that are associated with page views among eXtension’s personal finance pages (www.extension.org/personal_finance). Specifically, we utilized Google Analytics data from April 2009 and available Page Analytics numbers (http://pageanalytics.extension.org/ and http://data.extension.org/) produced by eXtension data engineers in the personal finance or Financial Security for All (FSA) Community of Practice (CoP) areas. Top pages with the highest page views per month were selected to look for similar characteristics among these webpages. At the macro level, we will be exploring relevant statistics to our CoP such as search engine utilized, top search keywords, traffic sources, traffic referral, and mobile device access. We also looked into the tendency of page hits associated with the following factors: topic (tag) , average Google search entrances per week, and age of the article. Preliminary log-level regression results show that pages with high numbers of hits tend to have more tags, not a summary of academic research, and be related to managing money in tough times. We shared result implications and limitations based on the results of this study. Besides advanced researches, personal finance academicians need to write on simple and applicable topics, as evident from top search hits (birth certificate, FICA tax, and SMART goals) and less tendencies of research summary articles to get hit. The federal Financial Literacy and Education Commission (FLEC) core competencies provide targeted knowledge and action/behavior changes, which in themselves are guidelines for writing topics. Despite being a non-profit organization, eXtension can still take advantage of pro-business properties by having course enrollment and savings as conversion goals.
The survey gathered responses from 724 individuals on important topics in personal finance. The top three most important topics for adults according to respondents were saving for retirement, paying off debt, and budgeting/tracking expenses. Regional differences emerged, with those in the Western US rating themselves more knowledgeable and reporting greater use of adult education and college courses. The survey provided a valuable dataset on information needs to help design effective personal finance programs.
The Prezi Presentation: http://prezi.com/hrbvl-co0qsn/?utm_campaign=share&utm_medium=copy
Small Steps to Health and Wealth™ encourages participants to make positive behavior changes to simultaneously improve their health and personal finances.
Using data from Google Analytics, we look into factors that are associated with article and Ask an Expert (AaE) page views. Specifically, we utilize Google Analytics data from April 2009 – April 2012 and available Page Analytics (http://pageanalytics.extension.org/) in the personal finance or Financial Security for All (FSA) Community of Practice (CoP) areas. Top 25 articles and AaE with the highest page views per month will be selected to look for similar characteristics among these webpages. At the macro level, we will be exploring relevant statistics to our CoP such as search engine utilized, top search keywords, traffic sources, traffic referral, and mobile device access. We will be also be looking into the tendency of page hits associated with the following factors: newsletter, curriculum, number of words, topic (tag) , average Google search entrances per week, age of the article, and its seasonal nature (month, quarter). We share result implications and limitations based on the results of this study.
4-H Build a Million Club is a curriculum and website designed to educate middle and high school-aged youth on investing, budgeting, using credit cards, stocks and other aspects. of personal finance. The program combines guidance for club leaders with Web tools for youth.
https://learn.extension.org/conferences/nexc2012/events/700 Using data from Google Analytics, we looked into factors that are associated with article and Ask an Expert (AaE) page views. Specifically, we utilized Google Analytics data from April 2009 – April 2012 and available Page Analytics (http://pageanalytics.extension.org/) in the personal finance or Financial Security for All (FSA) Community of Practice (CoP) areas. We shared result implications and limitations based on the results of this study #nEXC2012
Youth are getting exposed to high‐tech devices such assmart phones and internet at earlier ages. While there are many benefits of these devices,they have opened up opportunities for others to negatively exploit users. This workshopwill educate educators and youth about these predatory activities, ways to avoid them, andwhat to do when you or others encounter them.
The document discusses America Saves Week 2012 in New Mexico. America Saves is a national campaign that helps individuals save money and build wealth rather than debt. America Saves Week involves state proclamations, media coverage, and financial education events to encourage saving. Individuals can sign up as savers on the America Saves website or through local campaigns. Savers receive newsletters, webinars, and saving tips. The presentation outlines how New Mexico can build on existing partnerships with banks, schools, and other groups to promote America Saves Week and encourage more residents to sign up as savers. Input from attendees is requested on potential participating organizations in New Mexico.
The document discusses America Saves Week 2012 and efforts to promote savings in New Mexico. America Saves is a national campaign launched in 2001 to help individuals save money and build wealth. America Saves Week includes activities like proclamations and financial education events to encourage savings. Individuals can sign up as savers on the America Saves website or through local campaigns. Savers receive newsletters and savings tips. The presentation outlines how New Mexico can build on existing partnerships with banks, credit unions, schools and other groups to promote America Saves Week and encourage more residents to save money. Input is requested on potential partner organizations in New Mexico.
This document analyzes the costs of canning 7 jars of pickles at home compared to purchasing commercially canned pickles. It calculates costs for equipment, jars/lids, ingredients, utilities, and labor. The total cost of home canned pickles is $14.20 or $2.03 per jar, compared to $2.50 per jar for store-bought. Disregarding labor, home canning may save half the cost of commercial products and provides environmental and health benefits.
This document describes the "Mi Propia Casa" or "Home of My Own" program. It is sponsored by New Mexico State University and the City of Las Cruces, and supported by the U.S. Department of Housing and Urban Development. The program provides information and resources to help people understand the home buying process, costs involved, and responsibilities of homeownership. It includes sections on managing finances, renting, deciding to buy, the buying process, home maintenance, and being a responsible homeowner. Materials are available on the program's website and include guides, worksheets, checklists, and a Spanish translation.
This document provides information on emergency preparedness at home. It outlines 4 steps: 1) Find out what disasters could happen locally and learn emergency plans and signals. 2) Create a disaster plan with your family, including evacuation plans and designating an out-of-area contact. 3) Put your plan into action by posting numbers, teaching children what to do, creating a supply kit, and ensuring safety features in your home. 4) Keep your plan current by practicing drills and replacing expired supplies.
six payment methods (cash, check, credit card, debit card, direct payment, e-bill) used for 16 different types of transaction in the U.S., such as housing, grocery, dining, health, and car expenses. Transaction-specific payment method usage would give a better understanding of changes in payment method use than those based on mere “Did you use this payment method for any transaction?” question.
Are county agents ready to adopt this social media tools for extension programs and marketing tools? NEAFCS Annual Conference Abuquerque, September 2011
This document describes a job preparation program for inmates being released from prison. The program consists of four two-hour sessions over five sections: goal setting, applications, resumes, interviews, and keeping a job. Based on surveys of past participants, 96% found the material very useful and within six months 85% were more aware of completing applications, over 40% actively searched for jobs using materials from the program, and 20% obtained employment. The program aims to help ex-inmates successfully transition back into the community through training on job seeking skills.
