questionnaire succession planning

7/30/2019 Questionnaire succession planning

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Questionnaire

7)1.7.

8)1.8.

9)1.9.

How many of these courses have you taken in the last year? Complete if you

indicated training courses were available in question 1.9.

None

1 - 5

6 - 11

12 -16

More than 16

14)1.14. What is the highest position or role you would value from in your

career?

19)1.19.

Yes No

20)1.20.

21)1.21.

22)1.22. If you answered "NO" to question 1.21., please indicate why not?


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23)1.23. How many people have you referred for employment with

XXXXXX Systems in the last 12 months?

None

1 - 5

6 - 11

12 -16

More than 16

24)1.24.

B. Information About Type of Organization Preferences

For each item, select the number that best describes your level of agreement.

1=Strongly Disagree; 2=Disagree; 3=Neither agree or Disagree; 4=Agree;

5=Strongly Agree

25)2.1. For each statement, please indicate your level of agreement or

disagreement.

1 2 3 4 5

1. Considering everything, I am satisfied with my job.

2. Employees are rewarded for providing high quality products and services to

customers.

3. Managers let employees know how their work contributes to the organization's

mission and goals.

4. Considering everything, I am satisfied with the organization at the present

time.

5. Employees are kept informed on issues affecting their jobs.

6. Sufficient effort is made to get the opinions and thinking of people who work

here


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7. Employees have a feeling of personal empowerment and ownership of work

processes.

8. A spirit of cooperation and teamwork exists.

9. There is trust between employees and their supervisors/team leaders.

10. I am given a real opportunity to improve my skills in the organization.

11. I feel encouraged to come up with new and better ways of doing things.

12.. Conditions in my job allow me to be about as productive as I could be.

C. Information About Corporate Citizenship and Business Benefits

For each of the following statements indicate your level of agreement or

disagreement.

1=Strongly disagree; 2=Disagree; 3=Uncertain; 4=Agree; 5=Strongly agree

26)3.1. For each statement, please indicate your level of agreement or

disagreement.

1 2 3 4 5

1. All of our business functions (e.g., marketing/sales, IT, manufacturing, R&D,

etc.) are integrated in serving the needs of our target markets.

2. All of our business functions and departments are responsive to each other's

needs and requests

3. Our top managers from every function regularly visit our current and

prospective customers.

4. We freely communicate information about our successful or unsuccessfulcustomer experiences across all business functions.

5. Our managers understand how everyone in our business can contribute to

creating customer value.


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6. The managers of this organization try to comply with the law.

7. Our companies seeks to comply with all laws regulating hiring and employee

benefits.

8. We have programs that encourage the diversity of our workforce (in terms of

age, gender, or race).

9. Internal policies prevent discrimination in employees' compensation and

promotion.

10. The salaries offered by our company are higher than industry averages.

11. Our business supports employees who acquire additional education.

12. Our business encourages employees to join civic organizations that support

our community.

13. Flexible company policies enable employees to better coordinate work and

personal life.

14. Our business gives adequate contributions to charities.

15. A program is in place to reduce the amount of energy and materials wasted in

our business.

16. We encourage partnerships with local businesses and schools.

17. Our company specifically supports local sports and cultural activities.

18. Employees feel as though their future is intimately linked to that of this

organization.

19. The bonds between this organization and its employees are very strong.

20. Employees would be happy to make personal sacrifices if such sacrifices

were important for the business' well-being.

21. In general, employees are proud to work for this organization.


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22. Employees often go above and beyond the call of duty to ensure the

company's well-being.

23. Our people are very committed to this firm.

24. It is clear that employees are fond of the firm.

D. Information About Getting the Work Done Preferences (For Managers)

If you are responsible for hiring and directing the work of others, please complete

this section as well as the next section (Section E). If you are not involved in

hiring and directing the work of others, please go to last section (Section F-

Information about You.)

27)4.1. What factors do you consider for getting work done when a

vacancy occurs?

