labor requirements example in business plan

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Qualitative and quantitative labor requirements planning

With a regular, systematic labor requirements plan, you can ensure that your company is able to continue operations and secure its long-term success.

Qualitative and quantitative staff planning means you will have the right number of the right people with the necessary qualifications – at right time and place.

The experts at Ingenics offer decades of project experience in factory and production planning. With the right tools, Ingenics can also actively support your company when it comes to efficient and successful labor requirements planning. The resulting staff structure is made transparent for all the relevant areas.

Based on this requirements plan, your potential can be identified and quantified. Appro-priate measures are then established to achieve this potential over the long term. These include regular audits and inspections using key performance indicators (KPIs). Offering added value, Ingenics will also present you with the optimal organizational structure for your production and administrative departments.

Methods of qualitative and quantitative labor requirements planning

First, basic information is collected and analyzed so that a requirements plan can be developed. This basic data should include relevant information such as the number of units to be produced, the shift pattern, and the number of working days per week and year.

The qualitative perspective takes into account responsibilities concerning work tasks as well as the mental and physical demands on employees. One tool that is used here is a qualification matrix to identify skills and qualification levels.

Furthermore, quantitative staffing needs play an especially important role in labor re-quirements planning – the determination of gross and net staffing needs, among other things. With respect to net staffing needs, a further distinction is made between direct and indirect employees.

The results of the qualitative and quantitative labor requirements plan are documented in the form of job charts, organizational structures, and organizational charts. At the same time, the required staffing needs are monitored over defined periods in a process known as “calendarization”. This breakdown of capacity planning makes it possible to determine in advance which (and how many) employees have to be available in the immediate future, and in what areas of the company.

Appropriate measures are derived from the labor requirements plan so that the company remains sufficiently staffed at all times now and in the future, while also avoiding expensive overstaffing situations. Ingenics actively supports your company with the creation of a structured, clear, and transparent labor requirements plan. This also serves as an early warning system so that you can estimate future developments, identify risks, and introduce new measures where appropriate.

Johann Kablutschkin

Associate Partner Phone: +49 731 93680 225

Dennis Schunigl

Partner Phone: +52 222 549 32 19

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Labor Requirements

Subsection of:  Creating an Effective Business Plan

Adapted from content excerpted from the  American Express® OPEN Small Business Network

Your management team is outlined in the management section. This section provides details of other labor you will need to start up and run your business. Address how many people you require and what skills they need to possess. Be sure to cover the following issues:

• Is there sufficient local labor? If not, how will you recruit.
• Is labor trained? If not, how will you train them.
• Cost of labor, current and future.
• Plans for ongoing training.

See sample  labor description .

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The Miniwarma

Manufacturing company, (business plan).

TABLE OF CONTENTS

• Executive Summary
• Industry Analysis

Company Description

• Product and Services
• Market Description
• Marketing Strategy
• Operational Description
• Staffing Description
• Financial Description
• Financial Projection
• Capital Needs

This part of the business plan aims is to present information on the mission, vission, objectives and as well as the core values of the company. The vision shows the destination of the business and the mission shows how the business leads to its destination.

The main objective of this business plan is to make and introduce a new kind of shawarma with unique taste and to penetrate the business into local market. The business plan of Miniwarama expects to expand, increase it labor requirements, improve its technological assets, and make additional target market for the years to come. The Miniwarma plan toincrease its volume of production that can make enough supply of the product, thereby satisfying the demand of the public.

Product and Service: The Miniwarma Manufacturing Company will establish a product named Miniwarma. This is made to introduce a new kind of shawarma in local market at a reasonable and fair price. It offers good quality that will suit the consumers’ needs. Miniwarma can be considered as acceptable, profitable, and feasible.

Market Description: It deals with careful analysis of the target market, focusing on the competitors, market ability of the business and effective marketing plan. The result of the project shows that MIniwarma has a competitive edge over the existing brands of shawarma in the market. The products satisfies the consumers demand which wit in well with today’s trends toward eating healthy natural foods.

Marketing Strategy:Marketing strategies and promotions are needed in order to capture the attention of the consumers, and give them a view that it will be beneficial and marketable. The MIniwarma used the 7 P’s in order to further elaborate its marketing strategy.

Operational Description:This discusses about the firm infrastructure, human resource management, technology development, procurement, in-bound logistics, operations, outbound logistics, marketing and sales and services of the business.

