Sponsor Workforce-ROI Estimator
For a fixed $10,000 donation, your organization sends one employee through the Resiliency Program — and funds free participation for one veteran or first responder. This tool estimates the workplace-productivity value your employee may realize. Adjust the assumptions and the projection updates.
This is an assumption-based projection, not a guarantee or an audited return. It applies published coefficients from a U.S. working sample to translate mental-health improvement into expected job-performance gains, then into dollars. Effect sizes vary by person and cohort, the source coefficients come from a different population than veterans, and the scale-to-dollars step is an estimate. Treat the range — not any single number — as the answer, and replace the defaults with WCF's own program data as it accumulates.
Projected value — per participant
The three cards below show the value for one seat. Totals for all your seats appear underneath.
Every $10,000 sends one of your employees through the program and covers free participation for one combat veteran or first responder. Veterans never pay.
How this is calculated▶
The translation chain
contextual value = task value × (contextual %) · total = task + contextual · net = total − $10,000 donation
Source coefficients (per 1-point GHQ improvement)
task performance
contextual performance
counterproductive-behavior reduction
Coefficients from Sowers (2023), N = 556 U.S. working parents (cross-sectional, self-report). They are starting estimates from a different population than veterans and should be replaced with WCF's own longitudinal coefficients as data accumulate.
Why a range, and what's left out
- The Low / Expected / High columns vary the mental-health gain (ΔGHQ) and the contextual-value share. The honest answer is the range, not a point estimate.
- Counterproductive-behavior reduction (absenteeism, turnover, incidents) is real value but the hardest to price, so it is described qualitatively here rather than added to the dollar totals — keeping the projection conservative.
- The scale-to-dollars step (treating a fraction of a 5-point self-report scale as the same fraction of annual pay) is an approximation; a skeptical reviewer will probe it, which is why it stays clearly labeled as a projection.
- Severe mental-health needs require clinical pathways, not a measurement framework. WCF maintains escalation protocols separate from outcomes measurement.
- Employee participation is voluntary and individual results stay confidential from the employer; sponsors receive only aggregate, de-identified outcomes.