Resiliency Program · Sponsor Tools

Sponsorship Impact Estimator

See the estimated value your $10,000-per-seat sponsorship creates — for your team, and for those who served. Enter three things; the rest is fixed by the research. Where a number is measured, we say so. Where it’s an estimate, we say that too.

Your donation does two things at once: it develops one of your employees through the 7-week Warriors Choice Foundation (WCF) Resiliency Program with measured outcomes over 24 months, and it funds 20 seats for Combat Veterans and First Responders. The figures below are planning projections — not a promise of return.

Your Inputs

Only these three are editable. Everything else is fixed.

Donation per seat fixed$10,000
Veterans & First Responders funded per seat20 seats

Estimated Impact

What your sponsorship produces, each year.

Your employee’s own gainMeasured ? —
Their team’s gainEstimated ? —
Program delivered to 20 Veterans & First Responders at fair market value ? —
Core impact — what we stand behind—
Downstream value from those who servedRough Estimate ? —
Total estimated community & workforce impact—

Solid: core impact (what we stand behind) · Hatched: community upside (rough estimate)

1employee(s)
trained & measured + 20Veterans & First Responders
funded = $10,000total donation

The number no one else can give you

Every sponsored employee is assessed with six validated psychological instruments plus a work-performance measure — at baseline, post-program, and in follow-up waves across a 24-month window. Sponsors receive outcome reporting grounded in that data. We can also include your company’s own Employee Performance evaluation in the measurement set — tying results directly to the review process you already use. To our knowledge, no other resilience program offers instrument-measured proof of direct benefit; vendors typically report satisfaction surveys and testimonials. We report measured change — and we are equally explicit about what we do not measure. That discipline is the point: if a number on this page isn’t measured, it’s labeled an estimate.

How this is calculated — step by step▶

Live walkthrough using your inputs (per seat). Every number below updates as you change the inputs above.

1

Start with what the employee actually costs

—

Salary alone understates it. Benefits, payroll taxes, and overhead bring the true cost of an employee’s time to about 1.3× salary — your finance team will recognize this as the fully-loaded rate.

2

Translate mental-health gain into performance gain

—

The program lifts well-being by 0.25 points on the 1–5 GHQ scale. Peer-reviewed research (Sowers 2023) links each 1-point well-being gain to a 0.85-point job-performance gain. Divide by the 5-point scale to express it as a share of output, then add 40% for contextual performance — initiative, cooperation, helping others — which the same research model values at 30–50% of task value (we use the midpoint).

3

Employee’s own gain Measured

—

That effective rate, applied to fully-loaded pay. This is the line WCF verifies with instruments over 24 months — the number we stand behind hardest.

4

Team spillover Estimated

—

We model a typical team around the employee: ~6 people earning ~80% of their pay, each capturing just 20% of the improvement — deliberately conservative, and never claimed as proof.

5

Program delivered to those who served at fair market value

—

Each $10,000 seat funds 20 seats at $500 fair market value each. This isn’t a projection — it’s programming actually delivered, at no cost to those who served.

6

Core impact, then community upside Rough Estimate

—

Core = steps 3 + 4 + 5. On top, when 20 veterans are doing better, we estimate $1,000/year each in economic benefit (anchored to the U.S. veteran median income of $52,122, Census 2023). It’s real value, roughly priced — so we keep it outside the core.

Source coefficients — per 1-point GHQ improvement

0.85
task performance
(used in this model)
0.76
contextual performance
(basis for the +40% add)
0.40
counterproductive-behavior reduction
(real, but not priced here)

Coefficients from Dr. Sowers’ peer-reviewed research (2023), N = 556 U.S. working sample. They are starting estimates and will be replaced by WCF’s own longitudinal program coefficients as data accumulates.

What a careful CFO will ask — and our answers

“Is this a guarantee?” No. These are annual-planning projections. Only the employee’s own gain is measured; team spillover and downstream value are labeled estimates.
“Why does value scale with salary?” Because the projected gain is a share of the employee’s fully-loaded cost. The same program effect is worth more dollars for a higher-paid person. The $10,000 donation is fixed regardless.
“What’s deliberately left out?” Reduced absenteeism, turnover, and safety incidents (the 0.40 coefficient), reduced healthcare and crisis costs, and benefits beyond year one. All real, all excluded — the projection stays conservative on purpose.
“How is this converted from a survey scale to dollars?” A fraction of the 5-point performance scale is treated as the same fraction of fully-loaded pay — a standard, clearly-labeled approximation. That’s why we show Conservative and Expected, not a single point estimate.
“What does my team see?” Participation is voluntary and individual results stay confidential. Sponsors receive aggregate, de-identified outcome reporting only.
The fixed assumptions — every constant, explained▶
Fully-loaded cost ?1.3× salary
Mental-health gain (ΔGHQ) ?0.25 / 0.50
Performance link ?0.85 (Sowers 2023)
Teamwork value added ?+40%
Team spillover ?20% to each teammate
Team size ?6 teammates
Teammate pay ratio ?80% of employee pay
Fair market value / seat ?$500
Donation / seat ?$10,000
Veterans funded / seat ?20
Downstream value / veteran / yr ?$1,000 / $1,800

“Measured” means WCF proves it with six validated instruments plus a work-performance measure across a 24-month window. “Estimated” and “rough estimate” are careful projections we do not directly measure, and we label them plainly. All figures are planning projections, not a guarantee of return.

Tax note. A seat sponsorship is a quid pro quo contribution: the amount above the seat’s fair market value is generally deductible as a charitable gift, and the fair-market portion is generally deductible as an ordinary business expense. In practice, most of a $10,000 sponsorship is charitable. Consult your tax advisor — this is general information, not tax advice. WCF provides the written acknowledgment and good-faith fair-market-value estimate required for quid pro quo contributions.

Want a tailored estimate for your workforce?

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Warriors Choice Foundation® · 501(c)(3) Nonprofit · Supporting Combat Veterans & First Responders · Serving Since 2016