InteliChild.com

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Children's Website Business Plan

Management Summary

Our producer, Sonny Cieliblu, will head the InteliChild.com project. This full-time position will oversee all activities for the project. Sonny interfaces with each partner and staff member. This places Sonny in the role of administrator and coordinator of development and marketing activities, but also requires him to implement training and individual development activities for each partner. We all recognize the challenge Sonny faces as an employee, coach, and supervisor.

More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Organizational Structure

We need an agile organizational structure that recognizes the need for a smooth flow of ideas and implementation between sales, marketing, and website development.  We can't allow the team to think as if these were separate functions.

On the surface, however, we have the president dealing with three direct reports: admin/finance, sales/marketing, and web development.  In fact we are not going to manage with a strict hierarchy, because we need to emphasize the team.  Still, particularly as we grow in size, structure is necessary.  We will want to preserve decision-making power, and the ability to act, rather than trying to do everything by consensus.

Management Team

Person 1: More sample text here, not useful for purposes of example, describing the people involved and the management structure. 

Person 2: More sample text here, not useful for purposes of example, describing the people involved and the management structure. 

Person 3: More sample text here, not useful for purposes of example, describing the people involved and the management structure. 

Person 4: More sample text here, not useful for purposes of example, describing the people involved and the management structure.

Management Team Gaps

We agree that the most obvious weakness at this point is the lack of seasoned professional management with experience.  This is what the investors call the "gray haired factor."  We will be looking to add more experience to the team as we build our administrative and financial capabilities.

Personnel Plan

The following personnel plan details our plans for the ramp-up. We start with the four key founders; by the end of 2000 we should have 14 people, and 18 by the end of 2002.

Personnel Plan
Year 1 Year 2 Year 3
Production Personnel
VP Support $33,000 $75,000 $90,000
Support Engineers $27,000 $65,000 $90,000
Support Technicians $21,000 $60,000 $75,000
Other $0 $25,000 $50,000
Subtotal $81,000 $225,000 $305,000
Sales and Marketing Personnel
VP Sales & Marketing $60,000 $75,000 $90,000
Business Development $31,500 $60,000 $75,000
Sales Systems $30,000 $60,000 $75,000
Sales Technicians $40,600 $90,000 $120,000
Other $12,000 $30,000 $100,000
Subtotal $174,100 $315,000 $460,000
General and Administrative Personnel
CEO $60,000 $75,000 $75,000
CFO $60,000 $75,000 $75,000
General Admin $42,700 $90,000 $120,000
Other $14,000 $50,000 $100,000
Subtotal $176,700 $290,000 $370,000
Other Personnel
CTO $60,000 $75,000 $75,000
Devel Systems $39,800 $62,000 $90,000
Devel Engineers $22,500 $75,000 $100,000
Other $0 $50,000 $75,000
Subtotal $122,300 $262,000 $340,000
Total People 18 18 18
Total Payroll $554,100 $1,092,000 $1,475,000