Staffing Decription:The duties and responsibilities of the employees will be discuss in this section and the significance of the people in establishing the business. The firmwill operate as partnership which requires an operational manager, storekeeper, and a cook.

Financial Description:based on the financial analysis, the firm will only generate financial assistance by issuing common stock and there is a need for loan to be acquired toprovide for the business capital.

Capital Need: In order to start operation of the business, capitalization amounting to Php343,145 is needed.

Milestone:These are the important part of business planning. Milestone provide the business an opportunity to visualize the company's future, and then measure progress as it proceed.

understanding the level of competitive intensity, one could determine the attractiveness of that industry relevant to profitability.

Competitive Rivalry: It refers to the numbers and capabilities of our competitor to offer quality product and services. The Miniwarma have intense competition with other sizes shawarma which has commonly known shawarma in the country.

Threats of new entrants:this force examines how easy or difficult it is for competitor to join in the market place in the industry. If our business is attractive, then of course newentrants are likely to appear. Large cost will be required for advertising and creating product.

Threat of New Entry

Supplier Power Competitive Rivalry Buyer Power

Threat of Substitution

Buyer Power:it is refers to the number of buyers, number of buyers that is loyal to us, and how easy it is for the customer to drive down price.

Supplier Power:refers to the number of suppliers especially the dealer of other shawarma that are available, and how easy it is for them to raise the price of shawarma

Threats of substitution:refers to the different product and services that can be bought in place of Miniwarma, and how it is easy for the customer to switch on other products.

The five forces of competitive position can take their advantage of a situation of weakness, and avoid taking wrong step. This is used to identify whether the Miniwarma have the potential to be profitable.

CORE VALUES P- Passion - To be passionate about what you do. To ignites your desire to work hard.

R- Respect - To show respect to your customer. A- Accountability - To be accountable for our own results, to make things better, to pursue excellence, and to do things in ways that further the goals of our business.

C- Customer Focus - To satisfy the customers, to develop a mindset dedicated to delivering outstanding service to customers.

T- Teamwork - To uphold the belief that we work best when we work together, and tosupport each other in our efforts to learn and grow.

I- Innovation - To change your business model and adapting changes in your environment to deliver better products or services.

C- Commitment - To commit from the beginning on having an open mind and welcoming new ideas and technology.

E- Economic Sustainability - To pursue profit as a means to reinvest in a healthy, vibrant workplace and to create opportunities for further growth and development.

PRODUCT AND SERVICES

Miniwarma is precisely made from excellent ingredients to satisfy themarket is a combination of different vegetables and ingredients to make a variation to mini shawarma and not using the same ingredients of the usual food. It consists of sauté carrot, mushroom, potato, and cheese and wrap in a molo wrapper then deep-fry in a pan and served with a malunggay mayonnaise. It is a beneficial food considering those ingredients having a lot of vitamins and minerals that is good for the health. It maybe not the usual shawarma in the market, but the entrepreneurs added some twist and variation to make a new product called miniwarma in making a name in the industry. The name comes from the combination of word “Mini” means small and “Warma” from the word shawarma.

The competitive advantage of this miniwarma in the market is its innovative styleand its convenience with an affordable price for our beloved consumers.

Company Logo Logos are symbols made up of text and images that help the consumer to identify brands they like. The most fundamental function of a logo is giving the business a unique mark that differentiates from other businesses. Logos also leave a visual impact that reminds the customers. The combination of colors are one of the important aspect of the business identity.

Miniwarma logo is made up of a round shape with the color combination of yellow and orange. Circle logos shows the opportunity to create a “badge” for the business and allow it to balance colors and type in a way that can get the business identity across in a unique way. Circles are all around us: They can be found in nature with the sun, moon and stars and man-made in architecture and art. The miniwarma use the shape of circle for it is the universal symbol for unity and eternity. The Miniwarma choose the color yellow for it stands for freshness, happiness, positivity, clarity, energy, remembrance and joy. Itis often associated with

MARKET DESCRIPTION

Mostly teenagers and millenials are the market of miniwarma because they are more open to innovated products compared to those oldies that are more practical and choosy in choosing what to buy in the market. As the business grow, the entrepreneurs targetedall types of market in reaching the goals of making a brand name and be prominent in serving a high quality food snack in the industry

STRENGTH  Unique taste and quality ingredients  Good internal communications  Direct selling business model  Product customization  Affordable pricing  Convenience

WEAKNESSES  Extremely competitive market  Consistent supplies in terms of stocking  New name in the industry  Limited source of capital  Little experience

