UC Berkeley

Working Paper Series

Title
Double Bottom Line Project Report:Assessing Social Impact In Double Bottom Line Ventures

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Author
Rosenzweig, William

Publication Date
2004

Peer reviewed

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University of California
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

prepared by

Catherine Clark, Columbia Business School

William Rosenzweig, Haas School of Business

David Long, Abt Associates

Sara Olsen, SVT Consulting

With support from The Rockefeller Foundation

contents

Introduction 1
Summary of Key Characteristics 10
Glossary 12
Method Summaries 17
Theories of Change as applied by New Schools Venture Fund 18
Balanced Scorecard as applied by New Profit Inc. 20
Acumen McKinsey Scorecard as applied by Acumen Fund 22
Social Return Assessment as applied by Pacific Community Ventures 24
AtKisson Compass Assessment for Investors as applied by Angels with Attitude 26
Ongoing Assessment of Social Impacts as applied by REDF 28
Social Return on Investment as applied by REDF 30
Benefit-Cost Analysis as applied by Abt Associates and AmeriCorps 32
Poverty and Social Impact Analysis as applied by the World Bank 34
Appendix: Method Details and Examples 36
Theories of Change 37
Balanced Scorecard 38
Acumen Fund Scorecard 42
Social Return Assessment 44

Ongoing Assessment of Social Impact 49

Social Return on Investment 55
Benefit-Cost Analysis 63
Poverty and Social Impact Analysis 65
Acknowledgements and References 66
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

introduction

1
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog
A Catalog of Methods for Social Entrepreneurs and Their Investors to Define, Measure and
Communicate Social Impact and Return in Early-Stage Ventures

The Double Bottom Line (DBL) is a relatively new concept for business leaders. We think
of Double Bottom Line (DBL) businesses as entrepreneurial ventures that strive to achieve
measurable social and financial outcomes. In the past few years, as the lines between grant-
making and investing have begun to blur, the idea of measuring social return concurrent with
traditional financial accounting has caught on among investors, funders and entrepreneurs.
There has also been widespread movement toward more tangible accountability for the
social impact created for each invested or granted dollar. “The Double Bottom Line
Project” has been supported by the Rockefeller Foundation’s ProVenEx fund, which makes
double bottom line investments in businesses that further the foundation’s charitable mission.
The DBL Project aims to help the field of DBL ventures better apply rigorous and useful
methods to assess social outcomes and return.

catherine clark david long

Columbia Business School Abt Associates
Project Co-Director Project Consultant
cathy@[Link] david_long@[Link]

william rosenzweig sara olsen

Haas School of Business, SVT Consulting
UC Berkeley Project Consultant
Project Co-Director sara@[Link]
wbrose@[Link]

2
Introduction

introduction to the methods catalog

the context for social impact assessment
In the past few years, as the lines between grantmaking and investing have begun to blur, the
idea of measuring a social return concurrent with traditional financial accounting has
caught on among a growing group of investors, funders and entrepreneurs.

This movement toward social accountability is not sector specific. In corporate boardrooms
across the globe, managers are being asked to describe their impacts on the environment, the
local economy and the lives of future generations of workers and customers. Similarly, in
the boardrooms of the nation’s largest and most influential philanthropic foundations as
well as younger and newer “venture” philanthropies, there is an increasing interest in more
tangible accountability for the social impact created for each invested or granted dollar.

no established standards, but best practices are emerging

In business, we have established generally accepted principles of accounting and an interna-
tional legal infrastructure to help manage the reporting of financial returns. A comparable
standard for social impact accounting does not yet exist. As a result of the lack of common practice
around social impact assessment and reporting, ultimately many of the ventures we have
studied are judged solely in financial terms, even if their social goals are a primary driver for
operational choices, or if social goals were a key motivation for investment or philanthropic
capital from the outset.

And yet, there are quite a few entrepreneurs and investors working to assess social impacts.
This catalog, the third section in the Double Bottom Line Project Report series, documents
our beginning effort to study the growing practice by ventures, nonprofits, foundations and
investors who are trying to document and communicate mission-related, non-financial
performance.

3
Introduction

a snapshot of current practice

The most important part of this work was conducting in-depth interviews with funders that
attempt to document, define, and report on the non-financial performance of their activities.
Our Methods Catalog includes detail on the method they told us they use, as well as detail
on how each method has been used by their specific organization or fund, based not on theory
but on their concrete reported experience with costs and challenges. Obviously, others could
interpret these methods differently and end up with very different distinguishing factors.
This is a snapshot of current practice, which we believe allows for some interesting comparisons
and lessons to emerge. An appendix that includes details about or examples of most of the
methods as applied to specific, real ventures follows the catalog.

Each of the methods in this catalog is flexible—it can be applied in a comprehensive, scien-
tifically rigorous way, which may be ongoing or very thorough (and thus costly), or it can be
done in a simpler, more practical way. Either way may be functional depending on the
different stage of growth or readiness to track social impact of the company and the depth
to which it is applied.

evaluation and analysis

After collecting practical experience, our next task in creating the catalog was to decide how
to evaluate the growing set of methods in use by both investors and executives. Which of them
are most effective? Most relevant to the investor, the entrepreneur, the social scientist?
When in a venture’s lifecycle are they most appropriate? We reduced our evaluation work to
a two-page spread so that each of the nine tools and methods currently in use can be more
easily compared than in a narrative report. Each page includes detailed estimates of the
resources required to apply each method and some of the potential pitfalls that occur in
evaluating the results. Since we made a lot of shortcuts in order to fit our analysis onto two
pages, we have included here a short primer on the terms, concepts and constraints we used
to compare the methods.

The rest of the Double Bottom Line Project Report documents our experience test-running
these methods on a selection of investments, and contains our recommendations for an inte-
grated Toolkit for Social Impact Assessment, which blends some of the best of these methods
into what we hope will prove to be a useful sequence for entrepreneurs and investors.
In addition, we blended two of the methods cataloged, SROI and cost-benefit analysis,
forming a new tool we call TROI, or total return on investment, and applied that to some
real DBL ventures as well. Our experiences and lessons from those efforts can be found in
other sections of our Double Bottom Line Project Report.

We believe the best use of capital will come when feasible and credible accounts of the short-
and long-term impacts of social organizations can be shared with confidence among a variety
of constituents, including business and nonprofit leaders, governments and policymakers,
and investors. And we look forward to working with all these to improve ways to document
and share the important mission-related outcomes of double bottom line ventures.

4
Introduction

how to use this catalog

If you are a social investor, managing a nonprofit or for-profit fund investing in DBL
ventures, this catalog could help you identify a fund similar to yours and learn from its
experience assessing social impact. Nonprofit funds could look at the Balanced Scorecard
used by New Profit and the Clark Foundation, and at the Acumen Fund’s method developed
in association with McKinsey & Company to track operational processes in early-stage
ventures that lead to ultimate impacts. Community development venture funds could look
to Pacific Community Ventures’ Social Return Assessment as a sophisticated yet easy-to-
emulate system for tracking job creation and other outcomes in close consultation with its
investee companies and an outside consultant. If you are after more thorough analysis of
larger programs with a longer history, the cost-benefit analysis and PSIA tools might give
your analysis an added level of credibility. We have come to believe that all ventures can
benefit from a Theories of Change analysis and recommend a Theories of Change exercise
before the investment in any DBL venture is finalized, to help define and align stakeholder
priorities.

If you are a social entrepreneur, take a look at the examples in the appendix. You might
be surprised at how simple it can be to create a set of output indicators that can be tracked
relatively easily over time. You may be at the stage where a more in-depth cost benefit analysis
is justified; even if not, you can learn from these examples. Often the effectiveness of
a method seems to be determined by how useful it is for stakeholders, not by costs or
credibility level. Take a look at what others have done and adapt it to what works for you.
Share some of these templates with your stakeholders: what kind of information do they
want or need about your social performance? In an area where there are few standards, you
can form your own way.

We welcome comments on and additions to these method summaries. We have included

reference information where possible to document sources and urge you to read materials
before contacting the organizations whose methods we have evaluated here. Many of these
organizations do not have the capacity to answer many inquiries or fully educate others on
how to use their methods, but are happy to share lessons learned through this report.

5
Introduction

sia primer: background for comparing social impact assessment methods

Our cross-discipline team spent a great deal of time defining common terms and creating
a set of criteria with which to evaluate the various social impact methods. This section is a
quick primer to the essential elements of the analysis that follows in the catalog.

defining boundaries – what’s a method?

Since double bottom line ventures are by definition hybrid investments that aim to produce
financial returns and mission-related impacts, but can be either for-profit or nonprofit in
legal form, we cast our net broadly and attempted to look at methods and systems of evalu-
ation from any sector. In this catalog, we defined “method” to mean an explicit process set
up by a fund or entrepreneur to assess the social outcomes or impact of a company or
nonprofit organization. We found methods for both early-stage social ventures and also a
set used to define and assess the social responsibility of later-stage, older firms. Our
Methods Catalog focuses special attention to the methods that seem most closely aligned
with the needs of early-stage DBL ventures.

creating a common vocabulary: the impact value chain

We found that the language used by different constituents in this field was confusing and
inconsistent, coming from the fields of program evaluation, business measurement, social
science evaluation, policy, and foundation grant making. The first part of our project,
therefore, attempted to blend definitions where possible and redefined some essential
terms. Most glaring was the difference between the entrepreneur’s and social scientist’s
definitions of the words “impact,” “output,” “outcome” and “social return.” Our report
therefore starts with an introduction to a new vocabulary. We also created a simplified model
of how social value is created. We call this the Impact Value Chain.

The key notion of the Impact Value Chain is to differentiate outputs from outcomes. Outputs
are results that a company, nonprofit or project manager can measure or assess directly.
Outputs for an after-school program, for example, could include the number of children
participating in the program, the percent that drop out, and the percent that re-enroll the
following year. Outcomes are the ultimate changes that one is trying to make in the world.
For the after-school program, desired outcomes could include higher self-esteem for
participants or higher educational achievement for participants. Commonly the organization
running the program may not have the expertise or resources to evaluate whether an
outcome has been achieved, but it is just as important for that organization to define the
desired outcomes and figure out which internal output measures are most likely to be
correlated with desired outcomes.

6
Introduction

impact value chain

inputs activities outputs outcomes goal alignment

what is put venture’s results that changes to activity and

into the primary can be social systems goal adjustment
venture activities measured
what would
– have happened
anyway

= IMPACT

defining impact
Our definition of impact is also quite specific, in that throughout the catalog we use a social
science definition of the term. By impact we mean the portion of the total outcome that happened
as a result of the activity of the venture, above and beyond what would have happened anyway. In social
science, one needs what is called a counterfactual to compare to the experimental state in order
to discern the dependent variable from among all other factors that could be causing a
change. In our after-school program, for example, to discern real impact, a social scientist
might randomly assign children to the program under evaluation and to another control
program similar in most relevant aspects, and measure the differences in the children’s
educational achievement after both have been completed. The program’s impacts would then
be defined as the statistically significant difference in educational achievement between the
program group and the control group, or the results but for the intervention. This is a
sophisticated definition of impact, and one that can be costly to prove with certainty.

acknowledging practitioner tensions: feasibility and credibility

At the outset, we spent a lot of time evaluating the usefulness of the methods for different
assessment problems and mapping them out in a way that would make them more useful to
practitioners. Soon into this process, we realized there were two essential factors that
differentiated the use of the methods, and redesigned our evaluation around these criteria.
These are the notions of feasibility and credibility, which are often in conflict for
practitioners trying to apply these methods.