This document discusses internet use in 4-H activities. It covers using the internet as a tool for marketing and communication through various types of social media like content-based, personality-based, interest-based and fantasy-based social media marketing. It also discusses using the internet for training through platforms like Centra, iTunes, YouTube and Second Life. The document outlines some risks of internet use like invasion of privacy and exposure to inappropriate content and provides tips for safe internet use.
The document discusses achieving financial security in the current economic environment, referred to as the "new normal". It describes the "new normal" as a period of slow economic growth, low stock market returns, high unemployment, and declining asset values. It then provides an overview of basic personal finance principles like budgeting, setting SMART goals, investing for retirement, and diversifying investments. The document emphasizes starting to save and invest early in order to take advantage of compound interest over time.
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...Vighnesh Shashtri
Under the leadership of Abhay Bhutada, Poonawalla Fincorp has achieved record-low Non-Performing Assets (NPA) and witnessed unprecedented growth. Bhutada's strategic vision and effective management have significantly enhanced the company's financial health, showcasing a robust performance in the financial sector. This achievement underscores the company's resilience and ability to thrive in a competitive market, setting a new benchmark for operational excellence in the industry.
STREETONOMICS: Exploring the Uncharted Territories of Informal Markets throug...sameer shah
Delve into the world of STREETONOMICS, where a team of 7 enthusiasts embarks on a journey to understand unorganized markets. By engaging with a coffee street vendor and crafting questionnaires, this project uncovers valuable insights into consumer behavior and market dynamics in informal settings."
Lecture slide titled Fraud Risk Mitigation, Webinar Lecture Delivered at the Society for West African Internal Audit Practitioners (SWAIAP) on Wednesday, November 8, 2023.
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
Financial Assets: Debit vs Equity Securities.pptxWrito-Finance
financial assets represent claim for future benefit or cash. Financial assets are formed by establishing contracts between participants. These financial assets are used for collection of huge amounts of money for business purposes.
Two major Types: Debt Securities and Equity Securities.
Debt Securities are Also known as fixed-income securities or instruments. The type of assets is formed by establishing contracts between investor and issuer of the asset.
• The first type of Debit securities is BONDS. Bonds are issued by corporations and government (both local and national government).
• The second important type of Debit security is NOTES. Apart from similarities associated with notes and bonds, notes have shorter term maturity.
• The 3rd important type of Debit security is TRESURY BILLS. These securities have short-term ranging from three months, six months, and one year. Issuer of such securities are governments.
• Above discussed debit securities are mostly issued by governments and corporations. CERTIFICATE OF DEPOSITS CDs are issued by Banks and Financial Institutions. Risk factor associated with CDs gets reduced when issued by reputable institutions or Banks.
Following are the risk attached with debt securities: Credit risk, interest rate risk and currency risk
There are no fixed maturity dates in such securities, and asset’s value is determined by company’s performance. There are two major types of equity securities: common stock and preferred stock.
Common Stock: These are simple equity securities and bear no complexities which the preferred stock bears. Holders of such securities or instrument have the voting rights when it comes to select the company’s board of director or the business decisions to be made.
Preferred Stock: Preferred stocks are sometime referred to as hybrid securities, because it contains elements of both debit security and equity security. Preferred stock confers ownership rights to security holder that is why it is equity instrument
<a href="https://www.writofinance.com/equity-securities-features-types-risk/" >Equity securities </a> as a whole is used for capital funding for companies. Companies have multiple expenses to cover. Potential growth of company is required in competitive market. So, these securities are used for capital generation, and then uses it for company’s growth.
Concluding remarks
Both are employed in business. Businesses are often established through debit securities, then what is the need for equity securities. Companies have to cover multiple expenses and expansion of business. They can also use equity instruments for repayment of debits. So, there are multiple uses for securities. As an investor, you need tools for analysis. Investment decisions are made by carefully analyzing the market. For better analysis of the stock market, investors often employ financial analysis of companies.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Duba...mayaclinic18
Whatsapp (+971581248768) Buy Abortion Pills In Dubai/ Qatar/Kuwait/Doha/Abu Dhabi/Alain/RAK City/Satwa/Al Ain/Abortion Pills For Sale In Qatar, Doha. Abu az Zuluf. Abu Thaylah. Ad Dawhah al Jadidah. Al Arish, Al Bida ash Sharqiyah, Al Ghanim, Al Ghuwariyah, Qatari, Abu Dhabi, Dubai.. WHATSAPP +971)581248768 Abortion Pills / Cytotec Tablets Available in Dubai, Sharjah, Abudhabi, Ajman, Alain, Fujeira, Ras Al Khaima, Umm Al Quwain., UAE, buy cytotec in Dubai– Where I can buy abortion pills in Dubai,+971582071918where I can buy abortion pills in Abudhabi +971)581248768 , where I can buy abortion pills in Sharjah,+97158207191 8where I can buy abortion pills in Ajman, +971)581248768 where I can buy abortion pills in Umm al Quwain +971)581248768 , where I can buy abortion pills in Fujairah +971)581248768 , where I can buy abortion pills in Ras al Khaimah +971)581248768 , where I can buy abortion pills in Alain+971)581248768 , where I can buy abortion pills in UAE +971)581248768 we are providing cytotec 200mg abortion pill in dubai, uae.Medication abortion offers an alternative to Surgical Abortion for women in the early weeks of pregnancy. Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman Fujairah Ras Al Khaimah%^^%$Zone1:+971)581248768’][* Legit & Safe #Abortion #Pills #For #Sale In #Dubai Abu Dhabi Sharjah Deira Ajman
Vicinity Jobs’ data includes more than three million 2023 OJPs and thousands of skills. Most skills appear in less than 0.02% of job postings, so most postings rely on a small subset of commonly used terms, like teamwork.
Laura Adkins-Hackett, Economist, LMIC, and Sukriti Trehan, Data Scientist, LMIC, presented their research exploring trends in the skills listed in OJPs to develop a deeper understanding of in-demand skills. This research project uses pointwise mutual information and other methods to extract more information about common skills from the relationships between skills, occupations and regions.