OPPORTUNITIES

 New technologies available to improve the production  Loyal costumers  New Markets  Open for expansion  Use of different marketing or promotional technique  Wide range of market

 Several competitors are currently undercutting prices  Competitors a similar product  New and existing competitors  Price inflation of ingredients and material used for the product  People are becoming more choosy in purchasing a product

SWOT ANALYSIS

MARKETING STRATEGY THE 7P’s

PRODUCT The Manufacturing of Miniwarma is a mini shawarma made with a twist becauseof vegetables that contains vitamins, minerals and other nutrients. The product was named as “Miniwarma” that served as the identity of the product to the costumer. The costumers were provided food at affordable price.

Most of the consumers do not consider the quality or the goodness of the product but also the price. The consumer will find another product that can be a great substitute for the product they want if the price is too expensive or high even though it has a low quality compared to the product they want. The Miniwarma provide an affordable price which cost only 5 per unit.

The Miniwarma planned to establish their kiosk in front of Pamantasan ng Cabuyao, not just because it is a crowded place specially when its school days but also because it is a good place where one can establish a small business because of its good ambiance, aside from that, it is located near the market so if ever the proponents got out of stock, they can easilybuy the ingredients.

The Miniwarma target market are the college students studying at the Pamantasan ng Cabuyao.

FOR THE MINIWARMA:

Dust your working area with flour. Unwrap the molo wrapper.

Place 1 piece of molo wrapper on the plate.

Spoon out half tablespoons of the cooled filling into the center of the molo wrapper.

Fold the molo wrapper into half shaped like a shawarma and sealed the center byputting small amount of water..

In a deep frying pan, heat oil and deep fry the miniwarma until it became goldenbrown.

Drain excess oil from the miniwarma by placing a kitchen tissue on the plate, serve while hot.

PROCEDURE FOR FILLING

Boil the jackfruit (30 minutes)

Flaked the jackfruit after it boiled, set aside (5 minutes)

Sauté garlic, onion, flaked jackfruit, mushroom, carrots, potato, mushroom and bell pepper. (3minutes)

Add little amount of water. (2 minutes)

Season with salt, black pepper and all in one seasoning mix. Add mayonnaise. Let the mixture cool completely (3 minutes)

PHYSICAL ENVIRONMENT

The Miniwarma will be establish at Pamantasan ng Cabuyao as a food stand or kiosk. The

plant size is measured about 6ft. wide and 7 ft. Long.

Channel of Distribution

The channel of distribution assessment used the usual basis. The product service metthe expectation and satisfaction of the consumer and built a good relationship withthem. The channel of distribution as shown below.

PROCEDURE FOR MINIWARMA

DUST your working area with flour (1 minute)

FILL. Spoon out cooled filling into the center of the molo wrapper. (1-2 minutes)

FOLD AND SEAL. Fold the molo wrapper. (1 minute1)

DEEP-FRY theminiwarma until golden brown. (3-4 minutes)

DRAIN AND SERVE. (3 minutes)

FIRM INFRASTRUCTURE

 Environmental Stewardship in the Workplace

As entrepreneurs, it is also our responsibility to understand and recognize the impact of our production to the environment. Our company is practicing ways to protect our environment through sustainable ways. Example is instead of plastic we use hand-made papers for the packaging of our product.

 Modern based management

Employees nowadays are looking for leaders who are sincere, and approachable. To bea good leader, our company adapt to the characters of the team and is considerate to their needs in order to build trust and good relationship inside the workplace.

HUMAN RESOURCE MANAGEMENT

 Fast Employment

In the production of our product we really need people as many as possible. The more the people will work, the better the productivity inside the workplace. We are hiring energetic, hard-working, and quick person with pleasing personality.

 Training program for skills development

The company offers program that will develop and improve the skills of the employees. We are conducting orientation and seminars for the better work of the employees.

 Guided Supervising

It is important for a leader to oversee the activities and responsibilities ofeach employee inside the workplace. We maintain good relationship of the supervisor and employees. We make sure that the supervisor is very approachable who they can go to when they need additional help or need something else as long as the concern is about inside the workplace.

TECHNOLOGY DEVELOPMENT

 Up-to-date technology supported

Technology is already part of day-to-day life, and keeping up to date with technologies is a big helps for businesses even those who run the production by technology. Somehow, using technology is essential for office productivity of a company. It improves the quality of paperwork and making the work of the employees much easier.

