# Reserved-Slot Pricing Worksheet

*Community Engagement Hub — Provider Partnerships*

Price the guarantee, not just the tuition. Work through each line per slot.

## A. Your true monthly cost per slot

| Line | Amount |
|---|---|
| A1. Direct staffing cost allocated per child (by ratio for the age group) | |
| A2. Facility, food, supplies, insurance per child | |
| A3. Administration per child (billing, licensing compliance, your time) | |
| **A4. True cost (A1+A2+A3)** | |

## B. What the guarantee is worth

| Line | Amount |
|---|---|
| B1. Your average annual vacancy rate for this age group (%) | |
| B2. Monthly revenue you lose to vacancy per slot (posted tuition × B1) | |
| B3. Value of eliminating that risk (start at B2) | |

## C. The reservation fee

A defensible structure:

- **Reservation fee** (paid whether or not filled): start at **B3 + 10–20%
  of A4**, monthly.
- **When filled:** family (or employer subsidy) pays your standard tuition;
  reservation fee is credited or reduced per your agreement.
- **Never** let (tuition − discount) fall below A4. A full room at a loss
  is a slower way to close.

## D. Sanity checks

- Does the deal still work if it ends at the notice period? (No stranded
  staff hires.)
- Does it work if ALL reserved slots fill? (You still meet ratios without
  emergency hiring at premium wages.)
- Employer tax note (for their side of the table): amounts they pay you
  under a qualifying contract may count toward the federal §45F credit —
  worth 40–50% to them in 2026+. That's headroom in the negotiation, and
  it's educational information, not tax advice.

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*Demonstration content — your accountant beats any worksheet.*