Adams County Baby Boomer Gap Survey

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* 4. Of your most recently hired mid- to upper-level management positions, how many were promoted from within and how many were external hires? (Choose the closest approximation.)

100% promoted from within the organization

75% promoted from within, 25% hired from external candidates

50% promoted from within, 50% hired from external candidates

25% promoted from within, 75% hired from external candidates

100% were hired from an external candidate pool

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* 5. Does that mix of hired internal/external candidates meet your organization's goals and needs?

Yes, we have had successful results with our strategy on internal vs. external hiring when it comes to mid- to upper-level management.

No, our organization would benefit by developing more internal candidates.

No, our organization would benefit by looking for more external candidates.

Comments:

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* 6. Which of these best describes your organization's method for developing managers? (Mark all that apply.)

We have a formal management training program which is offered to selected candidates.

We have a formal management training program available to any employee who would like to advance his/her career.

We have an informal process in which we select individuals who have excelled in their current positions and provide on-the-job training for the management position.

We have an informal process based on identifying individuals who show leadership attributes.

We do not have a process. We post job openings, select the best candidate from the applicant pool, and then teach that person the job.

Other (please specify)

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* 7. What external resources or tools would your organization find useful in the development of management candidates? (Mark all that apply.)

Access to an external leadership development program

Assistance with developing an in-house program

A partnership with educational institutions to focus on developing needed leadership/supervisory skills

Opportunities to host (on site) guest speakers on leadership topics

A mentoring or coaching program for our newly hired managers and/or internal candidates

A consultant to review our current programs and processes

Assistance with recruiting candidates

	Significant need; we expect it will become a challenge for the organization to replace them soon.	Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.	Normal turnover; we are aware of our needs and can easily manage through our normal processes.	We have not explored our specific needs for these workers and have no plan in place.
Senior level management (organizational leadership team)	Senior level management (organizational leadership team) Significant need; we expect it will become a challenge for the organization to replace them soon.	Senior level management (organizational leadership team) Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.	Senior level management (organizational leadership team) Normal turnover; we are aware of our needs and can easily manage through our normal processes.	Senior level management (organizational leadership team) We have not explored our specific needs for these workers and have no plan in place.
Mid- to upper-level management (front line people supervision through department management)	Mid- to upper-level management (front line people supervision through department management) Significant need; we expect it will become a challenge for the organization to replace them soon.	Mid- to upper-level management (front line people supervision through department management) Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.	Mid- to upper-level management (front line people supervision through department management) Normal turnover; we are aware of our needs and can easily manage through our normal processes.	Mid- to upper-level management (front line people supervision through department management) We have not explored our specific needs for these workers and have no plan in place.
Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification	Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification Significant need; we expect it will become a challenge for the organization to replace them soon.	Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.	Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification Normal turnover; we are aware of our needs and can easily manage through our normal processes.	Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification We have not explored our specific needs for these workers and have no plan in place.
Business support and clerical positions which are not industry specific, but do require education, training or experience	Business support and clerical positions which are not industry specific, but do require education, training or experience Significant need; we expect it will become a challenge for the organization to replace them soon.	Business support and clerical positions which are not industry specific, but do require education, training or experience Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.	Business support and clerical positions which are not industry specific, but do require education, training or experience Normal turnover; we are aware of our needs and can easily manage through our normal processes.	Business support and clerical positions which are not industry specific, but do require education, training or experience We have not explored our specific needs for these workers and have no plan in place.
Non-skilled labor positions which do not necessarily require industry specific experience	Non-skilled labor positions which do not necessarily require industry specific experience Significant need; we expect it will become a challenge for the organization to replace them soon.	Non-skilled labor positions which do not necessarily require industry specific experience Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.	Non-skilled labor positions which do not necessarily require industry specific experience Normal turnover; we are aware of our needs and can easily manage through our normal processes.	Non-skilled labor positions which do not necessarily require industry specific experience We have not explored our specific needs for these workers and have no plan in place.

Significant need; we expect it will become a challenge for the organization to replace them soon.

Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.

Normal turnover; we are aware of our needs and can easily manage through our normal processes.

We have not explored our specific needs for these workers and have no plan in place.

Senior level management (organizational leadership team)

Senior level management (organizational leadership team) Significant need; we expect it will become a challenge for the organization to replace them soon.

Senior level management (organizational leadership team) Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.

Senior level management (organizational leadership team) Normal turnover; we are aware of our needs and can easily manage through our normal processes.

Senior level management (organizational leadership team) We have not explored our specific needs for these workers and have no plan in place.

Mid- to upper-level management (front line people supervision through department management)

Mid- to upper-level management (front line people supervision through department management) Significant need; we expect it will become a challenge for the organization to replace them soon.

Mid- to upper-level management (front line people supervision through department management) Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.

Mid- to upper-level management (front line people supervision through department management) Normal turnover; we are aware of our needs and can easily manage through our normal processes.

Mid- to upper-level management (front line people supervision through department management) We have not explored our specific needs for these workers and have no plan in place.

Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification

Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification Significant need; we expect it will become a challenge for the organization to replace them soon.

Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.

Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification Normal turnover; we are aware of our needs and can easily manage through our normal processes.

Industry specific positions which require a formal training program via a college degree, licensing process, or non-degree certification We have not explored our specific needs for these workers and have no plan in place.

Business support and clerical positions which are not industry specific, but do require education, training or experience

Business support and clerical positions which are not industry specific, but do require education, training or experience Significant need; we expect it will become a challenge for the organization to replace them soon.

Business support and clerical positions which are not industry specific, but do require education, training or experience Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.

Business support and clerical positions which are not industry specific, but do require education, training or experience Normal turnover; we are aware of our needs and can easily manage through our normal processes.

Business support and clerical positions which are not industry specific, but do require education, training or experience We have not explored our specific needs for these workers and have no plan in place.

Non-skilled labor positions which do not necessarily require industry specific experience

Non-skilled labor positions which do not necessarily require industry specific experience Significant need; we expect it will become a challenge for the organization to replace them soon.

Non-skilled labor positions which do not necessarily require industry specific experience Manageable need; we have developed a formal plan (above our normal HR processes) to meet our needs.

Non-skilled labor positions which do not necessarily require industry specific experience Normal turnover; we are aware of our needs and can easily manage through our normal processes.

Non-skilled labor positions which do not necessarily require industry specific experience We have not explored our specific needs for these workers and have no plan in place.

Adams County Baby Boomer Gap

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* 1. Your business is in what sector?

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* 2. Approximate number of total employees?

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* 3. Approximately how many of your employees work in (or are based in) Adams County?

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* 4. Of your most recently hired mid- to upper-level management positions, how many were promoted from within and how many were external hires? (Choose the closest approximation.)

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* 5. Does that mix of hired internal/external candidates meet your organization's goals and needs?

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* 6. Which of these best describes your organization's method for developing managers? (Mark all that apply.)

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* 7. What external resources or tools would your organization find useful in the development of management candidates? (Mark all that apply.)

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* 8. Many recent studies have looked at the significant percentage of the workforce expected to retire in the next 3 to 5 years, but few have looked at the classification of those workers. What are your organization's future needs in each of these classifications?

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* 9. Does your organization have any additional concerns that have not been addressed in this survey?

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* 10. OPTIONAL: What is the name of your company?