By feasibility, we mean the extent to which measurement tools will be useful and applicable in
the strenuous environment of a growing venture. Our report defines feasibility in concrete
terms, including costs, man hours and the like, and ranks the methods in these terms.

By credibility, we mean the extent to which the desired approach will be sufficiently rigorous
and thorough to provide measures that are credible to relevant third parties, which could
include the academic, public policy and social science communities. Again, we defined the
variables that make a social impact or return metric credible and rated the methods according
to these variables.

7
Introduction

The results of our evaluation process speak to the tension between these two criteria. In
general, methods that are relatively inexpensive and easy to implement earned low credibility
scores. Methods that produce more credible results are more expensive, take more expertise
and a longer time to apply, and are sometimes infeasible in specific investment settings.
Still, our work revealed excellent examples of funders and entrepreneurs using these methods
in ways that successfully balance credibility and feasibility.

differentiating purposes
Another lesson that emerged is that while we call these methods for social impact assessment,
they have different strengths and weaknesses and some are better for some purposes than
others. Our evaluation criteria include some information about the purposes and stage of
organizational growth for which each method is best suited. We have further categorized the
methods as falling into three general categories by function:

1) Process Methods are tools used to track and monitor the efficiency and effectiveness
of outputs, variables or indicators management uses to track ongoing operational
processes. Outputs can then be evaluated by the extent to which they correlate with
or cause desired social outcomes.

2) Impact Methods are tools that relate outputs and outcomes, and attempt to prove
incremental outcomes relative to the next best alternative.

3) Monetization Methods monetize outcomes or impact by assigning a dollar value

to them.

These three categories complement and are necessary for each other: one can not get to a high
quality assessment of impact without having good tools to track process outputs, and one can
not make any use of impact assessment data unless they inform process management. Similarly,
monetization methods depend entirely on good process data and assumptions about the
economic value of outcomes drawn from historical evidence and other outside data.

8
Introduction

additional notes on interpretation of the catalog:

• We graphed the cost of implementing each method, not of developing it.

• This catalog reflects a moment in time for several methods and organizations that are
undergoing rapid evolution. Data that may become outdated rapidly are the specifics about
required costs, human resources, and timeframe.

• We graphed the cost of implementing the method per company or organization rather than per
portfolio. For example, although REDF has a portfolio of four nonprofits that use OASIS,
its costs are shown per nonprofit.

• The difference between implementation costs and development costs are less
distinct for organizations just beginning to use a method, and more distinct for those that
have been implementing a method for a few years or more.

• In some cases, the cost of implementing the method per company might decrease if the
given investor applied the method to a larger number of companies. For example, the
majority of the cost of implementing Pacific Community Ventures’ methodology is in data
analysis, which is scalable at virtually no cost. Therefore if the number of organizations in
its portfolio grew, the per company cost of the method would decrease.

• Two significant factors affecting the resources required to implement Process Methods
are the organization’s understanding of its own operational processes and its cultural
willingness to embrace the value of accountability and to practice performance assessment.
The investors using Process Methods reported that they select organizations or companies
already willing to embrace these methods. If they chose organizations that lacked
this willingness, the resources required would be greater, and it might not be possible to
implement the method at all.

9
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

summary of key characteristics

10
summary of key characteristics

primary application
to date

method process impact monetization nonprofit for-profit

Theories of Change • •
Balanced Scorecard (BSc) • • •
Acumen Scorecard • • •
Social Return Assessment • •
AtKisson Compass Assessment for Investors • • •
Ongoing Assessment of Social Impacts (OASIS) • • •
Social Return on Investment (SROI) • • •
Benefit-Cost Analysis • • •
Poverty and Social Impact Analysis (PSIA) • • • •

11
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

glossary of terms

12
glossary of terms
This glossary defines the variables we have applied to define and evaluate the methods listed
in the DBLP Methods Catalog.

functional category: The broadest classification of the method, in the upper right boxes.

process: The method can be used to track and monitor the efficiency and
effectiveness of outputs, variables or indicators that track ongoing operational
processes that can be measured by management. Outputs can then be evaluated by
the extent to which they generate, correlate with or cause desired social outcomes.

impacts: The method can be used to relate outputs and outcomes, and to prove
incremental outcomes above what would have happened if the venture or organization
did not exist.

monetization: The method can be used to monetize outcomes or impact by

translating them into a dollar value.

credibility risk factors: This lists the primary risk factors that each method must address
in order for the results to be most credible to third parties, which could include
academic, public policy and social science communities. Not all methods attempt to be
credible for all Functional Categories (process, impact and monetization), or to serve all
specific Functions Purposes as defined above, so these risk factors represent risks in applying
the method to the functions and purposes targeted for that method.

13
Glossary of Terms

impact value chain: Describes the types of data the method includes in its analysis:

inputs: The resources (money, staff time, capital assets, etc.) required to operate
the venture or organization.

outputs: Indicators and other measurable variables from an organization’s

operations that management can directly measure.

outcomes: Specific changes in attitudes, behaviors, knowledge, skills, status, or

level of functioning that result from enterprise activities, such as finding a job,
avoiding getting sick, or reducing emissions by a certain amount.

impact: The difference between the outcome for a sample exposed to an

enterprise’s activities and the outcome that would have occurred without the venture
or organization.

goal alignment: The management process of evaluating whether outcomes or

impacts met desired goals and determining what can be done to improve operations.

applicability to lifecycle stages: Indicates the range of venture stages for which this
method seems most appropriate. The ranking ranges from light orange for weak applicability
to a fuller orange for stronger applicability.

14
Glossary of Terms

assessment purposes/functions in investment process: The stars indicate the

different purposes for which the method could potentially be used, and to which it is best
suited. They include:

screening: The method can be useful for the investor screening ventures for social
reasons at the time of investment, to help filter for certain traits or qualities.

partnership formation: The method can be useful for clarifying the investors’
and entrepreneurs’ expectations, aligning those expectations, and building trust.

management operations: The method can be useful for day-to-day operations

monitoring, and provides data for regular management decision-making and/or
investor oversight.

scaling: The method helps clarify the key input/activity relationships that drive
outputs and outcomes, clarifying what can and should be scaled. It can contribute to
helping management and investors manage rapid growth.

external reporting: The method can be useful for reporting to parties outside of
the venture/investor relationship, such as to funders or potential funders,
funders’ boards, the public, or other entities that require performance reports such
as on an annual basis.

exit: The method can provide information useful to exit decisions.

retrospective evaluation: The method is particularly useful for summative

(backward-looking or historical) social impact assessment.

Circle ratings of the method’s applicability to these purposes were created based
on conversations with the practitioners in addition to our own analysis, and follow
this scale:

0 circles: Does not serve this purpose

1 circle: Contributes or could contribute somewhat to this purpose
2 circles: Serves this purpose substantially but is not the only thing that
would be required
3 circles: Is all that is needed to fulfill this purpose

15
Glossary of Terms

feasibility data as supplied by practitioner: This section shows the approximate costs
and timing of expenditures over the first three years of the venture in the specific case in
the example.

cost/time: This graphs a working estimate of the costs associated with the total staff
time represented pictorially in the “Time Breakdown.” It does not include the cost
of any technology (software) or capital assets.

time breakdown: This shows estimates of time required to implement this method or
system, expressed as the average number of days per month a full-time employee
(FTEs) of the particular description below is required:

management: Time contributed by management of the venture itself.

Management time is shown in orange.

staff: Time contributed by other non-management employees of the venture

in supporting the method's use. Staff time is shown in blue.

consultant/third party: Time contributed by a third party consultant

hired to provide initial consulting advice or ongoing data collection and
analysis. Consultant time is shown in red.

investor: Time funders or investors spend creating or maintaining the

method or system, expressed on a per venture basis. Investor time is shown
in green.

16
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

method summaries

17
Method Summaries

theories of change process impact monetization

There are at least two methods that go by similar names, both of which involve articulation of the underlying
assumption about cause and effect in mission-driven organizations, but which are otherwise distinct.

“Theory of Change” is practiced by the consulting firm The Bridgespan Group, Inc., which has formalized
a process in which brief set of statements outlining an organization’s “theory of change” are articulated to
help align organizational goals with processes and management with staff.

Another method, “Theories of Change” was formally developed by Carol Weiss and other academics for use
in evaluating community-wide initiatives, where it is difficult to assess social impacts using experimental or
quasi-experimental methods. This framework emphasizes the understanding by stakeholders of how exactly
the enterprise will generate social impacts. It highlights the causal relationships between actions, short-term
outcomes, and long-term outcomes. Although this method does not provide the statistical certainty of an
experimental or quasi-experimental research approach, it can build a compelling case for social impacts by
determining whether a logical connection exists between the problems addressed, the actions taken, and
subsequent changes in key outcomes. These assumptions can be continually tested against actual evidence
gathered from proxy data research studies and/or practice when the method is implemented on a continual basis.

The New Schools Venture Fund illustrates an example of a hybrid of these two versions of the model.

applications to date
The Bridgespan version has been applied by many nonprofits. The Weiss version has been applied a variety
of community initiatives, notably the Jobs initiative mounted by the Annie E. Casey Foundation. These
initiatives have addressed impacts on employment, income, housing, and other outcomes. A hybrid version
of the method has been applied by New Schools Venture Fund and informally by many businesses,
management consultancies and nonprofits.

observations
The Weiss approach applied in an ongoing manner has high feasibility and low cost if an organization already
intends to collect the needed activity and outcome data for a venture to test its assumptions. Otherwise, the
method is more difficult and costly. Other versions of the method do not require data collection and are thus
highly feasible.

The method supports a conclusion that a venture has generated impacts, but it does not measure impacts
unless other methods are utilized. By itself, its social science credibility is therefore moderate to low.

potential risks to credibility

(1) Poorly specified impact value chain (logic model).
(2) Failure to articulate key assumptions about causal links in model(s).
(3) Weak analytical tests of causal links in the model(s).
(4) Misinterpretation of research evidence, especially in terms of claiming impacts.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as supplied by time breakdown

new schools venture fund
person days/month
(approx.)
cost/time cost per month cumulative cost

$5,000 management less than

$4,000
staff less than
$3,000
consultant/third party less than
$2,000

$1,000
investor less than

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

19
Method Summaries

balanced scorecard (bsc) process impact monetization

developed by: Robert Kaplan and David Norton

origination: 1992

summary
The Balanced Scorecard proposes that companies measure operational performance in terms of financial,
customer, business process, and learning-and-growth outcomes, rather than exclusively by financial
measures, to arrive at a more powerful view of near term and future performance. It advocates integration of
these outcomes into firms’ strategic planning processes. The scorecard is a framework for collecting and
integrating the range of metrics along the Impact Value Chain, and is adaptable to an organization’s stage. It
helps coordinate evaluation, internal operations metrics, and external benchmarks, but is not a substitute
for them.

applications to date
The Balanced Scorecard has been used by many large corporations, such as Mobil, Apple Computer, and
Advanced Micro Devices. In addition, many organizations in the private and nonprofit sectors, including
the Federal government and various school districts, have used approaches based on the Balanced Scorecard.
Recently Kaplan has adapted the Balanced Scorecard for nonprofits, suggesting that such institutions adopt
strategic performance measures that focus on user satisfaction. New Profit Inc., a venture philanthropy fund,
has applied its version of the scorecard to the nonprofits in its portfolio since 2000. The summary below is
based upon New Profit’s application among scalable nonprofit social enterprises.