Yes No

1.Replacing the position from inside the organization?

2. Replacing the position from outside the organization?

3. Outsourcing the work?

4. Shifting the work to another department that has less to do?

5. Eliminating the work entirely?

6. Using contingent or temporary workers to get the work done?

7. Reorganizing the department to re-allocate the work responsibilities among the

existing workers?

8. Forming a team so that team members can spread the work among themselves?

E. Information On Talent Management Programs (For Managers)


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If you are responsible for hiring and directing the work of others, please complete

this section. If you are not involved in hiring and directing the work of others,

please go to the last section

(Section F- Information about You.)

28)5.1. For each of the following items mark the number on the scale that

indicates the level of management programs at your company.

Very Poor Poor Neither Poor nor Good Good Very

Good

1. Clarified the purpose and desired results of the succession planning and

management program.

2. Determined what performance is required now for all job categories in the

organization by establishing competency models.

3. Established a means to measure individual performance that is aligned with the

competencies currently demonstrated by successful performers.

4. Determined what performance is needed in the future by establishing future

competency models for all job categories.

5. Created an ongoing means by which to assess individual potential against

future competency models

6. Established a means by which to narrow gaps through the use of individual

development plans (IDPs).

7. Created a means to follow up and hold people accountable.

8. Created a means by which to document competence and find organizational

talent quickly when needed.

9. Created and sustained rewards for developing people.

10. Established a means by which to evaluate the results of the succession

planning and management program.


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29) void space

Thank You

We are appreciate the time and care you have taken to fill out this survey.

You may add any additional comments in the comment box below.

33)7.1. Please include any additional comments here:


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Questionnaire

APPENDIX

TABLE 1 RESPONDENT BY SEX, AGE, EXPERIENCE AND INCOME

Characteristics Category

Respondents

Number Percent

Sex

Male 32 64.0

Female 18 36.0

Age Group

26-30 years 15 30.0

31-35 years 35 70.0

Experience

3-7 years 19 38.0

8-12 years 31 62.0


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Income/month

Rs.40,000-80,000 17 34.0

Rs.80,000-1,40,000 33 66.0

Total 50 100.0

TABLE. 2. PRACTICE OF SUCCESSION PLANNING OF ITCONSULTANCY GROUP (N=25)

No

Aspects of SuccessionStatements

Max.Practice of SuccessionPlanning

Planning Score Mean Mean (%) SD (%)

1 Top management support 4 20 15.24 76.2 6.0

2 Needs driven assessment 5 25 16.32 65.3 8.7

3 Employee training 7 35 27.00 77.1 7.8

4 Development opportunities 9 45 32.76 72.8 7.9

5 Dedicated responsibility 2 10 5.72 57.2 14.0

6 Levels of organization 4 20 13.40 67.0 7.8

7 Strategic & working plan 2 10 7.32 73.2 10.3

8Employee values &attitudes 8 40 30.56 76.4 5.4

Combined 41 205 148.32 72.4 5.2


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International Refereed Research Journal www.researchersworld.com Vol. II, Issue 1,Jan. 2011 [9]


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-Journal of Arts, Science & Commerce E-ISSN 2229-4686 ISSN 2231-4172

TABLE.3. PRACTICE OF SUCCESSION PLANNING OF IT PRODUCT/RESEARCH GROUP (N=25)

Succession Planning

No

Aspects of Succession

Statements

Max.Performanc

e

Planning Score

Mean Mean(%)

SD

(%)

1 Top management support 4 20 14.60 73.0 13.7

2 Needs driven assessment 5 25 16.84 67.4 9.8

3 Employee training 7 35 26.44 75.5 6.3

4Developmentopportunities 9 45 30.64 68.1 8.5

5 Dedicated responsibility 2 10 6.72 67.2 12.6

6 Levels of organization 4 20 12.44 62.2 9.6

7 Strategic & working plan 2 10 6.72 67.2 13.1

8Employee values &attitudes 8 40 29.84 74.6 9.2

Combined 41 205 144.24 70.4 5.5

TABLE.4. PRACTICE OF SUCCESSION PLANNING OF IT STUDY GROUPS

(COMBINED) N=50

Aspects of Succession

Succession Planning Performance (%) of ITcompany

NoConsultancy(n=25)