1. New Mexico State University
Financial Wellness Project
Fahzy Abdul-Rahman
Family Resource Management Specialist
Department of Family & Consumer Sciences
Extension
2. Situation Inputs Outputs Outcomes
Activities Participation Short Medium Long
National: High Knowledge Establish
unemployment rate Conduct
Specialists
workshops of different internet
NM: Rural but has a lot to Educators marketing and Social Build a
offer County business
and Media
There are various home- Agents Provide Participants payment presence with strong
based products that may
be good enough to be sold
coaching avenues on-line
Time
in the market. E.g. Arts at presence
Learning Online
and Crafts Money individual with three
the basics video
These programs include level of more
sewing, gardening, Theory Set up of internet online
Other
photography, plants, and network for marketing mediums
cooking programs. Equipment
presentation
participants
In NM, we have many s
Small Increase
educational programs Technology Attitude
focused on crafts, business Able to sell sales (for
hobbies, arts, etc. Partners Develop owners merchandise existing
Besides that, this program products, on-line and business)
provides opportunities for Videos curriculum, Skills deliver to by 10%
existing business to and customers
improve on their Literature resources
companies’ marketing Review Motivations
techniques. Online
Physical (brick & mortar) Content automated
store may not be the best Update
payment
idea due to un-strategic Training
location of NM, high
method
upfront cost to set up a
Program: Home-based Online
Business-
Goals: • To educate and train people on how to set up reliable home-
based and/or small on-line businesses. • To increase sales of existing
business • To encourage people to upgrade hobby and interest into a
3. Outline
1. Introduction: Background, problems,
purpose, questions,
– Framework: Logic Model
– The Program
2. Methods
3. Results
4. Discussion: Summary, conclusion,
implications, future plans
4. Background
• February 2012: Dona Ana county agent
met with Anna Dyson, ad-hoc committee
chair through the Employee Council for
Financial Wellness for NMSU employees
– researching different avenues and programs
for an NMSU financial wellness program
• Originally wanted an online program by
Dave Ramsey but it costs too much
money ($10,000).
5. NMSU Employee Council, Jan.
• 2012
NMSU has health wellness programs and financial
wellness programs for students
– But no financial wellness program for employees.
– 42% of people don’t know where every dollar of their budget
goes
– 70% live from paycheck to paycheck.
• Goal: Help employees to become aware of their finances
and assist them in becoming debt-free and in turn,
improve morale
• This issue has been discussed for quite some time
waiting for the appropriate time to present it to the
committee.
• Sub-committee: Investigate the feasibility of supporting a
financial wellness program and which program would be
best.
6. Programs Suggested
• eXtension: Investing for Your Future, Investing for Farm Families,
Bankruptcy (fees for many can be waived), Planning for a Secure
Retirement
• National Endowment for Financial Education (NEFE)
– Microentrepreneurs, Addiction Groups, CashCourse College Kits, Domestic
Violence Victims, Dress for Success, Ex Convicts, Family Literacy, Gear
Up/NCCEP, Generations United, Habitat Home Owners, Homeless Audience,
Military Personnel, People with Disabilities, People with MS, United Way,
Vita, Your Spending Your Savings
• Dollar Decision$: $65
– How to track their expenses and make ends meet.
– Needs vs. wants, goal setting, methods to track expenses, ways to develop a spending
and saving plan, ways to increase income and decrease expenses.
• FederalReserveEducation.org
• Money Smart for Young Adults:
– learn the basics of handling their money and finances, including how to create
positive relationships with financial institutions
9. Framework: Logic Model
• Situation Statement: • Dismal financial
situation for individuals & families • National:
High unemployment rate (8.3% [U6 14.9] vs.
7% in NM) • NM: Low income (NM per capita
income $33,368 ranks 43 out of 50; nationally
$39,945) • NM is one of the five states without
personal finance education requirements for
high school graduation – not even included in K-
12 Standards • Economic “ New Normal”
• Outcome Summary: NMSU Employee
Financial Wellness targeted at providing
personal finance programs to faculty and staff
can help individuals achieve financial security by
adopting healthy personal finance habits. NMSU
faculty and staff will have improved financial
stability with limited resources.
10. Outputs Outcomes – Impact
Inputs
Activities Participation Short Term Medium Term Long Term
What we invest: What we do: Who we What the short What the That the
reach: term results medium term ultimate results
Specialists Plan, are: results are: are:
implement, NMSU
Support from and evaluate employees NMSU Employee Employees will Individuals and
NMSU, educational (faculty and council will practice and families will have
especially programs for staff) design, deliver, maintain their greater capacity
Employee employees throughout the and evaluate improved to establish and
Council including web- state of educational financial maintain
based various program management financial
Evaluation data education. backgrounds strategies such security.
Employees will as development
Websites – gain awareness, of financial goals Communities will
NMSU, college, Key players: knowledge and and plans, have improved
and department abilities on savings for economic
State financial security. retirement and stability by
Curricula extension other purpose, increased
specialist Employees will record individuals and
intend to improve organization, risk families’ financial
Co-organizer their financial management, security.
management debt repayment,
NMSU strategies such investment, and Attaining
professors as development estate planning. financial stability
of financial goals will improve
Local and plans, Employees will family
professionals savings for increase saving relationship and
retirement and and decrease self-worth
Supervisors, other purpose, their debts by
including head record improved
departments organization, risk financial
and deans management, management
debt repayment, practices.
investment, and
estate planning.
11. Framework: Logic Model
Assumptions External Factors
1. Access to university 1. Availability of instructors
facilities. (professors and
professionals)
2. Partners will share 2. Availability of facilities
resources and there will be 3. Lack of consumer education
on and off campus faculty being taught in educational
partnerships. system
3. The programs can have a 4. Consumer availability of
information and direct
measurable impact on decisions due to internet
personal financial security. technology.
4. Promoting personal 5. Increased awareness for
financial security is a consumer education
critical need for New 6. Institutional commitment
Mexico residents
12. 2. Methods
• Survey: To all NMSU employees
– Purpose: To determine personal finance
background, demanded topics, and suitable
format
– Online and paper; English and Spanish
– All employees: Staff and faculty; full-time vs.
part-time; exempt vs. non-exempt
13. Survey
• Translated to Spanish – took more time
than expected: Survey, online and paper
cover letter versions
• IRB application
– Submitted: June 22, 2012
– Revised: August 13, 2012
– Approved: August 23, 2012
• Too long: Should have checked with them after 5
weeks
• SurveyEnglish.pdf, SurveySpanish.pdf,
SurveyCLPaper.docx, SurveyCLPaperSp.docx,
14. 3. Results
• Survey
– n=245 with 7 paper survey. 2 Spanish
response survey.
• Analysis
– Subject matter and format
– Different or one-fits-all
– Survey opened: September 17 - Oct 31, 2012
• Data analysis
– Overall; faculty vs. staff comparison
– SAS
15. NMSU Hotline Announcement
Financial wellness workshops planned for all
NMSU employees
NMSU Employee Council and Cooperative
Extension Service are collaborating to offer
personal financial wellness workshops and
training for all NMSU employees. Our first step is
to survey the NMSU employee population and
gain your interest and need for these workshops.
Employees at all NMSU campuses are
encouraged to complete the survey as we plan to
offer classroom and online training across the
NMSU system.
