community and government readiness assessment orange county department on aging janice tyler,...
TRANSCRIPT
Community and Government Readiness Assessment
Orange County Department on Aging
Janice Tyler, DirectorJuly 30, 2012
So why did we do this?
It was time to update the County’s Master Aging Plan.
What is the Master Aging Plan?• Strategic planning process conducted every 5 years
• Outlines anticipated need for county government services due to an aging population
• Community-oriented and collaborative
• Approved by the Board of County Commissioners
• Funding allocated according to outlined goals and objectives
Questions to be Answered
1. How is the County preparing for an increase in demand for programs and services?
2. How is the County preparing for an aging workforce?
3. What services do Orange County residents think they will need as they grow older?
4. What is it like to be an older adult in Orange County?
Government Readiness
Assessment
Community Input
Methods
Community Assessment
Report
Government Readiness
Assessment
Department Surveys
In-Person Interviews
100% Response Rate
• Animal Services• Asset Management Services• Board of Elections• Child Support Enforcement• Clerk to the Board of County
Commissioners• County Manager’s Office• Economic Development• Emergency Services• Environment, Agriculture,
Parks and Recreation• Financial Services• Health
• Housing, Human Rights and Community Development
• Human Resources• Information Technology• Libraries• Planning and Inspections• Register of Deeds• Sheriff’s Office• Social Services• Solid Waste• Tax Administration
Methods
Community Assessment
Report
Government Readiness
Assessment
Department Surveys
In-Person Interviews
Community Input
Perceptions of Aging Survey Focus Groups
Long-Term Care
Assessment
Orange County Government Readiness Survey
Government Readiness
Survey
Retirement & Succession
Planning
Volunteerism
Technology
Built EnvironmentHuman
Resources PoliciesStrategic
Planning Needs
Results: Increased demand for County programs and servicesOver 81% of Orange County departments anticipate increased demand for programs and services.
Not at all a challenge Medium challenge High challenge Very high challenge0
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Over the next 5 years, how much of a challenge will it be to meet the increased need from older adults
for more expanded programs and services?
Results: Increased Demand for County Programs and Services
Results: Preparing for an Aging Workforce
68% of Orange County departments describe preparing for an aging workforce as a medium, high, or very high challenge.
Which describes your department's level of preparedness for prepar-ing for critical knowledge/skills loss based on retirement projections
for the next 5 years?
We anticipate no loss.3
We have not yet begun working on a plan.4
We are working on a plan.
7
We have a plan.7
Which describes your department's level of preparedness for preparing for critical knowledge/skills loss based on retirement
projections for the next 5 years?
Effect of an Aging Workforce on County Government
Not a challenge Low challenge Medium challenge High challenge Very high challenge0
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Over the next 5 years, how much of a challenge will planning for an aging workforce be? (Units are number of departments)
Workforce Aging
Orange County• 94% of depts. know how many
employees are eligible to retire.• 100% of depts. know which
divisions will likely experience the most critical skills/knowledge
loss.• 11% have a staff person who has
a percentage of time designated to preparing for an aging workforce.
State of North Carolina Departments
• 89% agencies reported they know persons eligible to retire.
• 72% know which divisions will likely experience the most critical skills/knowledge loss.
• 13% of agencies have a staff person who has a percentage of time designated for preparing for an aging workforce.
We anticipate no loss.3
We have not yet begun working on a plan.
4
We are working on a plan.7
We have a plan.7
Which describes your department's level of preparedness for preparing for critical knowledge/skills loss based on retirement projections for the next 5
years? (Units are number of departments)
Knowledge transfer in agencies/departments
Do older employees transfer knowledge (e.g., mentoring, shadowing) to younger employees as a formal part of their job?
Percent YES 51% NC 37% Orange County
IF YES, is this knowledge transfer (e.g. mentoring, shadowing) part of a larger preparedness plan in your agency? 40% NC 31% Orange County
IF NO, are you planning to implement a knowledge transfer (e.g. mentoring, shadowing) program? 30% NC 10% Orange County
Workplace Flexibility
• Does your agency regularly offer your staff the following… Percent YES
NC Orange Co.• Flexible work hours 90% 63%• Telecommuting 54% 10%• Part-time work 44% 32%• Flexible work places 21% 11%• Job sharing 21% 5%
Big Difference in County vs. NC
37% of county departments have a volunteer program that engages older adults to extend the capacity of the workforce
compared to NC
Only 15% of state agencies use older adult volunteers.
Methods
Community Assessment
Report
Government Readiness
Assessment
Department Surveys
In-Person Interviews
Community Input
Perceptions of Aging Survey Focus Groups
Long-Term Care
Assessment
Orange County Master Aging Plan
Visit our website at www.orangecountync.gov/aging to view the plan.
Janice TylerDirector, Orange County Department on Aging
We do much of work out of two centrally located Senior Centers.
Central Orange Senior Center at the Sportsplex, Hillsborough, NC
Robert and Pearl Seymour CenterChapel Hill, NC
Greatest Benefit