Product/ Research(n=25)

tValue

Planning

Mean SD Mean SD


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1Top managementsupport 76.2 6.0 73.0 13.7

1.07 NS

2Needs drivenassessment 65.3 8.7 67.4 9.8 0.79 NS

3 Employee training 77.1 7.8 75.5 6.3 0.79 NS

4Developmentopportunities 72.8 7.9 68.1 8.5

2.03 *

5 Dedicated responsibility 57.2 14.0 67.2 12.62.64 *

6 Levels of organization 67.0 7.8 62.2 9.61.96 *

7Strategic & workingplan 73.2 10.3 67.2 13.1 1.80 NS

8Employee values &attitudes 76.4 5.4 74.6 9.2 0.84 NS

Combined 72.4 5.2 70.4 5.5 1.11NS

* Significant at 5 % Level, NS: Non-Significant, t (0.05, 48df) = 1.96

TABLE .5. OVERALL MEAN SUCCESSION PLANNING PERFORMANCE OF ITSTUDY GROUPS

IT Study Group Sample State Max.

Succession Planning

Performancet-Value

Respondents (n) ments Score

Mean Mean(%) SD(%)

Consultancy 25 41 205 148.32 72.4 5.2 1.11 NS

Product/Research 25 41 205 144.24 70.4 5.5

Combined 50 41 205 146.28 71.4 5.4

NS : Non-Significant, t (0.05,48df) = 1.96

TABLE. 6 . ORGANIZATIONAL PERFORMANCE OF IT STUDY

GROUPS

OrganizationalPerformance


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NoOrganizationalperformance IT Consultancy IT Product/Research

Mean SD Mean SD

1 Employee retention 84.0 16.3 82.4 10.5

2 Employee satisfaction 84.0 11.5 76.8 13.8

3 Corporate image 82.4 12.0 14.7

4 Quality of service 73.6 12.5 76.0 12.9

5 Market share 75.2 14.5 75.2 13.3

6 Repeat business 76.0 14.1 75.2 13.3

7 New business expansion 76.8 14.9 77.6 14.5

8 Return on investment 82.4 14.5 71.2 20.9

9 Quality costs 82.4 14.5 75.2 17.6

Combined 79.6 9.3 76.7 9.4

International Refereed Research Journal www.researchersworld.com Vol. II,Issue 1,Jan. 2011 [10]


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TABLE .7. OVERALL MEAN PERCENTAGE OF

ORGANIZATIONAL PERFORMANCE OF IT STUDY GROUPS

IT StudyGroup Sample Statements Max.

OrganizationalPerformance t-Value

Respondents (n) Score

Mean Mean (%) SD (%)

Consultancy 25 9 45 35.84 79.6 9.3 1.31 NS

Product/Research 25 9 45 34.52 76.7 9.4

Combined 50 9 45 35.18 78.2 9.4

NS: Non-Significant, t (0.05, 48df) = 1.96

TABLE .8. OVERALL MEAN PERCENTAGE OF SUCCESSIONPLANNING AND ORGANIZATIONAL PERFORMANCE OFSTUDY GROUPS

IT Study

Group Sample

Aspect Performance

(%)

Respondents size(n)

SuccessionPlanning

OrganizationalPerformance

Mean SD Mean SD

Consultancy 25 72.4 5.2 79.6 9.3

Product/Research 25 70.4 5.5 76.7 9.4

Combined 50 71.4 5.4 78.2 9.4

TABLE.9. RELATIONSHIP BETWEEN SUCCESSION PLANNINGPERFORMANCE AND ORGANIZATIONAL PERFORMANCEOF STUDY GROUPS

GroupIT StudyGroups Sample(n)