16. Please choose how strongly A N D or
you agree SD
Please choose how strongly you agree or
disagree with the following statements:
SA n
disagree with the following statements:
I consider myself knowledgeable in personal
finance topics. 8.6% 53.9% 20.8% 15.1% 1.6% 245
I will benefit from learning more about personal
financial management. 46.5% 42.0% 8.2% 1.6% 1.6% 245
I would like to learn more about the tax-sheltered
annuity plans offered to NMSU employees 33.5% 40.0% 18.8% 4.5% 3.3% 245
I would like to know more about the eligibility
retirement requirements for NMERB. 36.7% 38.4% 15.1% 4.5% 4.1% 242
I would like to know more about the NM
Alternative Retirement Plan. 35.5% 37.6% 17.6% 5.7% 2.9% 243
I like to use online training materials and learn in
a self-paced format. 35.5% 35.9% 17.1% 8.6% 2.4% 244
I like to learn in an instructor lead environment
with time to discuss materials with my instructor
and other class members. 21.6% 41.6% 26.1% 7.8% 1.6% 242
I think my supervisor will allow me to review
training materials or attend training during work
hours. 33.5% 36.3% 16.3% 7.3% 4.1% 239
I would like for these materials to be offered in 16.3
Spanish. 4.1% 9.0% 53.5% 14.3% % 238
I am interested in learning more and would pay a 29.8
17. Not Interested (I RANK -
Interested/ Interested/ have plenty of Based on
No Some knowledge or just Intereste
Knowledge Knowledge not interested) d
Budgeting and cash 11.8% 60.0% 28.2% 9
Credit,debt, paying off debt 13.1% 51.8% 34.3% 10
Identity theft and financial
security 28.2% 56.7% 15.1% 6
Buying a home 19.6% 34.7% 45.7% 11
Consumer rights/scams and
frauds 24.1% 53.5% 21.6% 8
Renting a home 15.5% 33.9% 50.6% 13
College funds for my
children 21.6% 28.2% 49.4% 12
Insurance 26.1% 53.1% 20.4% 7
Building savings 34.3% 53.5% 11.4% 5
Increasing income 42.9% 47.3% 9.8% 3
Retirement planning 45.3% 48.6% 5.7% 1
Investments 47.8% 41.2% 11.0% 4
Estate planning 50.6% 40.8% 8.2% 2
18. Open Ended
• What would you hope to learn, or what financial goals would
you like to achieve with this type of training? n=138
• Please provide any other topics of interest that you would
like: n=50
• Are you willing to participate in further surveys that will help
guide us in developing employee workshops? 64.9% Yes
vs. No
– If yes, please provide your email address: n=121
• Do you have any expertise in any of the above topics for
which you would like to teach a workshop or training class?
4.5% Yes vs. No
– If yes, please specify topic(s): n=10
19. What would you hope to learn, or what financial goals would you like to
achieve with this type of training? n=138
Developing a long term savings plan while also I would like to learn how to be debt free and save for
improving my short term financial situation. I would the future ; I've been working at NMSU over 15
like to be able to buy a home but my credit has years. I am a member of the alternative retirement
suffered for many years. ; retirement planning ; How plan. My investments in TIAA-CREF are worth little
to maximize my retirement savings. ; My spouse is a more than the net of what I and the employer have
financial advisor and CFP so I wouldn't need this contributed. What am I doing wrong? ; How to better
training. I would however be interested in any manage my money, planning for retirement. ; able to
information offered concerning how I could avoid devise a good plan for debt payoff and being able to
NMSU automatically taking out 11 percent of my live on retirement income. ; My goal is better control
check and forcing me to participate in a net zero of spending and beginning a savings program. Also
investment plan, so if such information exists in the planning for retirement. ; I would like to get current
alternative retirement information I would gladly information regarding home purchase, the process,
attend. ; How to better manage my money and learn loans, interest rates and "points" ; What does NMSU
how to save. ; be more knowledgeable in managing contribute to my savings account? Is the money that
my finances, make good decisions ; Retirement, I put into ING really going to a good place that is
saving, alternative income, etc. ; I would like to learn creating interest and is it safe? ; I would like to learn
how to make my money go further in order to plan for how to better budget my earnings and
retirement. Investing is what i would like to take away optimize/increase my wealth. Overall, I want to learn
and how to become debt free ; I'd like to feel more more about longterm saving, investing, and
knowledgeable and more secure that I'm in a secure retirement plan options. ; How to do more with what
position financially. ; How to take control of my I have. ; Smart spending ; Learn to pay off debt,
current budget with my salary and also how to start while saving for retirement ; Learn more about
building a savings for the future and building my retirement plans and how to be prepared for my
career to earn a larger salary. ; Understand the new future ; Future planning. ; Debt free and keeping up
NM retirement program, learn how to best save for with monthly debt and have collector stop calling. ;
my kids' college and/or if I should even start while Build a substantial nest egg, for myself and my
having consumer debt, and learning more about life family. Be able to pay bills without worrying what
20. What would you hope to learn, or what financial goals would you like to
achieve with this type of training? n=138
I want to build up my retirement savings so I have I would like to be able to manage my money better
enough money to live on after I retire. I'm very within the 457. I don't understand how to allocate
interested in learning about 401Ks and other my money (for my age) so that it will grow at a
investment options. ; Learn about resources that I steady pace, not lose value, and help in my
can continue learning and guiding towards financial retirement. ; I have a financial advisor and need
security. ; Learn better ways to manage money, information that pertains to New Mexico or NMSU. ;
about maKing the best out of what I have to work General investment advice ; STABLE
wih. ; How to plan for retirement ; Financial RETIREMENT INCOME. ; Learn ways to reduce
security for my future. Retirement Investing College debt and increase savings/investments. Having
savings for kids ; learn how to invest + how to retire money work for me as opposed to me working for
; Maybe learn a little more about investing in the money. ; What options are out there? ; Reduce
stock market. Also, estate planning, trusts and wills. debts and increase retirment goals. ; Financial
; I would like to learn more how to pay down debt, security for the future. ; long term financial security ;
building up my savings, and preparing for How to prepare for retirement. ; What is my current
retirement. ; Financial goals are what we have but financial state? What should my goals be in order
find hard keeping them. This will help me to attain retire at my chosen age? How can I know the
my goals. ; how to better budget my money and be benefits and counter-benefits of refinancing a
able to save money, i want to get out of debt even mortgage? Is it worth investing in advanced
at the salary i get now. ; How to increase saving education after middle age? ; How to get out of dept
without messing up my monthly budget. ; Financial an attain financial security. ; How much money i will
stability, preparation for retirement, learning how to need to have when I retire. ; I would like to learn
invest ; More knowledge of financial planning as a how to save money better as i live from pay check to
whole. Many people do not know this type of pay check with no savings to speak of. ; My goal is
information. Would be beneficial. ; Estate to retire in the near future. ; separate retirement
planning. ; i would like to learn how to fix my credit, fund, saving for college ; Budget better, increase my
how credit works and money management. as a income, invest well without too much risk. ; I would
single mother of 2 and living soley on one income i like to learn how to protect my assets and how best