 Offering and maintaining technological sales promotion using wireless technologies

Sales promotion has become an essential tool for marketing activities. The purpose for this is to reach the target consumers and communicate to costumers. This is the act of persuading the costumers to support and buy the product. Aside from having attractive logos and signage,we also have flyers to distribute to people and tarpaulins posted at the streets to give people the reason to try our product. We are also offering discount.

PROCUREMENT

 Reliable Supply distributors

Finding a reliable and competitively-priced supplier is vital to the success of your business. To ensure a productive working relationship, our company select suppliers who offer a quality service and meet our specific needs

 Convenient Supply purchases at discounted

The product is widely available and easily purchased at any time. This cannbe easily obtained by costumers. Also, our product has very considerate price that the buyers caneasily afford it.

 Effective supply chain management

Analyzing and discussing supply chain management flow of our product every year will surely provide effectiveness. Miniwarma Corporation strives for high-level standards to

• Multiple Choice

Course : Accountancy (Bsa1)

University : national university (philippines), this is a preview.

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How to Estimate the Labor Required to Build a Product

Within the labor category, there is direct labor and indirect labor. Direct labor goes directly into the product, while indirect labor contributes to the company's overall labor requirement. Estimating the direct labor to build a product requires the small-business owner to break down the labor categories into two major components: Engineering and manufacturing. Engineering laborers are the people who design and test, and manufacturing laborers are the people who build the product. Correctly identifying labor cost components boosts the small-business owner's bottom line by making project estimates more accurate, enabling better planning and accounting.

• Analyze the product or project to determine the labor percentage of engineering versus production required. For example, ABC Company is getting ready to roll out a new solar panel. The small business owner determines that engineering labor will be 10 percent and production labor 90 percent. Engineering lasts for only a short period in comparison with the ongoing labor requirements to continually produce the solar panel.
• Break down the engineering labor requirement into smaller categories. Continuing the example, solar panel engineering labor will consist of research, design and developing the manufacturing methods associated with the solar panel.
• Assign an hourly estimate to each small component of the engineering labor. This is the key to estimation, breaking down the task into comprehensible terms. In the example, research will take 800 man-hours, design, 200 man hours, and manufacturing development, 150 hours.
• Break down production labor into smaller categories. Producing a solar panel requires fabrication, assembly and quality control.
• Assign an hourly amount to each subcategory in production labor. For each solar panel fabrication, there is four hours of fabrication, two hours of assembly and one hour of quality control.
• Determine the length of the production run. ABC Company intends to produce 30,000 solar panels for the upcoming year.
• Add up the hours in each engineering subcategory to get an estimate for labor. For the production side, add the total number production hours and multiply the amount by the number of products expected. Engineering the solar panel requires 1,150 man-hours. Producing each solar panel requires seven hours; multiply that by 30,000 to get 210,000 man-hours for the year.
• Add the total number of man hours for engineering and production to get a final estimate on the labor required to build a product. Engineering hours of 1,150 plus production hours of 210,000 equals 211,150 total man-hours estimated for this product.

More For You

How to calculate the direct labor used, how to determine total overhead costs based on direct labor hours, how to calculate variable contribution margin, production planning management, why do companies have predetermined overhead rates.

• Office of the Under Secretary of Defense for Acquisition, Technology and Logistics: Chapter 7; Analyzing Direct Labor Costs

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• Use the final estimation to see how accurate the initial determination was in engineering versus production. If the initial determination was way off, use the final estimate as a guide for future initial determinations.

Eric Johnston has been a professional business/finance writer since 2000. He began his career by assisting new business start-ups in writing business plans. Johnston is currently pursuing a master's degree in economics from Arizona State University.

Labor requirements for business

There are many laws to protect workers and potential hires. They require that you treat your workers fairly, provide them with benefits and a safe workplace, and contribute to California’s unemployment insurance.

Be sure you have a Federal Employer Identification Number before hiring your first employee. The number is necessary for reporting and filing employment taxes. Apply online for free to get an EIN. Learn more about applying for an EIN.

Are they employees or independent contractors?

There are different rules for employees than independent contractors. Differences include payroll taxes, minimum wage, overtime, and more. 

If you aren't sure how to classify a potential hire as an employee or independent contractor, you can use this "test" to help.

Some questions are off limits

During the hiring process, it is unlawful to ask about a job applicant’s age, sexual orientation, marital status, religious affiliation or race. Additionally, questions related to a physical, emotional or mental disability can only be asked if an applicant will need special accommodations for performing a specific job. 