observations
The feasibility of the Balanced Scorecard is high for companies and/or organizations willing to undergo a
process involving monitoring and management decisions as well as data collection and analysis. The method
does not currently attempt to estimate ventures’ impacts, although New Profit Inc. plans to incorporate this
into its version by mid-2004.

potential risks to credibility

(1) Selection of inputs, outputs, and/or outcomes that are not actually related to impacts or overall
financial performance.
(2) Weak correlation between outcomes chosen and true impacts (even if the right outcomes are selected).
(3) Lack of counterfactuals (outputs or outcomes may be misinterpreted as impacts).
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as supplied by new profit inc. time breakdown

person days/month
(approx.)
cost / time cost per quarter cumulative cost

$200,000
year 1 later years

$160,000 management
$120,000
staff
$80,000
consultant/third party
$40,000

investor
$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

21
Method Summaries

acumen fund scorecard process impact monetization

developed by: Acumen Fund, a nonprofit enterprise that invests in and grants to both nonprofit and
for-profit ventures in its portfolios, in association with consultancy McKinsey & Company.

origination: 2001

summary
The system assesses the social venture investments in Acumen’s portfolio of for-profit and nonprofit
companies. It entails tracking progress on short- and long-term outcomes, which is assessed in terms of
outcome milestones and benchmarks. Progress on selected outcomes is interpreted according to the method
as likely to lead to investment “impact,” meaning outcomes, rather than the social science definition of
impact (outcomes net of what would have happened without the venture’s existence).

applications to date
The Acumen system has been applied since 2002 to investments in the fund’s portfolios.
The system has also been considered a model for assessments by similar funds.

observations
This approach has high feasibility and low cost if an organization already intends to collect the needed cost,
revenue, and outcome data to screen potential ventures. Otherwise, the method is more difficult and costly.

The method’s outcome measurement strategy is good, but the system does not measure true impacts (defined
as outcomes net of what would have happened without the venture’s existence) at this time, as these will only
be apparent in the medium to long term. Its social science credibility is consequently moderate to low.
Acumen intends to build consideration of true impacts into the method by 2004.

potential risks to credibility

(1) Selection of inputs, outputs, and/or outcomes that are not actually related to impacts or overall
financial performance.
(2) Weak correlation between outcomes chosen and true impacts (even if the right outcomes are selected).
(3) Lack of counterfactuals (outputs or outcomes may be misinterpreted as impacts).
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility as applied by acumen fund time breakdown

cost / time cost per month cumulative cost

person days/month
(approx.)
$180,000
year 1 later years
$144,000

management
$108,000

$72,000 staff

$36,000 consultant/third party

$0
investor
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

Note: Management and Staff salaries reflect rates in

developing countries, and include benefits at 20%.

23
Method Summaries

social return assessment process impact monetization

developed by: Pacific Community Ventures (PCV), a nonprofit organization that manages two
for-profit investment funds that invest in companies that provide jobs, role models, and on-the-job
training for low-income people, and that are located in disadvantaged communities in California.

origination: 2000

summary
PCV developed the method for its own use in assessing the social return of each investee and of its portfolio
overall. The system entails tracking progress specifically on the number and quality of jobs created by
PCV’s portfolio companies. It helps the fund target and improve its services to its investees and to a group
of companies to which it provides business advisory services. The method is separate from financial
performance assessment.

applications to date
Pacific Community Ventures’ social return assessment has been applied to investments in its portfolio
since 2000. The method has also been considered a model for assessments by comparable organizations,
primarily community development venture capital funds.

observations
This approach has high feasibility and low cost if an organization already intends to collect the needed
demographic and jobs data for a venture. Otherwise, the method is more difficult and costly.

The method’s output measurement strategy is good. The system does not attempt to measure true impacts
(defined as outcomes net of what would have happened without the venture’s existence). Its social science
credibility is consequently moderate to low.

potential risks to credibility

(1) Selection of inputs, outputs, and/or outcomes that are not actually related to impacts or overall
financial performance.
(2) Weak correlation between outcomes chosen and true impacts (even if the right outcomes are selected).
(3) Lack of counterfactuals (outputs or outcomes may be misinterpreted as impacts).
(4) Reliability of data collection procedures, including factors like cooperation of investees.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as supplied by time breakdown

pacific community ventures
person days/month
(approx.)
cost / time cost per month cumulative cost

$250,000 management less than

$200,000
staff less than
$150,000
consultant/third party
$100,000

investor
$50,000

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

25
Method Summaries

atkisson compass assessment process impact monetization

for investors
developed by: AtKisson Inc., a sustainability consultancy, in collaboration with Angels with Attitude I,
LLC, a seed- and early-stage venture fund that invests in for-profits that advance sustainability.

origination: 2000

summary
This method builds on AtKisson’s Compass Index of Sustainability, a tool for assessment of the sustainability
of communities. The framework for investors is designed to integrate with the reporting guidelines of major
CSR standards, particularly the Global Reporting Initiative (GRI) and the Dow Jones Sustainability Index (DJSI),
as a venture matures. The method incorporates a structure with five key areas: N = nature (environmental
benefits and impacts) S = society (community impacts and involvement) E = economy (financial health and
economic influence), and W = well-being (effect on individual quality of life), and a fifth
element, + = Synergy (links between the other four areas and networking), and includes a point-scale rating system
on each of the five areas. Each area has several indicators each of which has specific criteria. The method has been
peer reviewed by corporate executives, economic academicians, and investment professionals.

applications to date
The method for investors has been applied by Angels with Attitude to screen potential investments and to
assess their ongoing progress towards sustainability.

observations
This approach has medium to high feasibility and low cost, particularly if an organization already intends to
collect the needed operational, cost and outcome data for a venture. The framework covers all areas of
economic, social and environmental impact, and provides an initial overall analysis that guides the evaluation
to focus on those areas most pertinent to a company’s products and operations. Investment performance
indicators identified by the methodology are discussed and agreed upon with investment candidate companies.

The method captures impact in some areas where a pretest serves as the counterfactual, but otherwise it does
not explicitly attempt to assess impact. Its social science credibility is consequently moderate to low.

Given that early stage companies and investors rarely do external reporting, the method has not been used for
this purpose to date. However it does provide essentially all information that would be needed for external
reporting.

potential risks to credibility

(1) Selection of inputs, outputs, and/or outcomes that are not actually related to impacts or overall
financial performance.
(2) Weak correlation between outcomes chosen and true impacts (even if the right outcomes are selected).
(3) Lack of counterfactuals (outputs or outcomes may be misinterpreted as impacts).
(4) Reliability of data collection procedures, including factors like cooperation of investees.
(5) Subjectivity of the basis for a score on a given subcategory.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as supplied by angels time breakdown

with attitude and atkisson, inc.
person days/month
(approx.)
cost/time cost per month cumulative cost

$10,000 management

$8,000
staff
$6,000
consultant/third party
$4,000
investor
$2,000

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

27
Method Summaries

ongoing assessment of social impacts process impact monetization

(oasis)
developed by: REDF, a nonprofit enterprise that makes grants to a closed portfolio of nonprofit agencies
which cumulatively run 15 businesses, in collaboration with its portfolio agencies.

origination: 1999

summary
REDF developed this system for its internal use and that of the nonprofit agencies in its portfolio to assess
the social outputs and outcomes of the agencies overall, including the social enterprises they each operate.
The system is a customized, comprehensive, ongoing social management information system (MIS). It entails
both designing an information management system that integrates with the agency’s information tracking
practices and needs, and then implementing the tracking process to track progress on short- to medium-
term (2 years) outcomes.

applications to date
OASIS has been implemented by four nonprofit agencies in REDF’s portfolio, which collectively run
several enterprises that produce and market goods and services and, in the process, employ disadvantaged
individuals. The agencies are all located in the San Francisco Bay Area. OASIS has been considered a model
for assessment by other organizations.

observations
This approach as it has been implemented to date has moderate to low feasibility if the organization is willing
to undergo a process involving monitoring, data collection, analysis and management decision-making. It
has moderate to high cost. Cost estimates below assume the organization is already ready and willing to track
social performance data. The estimates exclude the cost of gathering ongoing financial performance data,
since this is already done as part of standard business operations.

The method’s outcome measurement strategy is good and it therefore has high social science credibility
compared with other methods used by double bottom line ventures.

potential risks to credibility

(1) Selection of inputs, outputs, and/or outcomes that are not actually related to impacts or overall
financial performance.
(2) Weak correlation between outcomes chosen and true impacts (even if the right outcomes are selected).
(3) Lack of counterfactuals (outputs or outcomes may be misinterpreted as impacts).
(4) Reliability of data collection procedures, including factors like cooperation of investees.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as supplied by time breakdown

redf and rubicon
person days/month
(approx.)
cost / time cost per month cumulative cost

$250,000
management
$200,000
staff
$150,000

consultant/third party
$100,000

$50,000
investor

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

29
Method Summaries

social return on investment (sroi) process impact monetization

developed by: REDF, a nonprofit enterprise that makes grants to a closed portfolio of nonprofit agencies
which cumulatively run 15 businesses, in collaboration with its portfolio agencies.

origination: 1996

summary
REDF developed social return on investment (SROI) analysis to place a dollar value on ventures in its
portfolio with social as well as market objectives. The approach combines the tools of benefit-cost analysis,
the method economists use to assess nonprofit projects and programs, and the tools of financial analysis used
in the private sector. Conceptually, the approach differs from these established types of analysis, notably in
what is considered a “social” benefit. Practically, it is more accessible to a broad range of users, substituting
readily understood terms and methods for technical jargon and complicated techniques.

applications to date
SROI was applied by REDF between 1997-1999 to 23 businesses owned and operated by seven nonprofit
organizations in the San Francisco area. All these ventures produce and market goods and services and, in
the process, employ disadvantaged individuals. SROI has also been used, often in a modified form, by other
organizations to assess ventures with similar features.

observations
SROI has high feasibility and low cost if an organization already intends to collect the needed cost, revenue,
and outcome data for a venture. Otherwise, the method is more difficult and costly. Cost estimates below
assume the organization is already ready and willing to track social performance data. The estimates include
the cost of gathering these data, and exclude the cost of gathering ongoing financial performance data, since
this is already done as part of standard business operations.