21. What would you hope to learn, or what financial goals would you like to
achieve with this type of training? n=138
I would like to figure out how much I will need for Debt management - creating home budgets -
retirement and schedule a plan. I would like more hopefully use to decrease debt, such as loans and
attention paid to the alternative retirement plan. ; credit cards ; I would like to improve my financial
How to get an overall view of what could be situation. ; Formulas for percentage of monthly
expected during retirement, based on existing plans income to spend on food, housing, utilities, etx. ;
and savings in place. ; n/a ; investmets, retirement How investing income will help in the long run and if i
income, college savings plans ; Personal Financial have invested in good plans ; College fund for my
planning and saving planning. ; Learning about kids, and additional planning for retirement. ; debt
how to make more of an investment in retiring. ; management, savings, investments, college savings
Better budgeting, how to invest, retirment planning. ; I wiuld hope to learn how to beter plan for the
My money needs to grow and I don't know how to future so that I can have a more secure future, and
do that. ; Financial Independence ; Savings and beable to help my family plan for their futures as
investment options for large purchases (home, kid's well. ; Want to learn how to make the most of my
college funds) and retirement. Need more info and money; i.e., saving, retirement, my nephew's saving
resources on wills and other end-of-life care for college, keeping my information secure. I want to
options. ; Stabilize my finances now and plan for know the best strategy for saving my money for
retirement. ; How to manage my limited resources retirement and to see what other savings' plans I
better. ; To learn how to save money for should obtain to do this. ; Knowing how to take
retirement/children's college fund/ and how make advantage of what NMSU offers. ; Would like
safe and smart investments. ; I need help planning assistance with financial planning as it relates to
for retiremnt and saving money for a college fund retirement and college funds for children. ; How to
for my son and creating a will. I also own a house live on my single income. Make the right decisions
that I don't live in and need help figuring out if I about retirement. ; My goal is to be financially stable
should try to sell it or keep renting. ; Learn about at retirement without worrying about what happens
ways to stretch my income, and increase my next ; Retirement planning ; financial preparation
income through investments, learn about the traps, for retirement; financial planning for building a home
pitfalls and scams in the financial world ; Figure out ; At 67 I need to learn more about retirement options
22. What would you hope to learn, or what financial goals
would you like to achieve with this type of training?
Count Topic
69 Retirement
32 Budgeting, managing my money
28 investing, safe, smart, secure
23 Savings
16 pay down debt, debt free
12 kid's college
12 estates, wills, trusts
11 build knowledge
10 financial planning
7 increase income, alternative income
7 financial security, stability
6 Mortgage - buy a home
4 Alternative Retirement Plan
2 Fix my credit
2 keeping financial goals
1 life insurance
1 emergency planning
1 rental property - keep or sell
23. • Please provide any other topics of
Open interest that you would like: n=50
Savings strategies, financial planning for Public Loan Forgiveness for NMSU
Endedlevels of different
retirement, credit repair, homeownership. ;
How to get ahead. ; Risk
employees who have taken out a student
loan ; Home insurance and how it works ;
kinds of investments Balancing your ERB future ; Capital gains taxes in terms of
portfolio Tax implications of different kinds realestate. ; home safety ; Beginning
of investments ; Retirement plans, Spanish. ; Investments, refinancing,
additional saving options ; investment retirement, SS benefits. ; How to save for
information, understanding stocks, bonds the future and invest. ; n/a ; Retirement
etc. ; Retirement and credit cards ; I would planning ; See above. ; How to set up your
be interested in topics such as credit own will or trust. ; More to do about making
scores and creating a will. ; I don't know if it my money work for me...in such a bad
was mentioned but purchasing a new or economy. Tip on increasing my income,
used vehicle. ; I would also like information etc... ; Investing ; Health and safety topics:
on other resources or program in the First responder type actions in case of an
commumnity that help with buying a home. accident having to do with different
; N/A ; Living Trusts ; Paying off debt and scenarios, for example, someone bleeding
aquiring good debt. ; How to invest in profusely, electrocution, drowning, etc.
equities with good results online. ; Using a fire extinguisher, how the safety
Coordinating different types of benefits, system works on campus. ; I cannot think
TIAA-CREF, ERB (spouse), Social of anything other than the topics mentioned
Security, etc. ; n/a ; Debt forgiveness ; previously on whether I am interested in
24. • Please provide any other topics of
Open interest that you would like: n=50
You've coered it very well for me. House running a small business ; Running a
purchase, Ended to own,
rent better than hobby/home business ; ERB rules now that
furthering my career. ; How to pay for changes have been made, PERA update
health care after retirement HR needs to (for those who have funds in that program
provide more info/access to the new High as well), fraud knowledge, insurance
Deductible Health Plan and Health Savings knowledge, 403b adn 457 plan details,
Account through Presbyterian. ; Ratio of mainly every topic on the first page of this
life insurance, health insurance, long-term questionnaire. Those topics are
care/assisted living insurance with income surprisingly comprehensive, applicable and
level. ; I would like my partner to be able to overall very good topics. Good job to
attend any workshops with me. I think that whomever came up with those. ; How to
NMSU employees, though, should pay but live well and die broke. ; Your list is
NOT employees. ; estate planning ; Estate sufficient - but savings bonds, mutual
Planning Investing ; You asked the funds, different between Morgan Stanley,
question would you like to retire with a AG Edwards, Charles Schrab? How to
higher salary - how do I do that? ; Basic select or know you have selected a good
investing. How to read the stock market advisor. Who can you trust? ; Yes ; tener
quotes, I had that in school 40 years ago. mas oportunidades (I want to have more
Don recall how now. ; Retirement opportunities) ; me gustaria aplicar para
information. ; What does going back to otre posision donde me pagen mejor (I
work after retirement do? Is there a want to be able to apply this so I can get
25. Open Ended
• Do you have any expertise in any of the above topics for
which you would like to teach a workshop or training class?
4.5% Yes vs. No
– Way more than expected
– If yes, please specify topic(s): n=10
• Wilcoxon signed ranks test
26. Demographics
18-34 35-55 56+
Age Range
15.1% 57.1% 25.7%
Gross [$10K,$24K
income <$10K ) [$25,$50) [$50,$75) >$75
level 0.4% 8.6% 47.8% 24.1% 17.1%
Education H.S. or Associate Bachelor's Master's
level Some H.S. GED degree degree degree Ph.D.
0.4% 14.3% 16.7% 24.9% 29.4% 11.0%
DACC Las ABQ
Alamo- DACC East Cruce Cente
Location
gordo Carlsbad Main Mesa Grants s r
1.6% 2.9% 7.8% 4.9%
9-month0.8% 12-month 0.8%
77.6%
Classification Exempt Non-exempt faculty faculty
52.2% 33.5% 7.3% 5.7%
Full-time Part-time Other
FTE
95.9% 2.4% 0%
27. Demographics: Survey vs.
Population Response rate: 4.5%
Age Range 18-34 35-55 56+ Total
15.10 57.10 25.70 100% Survey respondents tend
Survey to be
% % % (n=245) • Slightly in the 35-55
NMSU: age group
1,108 2,780 1,568 5,464 • Less educated
Headcount
20.30 50.90 28.70
NMSU: % 100.0%
% or Assc. Bach. M.S.