The  US Department of Labor  and the  Equal Employment Opportunity Commission  explains these rules in more detail.

Give potential hires a fair chance

Businesses located or doing business in the City, that have 5 or more employees (regardless of the employees’ locations), cannot discriminate against potential hires who may have a criminal record. Learn more about the  Fair Chance Ordinance  from the SF Office of Labor Standards Enforcement.

Verify employee eligibility

Federal law requires employers to verify an employee’s eligibility to work in the United States. Within three days of hire, employers must complete  Form I-9, employment eligibility verification , to confirm the employee’s citizenship or eligibility to work in the U.S. To verify citizenship, employers can only request the documentation specified on the I-9 form.

Employers must keep each employees I-9 on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.

NOTE: Employers can use information taken from the Form I-9 to electronically verify the employment eligibility of newly hired employees by registering with  E-Verify . 

Set up a payroll system to withhold taxes

The IRS requires that you keep records of employment taxes for at least four years. Keeping good records can also help you monitor the progress of your business, prepare financial statements, identify the sources of receipts, keep track of deductible expenses, prepare your tax returns, and support items reported on tax returns.

Federal Income Tax Withholding

Every employee must provide their employer with a signed  W-4 withholding exemption form  so that you can withhold the correct amount from their paychecks. On the W-4 form, employees tell you how many allowances they are claiming for tax purposes. You should ask employees to fill out a new W-4 form each year if they want to change their allowances. For more specific information, read the  IRS Employer’s Tax Guide  on  irs.gov .

Set up employee benefits

If your business has established employee benefit programs like health insurance or a 401(k) plan, you’ll need a sign-up procedure so employees can enroll, name their dependents, and select options.

Follow San Francisco labor laws

Minimum wage.

The San Francisco minimum wage is higher than most cities to reflect the cost of living in the city. The current minimum wage is  updated every year .

• Paid sick leave

All employers must provide paid sick leave to each employee (including temporary and part-time employees) who performs work in San Francisco. Learn more about the  Paid Sick Leave Ordinance  from the SF Office of Labor Standards Enforcement and the  Healthy Workplace Healthy Family Act  from the CA Department of Industrial Regulations.  

Flexible work arrangements

Employees with families in San Francisco have the right to request a flexible work arrangement (though employers also have the right to refuse for legitimate business reasons). Learn more about the  Family Friendly Workplace Ordinance  from the SF Office of Labor Standards Enforcement.

Healthcare security spending

In San Francisco, you must pay toward health care coverage for all your employees. The size of this payment depends on the size of your business, where a small business has 19 employees or less, a medium business has 20-99 employees, and a large business has over one hundred employees. Learn more about the  Health Care Security Ordinance  from the SF Office of Labor Standards Enforcement.

Commuter benefits

Businesses located or doing business in the City that have 20 or more employees must provide commuter benefits to encourage their employees to take public transit, bike, or rideshare to work. Learn more about the  Commuter Benefits Ordinance  from the SF Department of the Environment.

Retail employees

All  Formula Retail Establishments  with at least 20 retail stores, must follow the  San Francisco Retail Worker Bill of Rights . These employers must provide schedules in advance, give prior notice for schedule changes, and offer  predictability pay  among other requirements. Sign up for  updates and reminders about Formula Retail Labor Protections  through the SF Office of Labor Standards and Enforcement.

Provide workers’ compensation insurance

In California, if you have one employee or more, you must have workers’ compensation insurance to protect workers who might suffer on-the-job injuries. If your employees get hurt or sick because of work, you are required to pay for workers' compensation benefits. Workers’ comp insurance provides six basic benefits: medical care, temporary disability benefits, permanent disability benefits, supplemental job displacement benefits or vocational rehabilitation and death benefits. 

You may obtain workers’ compensation insurance in California in the following ways:

• Through a broker
• Directly with an insurance carrier 

If you currently do not have a broker or insurance carrier and would like to search for a list of carriers, you can learn more from the  CA Department of Industrial Relations . 

NOTE: If you are a roofer and don’t have any employees, you are still required to carry  workers’ comp insurance . 

Register with the state

Once you bring on employees, you must pay California unemployment insurance taxes. First, register with the  CA Department of Industrial Relations . Later, at tax time, your payments will go to the state’s unemployment compensation fund, which provides short-term relief to workers who lose their jobs. 