The method’s credibility is higher than most other approaches presently employed in the social venture field
because it can be based on actual data on the venture’s outputs and outcomes, and on proxy research.
However, it is lower than rigorous economic analyses because of the absence of counterfactuals specifically
designed for comparison to the actual venture’s constituencies (comparisons to what social outcomes would
have happened if the venture did not exist).

potential risks to credibility

(1) Poor impact measurement based on weak research design.
(2) Poor social accounting framework (e.g., lack of clarity about party from whose perspective benefits
are calculated).
(3) Lack of counterfactuals (outputs or outcomes may be misinterpreted as impacts).
(4) Missing important intangible impacts and/or costs.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as applied by redf to an time breakdown

average social enterprise in its portfolio
person days/month
(approx.)

cost / time cost per month cumulative cost

management
$125,000

$100,000 staff

$75,000 consultant/third party

$50,000
investor
$25,000

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

31
Method Summaries

benefit-cost analysis process impact monetization

developed by: No single person, but 19th century French economist Arsène-Jules-Ètienne-Juvénal
Dupuit is sometimes given credit. Vilfredo Pareto, the 19th century sociologist after whom the Pareto Rule is
named, contributed greatly. In the 1950s economists like I.M.D. Little (Oxford), Zvi Griliches (Chicago,
Harvard), and Kenneth Arrow (Stanford), also moved the field forward.
origination: The 18th century. Modern techniques began to be developed in the U.S in the 1940s.
summary
Benefit-cost analysis (also called “cost-benefit analysis”) is a type of economic analysis in which the costs and
social impacts of an investment are expressed in monetary terms and then assessed according to one or more
of three measures: (1) net present value (the aggregate value of all costs, revenues, and social impacts,
discounted to reflect the same accounting period; (2) benefit-cost ratio (the discounted value of revenues
and positive impacts divided by discounted value of costs and negative impacts); and (3) internal rate of
return (the net value of revenues plus impacts expressed as an annual percentage return on the total costs of
the investment.

applications to date
Benefit-cost analysis is used by economists to evaluate investments when important consequences of an
investment are not fully reflected in revenues and expenditures. It is used to evaluate a wide variety of public
sector investments (many types of domestic government programs and foreign aid programs, as well as
foundation-funded and other social investments) as well as double-bottom line investments that generate
social impacts as well as revenues.

observations
Benefit-cost analysis is designed to measure the social return on an investment. However, it can also be used
to estimate the returns to particular groups within society, such as investment beneficiaries, employers, or
taxpayers. The credibility of benefit-cost analysis depends on the use of an appropriate research design to
measure impacts.

Conclusive benefit-cost analysis cannot be conducted until social impacts have been measured. However,
the social returns to an investment can be estimated based on informed assumptions about the expected
social impacts.

potential risks to credibility

(1) Poor impact measurement based on weak research design.
(2) Poor social accounting framework (e.g., lack of clarity about party from whose perspective
benefits are calculated).
(3) Missing important intangible impacts and/or costs.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility data as supplied by abt associates time breakdown

to project program impact of americorps
person days/month
(approx.)
feasibility cost per month cumulative cost
$8,000
management
$6,400
staff
$4,800

consultant/ 5 consultant days

$3,200
third party one time only
$1,600
investor
$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

feasibility data as supplied by abt associates time breakdown

for a retrospective analysis of program
impact of americorps person days/month
(approx.)

feasibility cost per month cumulative cost

management unknown
$5,000,000
staff unknown
$4,000,000

$3,000,000

$2,000,000 consultant/
$1,000,000
third party

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

investor unknown
Ye

Ye
Ye
Ye

33
Method Summaries

poverty and social impact analysis (psia)process impact monetization

developed by: The World Bank

origination: 2000

summary
PSIA is a systematic analytic approach to “the analysis of the distributional impact of policy reforms on the
well-being of different stakeholder groups, with a particular focus on the poor and vulnerable…” (PSIA
User’s Guide). It is not a tool for impact assessment in and of itself, but is rather a process for developing a
systematic impact assessment for a given project. Its components are not new, but PSIA has been formally
articulated as a systematic approach by the World Bank in 2003. The method emphasizes the importance of
setting up the analysis by identifying the assumptions on which the program is based, the transmission channels
through which program effects will occur, and the relevant stakeholders and institutional structures. Then
program impacts are estimated, and the attending social risks are assessed, using analytical techniques that
are adapted to the project under study.

applications to date
PSIA as a systematic approach was first demonstrated in projects funded by the World Bank in 2001.
However, in assessing hundreds of economic development projects in countries around the world, the World
Bank has applied various components of the approach for many years to agriculture and rural development,
infrastructure development, and industrial development in developing nations.

observations
PSIA was designed for use by Bank staff and government analysts with input from local non-governmental
stakeholders in developing countries. The feasibility and cost of PSIA would challenge organizations with
limited research resources.

The method’s social science credibility is generally high.

potential risks to credibility

(1) Poor impact measurement based on weak research design.
(2) Poor social accounting framework (e.g., lack of clarity about party from whose perspective benefits
are calculated).
(3) Missing important intangible impacts and/or costs.
impact value chain
inputs activities outputs outcomes goal alignment

applicability to lifecycle stages

startup expansion maturity

assessment purposes/functions in investment process

screening partnership management scaling external exit retrospective

formation operations reporting evaluation

feasibility as applied by the world bank time breakdown

in a hypothetical upper-range case
person days/month
(approx.)
cost/time cost per month cumulative cost

$1,600,000
management
$1,280,000
staff
$960,000

$640,000
consultant/third party

$320,000

$0 investor
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

feasibility as applied by the world bank time breakdown

in a hypothetical lower-range case
person days/month
(approx.)
cost/time cost per month cumulative cost

management
$75,000

$60,000 staff
$45,000
consultant/third party
$30,000
investor
$15,000

$0
0

3
Q

Q
Q

Q
Q

Q
ar

ar
ar
ar

Ye

Ye
Ye
Ye

35
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

appendix: method details and examples

36
 Appendix: Method Details and Examples — Theories of Change

new schools venture fund theory of change

core beliefs activities near-term goals ultimate goal

All children are

entitled to a quality Performance
education Accelerator Fund
Enhance school
system capacity by
investing in people,
Entrepreneurs can tools, programs
change complex
systems School systems are
performance-
Students in school based organizations
Charter systems using
“Hybrid”leaders Accelerator Fund consistently
from across sectors New Schools demonstrating
must collaborate to Build alternative, ventures’ solutions high outcomes for
foster change effective systems of are “proficient” all students, and
schools in 21st century preparing their
skills students for success
Efforts to transform in 21st century
public education
must focus on key New Schools
leverage areas Network
Create an
Venture philanthropy environment
can pave the way supportive of
for more effective performance-
use of public funds based systems

37
Appendix: Method Details and Examples — Balanced Scorecard

four perspectives of the traditional balanced scorecard

The traditional Balanced Scorecard translates strategy into action for organizations focused on
primarily financial outcomes. It contains four perspectives:

The Balanced Scorecard is modified for organizations that include a focus on social outcomes by
adding a fifth perspective: Social Impact.
Appendix: Method Details and Examples — Balanced Scorecard

balanced scorecard blank reporting template

(abridged for sample purposes)

39
teach for america balanced scorecard strategy map
(abridged for sample purposes)

Vision: Ensure that one day all children in this nation will have the opportunity to attain an
excellent education.

Mission: To build a national corps of outstanding recent graduates, of all academic majors, who
commit two years to teach in public schools in low-income urban and rural communities and who
become lifelong leaders in pursuit of expanding educational opportunity.
teach for america balanced scorecard

Vision: Ensure that one day all children in this nation will have the opportunity to attain an
excellent education.

Mission: To build a national corps of outstanding recent graduates, of all academic majors, who
commit two years to teach in public schools in low-income urban and rural communities and who
become lifelong leaders in pursuit of expanding educational opportunity.

41
Appendix: Method Details and Examples — Acumen Fund Scorecard

acumen fund scorecard quarterly progress report

Investment Name:

Investment #:

Reporting Quarter:

Date Submitted:

1. product design and development

Product design (if applicable)

Product manufacturing (if applicable)
Other Sub-Categories (investment specific)
Investee to provide detailed comments for each sub-category

2. service delivery/distribution/marketing

Service Delivery
Distribution model
Marketing
Other Sub-Categories (investment specific)
Investee to provide detailed comments for each sub-category

3. organizational capacity

Sub-Categories (investment specific)

Investee to provide detailed comments for each sub-category.
Any changes (additions/deletions) from the organization should be listed here.

4. external risks

Sub-Categories (investment specific)

Investee to provide detailed comments for this section if new external risks have
emerged or others have faded away.
5. financial performance

Sub-Categories (investment specific)

Investee to provide an overview of the financial performance for this review period.
This gives the aggregate of what was budgeted versus what was spent.

6. financial report

Activity Budget Expenditure Variance Notes

(on variance > 10%)

7. additional company reports

Investment specific standard company reports voluntarily shared with Acumen

as a result of investment agreement.

43
 Appendix: Method Details and Examples — Social Return Assessment

pacific community ventures social return assessment

expected outcome areas and indicators

Pacific Community Ventures utilizes three instruments to track a number of key outcome areas
(outlined below). The employee tracking form and employer survey have been administered annually
since 2000. PCV conducted the employee survey in the fall of 2003; ongoing frequency of admin-
istering this instrument is still to be determined. Each survey tracks performance with respect to several
metrics within each outcome area. The grid below provides a sample metric used in each instrument
for each of PCV’s key outcome areas.

OUTCOME AREAS EMPLOYEE TRACKING FORM EMPLOYER SURVEY EMPLOYEE SURVEY SECONDARY DATA
(completed quarterly by (completed annually (administered in 2003. COLLECTION
pcv’s financed businesses) by pcv’s financed and ongoing frequency tbd.) (done by pcv
advised businesses) as necessary)

Job Training Capacity & Sample Metric: Sample Metric: Sample Metric:
Building Transferable Skills # of employees receiving Types of training Skill attainment
promotions offered

Job Hiring & Retention Sample Metric: Sample Metric: Sample Metric:
Within Community # of new hires # of entry-level Rationale for
employees taking job

Quality Jobs Sample Metric: Sample Metric: Sample Metric:

Pay rates of jobs Pay rates of jobs Importance of
various benefits

Strategic Location in Sample Metric: Sample Metric: Sample Metric:

Target Community Hire employees Employment Low-income census
locally accessibility tract and zip code
analysis

Strong Profit Sharing or Equity Sample Metric: Sample Metric: Sample Metric:
Sharing Program for Workers Opportunities for Opportunities for Relative importance
employees to share in employees to share in of profit sharing
company success company success to employees
such as: Stock options such as: Stock options

Economic Reach of Business Sample Metric:

Market reach of company

Matching of Business to Sample Metric: Sample Metric:

Available Trained Workers # of employees hired Link to job
through job training training programs
or Welfare-to-Work
programs

Founder/Management from Sample Metric:

Target Community Population Entrepreneur grew up
in target community/
neighborhood

Demographic Sample Metric: Sample Metric:

Characteristics Race/Ethnicity Gender
of Employees
pacific community ventures social return assessment
executive summary of a comprehensive assessment
reprinted in its entirety with permission from pacific community ventures