Some HS % % Other/
Ph.D. Total
HS GED degree degree degree Unknown
Survey 0.40% 14.30% 16.70% 24.90% 29.40% 11.00% 100%
NMSU 2.45% 5.42% 20.79% 25.07% 18.39% 27.87% 100%
"Other/
3.40% 7.51% 28.83% 34.76% 25.50% 100%
Unknown" Out
28. Demographics: Survey vs.
Location
ordo
Population
d
DACC
Alamog Carlsba DACC
Main
East Grants
Las
Cruces
ABQ
Cente Total
Mesa r
100.0
Survey 1.60% 2.90% 7.80% 4.90% 0.80% 77.60% 0.80%
0%
n(NMSU) 284 198 835 116 4,031 5,464
100.0
NMSU % 5.20% 3.60% 15.30% 2.10% 73.80%
0%
9- 12- 4-
Classificatio
Exempt
Non-
month month month Total
Also, survey
n exempt
faculty faculty faculty respondents tend to
Survey 52.20% 33.50% 7.30% 5.70% be
n(NMSU) 1,661 1,822 358 855 768 5,464 • Classified in the
NMSU % 30.40% 33.30% 6.60% 15.60% 14.10% 15.60% exempt category
FTE Full-timePart-timeTotal
and
100.00 • Full-time
Survey 95.90% 2.40%
% employees
n(NMSU) 3,953 1,511 5,465
100.00
NMSU % 72.30% 27.60%
%
29. Staff vs. Faculty
• Employee Council wanted to know if results
were different between faculty and staff
– E.g. if faculty not interested, none on those topics for
them for the summer
• Difference in need for scheduling
• Method:
– SAS: Proc Freq with ChiSq option
• Wilcoxon-Mann Whitney test because DV is ordinal
30. Staff vs. Faculty
Full Question Staff Fac χ2 W
Frequency, n(no response)=3 (1.22%) 210 32
13.1
Percent
85.7% %
I consider myself knowledgeable in personal finance topics. 2.49 2.41 0.4248
I will benefit from learning more about personal financial
management. 1.66 1.88 0.3942
I would like to learn more about the tax-sheltered annuity plans
offered to NMSU employees to add to my New Mexico Educational
Retirement Board (NMERB) retirement income. 1.97 2.38 0.0517
I would like to know more about the eligibility retirement
requirements for NMERB. 1.92 2.50 0.0797
I would like to know more about the NM Alternative Retirement
Plan. 1.96 2.32 0.2056
I like to use online training materials and learn in a self-paced
format. 2.04 2.16 0.5056
I like to learn in an instructor lead environment with time to discuss
materials with my instructor and other class members. 2.25 2.19 0.6513
I think my supervisor will allow me to review training materials
during work Agreeand/orAgree training during work hours.
Strongly hours attend Neutral Disagree 2.17 1.68 0.0158
Strongly Disagree
I would like for these materials to be offered in Spanish.
1 2 3 4 3.27 3.44 0.4126
5
31. Staff vs. Faculty
Full Question Staff Fac χ2 W
2.4
Budgeting and cash management
2.12 4 0.0062
2.4
Credit, debt, paying off debt
2.18 7 0.0209
1.9
Identity theft and financial security
1.85 4 0.498
2.6
Buying a home
2.20 3 0.0015
2.1
Consumer rights/scams and frauds
1.93 9 0.049
2.5
Renting a home
2.33 0 0.1805
2.4
College funds for my children
2.25 1 0.2315
1.9
Insurance
Interested / No Interested / Some Not Interested (I have plenty of
1.94 4 0.9269
Knowledge Knowledge knowledge or just not interested)
1.7
Building savings
1 2 3 1.77 8 1
1.6
Increasing income
32. Full Question Staff Fac χ2 W
Staff vs. Faculty
What would you hope to learn, or what financial goals would you
like to achieve with this type of training?
Please provide any other topics of interest that you would like:
Are you willing to participate in further surveys that will help guide 1.2
1.31 0.3687
us in developing employee workshops? Yes=2 vs. No=1 3
If yes, please provide your email address:
Do you have expertise in any of the above topics for which you 1.9
1.95 0.5901
would like to teach a workshop or training class? Yes=2 vs. No=1 3
If yes, please specify topic
2.1
2.09 0.4727
What is your age range? 18-35=3 vs. 36-55=2 vs. 56 and older=1 9
What is your gross annual income level? [$0,$10K)=1;
4.2 <.000
[$10K,$25K)=2; [$25,000,$50K)=3; [$50,000,$75K)=4; [$75,000, 3.38
21
∞)=5
What level of education have you completed? Some H.S.=1; High
5.4 <.000
School or GED=2; Associate degree=3; Bachelor’s degree=4; 3.84
21
Master’s degree=6; Ph.D. =7;
At what location would you like to receive your training? NMSU-
Alamogordo=1; NMSU-Carlsbad=2; NMSU-Dona Ana Main=3; 5.1
5.49 0.0612
NMSU-Dona Ana East Mesa=4; NMSU – Grants=5; NMSU-Las 9
Cruces=6; Albuquerque Center=7;
My NMSU classification is: Exempt staff=1; Non-exempt staff=2; 9- 3.4
1.39 ******
month faculty=3; 12-month faculty=4; 4
33. Full Question (Categories breakdown) Staff Fac χ2 W
1.31 1.23 0.3687
Are you willing to participate in further surveys that will help guide
us in developing employee workshops? Yes=2 vs. No=1 31.5% 23.3
Yes %
1.95 1.93 0.5901
Do you have expertise in any of the above topics for which you
would like to teach a workshop or training class? Yes=2 vs. No=1 95.4% 93.1
Yes %
2.09 2.19 0.4727
16.9% 6.3%
What is your age range? 57.0% 68.8
18-35 (value=1) 26.1% %
36-55 25.0
56 and older (3) %
3.38 4.22 <.000
0.5% 1
9.7% 0.0%
54.1%
22.7% 3.1%
What is your gross annual income level?