Correlationcoefficient (r)


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I Consultancy 25 + 0.300 *

IIProduct/Research 25 + 0.549 *

Combined 50 + 0.445 *

* Significant at 5 % Level

TABLE .10. ASSOCIATION BETWEEN SEX AND PRACTICE OF SUCCESSIONPLANNING

Succession Planning Performance level

SexModerate (51-75%)

High (>75%) Total X 2 Value

N % N % N %

Male 20 62.5 12 37.5 32 100.0 3.98*

Female 16 88.9 2 11.1 18 100.0

Combined 36 72.0 14 28.0 50 100.0

* Significant at 5 % level, X 2 (0.05,1df) = 3.841

TABLE .11. ASSOCIATION BETWEEN AGE AND SUCCESSION PLANNING

PERFORMANCE LEVEL

AgeGroup

Succession Planning Performancelevel X 2 Value

(years)Moderate (51-75%)

High (>75%) Total

N % N % N %

26-30 10 66.7 5 33.3 15 100.0

31-35 26 74.3 9 25.7 35 100.0 0.30NS

Combined 36 72.0 14 28.0 50 100.0

NS : Non-significant,

X2 (0.05,1df) =3.841

TABLE.12. ASSOCIATION BETWEEN EXPERIENCE

AND SUCCESSION PLANNING PERFORMANCE LEVEL


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Succession PlanningPerformance level

Experience(years)

Moderate (51-75%) High (> 75%) Total X 2 Value

N % N % N %

3 -7 17 89.5 2 10.5 19 100.0 4.64*

8 -12 19 61.3 12 38.7 31 100.0

Combined 36 72.0 14 28.0 50 100.0

* Significant at 5 % level, X 2 (0.05,1df) = 3.841

International Refereed Research Journal www.researchersworld.com Vol. II,Issue 1,Jan. 2011 [11]


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TABLE.13. ASSOCIATION BETWEEN INCOME AND SUCCESSION PLANNING

PERFORMANCE LEVEL

Succession Planning Performancelevel X 2

Income/monthModerate (51-75%)

High (>75%) Total

Value

N % N % N %

Rs.40,000-80,000 9 52.9 8 47.1 17100.

0 4.64*

Rs.80,000-1,40,000 27 81.8 6 18.2 33

100.0

Combined 36 72.0 14 28.0 50100.

0

* Significant at 5 %level,

X2 (0.05,1df) =3.841

TABLE.14. ASSOCIATION BETWEEN SEX AND ORGANIZATIONAL

PERFORMANCE LEVEL

Organizational Performancelevel X 2

SexModerate (51-75%)

High (>75%) Total

Valu

e

N % N % N %

Male 8 25.0 24 75.0 32 100.0

Female 7 38.9 11 61.1 18 100.0 1.06 NS

Combined 35 70.0 15 30.0 50 100.0


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NS : Non-significant,X2 (0.05,1df) =3.841

TABLE.15

Agegroup



High (>75%) Total Value

N % N % N %

26-30 3 20.0 12 80.0 15 100.0 1.02 NS

31-35 12 34.3 23 65.7 35 100.0

Combined 35 70.0 15 30.0 50 100.0


TABLE .16. ASSOCIATION BETWEEN EXPERIENCE AND ORGANIZATIONAL

PERFORMANCE LEVEL

Experienc

e

Organizational Performance

level X 2


High (>75%)

Total Value

N % N % N %

3 -7years 7 36.8

12 63.2 19 100.0

8 -12years 8 25.8

23 74.2 31 100.0 0.68 NS

Combined 35 70.0

15 30.0 50 100.0


TABLE .17. ASSOCIATION BETWEEN INCOME AND ORGANIZATIONAL

PERFORMANCE LEVEL


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Income/monthModerate (51-75%)

High (>75%) Total

Value

N % N % N %

Rs.40,000-80,000 6 35.3 11 64.7 17 100.0

Rs.80,000-1,40,000 9 27.3 24 72.7 33 100.0 0.34 NS

Combined 35 70.0 15 30.0 50 100.0

Source: Primary data

NS : Non-significant, X2 (0.05,1df) = 3.841

Questionnaires

Please respond to all questions.