Exec u t i ve S u m m a ry o f a C o m p r e h e n s i ve A s s e s s m e n t

Pacific Community Ventures

Investments at Work
I n 1999, Pacific Community Ventures (formerly known as Silicon
Valley Community Ventures) became the first community develop-
ment venture capital organization in California. Pacific Community
Ventures (PCV) seeks to strengthen companies in traditionally over-
PCV Portfolio Companies* looked areas to help develop the communities around them. They do
Financed
this primarily by working with companies that provide good jobs
• Howler Products (San Francisco) with marketable skills to residents of low- to moderate-income (LMI)
• Just Desserts (Oakland)
communities. PCV provides its portfolio companies with business
• Latte Dah Café (East Palo Alto)
• Niman Ranch (Oakland) advisory services, workshops, and a resource network to help entre-
• Now & Zen (San Francisco) preneurs gain access to existing knowledge and expertise within the
• Timbuk2 Designs (San Francisco)
• Vida (Brisbane) business community. In addition, PCV provides equity investments
to a subset of companies within its portfolio. As of December 2002,
Advised only
• BPS Technology (Santa Clara) PCV has invested $3 million in 10 companies and provided adviso-
• Comet Skateboards (Oakland) ry services to 47 businesses.1
• First Light Destinations/Evergreen
Lodge (San Francisco)
• Give Something Back (Oakland) In 2001, PCV refined its investing philosophy to strengthen its port-
• Jeremiah’s Pick Coffee Co.
(San Francisco) folio with respect to both social and financial returns. This change
• Moving Solutions (San Jose) in philosophy resulted in a 2002 portfolio that is PCV’s strongest
• Pacific American Services
(Oakland) group yet. Despite difficult economic times in the Bay Area, this
• Planet Organics (San Francisco) portfolio of businesses continued to provide high quality jobs to res-
• Ripple Effects (San Francisco)
• Rosenblum Cellars (Alameda)
idents of LMI communities.
• Sunrise Specialty Company
(Oakland) PURPOSE OF THIS ASSESSMENT
* As of December 31, 2002 PCV is a “double bottom line” ices of BTW Consultants, a consulting
investor, working to achieve social as firm specializing in evaluation and
PCV Team well as financial returns on its invest- planning services for the non-profit
Penelope Douglas, President ments. PCV measures the social return and philanthropic sectors, to assist in
Jacob Singer, Director of Portfolio on its investments by determining the developing an approach and measur-
Management and Investment extent to which the businesses in its ing the social return on its invest-
Development portfolio are providing high quality ments. Together, PCV and BTW devel-
Eduardo Rallo, Chief Operating Officer and jobs to residents of LMI communities. oped measures in the following areas:
Director of Portfolio Management While there are no “industry stan- 1) job training and the cultivation of
David Rosen, Director of Finance and dards” for measuring and reporting on employee skills; 2) employee retention
Administration the social impact of double bottom and advancement; 3) wages and bene-
Pete November, Director of Business Services line investments, PCV has developed fits; 4) wealth creation mechanisms;
Trevor Smith, Associate Portfolio Manager its own standards and measures for 5) hiring practices; and 6) business
Megan Hall, Manager of Marketing and assessing social return. For the past location and market reach.
Business Services three years, PCV has engaged the serv-
Reina Johnson, Office Administrator 1 Through the first quarter of 2003, PCV has committed
approximately $4.5 million to 11 businesses.
Report and Executive Summary prepared by
BTW Consultants.
This assessment was made possible through generous support from The Mitchell Kapor Foundation.
BTW Consultants—informing change April 2003 45
 Appendix: Method Details and Examples — Social Return Assessment

E M P LOYM E N T I N T H E P C V P O RT F O L I O BENEFITS
In 2002, the proportion of PCV employers providing health
DESIGNATED EMPLOYEES WORKING IN and paid leave benefits is at its highest yet - overall, 81% of
PCV-FINANCED BUSINESSES 2002 companies offer health insurance and vacation time to
their designated employees, 69% provide sick leave, and
Cumulative Number of Designated Employees 63% provide dental insurance. Delving further into the spe-
in Financed Businesses cific issue of health insurance, the data indicate that more
2000-2002
designated employees enroll in company sponsored health
700 633
Cumulative Number of Employees

602 insurance when the employers pay the majority of the cost.
570
600 556 The proportion of employees enrolled in an insurance plan
declines as employees become responsible for more of the
500 461
cost of their health care coverage.
408
400 323 Percent of Financed and Advised Businesses Offering Health
286 and Paid Leave Benefits to Designated Employees, 2000-2002
300 100%
200 146 81%
118 77% 76% 81%
80%

% of Businesses
58 71% 68% 69%
100 62% 63%
60% 53%
47%
0
Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 40% 33%
2000 2000 2000 2001 2001 2001 2001 2002 2002 2002 2002
20%
Cumulatively, in the past three years, a total of 633 designat-
ed employees2 have worked in PCV’s financed companies. 0%
Health Dental Vacation Sick Leave
PCV seeks to work with companies with strong business 2000 (N=13) 2001 (N=17) 2002 (N=16)
models that lend themselves to significant local hiring.
Designated employees account for more than half of the
In 2002, 81% of portfolio employers offered some type of
workforce at almost all 2002 PCV portfolio companies. This
wealth creation benefit to stimulate asset accumulation for
is a substantial increase from 2001, when this was the case
designated employees. The majority of companies offered
for only about half of the companies in the PCV portfolio.
either bonuses or participation in a 401(k)/IRA plan.
Relatively few companies offered other types of wealth cre-
WAGES AT FINANCED COMPANIES ation mechanisms such as stock options/ESOP, profit sharing
PCV invests in and develops companies that invest in their and/or liquidity coverage.3 PCV recognizes how challenging
employees. One of the primary ways companies can do this it is for small businesses to offer these types of benefits to
is by paying employees a living wage. Average hourly wages their employees, especially during recessionary times.
in PCV’s financed portfolio have steadily increased over the
past three years, from $10.54 in 2000 to $12.19 in 2002. This CULTIVATING SKILLED EMPLOYEES
is a 16% overall increase in average hourly wages and trans-
PCV wants to invest in companies that cultivate skilled
lates into more designated employees earning a living wage.
employees and considers job training and skill building essen-
Seventy-one percent of 2002 financed companies pay average
tial for the career development of entry-level employees.
hourly wages above San Francisco’s 2002 living wage of
There are three aspects to the question of skill cultivation:
$10.25 an hour. This is an increase from 2001 when only 50%
of financed businesses paid average hourly wages above San
Q: Do PCV portfolio companies provide training and if so, in
Francisco’s living wage of $10.00 an hour.
what areas?
A: All 2002 PCV portfolio employers provide some form of job
Comparison of Overall Weighted Average Hourly Wage training to their designated employees. The three most
at Financed Companies, 2000-2002 common types of training include: trade specific skills such
Year Number of Number of Average Wage in San Francisco as manufacturing techniques and equipment operation
Companies Employees 2002 Dollarsa Living Wageb (86%); soft skills4 (64%); and customer service (50%).
2000 7 98 $10.54 $9.00
2001 8 380 $10.72 $10.00 Q: How much training do PCV portfolio companies provide?
2002 7 375 $12.19 $10.25 A: Overall, during the first year of employment, the typical
a. Calculated using the Bureau of Labor Statistics inflation calculator. designated employee receives 66 hours of training in the
b. This is reflective of San Francisco’s Minimum Compensation Ordinance. Hourly rate does not
include benefits, although employers are required to participate in an additional health care first quarter of employment and 55 hours of training in
accountability ordinance. subsequent quarters.

BTW Consultants—informing change April 2003

 wealth creation mechanisms offered to designated employ-
Percent of Financed and Advised Businesses Providing
ees, available training opportunities, and the provision of a
Specific Types of Training in 2002 (N=14)
living wage.5 In 2002, many more PCV portfolio companies
100% are providing high quality jobs to their designated employees
86%
% of Businesses

80% than were doing so in 2001: 69% of portfolio companies in

64%
60% 50%
2002 as compared to only 36% in 2001.6 This increase affirms
40% 36% 36% PCV’s new investment and growth strategy; more mature
14% 14% 21% companies joining the PCV portfolio are providing higher
20%
quality jobs for designated employees.
0% Bookeeping Sales Other Telephone Computer Customer Soft Skills Trade
Reception Service Specific
Percent of Financed and Advised Businesses in 2001 and 2002
Q: Are PCV portfolio companies providing the training and with Low, Medium and High Job Quality Ratings
skills most critical to success at their companies? 100%
A: 2002 PCV portfolio employers have improved their ability
% of Businesses
80%
to match training with the skills they identify for success 69%
at their companies. All 2002 employers who identified 60%
48%
trade specific skills and customer service skills as impor- 36%
40%
tant to succeed at their companies, train employees in
18% 19%
these areas. However, while practically all employers iden- 20% 12%
tify “soft skills” as being critical to succeed at their com-
0%
panies, 64% of these employers actually provide soft skills Lower Medium High
training to their designated employees. 2001 (N=17) 2002 (N=16)

EMPLOYEE RETENTION AND DURATION C O N N E C T I N G W I T H LO W- TO M O D E R AT E -

INCOME COMMUNITIES
Employee retention can be positive for both portfolio compa-
nies and their employees. An employee staying in a good job PCV helps companies located in or near traditionally over-
for a significant period of time accrues wages, benefits, and looked areas gain access to capital, business advice, and the
skills over time, and a company that is able to retain its resources they need to contribute to community vitality. In
employees cultivates a skilled workforce and saves on return, successful PCV portfolio companies can help to
recruiting and training costs. increase the local tax base and provide quality employment
opportunities for individuals who live locally.
PCV’s 2002 employee data seem to reflect changes in the
local economy and labor market. More employees are staying BUSINESS LOCATION
longer at PCV portfolio companies, and those who are leav-
ing are generally doing so as a result of layoffs. All 18 companies that received financing or advising services
from PCV during 2002 are located in or near low- to moderate-
✓ Sixty percent of PCV portfolio companies in 2002 estimate income (LMI) areas in the Bay Area. More specifically, eight
that, on average, designated employees are staying at their companies are located in San Francisco County; six are in
companies for more than two years - more than twice the Alameda County (all were in Oakland); three are in Santa
percentage reporting such duration of employment in 2001. Clara County (East Palo Alto and San Jose); and one is in San
Mateo County. 2002 PCV portfolio companies chose their
✓ This year, 40% of designated employees working in PCV- locations for three primary reasons: 1) market access, 2)
financed companies left those companies, which is the employee access, and 3) affordable rents. While it is not
lowest proportion to leave in three years. The majority noted as a primary reason for business location, 83% of PCV
(67%) of employees leaving did so as a result of lay-offs. portfolio companies have taken advantage of tax savings
Reasons other designated employees left in 2002 include: available to companies that are located in and hiring from
to seek other employment (15%); because they were fired low-income communities.
(12%); and life circumstances such as illness, moving, 2 Two criteria were used to identify designated employees: 1) employee resides in a low- to
moderate-income zip code; or 2) employee was hired through a referral from a local non-profit
pregnancy, etc. (7%). organization, job training program, or welfare-to-work agency.
3 Liquidity coverage refers to pre-determined severance in the event of a company sale.
4 “Soft skills” refer to a broad range of interpersonal or social skills, and include such things as
JOB QUALITY INDEX attendance, punctuality, and professional appearance.
5 The scoring system used is as follows: 2 points for health insurance, 1 point for dental insur-
Although there is no accepted or validated metric for what ance, 1 point for vacation and/or sick leave, 1 point for at least one wealth creation mecha-
nism (bonuses, stock options/ESOP, profit sharing, and/or liquidity coverage), 1 point for hav-
constitutes a “high quality” job, PCV is setting high stan- ing a 401(k)/IRA plan in place, 1 point for soft skills training, 1 point for trade-specific training,
1 point for training in at least one functional skills area (computers, customer service, sales,
dards for the companies it chooses to invest in and develop. phone reception, bookkeeping, and/or other skills), and 2 points for providing an average
PCV and BTW Consultants created a job quality index where- wage equal to or higher than San Francisco’s 2002 minimum compensation ordinance of
$10.25 per hour.
in companies are assessed based on the types of benefits and 6 Note that the 2002 job quality index is slightly different from the one used in 2001. The 2001
index did not include living wage data because at the time they were not available for advised
businesses.