Since I am not a big fan of 13.0% 15.6
[$0,$10K) (1) averaging categorical responses %
[$10K,$25K) 37.5
…
[$25,000,$50K) %
34. Full Question Staff Fac χ2 W
5.49 5.19 0.0612
0.0%
2.0% 3.2%
12.9
At what location would you like to receive your training? 2.9% %
NMSU-Alamogordo 12.9
NMSU-Carlsbad 7.4% %
NMSU-Dona Ana Main 3.2%
NMSU-Dona Ana East Mesa 3.9% 67.7
NMSU – Grants 0.5% %
NMSU-Las Cruces 82.4% 0.0%
Albuquerque Center 1.0%
1.39 3.44 ******
61.0% 0.0%
My NMSU classification is: 39.1% 0.0%
Exempt staff (1) 0.0% 56.3
Non-exempt staff 0.0% %
9-month faculty 43.8
12-month faculty (4) %
I am employed by NMSU: 1.02 1.00 0.3794
Full-time (1) 97.6% 100%
35. 4. Discussion
• Based on overall results and other information
– There is a need for personal finance education on campus
– Concern: Low response rate
• Staff vs. Faculty:
– I. Opinion: 1 of 10 was significantly different
• Supervisor allowing time off to attend
– II. Topic: 4 of 13 was significantly different
• Budgeting and cash management; Credit, debt, paying off debt;
Buying a home; and Consumer rights/scams and frauds
• We’ve also decided
– Group faculty and staff together
– Offer classes at different levels of difficulty
– Trying to figure out the best design that fits the demand
• Debt deduction vs. convention
• Coordinator (Anna Dyson and I) vs. professional
• Basic, intermediate, and advanced
36. Lessons Learned
• IRB: Takes time, check on them,
inconsistent
– 2 weeks in the past vs. 10 week here
– Your faculty member in IRB. All good?
• Qualitative analysis is not the inferior one.
37. Current Planning
• Eight Topics identified: Budgeting and cash (2);
Credit card, debt, and debt management: (3);
Identity theft & consumer rights/scams (2); Buying
a home (2); College funds (1); Insurance (2);
Increasing income (1); and Retirement planning
(6).
• Allocate 2-3 one-hour sessions for each topics
– Fahzy and Anna will teach the basic and maybe the
intermediate levels. NMSU professors and local
professional will be invited to teach the advanced
level.
• Take advantage of facilities and event
– Smart classroom, library, Career Service, Financial
Literacy month in April
• Evaluation for each session
38. Future Considerations
• Lower-income population inadequately
covered by the survey
– More focused effort
– Custodians have different work schedule. E.g.
lunch at 10a.
• … while we’re thinking of sessions at noon and 4p
– Tend to be Spanish-speaking
– Focused group
– Direct face-to-face approach to the
supervisors
39. New Mexico State University
Financial Wellness Project
Fahzy Abdul-Rahman
Family Resource Management Specialist
Department of Family & Consumer Sciences
Extension
Editor's Notes
Assumptions: Participants have basic reading and computer skills. Participants have the time and money (if needed) to invest in this program. External Factors: Funding, Collaboration. Internet availability Other notes: Free vs. paid, internet 1.0 vs. 2.0 (Social Media + its impact measures), security, risks, evaluation metrics, from basic to expansionNational: High unemployment rate (8.3% [U6 14.9] vs. 8% in NM)NM: Low income (NM per capita income $33,368 ranks 43 out of 50; nationally $39,945 )NM: Rural but has a lot to offerThere are various home-based products that may be good enough to be sold in the market. E.g. Arts and CraftsThese programs include sewing, gardening, photography, plants, and cooking programs. In NM, we have many educational programs focused on crafts, hobbies, arts, etc.E.g. website development, payment method option, marketing, Social Media utilization, Expanding market, even internationallyNot limited to products, these include talent, skills, which may be shared over YouTube. Extremely high views can generate money. Besides that, this program provides opportunities for existing business (especially small business) to improve on their companies’ marketing techniques.Physical (brick & mortar) store may not be the best idea due to un-strategic location of NM, high upfront cost to set up a business, and maintain the business
They were wondering if there might be a more cost effective online money management program (possibly through Extension) that can be offered.
NMSU has health wellness programs and financial wellness programs for studentsBut no financial wellness program for employees. She stated that 42% of people don’t know where every dollar of their budget goes and 70% live from paycheck to paycheck. help employees to become aware of their finances and assist them in becoming debt-free and in turn, improve morale. Roseanne Bensley added that this issue has been discussed for quite some time waiting for the appropriate time to present it to the committee. She suggested that instead of just being a committee that meets once a month, perhaps we could provide a service to employees by supporting such a program. After receiving a positive response from the group regarding looking into the issue further, Steve asked for volunteers to serve on a sub-committee. Those who volunteered included: Roseanne Bensley, Dave Brockmeyer, Monica Brown, Patty Hartell, and Pam Wood. This group will investigate the feasibility of supporting a financial wellness program and which program would be best. They will report back to this committee at our March 8 meeting.
New Normal ::: An extended period of:-Slow U.S. economic growth: GDP growth < 2%Low single-digit average annual stock returnsStubbornly high unemployment levels: 7.8% (14.7%?)Precarious job security (public and private sector)Youth, <25: 53% jobless or underemployedCollege debt --- Next financial crisis wave. Averages at $26,500March 2012: College Debt > Auto Loans and Credit CardTightened credit standards Declining asset values (e.g., housing)Increased precautionary household savings and debt repaymentDecreased household spending
offer personal financial wellness workshops and training for all NMSU employees. The first step is to survey the NMSU employee population and measure their interest and need for these workshops. Employees at all NMSU campuses are encouraged to complete the survey as they plan to offer classroom and online training across the NMSU system. The online survey is available at http://irpoa.nmsu.edu/wellness/wellness.htm beginning today. The deadline for survey responses is Oct. 31.
Budgeting and cash (spending habits, fixed and variable expenses, monthly spending plan, record keeping system, etc.)Credit, debt, paying off debt (credit, credit scores, credit reports, debt payoff, dealing with creditors, etc.)Identity theft and financial security (keeping personal information secure, FDIC and NCUA deposit security, etc.)Buying a home (assessing financial readiness, buying process, property taxes, what comes after the purchase, etc.)Consumer rights/scams and frauds (your rights as a purchaser, identifying scams and fraudulent claims)Renting a home (when to rent instead of buy, rent with option to buy, rental contracts, New Mexico rental law, etc.)College funds for my children (financial tools for this, how much to save, planning ahead)Insurance (Life, Home, Auto, Renter, other)Building savings (choosing financial institutions, how much to save versus put into retirement, reaching your saving goals)Increasing income (methods to increase income, career planning, short-term increases, etc.)Retirement planning (NMERB, tax sheltered annuities, IRA’s, long-term planning, how much you will need, etc.)Investments (mutual funds, stocks, bonds, real estate, etc.)Estate planning (wills, trusts, securing assets, New Mexico estate laws, etc.
What would you hope to learn, or what financial goals would you like to achieve with this type of training?