1. How long have you been in your current Executive Director position?

0-4 Years 5-9 years 10-14 years 15 or more years

2. Are you the organizations founding Executive Director?

Yes No


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3. What year did the organization begin operating?

4. What is the organizations current annual operating budget?

Under $250k $250k $1 mil. $1-$2 mil. more than $2 mil.

5. What is the current number of Fulltime Equivalent (FTE) staff?

0-4 5-9 10-14 15-24 25 or more

6. Looking to the next three years, what do you see as the major challenges for the

organization? List up to three.

7. When do you anticipate departing from your Executive Director position?

0-1 yrs 2-4 yrs 5-9 yrs 10 years or more

8. Have you discussed a specific departure date or timeframe with the Board (or Board

leadership)?

Yes No

9. Does your organization have an Executive Succession Plan?

Yes No


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10. What is the average length of service of the Board Chair at your organization?

1-2 yrs 3-4 yrs 5 or more years

11. Do you have a mechanism for grooming Board leadership (such as a vice-chair or chair-elect

position, or mentoring for Board officers, etc.)?

Yes No

12. Does the organization have basic board development systems in place for board recruitment,

board orientation and training, and board evaluation?

Yes No Partially

13.Does your organization have up-to-date, written personnel policies?

Yes No

14.Does your organization have detailed written fiscal policies and procedures in place

(e.g., regarding investments, purchasing, accounts payable, accounts receivable, etc.)?

Yes No


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15.Does the Board of Directors review financial statements regularly? Yes No

16.Does a Board committee have an in-depth understanding of the financial statements and

the annual budget?

Yes No

17.How would you rate the Boards understanding of the organizations financial

position?

Poor Fair Good Excellent

18.Approximately what percentage of the organizations relationships with funders and

donors are primarily with you?

19.Are Board members in contact with funders or donors as part of the organizations

fundraising efforts?

Yes No

20.Are managers and/or staff members other than you in contact with funders or

donors as part of the organizations fundraising efforts?

Yes No


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21.Are you involved in public policy advocacy on behalf of the organization and/or the

field?

Yes No

22. Approximately what percentage of relationships with other external stakeholders are

primarily with you, including partners and government officials?

23. Does your organization have a current, Board-approved Strategic Plan?

Yes No

24. Were staff members (in addition to you) involved in developing the Strategic Plan?

Yes No N/A

25.How would you rate the organization and maintenance of databases and data management

systems, including backup of key information and records?

Poor Fair Good Excellent


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26.Who fulfills your job responsibilities when youre away from the organization for

an extended period?

Yes No

27.Do you pursue professional development opportunities (e.g., training, coaching,

participation in professional networks)?

Yes No

28.Does the organization provide professional development opportunities for managers or

staff members other than the Executive Director (e.g., training, coaching, participation in

professional networks)?

Yes No

29.Does the organization provide any cross training? Yes No

30.Are any managers and/or staff members cross-trained in any aspects of your (Executive

Director) position?

Yes No


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31.If you answered yes to the last question, which aspects? Please list them briefly:

32.Does your organization include a housing developer position that is separate from the

Executive Director position?

33.Based on the 2004 NPF salary survey, how would you rate the employee compensation levels

at your organization?

Poor Fair Good Excellent Dont know

34.Approximately how many hours are in your average workweek?

No more than 40 41-49 50-59 60 or more

35.Do you take a vacation at least once a year?

Yes No

36.What are your top concernsrelating to yourself and your future associated with

leaving your current position?

37.What are your top concernsrelating to the future of the organization associated with

leaving your current position? List up to three.


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38.When it comes to this organization, Im the only one around here who knows

questionnaire succession planning

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