BTW Consultants—informing change April 2003

47
Appendix: Method Details and Examples — Social Return Assessment

Pacific Community Ventures (PCV) – Financed Portfolio 2002

Number of Designated Employees by Zip Code
94804
3 94530
2

MARIN 94710
COUNTY 1 94704
1
94702 CONTRA COSTA
1 94608 94609 COUNTY
6 West 2
94611
94109 94133 94612 2
Oakland
1
3 6 94607 94610
94115 94108 5 94602
94121
3 3 3 7 Oakland
94619
3 94118 Mission 941023 94501 94601 4
1 Bay 94103 3
94117 94122 Inner 4 26 94605
SA N 4 2 Mission 94107 20
94110 2 94606
FRANCISCO 44
Hunters Point 36 94603 East
94114 13 Oakland
4 94112 94124 94621
40 Bayview 25 23 94577
4 94578 94546
94014 Heights 94134 6 1
94015 4 26
1 94005
1 94580 94541
Brisbane 3 5
94808
2
94544
7
ALAMEDA
COUNTY
Figure 1
SAN MATEO
COUNTY
94587
1
During 2002,
94401
1 financed
San Mateo
companies
employed 375
Menlo Park East
Palo Alto
individuals from
Target Communities 94303
low- to moderate-
3
Financed Company
Areas with a median family income level below
Palo Alto income zip
80% of the 2000 Bay Area medium family income
Zip Code
Sunnyvale
codes in the
San Jose
County Line SANTA CLARA
San Francisco
COUNTY
95122
4
Bay Area.
Source: Census 2000, Long Form Map Created by GreenInfo Network • [Link] • February 2003

HIRING CONCLUSION
Figure 1 displays the zip code of residence for the 375 desig- In 2002, PCV and its portfolio businesses have made progress
nated employees who worked in PCV-financed companies in in the face of challenging economic conditions. While there
2002. Almost all designated employees reside in LMI zip were substantial layoffs in these companies in 2002, there
codes in Alameda or San Francisco Counties (94%), with the were also tangible improvements in the quality of jobs pro-
largest proportion in Alameda coming from East Oakland (36 vided to the workers. More companies are offering living
employees) and the largest proportion in San Francisco com- wages and most are providing benefits packages and many
ing from the Mission (44 employees) and the Excelsior (40 hours of training to their employees. Not surprisingly, work-
employees). ers are staying at their jobs longer, probably in part due to
the lack of options elsewhere, but also because of the high
In 2002: quality of the jobs they are in.
✓ 48% of designated employees live within 3.5 miles of the
companies for which they work(ed). A few years ago, PCV was a start-up organization, with expe-
rienced people at the helm, but also learning and evolving as
✓ 67% of PCV portfolio employers partnered with job train- it went, refining its approach and practice. Over the past four
ing programs to hire employees. To date, this is the largest years, PCV has accomplished a great deal. It has built a
proportion of PCV employers to use these programs. stronger portfolio of companies, and a solid foundation upon
which to build and learn, and extend its own market and
community reach statewide.

Pacific Community Ventures Board of Directors and Board of Advisors

Board of Directors Mary Ann Byrnes • Bud Colligan (Chairman), Partner, Accel Partners • Penelope Douglas, President, Pacific Community Ventures
Doug Mackenzie, General Partner, Kleiner Perkins Caufield & Byers • Eric Weaver, Executive Director, Lenders for Community Development
Ralph Clark, Venture Partner, Ascend Ventures • Gordon Davidson, Chairman, Fenwick & West • Jed Emerson, Lecturer -Stanford Graduate School
of Business, Senior Fellow -William and Flora Hewlett Foundation, David and Lucille Packard Foundation • Anita Stephens, Principal, Opportunity
Capital Partners • Ron Yara, General Partner, Tallwood Venture Capital Board of Advisors Dado Banatao, Managing Partner, Tallwood Venture
Capital • John Dean, Chairman of the Board, Silicon Valley Bank • Wally Hawley, Founder, FaithWorks • Gib Myers, Chairman, Entrepreneurs’
Foundation • Jim Swartz, Founding Partner, Accel Partners • Jim Breyer, Managing Partner, Accel Partners • John Doerr, General Partner, Kleiner
Perkins Caufield & Byers • Zoe Lofgren, Member of Congress, U.S. House of Representatives • Sterling Speirn, President, Peninsula Community
Foundation • Sharon Williams, Executive Director, OICW

BTW Consultants—informing change April 2003

48
Appendix: Method Details and Examples — Ongoing Assessment of Social Impact (OASIS)

redf ongoing assessment of social impact (oasis)

inventory of contract1 and data collection requirements template
A P P E N D I X A : O A S I S - I N V E N T O R Y O F C O N T R A C T A N D D ATA
1

COLLECTION REQUIREMENTS

matrix template

Data Collected for Contract

(including process and
Contract/Funder Program/Component outcome objectives)

1 Ensure this includes current contracts as well as any contracts pending.

Forms Completed for
Contract (including How much longer do Level of Flexibility of
client intake, eligibility, Is report monthly? you expect to have Reporting Requirements
service use, etc.) Yearly? Quarterly? this requirement? (None, Some, High)

50
Appendix: Method Details and Examples — Ongoing Assessment of Social Impact (OASIS)

redf ongoing assessment of social impact (oasis)

functional group interview protocol
A P P E N D I X B : O A S I S - D ATA S Y S T E M D E V E L O P M E N T P R O J E C T
Used for mapping operational processes and existing client information flow and gaps
functional group interview protocol

I. Application

(a) What are the components of the programs?

(b) How is eligibility to participate in the programs assessed?
(c) Who is eligible for the programs?
(d) Does each of the programs have its own application process,
or is there one general one?
(e) What are the criteria for involvement?
(f) How are applicants identified/referred to each program or to
the overall program?
(g) How are referrals documented and tracked?
(h) What are the steps to apply to the programs?
(i) Which forms are used, and are they automated?
How are they administered?
(j) What are the strengths and weaknesses of the application process?
(k) What are the strengths and weaknesses of the application forms?

II. Enrollment

(a) Does each program have its own enrollment process,

or is there one general one, or is there both?
(b) When are, if any, the “program cycles”?
(c) Once an applicant is accepted, what are the steps in
the enrollment process?
(d) Which forms are used, and are they automated?
How are they administered?
(e) Which forms are required/optional?
(f) What are the strengths and weaknesses of the enrollment process?
(g) What are the strengths and weaknesses of the enrollment forms?

III. Services/Activities

(a) What is the range of services that is offered to the participant?

(b) How are the particular services/activities that a participant will
access determined?
(c) Which services/activities are required/optional?
(d) How are services received, documented and tracked?
(e) Which forms are used, and are they automated?
(f) Which forms are required/optional?
(g) Is there any quality assurance on services/activities,
and if so, how is this documented?
(h) Is there other case management that should be documented?
(i) What are the strengths and weaknesses of the services/activities
tracking process?
(j) What are the strengths and weaknesses of the forms used in the
services/activities tracking process?

IV. Exit

(a) Is there an automatic exit date, or a limit to how long a participant

can be active in programs?
(b) Is there a different exit process for each of the programs or
just one general one?
(c) Once an applicant completes the program, what are the steps
in the exit process?
(d) Which forms are used in the exit process, and are they automated?
How are they administered?
(e) Which exit forms are required/optional?
(f) What are the strengths and weaknesses of the exit process?
(g) What are the strengths and weaknesses of the exit forms?

V. Follow-up and Outcomes

(a) What kind of contact does the organization have with

program graduates?
(b) What outcomes are tracked on participants?
(c) At what time points are participants assessed for
changes/status updates?
(d) How are follow-ups administered? Who administers them?
(e) Which forms are used, and are they automated?
(f) Are there incentives for participating in the follow-ups?
(g) What are the strengths and weaknesses of the follow-up process?
(h) What are the strengths and weaknesses of the follow-up forms?

VI. Forms

These are the forms that we are currently aware of in the programs.
Are there other forms used that we are not aware of?

VII. How Information is Used

(a) How is the information that is collected used?

(b) Is the information fed back to the programs? To the Board?
(c) Is the information useful? In what ways?
In what ways is it not useful?
(d) Is the information accurate?
52
 Appendix: Method Details and Examples — Ongoing Assessment of Social Impact (OASIS)

rubicon programs inc. basic conceptual design for client information flow

A REFERRED APPOINTMENT
SCHEDULED B
GROUP INDIVIDUAL SERVICE FOLLOW-UP
INTERVIEW A INTERVIEW B INTERVIEW
SIGN-IN ORIENTATION ENCOUNTERS
• Crisis intervention • Referrals made ( six months after
• Housing • Housing
if necessary Interview B)
• Vocational • Vocational services
• Day treatment
• Money management

INFO AND REFERRAL OUTSIDE COMMUNITY

SERVICES
rubicon programs inc. cicero (the rubicon version of oasis)
screenshots of case manager data entry form and baseline summary report

54
Appendix: Method Details and Examples — Social Return on Investment (SROI)

example calculation of average social cost savings

excerpted from “sroi methodology paper” (redf, 2001)

FIGURE 3-8

calculation of average social cost savings

per employee for enterprise abc

Total Average Cost Total # Target Average

Decrease per Visit/ Decrease Employees Cost Savings
(Increase) in Use in SF (Increase) in Responding per Target
Annual Visits Bay Area Annual Cost to Question Employee

Public Assistance Programs

tanf - - $ 0 20 $ 0
general assistance - - $ 300 20 $ 15
food stamps - - $ 3,362 20 $ 168
ssi - - $ 5,004 20 $ 250

Social Service Programs

food banks 1,050 $ 26 $ 27,300 20 $ 1,365
case management 980 $ 41 $ 40,180 17 $ 2,364
community clinics 34 $ 86 $ 2,924 20 $ 146
mental health treatment 222 $ 176 $ 39,072 20 $ 1,954
housing services
(shelter, trans. housing, grp home) 1,650 $ 62 $ 102,300 20 $ 5,115
emergency room 2 $ 211 $ 422 18 $ 23
legal services 4 $ 1,029 $ 4,116 18 $ 229
substance abuse treatment 2 $ 8,060 $ 16,120 20 $ 806
medi-cal
(includes employee and dependents) 10 $ 3,762 $ 37,620 20 $ 1,881

C r i m i n a l C o n v i c t i o n s 21 $ 1,328

AV E R A G E P U B L I C C O S T S AV I N G S $ 15,644

21Calculation of the cost of criminal conviction is based on the difference from expected recidivism and is discussed on the next
page. (Figure 3-9)
 FIGURE 3-9: DETERMINING THE COST SAVINGS FOR DECREASED CRIMINAL CONVICTIONS
In the following example, in order to determine the actual cost savings from the criminal justice
system we must look at both baseline and follow-up data regarding convictions. According to this
example we looked at data from 20 Baseline interviews and additional data at Follow Up inter-
views six months later.

Criminal Convictions Data

FOLLOW UP* Individuals

BASELINE Individuals
First Time Convictions 1
Ever Convicted 7
Repeat Convictions 2
Never Convicted 13
Not Convicted 17
Total 20
Total 20

*data reflects six month time period since baseline

In order to determine what the cost savings to society are, we need to calculate the number of
people from our sample statistically expected to have been convicted of a crime (calculated using
the recidivism rate multiplied by the total number ever convicted) and subtract the number of
people who actually were convicted in the time period from baseline to follow up. In an effort to
be conservative, new convictions at follow up were added to the calculation.