Savings strategies, financial planning for retirement, credit repair, homeownership.;How to get ahead.;Risk levels of different kinds of investments Balancing your portfolio Tax implications of different kinds of investments;Retirement plans, additional saving options;investment information, understanding stocks, bonds etc.;Retirement and credit cards;I would be interested in topics such as credit scores and creating a will.;I don't know if it was mentioned but purchasing a new or used vehicle.;I would also like information on other resources or program in the commumnity that help with buying a home.;N/A;Living Trusts;Paying off debt and aquiring good debt.;How to invest in equities with good results online.;Coordinating different types of benefits, TIAA-CREF, ERB (spouse), Social Security, etc.;n/a;Debt forgiveness;You've coered it very well for me. House purchase, rent better than to own, furthering my career.;How to pay for health care after retirement HR needs to provide more info/access to the new High Deductible Health Plan and Health Savings Account through Presbyterian.;Ratio of life insurance, health insurance, long-term care/assisted living insurance with income level.;I would like my partner to be able to attend any workshops with me. I think that NMSU employees, though, should pay but NOT employees.;estate planning;Estate Planning Investing;You asked the question would you like to retire with a higher salary - how do I do that?;Basic investing. How to read the stock market quotes, I had that in school 40 years ago. Don recall how now.;Public Loan Forgiveness for NMSU employees who have taken out a student loan;Home insurance and how it works;ERB future;Capital gains taxes in terms of realestate.;home safety;Beginning Spanish.;Investments, refinancing, retirement, SS benefits.;How to save for the future and invest.;n/a;Retirement planning;See above.;How to set up your own will or trust.;More to do about making my money work for me...in such a bad economy. Tip on increasing my income, etc...;Investing;Health and safety topics: First responder type actions in case of an accident having to do with different scenarios, for example, someone bleeding profusely, electrocution, drowning, etc. Using a fire extinguisher, how the safety system works on campus.;I cannot think of anything other than the topics mentioned previously on whether I am interested in them.;Retirement information.;What does going back to work after retirement do? Is there a penalty? Is there a benefit? How does health care work after retirement?;running a small business;Running a hobby/home business;ERB rules now that changes have been made, PERA update (for those who have funds in that program as well), fraud knowledge, insurance knowledge, 403b adn 457 plan details, mainly every topic on the first page of this questionnaire. Those topics are surprisingly comprehensive, applicable and overall very good topics. Good job to whomever came up with those.;How to live well and die broke.;Your list is sufficient - but savings bonds, mutual funds, different between Morgan Stanley, AG Edwards, Charles Schrab? How to select or know you have selected a good advisor. Who can you trust?;Yes;tener mas oportunidades (I want to have more opportunities);me gustariaaplicarparaotreposisiondonde me pagenmejor (I want to be able to apply this so I can get another position that pays better);
Savings strategies, financial planning for retirement, credit repair, homeownership.;How to get ahead.;Risk levels of different kinds of investments Balancing your portfolio Tax implications of different kinds of investments;Retirement plans, additional saving options;investment information, understanding stocks, bonds etc.;Retirement and credit cards;I would be interested in topics such as credit scores and creating a will.;I don't know if it was mentioned but purchasing a new or used vehicle.;I would also like information on other resources or program in the commumnity that help with buying a home.;N/A;Living Trusts;Paying off debt and aquiring good debt.;How to invest in equities with good results online.;Coordinating different types of benefits, TIAA-CREF, ERB (spouse), Social Security, etc.;n/a;Debt forgiveness;You've coered it very well for me. House purchase, rent better than to own, furthering my career.;How to pay for health care after retirement HR needs to provide more info/access to the new High Deductible Health Plan and Health Savings Account through Presbyterian.;Ratio of life insurance, health insurance, long-term care/assisted living insurance with income level.;I would like my partner to be able to attend any workshops with me. I think that NMSU employees, though, should pay but NOT employees.;estate planning;Estate Planning Investing;You asked the question would you like to retire with a higher salary - how do I do that?;Basic investing. How to read the stock market quotes, I had that in school 40 years ago. Don recall how now.;Public Loan Forgiveness for NMSU employees who have taken out a student loan;Home insurance and how it works;ERB future;Capital gains taxes in terms of realestate.;home safety;Beginning Spanish.;Investments, refinancing, retirement, SS benefits.;How to save for the future and invest.;n/a;Retirement planning;See above.;How to set up your own will or trust.;More to do about making my money work for me...in such a bad economy. Tip on increasing my income, etc...;Investing;Health and safety topics: First responder type actions in case of an accident having to do with different scenarios, for example, someone bleeding profusely, electrocution, drowning, etc. Using a fire extinguisher, how the safety system works on campus.;I cannot think of anything other than the topics mentioned previously on whether I am interested in them.;Retirement information.;What does going back to work after retirement do? Is there a penalty? Is there a benefit? How does health care work after retirement?;running a small business;Running a hobby/home business;ERB rules now that changes have been made, PERA update (for those who have funds in that program as well), fraud knowledge, insurance knowledge, 403b adn 457 plan details, mainly every topic on the first page of this questionnaire. Those topics are surprisingly comprehensive, applicable and overall very good topics. Good job to whomever came up with those.;How to live well and die broke.;Your list is sufficient - but savings bonds, mutual funds, different between Morgan Stanley, AG Edwards, Charles Schrab? How to select or know you have selected a good advisor. Who can you trust?;Yes;tener mas oportunidades (I want to have more opportunities);me gustariaaplicarparaotreposisiondonde me pagenmejor (I want to be able to apply this so I can get another position that pays better);
Budgeting and cash: 1-2Includes short- and intermediate-term savingsCredit card, debt, and debt management: 2-3 sessionsDebt is bad: 1st hourManaging debt: 2nd hourThinking about the two approaches: Conventional vs. debt-free (better wording?)TaxesIdentity theft & consumer rights/scams: 1-2 hoursBasics: FahzyDetails: An expertBuying a home:Expert: … the whole process until post-purchaseRenting vs. BuyingBasics: Fahzy – includes buying vs. rentingCollege funds – 1 hourExpertsInsurance: - 2 hourBasicExpert – business college, retireesIncreasing income: 1 hourAnnaRetirement planning: Basic (1 hour), intermediate (1 hour), investment (1-2 hours), and estate planning (2 hours)
Budgeting and cash: 1-2Includes short- and intermediate-term savingsCredit card, debt, and debt management: 2-3 sessionsDebt is bad: 1st hourManaging debt: 2nd hourThinking about the two approaches: Conventional vs. debt-free (better wording?)TaxesIdentity theft & consumer rights/scams: 1-2 hoursBasics: FahzyDetails: An expertBuying a home:Expert: … the whole process until post-purchaseRenting vs. BuyingBasics: Fahzy – includes buying vs. rentingCollege funds – 1 hourExpertsInsurance: - 2 hourBasicExpert – business college, retireesIncreasing income: 1 hourAnnaRetirement planning: Basic (1 hour), intermediate (1 hour), investment (1-2 hours), and estate planning (2 hours)