Unemployment Insurance (UI) is paid by every employer in California. Tax-rated employers pay a percentage on the first $7,000 in wages paid to each employee in a calendar year. The  UI rate schedule  and amount of taxable wages are determined annually. 

Deduct temporary disability insurance

Employers are required by law to withhold and remit State Disability Insurance (SDI) contributions and to inform their employees of SDI benefits. To inform employees, you must provide them with the publications listed below. You can find these publications through the  CA Employment Development Department . 

• Notice to Employees: Unemployment Insurance/Disability Insurance Benefits  (DE 1857A)  – Advises employees of their right to claim Unemployment Insurance (UI), DI, and PFL benefits.
• State Disability Insurance Provisions  (DE 2515)  – For new hires and again when the employee notifies the employer they need to take time off from work due to their non-industrial medical condition.
• Paid Family Leave Benefits  (DE 2511)  – For new hires and again when the employee notifies the employer they need to take time off from work to care for a seriously ill family member or to bond with a new child.

Adopt workplace safety measures

Almost every employer must comply with the requirements of the  Occupational Safety and Health Act  (OSHA) by, among other things, providing a workplace free of hazards, training employees to do their jobs safely, notifying government administrators about serious workplace accidents, and keeping detailed safety records.

Post required notices

Employers are required to display certain posters in the workplace that inform employees of both their rights and employer responsibilities under labor laws. California employers must post all state and federal required posters, but San Francisco has some additional notices that must be displayed. 

City-Required Posters

• Minimum Wage Ordinance Official Poster.  Find poster and read more . 
• Fair Chance Ordinance Notice.  Find poster and read more .
• Paid Sick Leave Ordinance Official Poster.  Find poster and read more .
• Health Care Security Ordinance (HCSO) Notice.  Find poster and read more . 
• Family Friendly Workplace Ordinance Notice.  Find poster and read more .

State and Federal Required Posters

The CA Department of Industrial Relations maintains an  updated list  of the following posters, which are required for all employers. The list also includes notices that only apply to specific business types and sizes.

• Payday notice
• Safety and health protection on the job
• Emergency phone numbers
• Notice to employees – injuries caused by work
• Notice to employees – workers’ compensation carrier and coverage
• Whistleblower protections
• No smoking signage
• Discrimination and harassment in employment
• Notice to employees – unemployment insurance benefits
• Notice to employees – time off to vote
• Equal employment opportunity
• Notice to employees – Employee Polygraph Protection Act

Posters required by the US Department of Labor (DOL) and other federal agencies can also be found using the  DOL FirstStep Poster Advisor  search tool.

File your taxes

Every year, employers must report the amount of wages paid and taxes withheld for each employee on a federal wage and tax statement. This report is filed using  Form W-2, wage and tax statement  which employers must complete for each employee. 

By the last day of February, employers must send Copy A of their employees W-2 forms to the Social Security Administration to report wages and taxes of your employees for the previous calendar year. In addition, employers should send copies of W-2 forms to their employees by January 31 of the year following the reporting period. Visit  ssa.gov/employer  for more information.

Featured resources

Hire your first employee.

The US Small Business Administration (SBA) explains how to start the hiring process and ensure you are compliant with key federal and state regulations.

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Recruitment assistance to find local talent

The Office of Economic and Workforce Development  (OEWD) knows that finding good talent in a market like San Francisco can be a challenge—but the Employer Engagement Team is here to help. Services range from presenting qualified and screened candidates that match your job requirements to assisting you in scheduling interviews in our recruitment facilities. OEWD can also help connect you to local hiring events. 

Tax credits and incentives

Certain employers can be eligible for thousands of dollars in Local, State, and Federal tax credits and incentives based on hiring and other business expenses. 

CityBuild Employment Networking Services

The Office of Workforce and Economic Development' s CityBuild Employment Networking Services connect contractors with qualified San Francisco resident trades workers. CityBuild maintains a database of over 4,000 local workers and can assist contractors in meeting workforce hiring requirements.

Layoff response assistance

The Office of Economic and Workforce Development can provide services through the Rapid Response Program that will assist you in easing the transition of your workforce when a downsizing event cannot be averted. Staff will conduct on-site or virtual orientations and inform your employees about resources and services that can assist them with applying for unemployment, access to career coaching, and healthcare options.

Find out where to begin, what you need, and how to plan for success.

Save time and money finding quality workers for your business with personalized, zero-cost recruitment services.