Reduction in Expected Criminal Convictions

Expected # of repeat convictions Actual # Actual # of

Reduction in
– of repeat – first time =
(Recidivism Rate x Total # Ever Convicted) expeted conviction
convictions convictions

E X A M P L E : U S I N G 1 9 9 9 C A L I F O R N I A R E C I D I V I S M R AT E O F 6 7 . 6 % 22

(67.6% x 7) – 2 – 1 = 1.73

Once the total number of decreased convictions are calculated, an average cost savings per per-
son must be computed. In our example, 1.73 fewer individuals convicted of a crime due in part
to their employment at the Enterprise ABC. Therefore, 1.73/20 is multiplied by the average cost
savings per person of $15,353 resulting in a cost savings of $1,328 per person as shown below.

Average per Person Cost Savings for Criminal Convictions

Difference between expected and actual

convictions for employees of Enterprise ABC (1.73) Cost saving
x $15,353 = $1,328
per person
Total Sample Size 20

22Source: Rate of Felon Parolees Returned to California Prisons, State of California Department of Corrections Data Analysis Unit,
March 2000 ([Link])

56
Appendix: Method Details and Examples — Social Return on Investment (SROI)

rubicon landscape services social return on investment (sroi) report

THE ROBERTS ENTERPRISE
reprinted in SROI Report • Winter 2000
its entirety with permission from redf DEVELOPMENT FUND
a philanthropic venture of The Roberts Foundation

Rubicon Landscape Services

PA R E N T A G E N C Y: R U B I C O N P R O G R A M S

Business Summary: Rubicon Landscape Services provides landscaping services to large-scale

residential and commercial properties and is based in Richmond, California.

1999 INDEX OF RETURN

Employment Risk Assessment (ERA)
Enterprise Value $13,915,597 10.72
Social Purpose Value $10,665,211 08.21
Homeless or at-risk Public
Blended Value $24,523,967 18.89 of homelessness
35% 24%
assistance

Investment to date $1,298,360 Convicted of Not a high

34% 27%
a crime school graduate
Number of Target Employees 52
Mental 29% With dependent
Percentage of Target Employees 84% 26%
health issues children
Hourly Wage Range $6.05-$14.59

OVERVIEW EMPLOYEE HIGHLIGHT

• 1999-2000 gross sales of over $3.9 million Greg was raised in San Francisco in a family
with sales expected to increase to $7.8 mil- that had trouble with drug and alcoholic abuse.
lion by 2004 After he turned 18, he started living on the
streets. Between the ages of 11 and 35, he was
• Receives no outside funding or subsidies, and
incarcerated several times and was recently
has been generating net income since 1995
released from San Quentin Penitentiary in
• Hires over 50 disabled or economically chal- December 1999.
lenged employees from San Francisco Bay Area
After his release, he entered a residential drug
• Stable workforce that receives relatively high rehabilitation and employment training program
wages for the industry and was eventually referred to Rubicon and was
hired by Rubicon Landscape Services. Greg
works on one of Rubicon’s new landscape instal-
TA R G E T E M P L O Y E E S TAT I S T I C S
lation crews and is learning many new skills. A
average time with rubicon decent paying job and the extra support he gets
landscape services from Rubicon have provided the structure he
All positions are permanent needs to focus his life. Greg tends to maintain a
age positive outlook, which is good for crew morale.
During his interview at Rubicon, Greg said that
9% 19-21 years old
if given a chance to prove himself, he would not
20% 22-29 years old
let us down and he has been good to his word.
31% 30-39 years old
40% 40-49 years old
race /ethnicity Sales and Number of Target Employees

59% African-American 130 9000

21% White 110 7500

SALES (000’S)
EMPLOYEES

12% Latino/a 90 6000

8% Other 70 4500

50 3000
gender
30 1500
86% male 1999 2000P 2001P 2002P 2003P 2004P
14% female
Number of Employees Sales
Rubicon Programs Agency Mission Statement
Helping people and communities build assets
to achieve greater independence — Rubicon
works with people who are homeless or living
in poverty and people with disabilities to
develop their assets and build their self-
worth so that they succeed in achieving
greater independence.

Rubicon Landscape Services Mission Statement

To provide stable employment and livable
wages to people from disadvantaged popula-
tions while offering premium landscape
maintenance services and dedicated support
to our customers.

58
Appendix: Method Details and Examples — Social Return on Investment (SROI)

MANAGEMENT contracts (30%). Rubicon Landscape Services

rick aubry ph.d., executive competes against national and local companies
director — rubicon programs inc. for private and public sector landscape instal-
Dr. Aubry has been director since 1986, over- lation and maintenance contracts.
seeing growth of the agency from $980,000 to
over $14 million in annual revenues. Before N E W I N I T I AT I V E S
assuming directorship of Rubicon, Dr. Aubry Beginning in fiscal year 2001, Rubicon
worked as a therapist, program administrator, Landscape Services will expand its private
house painter and cab driver. He has a Ph.D. sector contracts. By 2003, it expects private
in Psychology from the Wright Institute sector contracts to increase to 40-45% of its
Berkeley, an M.A. from W. Georgia University sales. The strongest growth potential is in east-
and a B.A. from Syracuse University. ern Contra Costa County, Southern Alameda
don waxman, director — County, Santa Clara and San Mateo Counties.
rubicon landscape services
Mr. Waxman joined Rubicon in 1996 and has STRENGTHS AND CHALLENGES
over 20 years experience in the landscaping
industry, including running his own firm.
strengths
Under his leadership, Rubicon was able to • Over 15 years of experience in landscaping
attain new contracts in the public and private market and pursuing social mission
sectors, and set up controls to monitor the • Stable work force
financial operations of the company. • Experienced management team
• Consistently high quality service
john russell, sales representative — • Strong reputation in the landscaping industry
rubicon landscape services
Mr. Russell joined Rubicon in the fall of 1999
challenges
with a background in corporate landscaping sales. • Almost 40% of sales are from two customers
• Maintaining appropriate geographic expansion
• Planning for increases in necessary equip-
BUSINESS DESCRIPTION ment and staffing for growth
Based in Richmond, California, Rubicon • Increased competition from nonprofits vying
Landscape Services provides grounds mainte- for federal and state set-aside contracts
nance and landscape installation services to
large-scale residential, commercial and insti- OUTLOOK
tutional properties throughout the San
Francisco Bay Area. In fiscal year 2000, overall growth is expected
to be moderate. $7.8 million in sales is expect-
ed by fiscal year 2004, more than doubling
BUSINESS PROFILE 1999’s revenues. Rubicon Landscape Services
The business was originally established twenty has an aggressive plan to target additional
years ago primarily to provide employment- market segments and expand on the existing
training opportunities in janitorial and profitable relationships. Over the next five
landscape maintenance to mentally disabled years, it will need approximately $300,000
people in Contra Costa County through in capital expenditures and $500,000 in
federal set-aside contracts. additional working capital to achieve this level
of revenue growth.
As of 1999, federal sector work accounted
for less than 30% of annual revenues, with Rubicon is well positioned to manage its
increasing sales coming from municipal and growth strategy. It has hired experienced
private sector contracts. Rubicon Landscape managerial staff, continues to develop new
Services’ current market segments include customer relations, and monitors changing
public contracts (70%) and private sector market conditions.
SROI Analysis — Rubicon Landscape Services
S O C I A L P U R P O S E R E S U LT S
Rubicon Landscape Services employs disabled and economically challenged individuals from the
San Francisco Bay Area. On average, Rubicon saves the public $12,277 in public assistance and
social service costs and generates $1,880 in new taxes per target employee. This translates to a
social purpose value worth almost $11 million and a social purpose index of return of 8.21. In
1999, on average Rubicon was able to increase a target employee’s wages by over $12,500 per year.
The net financial improvement to the target employee, after considering the new taxes they must
pay and their reduced public assistance, was approximately $9,850 per year.

ENTERPRISE FINANCIALS
Since 1995, Rubicon Landscape Services has been self-sufficient, not relying on outside funding
for any revenue, and has provided the parent agency with additional income. Sales in 2000 increased
only slightly as a result of recent military base closings. 2000-2001 will again feature double-digit
sales increases. Because of its social mission, Rubicon chooses to retain existing target employees
even when this may negatively impact margins. Overall, Rubicon Landscape Services has an enterprise
value of almost $14 million. This value is eleven times the initial investment in the enterprise.

S O C I A L P U R P O S E E N T E R P R I S E I N D I C AT O R S
Most Rubicon positions are full-time. The total number of employees is expected to increase
slightly in 2000 and more dramatically in following years. Assuming the cost savings and new
tax revenue remain constant on a per target-employee basis for the projected 78 to 140 target
employees over the next ten years, total social savings and new taxes yield $15.2 million in today’s
dollar. It will only cost Rubicon approximately $4.6 million in social operating expenses to gener-
ate such value. In addition, Rubicon Landscape Services is expected to provide the parent agency
with over $11 million in revenue.

REVENUES AND EXPENSES

Since 1995, 100% of Rubicon’s revenues have come from sales. Beginning in 1998, Rubicon
focused on managing its expenses that result from the social mission, decreasing the proportion
of social operating expenses to overall expenses without reducing social benefits.

60
Appendix: Method Details and Examples — Social Return on Investment (SROI)

SOCIAL PURPOSE RESULTS (PER TARGET EMPLOYEE) 1999

public savings $12,277
new taxes $1,880
wage improvement $12,533
financial improvement $9,848

ENTERPRISE FINANCIALS 1998 1999 2000P

sales $3,334,466 $3,707,088 $3,881,836
gross margin 59% 61% 45%
net margin (before s&s) 1 31% 34% 18%
net margin (after s&s) 20% 27% 11%

SOCIAL PURPOSE ENTERPRISE INDICATORS 1998 1999 2000P

total employees / total target employees na 62/52 78/54
fte employees / fte target employees na 62/52 78/54
social operating expenses per target employee na $5,170 $4,630

total projected investment $0

total projected social savings and new taxes $15,236,969
total projected social operating expenses $4,571,759
total projected contribution to parent $11,140,355

1S&S: Subsidies and Social Operating Expenses

REVENUES AND EXPENSES

4,500,000

4,000,000 $0
$0

3,500,000 $0
$250,000
3,000,000

2,500,000 $363,321 $268,847

2,000,000
$3,707,088 $3,881,836
$3,334,466 $3,189,223
1,500,000

$2,313,522 $2,447,439
1,000,000

500,000

1998 1999 2000P

Revenues Expenses
Social Subsidies Social Operating Expenses
Sales Enterprise Expenses
SROI Report • Winter 2000

K E Y S O C I A L I M PA C T F I N D I N G S
Select Results from the Rubicon Enterprises Employee Survey

Enterprise employees participated in face-to-face interviews designed to retrospectively

gather information about their situation at the time of hire (baseline) and six months
prior to the date of the interview (follow-up). The retrospective interviews assess each
employee’s experience of change in the areas of employment, income, housing stability,
use of public assistance, use of social services, criminal justice involvement, and other
barriers to employment. The results below reflect key findings on the social impacts based
on the responses of Rubicon Enterprises’ employees interviewed from Rubicon’s Landscape
Services and Bakery enterprises. Only statistically significant changes and changes reflect-
ing an impact among more than 20% of the interviewed employees are included.

employment housing at time of follow-up. The proportion

91% of respondents experienced a real increase of income that respondents spend on housing
in monthly income from work from their time has decreased from 44% at baseline to 22% at
of hire to their time of follow-up. The average follow-up, a proportion well below the 30%
amount of increase is $1,223 per month. guideline proposed by HUD for low-income
communities.
barriers to employment
Comparing time of follow-up to time of hire, public assistance and service
a significantly smaller proportion of respon- utilization
dents experience the following as barriers to 33% of respondents stopped receiving public
finding and keeping a job: substance use issues assistance benefits from time of hire to time of
(28% down to 0%), lack of childcare (26% follow-up. At the same time, there is a very
down to 10%), a need for education/skills significant increase (32%) in the proportion
training (36% down to 12%), physical health of monthly income accounted for by work
issues (32% down to 18%), mental/emotional sources. On average, at time of hire, work
health issues (21% down to 7%), and lack of sources accounted for 59% of respondents’
transportation (23% down to 14%). total monthly income, as compared to 91%
from work sources at time of follow-up.
housing
30% of respondents have experienced an 41% of respondents became insured with pri-
increase in the stability of their housing situa- vate health insurance since employment at a
tion while 59% remained in a stable home and Rubicon enterprise.
11% stayed at risk for homelessness. Housing satisfaction with rubicon programs
stability did not decline for any respondents. 100% of respondents say they would recom-
74% of respondents who spent some money on mend Rubicon programs to a friend or family
housing at time of hire are spending a smaller member seeking vocational services.
proportion of their total monthly income on

62
Appendix: Method Details and Examples — Benefit Cost Analysis

benefit cost analysis of job corps

summary of david a. long, charles d. mallar, and craig [Link],
“evaluating the benefits and costs of the job corps.”
journal of policy analysis and management, vol. 1 (1981).

The Job Corps provides a comprehensive set of services to disadvantaged youths. The approach used
to value its various benefits and costs was to measure each effect in terms of the resources saved,
consumed, or produced as a result of the program. In estimating the program’s effects data were
collected in periodic interviews with Corpsmembers and with a comparison group of similar youths
who were never enrolled in the Job Corps. Multiple regression techniques, controlling for both
observed and unobserved differences between Corpsmembers and youths in the comparison
sample, were used with these interview data to estimate the effects of the program during the period
covered by the interviews. The effects after this period were estimated by extrapolating the interview
data, assuming that impact magnitude declined over time at a steady rate.

The goods and services Corpsmembers produce in conjunction with their vocational training are
used by both the community at large and the Job Corps centers themselves. Additional output, valued
based on earnings, is produced by Corpsmembers after they leave the program. Part of the earnings
goes to the community in the form of higher tax payments. The value of output foregone when
youths participate in the Job Corps, indicated by the earnings of the comparison group, is a cost of
the program. The estimated value of reduced criminal activity is based on differences in arrests
between Corpsmembers and comparison youths and the estimated resource cost savings per arrest.
The costs of the Job Corps, and the cost savings associated with not using transfer, drug treatment,
and other training programs are based on participation rates for Corpsmembers and comparison
youths and pertinent program expenditure data. Adding together these benefits and costs, there is a
substantial gain for Corpsmembers and a modest loss to others in society, resulting in a positive net
value for society as a whole.
the estimated benefits and costs of the program per corpmember are:
society corpsmembers rest of society

benefits
Output produced by Corpsmembers
In-program output $757 $83 $673
Post-program output 3,896 3,896 0
Tax payments on post-program output 0 -582 582
Reduced dependence on transfer programs
Reduced transfer payments 0 -1,357 1,357
Reduced administrative costs 158 0 158
Reduced criminal activity
Reduced criminal justice system costs 1,152 0 1,357
Reduced personal injury and property damage 645 0 645
Reduced value of stolen property 315 -169 484
Reduced use of other programs
Reduced drug/alcohol treatment 30 0 30
Reduced use of education and training 390 0 390
Reduced training allowances 0 -49 49
costs
Program operating expenditures
Center operating expenditures ($2,796) 0 ($2,796)
Transfers to Corpmembers 0 1,208 (1,208)
Central administrative costs (1,347) 0 (1,347)
Opportunity cost of Corpsmember labor
Foregone output (841) (841) 0
Foregone tax payments 0 153 (153)
Other expenditures (46) 185 (214)
net present value $2,271 $2,285 ($214)
benefit-cost ratio 1.45 1.82 0.96

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Appendix: Method Details and Examples — Poverty and Social Impact Analysis (PSIA)

world bank poverty and social impact analysis (psia) detail

excerpted from a training presentation given in moscow, may 27, 2003

how ? the 10 psia elements

Asking the right questions

Identifying stakeholders
Understanding transmission channels
Assessing institutions
Gathering data and information
Analyzing impacts
Enhancing design and compensatory schemes
Assessing risks
Establishing monitoring and evaluation systems
Fostering policy debate and feedback into policy choice

analyzing impacts: tools

Types Examples

Social tools Participatory poverty assessment (PPA)

Social impact assessment (SIA)

Economic tools for direct impact analysis Incidence tools

Poverty mapping

Behavioral models Supply and demand analysis

Household models

Partial equilibrium tools Multi-market models

General equilibrium tools CGEs

SAM-IO

Macro-micro models 1-2-3 PRSP

PAMS

65
double bottom line project report:
assessing social impact in double bottom line ventures
methods catalog

acknowledgements and references

66
acknowledgements
We are grateful for the intelligence, generosity, conviviality and patience of our friends and
colleagues who have been instrumental in the creation of this first draft of the Catalog of
SIA Methods. Special thanks to Laura Callanan, Jacqueline Khor, Julia Lopez, Elizabeth
Biemann, Assad Azfar, Kristen Burns, David Buxbaum, Theresa Cassidy, Vanessa Collins,
Rani Deshpande, Penelope Douglas, Jed Emerson, Kelly Fitzsimmons, Cynthia Gair, Laura
Goodman, Megan Hall, Lee Hatcher, David Hunter, Kristin Martinez, Rustom Masalawala,
Diego Moyano, Peter November, Willy Osborn, Anton Simanowitz, Kimberly Smith, Dan
Toole, Melinda Tuan, Selen Ucak and Gavin White.

Catherine Clark, William Rosenzweig, David Long and Sara Olsen

January, 2004

67
Acknowledgements and References

references
theories of change
Data about New Schools Venture Fund is based on an interview with Kim Smith,
co-founder and CEO, in November 2002 and with Julie Landry, communications and
special projects manager, in October 2003. Overview information about Bridgespan’s use
of the method derives from these conversations.
New Schools Venture Fund, [Link]
Carol H. Weiss, “Nothing as Valuable as a Good Theory: Exploring Theory-Based
Evaluation for Comprehensive Community Initiatives for Children and Families,” in New
Approaches to Evaluating Community Initiatives, Volume 1, edited by James Connell et al.
(Aspen Institute, 1995).
Carol H. Weiss, “Evaluation”, second edition (Englewood Cliffs, NJ: Prentice-Hall, 1998).
Scott Hebert and Andrea Anderson, “Applying a Theory of Change Approach to Two
National, Multisite Comprehensive Community Initiatives,” in New Approaches to
Evaluating Community Initiatives, Volume 2 (Aspen Institute, 1996).

balanced scorecard (bsc)

Data on the application of this method in New Profit are based on interviews in
September 2002 and January and September 2003 with Kelly Fitzsimmons, managing
partner and co-founder.
New Profit Inc., [Link].
R. S. Kaplan and D. P. Norton, “The Balanced Scorecard—Measures that Drive Performance,”
Harvard Business Review (January-February 1992).
R. S. Kaplan and D. P. Norton, “The Balanced Scorecard: Translating Strategy into Action,”
(Harvard Business School, 1996).
R. S. Kaplan and D. P. Norton, “Using the Balanced Scorecard as a Strategic Management
System, Measuring Corporate Performance,” (Harvard Business School, 1998).
R. S. Kaplan, “The Balanced Scorecard and Nonprofit Organizations,” (Harvard Business
School, November 2002).

acumen fund scorecard

Data on the application of this method in Acumen are based on interviews with David
Buxbaum, chief financial officer, in October 2002, and Dan Toole, chief executive officer,
Gavin White, chief marketing officer, Assad Azfar and Rustom Masalawala, portfolio
managers, in March 2003, and Gavin White in September 2003.
Acumen Fund, [Link].
McKinsey and Company, Developing Acumen’s Performance Measurement System (June 2002).
McKinsey and Company, [Link].
68
Acknowledgements and References

social return assessment

Data on the development and application of this method by Pacific Community Ventures
with its portfolio companies was gathered in interviews with Penelope Douglas, Peter
November, Trevor Smith and Megan Hall in January, February, March and October 2003.
Pacific Community Ventures, [Link].

atkisson compass assessment for investors (pending)

Data on the application of this method in Angels with Attitude are based on interviews
with Kristin Martinez, co-founder of Angels with Attitude, and Lee Hatcher, AtKisson,
Inc. consultant, in September 2002 and February and October 2003.
AtKisson, Inc., [Link].
Angels with Attitude, [Link]/angelfund.

ongoing assessment of social impacts (oasis)

Data on the application of this method in REDF are based on interviews in September
2002 and January 2003 with Melinda Tuan, Managing Director, and Cynthia Gair,
Portfolio Director.
“An Information Oasis,” (Roberts Foundation: 2002). Available on the REDF website.
REDF, [Link].

social return on investment (sroi)

Data on the application of this method in REDF are based on interviews in September
2002 and January 2003 with Melinda Tuan, Managing Director, and Cynthia Gair,
Portfolio Director. Assumes data is already being collected.
S. Chun et al, “Social Return on Investment Methodology: Analyzing the Value of Social
Purpose Enterprise Within a Social return on Investment Framework” (San Francisco:
The Roberts Foundation, 2001).
J. Emerson et al, “Social Return on Investment: Exploring Aspects of Value Creation in
the Nonprofit Sector,” in Social Purpose Enterprises and Venture Philanthropy in the
New Millennium, Volume 2, (San Francisco: The Roberts Foundation, 2000), pp. 131-173.
J. Jones and M. Tuan, “Social Return on Investment Reports: Overview and Guide”
(San Francisco: The Roberts Foundation, 2000).

69
Acknowledgements and References

benefit-cost analysis
Data on the retrospective analysis of program impact conducted for Americorps provided
by David Long of Abt Associates.
Abt Associates, [Link].
Americorps, [Link].
Brief descriptions of benefit-cost analysis can be found in most economics textbooks.
E. M. Gramlich, “A Guide to Benefit-Cost Analysis” (Prospect Heights, IL: Waveland Press, 1998).
R. Sudgen and A. Williams, “The Principles of Practical Cost-Benefit Analysis”
(Oxford, England: Oxford University Press, 1985).
A. E. Boardman et al., “Cost-Benefit Analysis: Concepts and Practice”
(Upper Saddle River, NJ: Prentice Hall, 1996).

poverty and social impact analysis (psia)

Data on hypothetical applications based on information from David Long, Abt Associates.
A summary of the method is based on information from “A User’s Guide to Poverty and
Social Impact Analysis” (World Bank, 2003), and “Poverty and Social Impact Assessment
(PSIA)—Demonstrations: Water Sector Reform in Armenia,” (World Bank, 2002).
World Bank, [Link]/psia.
J. Baker, “Evaluating the Impact of Development Projects on Poverty: A Handbook for
Practitioners” (World Bank, 2000).
L. Demery, “Benefit Incidence: A Practitioner’s Guide” (World Bank, Africa Region, 2000).
L. Squire, and H. van der Tak, “Economic Analysis of Projects,” (published for the
World Bank by Johns Hopkins University Press, 1975).

70