NZ Career Transition Trends Survey

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* 1. Who makes the decisions about providing Career Transition support to staff impacted by redundancy or restructuring? (choose as many as are relevant in your organisation)

a) CEO

b) Operational Managers of affected part of the business

c) GM HR

d) OD Manager

e) Talent Manager

f) HR Manager

g) Other (please specify)

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* 2. What are the key drivers behind your decision to use Career Transition services for your staff? (tick as many as you like)

a) To maintain the company’s employment brand and reputation

b) To maintain engagement and alignment of remaining staff

c) To avoid legal action

d) Concern for impact on affected staff

e) Contract obligations

f) Other (please specify)

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* 3. What is most important to you in the early stages of restructuring? (tick as many as you like)

a) Supporting the management team in the restructuring process

b) Briefing key internal managers involved in decision announcements

c) Upskilling and educating of our own staff

d) Providing on-site assistance on “announcement days”?

e) Providing legal and process guidance

f) Other (please specify)

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* 4. How important are the following to you when selecting a Career Transition provider?

	Highly Important	Quite Important	Moderately Important	Marginally Important	Not Important	Not Applicable
Cost	Cost Highly Important	Cost Quite Important	Cost Moderately Important	Cost Marginally Important	Cost Not Important	Cost Not Applicable
Range of service offerings	Range of service offerings Highly Important	Range of service offerings Quite Important	Range of service offerings Moderately Important	Range of service offerings Marginally Important	Range of service offerings Not Important	Range of service offerings Not Applicable
Flexibility around packages	Flexibility around packages Highly Important	Flexibility around packages Quite Important	Flexibility around packages Moderately Important	Flexibility around packages Marginally Important	Flexibility around packages Not Important	Flexibility around packages Not Applicable
Quality of coaches / consultants	Quality of coaches / consultants Highly Important	Quality of coaches / consultants Quite Important	Quality of coaches / consultants Moderately Important	Quality of coaches / consultants Marginally Important	Quality of coaches / consultants Not Important	Quality of coaches / consultants Not Applicable
Service track record	Service track record Highly Important	Service track record Quite Important	Service track record Moderately Important	Service track record Marginally Important	Service track record Not Important	Service track record Not Applicable
Keeping us updated of process and outcomes	Keeping us updated of process and outcomes Highly Important	Keeping us updated of process and outcomes Quite Important	Keeping us updated of process and outcomes Moderately Important	Keeping us updated of process and outcomes Marginally Important	Keeping us updated of process and outcomes Not Important	Keeping us updated of process and outcomes Not Applicable

g) Other (please specify)

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* 5. How do you evaluate the quality of service to your impacted staff?

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* 6. What barriers are there to you providing Career Transition services to staff impacted by restructuring? (tick as many as you like)

a) Lack of budget

b) Lack of senior management commitment and buy-in

c) Lack of urgency from senior decision-makers

d) Lack of ability to build a strong business case

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* 7. What kind of services are most important, in your view or your own personal experience, when impacted by redundancy? (tick as many as you like)

a) Professional CV preparation or review

b) Assistance with cover letters

c) Assistance with market pitches

d) Assistance with social networking job search strategies

e) Job campaign management

f) Interview coaching

g) Offer negotiation skills support

h) Emotional support to self and family

i) Introductions to recruiters

j) Networking groups

k) Motivational support

l) Office support - place to work from and connect with other professionals

m) Job research resources (e.g Company / contact research tools)

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* 8. What additional support would you like to see for impacted staff?

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* 9. What additional support would you like to see for managers / remaining staff?

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* 10. How important to your organisation are the following communications support when managing an organisational restructure?

	Highly Important	Quite Important	Moderately Important	Marginally Important	Not Important	Not Applicable
Pre-event Planning	Pre-event Planning Highly Important	Pre-event Planning Quite Important	Pre-event Planning Moderately Important	Pre-event Planning Marginally Important	Pre-event Planning Not Important	Pre-event Planning Not Applicable
Project Management support	Project Management support Highly Important	Project Management support Quite Important	Project Management support Moderately Important	Project Management support Marginally Important	Project Management support Not Important	Project Management support Not Applicable
Impacted staff newsletters with success stories and support info?	Impacted staff newsletters with success stories and support info? Highly Important	Impacted staff newsletters with success stories and support info? Quite Important	Impacted staff newsletters with success stories and support info? Moderately Important	Impacted staff newsletters with success stories and support info? Marginally Important	Impacted staff newsletters with success stories and support info? Not Important	Impacted staff newsletters with success stories and support info? Not Applicable
Manager/ organisational updates on impacted staff progress and outcomes?	Manager/ organisational updates on impacted staff progress and outcomes? Highly Important	Manager/ organisational updates on impacted staff progress and outcomes? Quite Important	Manager/ organisational updates on impacted staff progress and outcomes? Moderately Important	Manager/ organisational updates on impacted staff progress and outcomes? Marginally Important	Manager/ organisational updates on impacted staff progress and outcomes? Not Important	Manager/ organisational updates on impacted staff progress and outcomes? Not Applicable
Key support materials for managers / decision-makers with “How To” tips	Key support materials for managers / decision-makers with “How To” tips Highly Important	Key support materials for managers / decision-makers with “How To” tips Quite Important	Key support materials for managers / decision-makers with “How To” tips Moderately Important	Key support materials for managers / decision-makers with “How To” tips Marginally Important	Key support materials for managers / decision-makers with “How To” tips Not Important	Key support materials for managers / decision-makers with “How To” tips Not Applicable
Outcome analytics ( who found jobs & when)	Outcome analytics ( who found jobs & when) Highly Important	Outcome analytics ( who found jobs & when) Quite Important	Outcome analytics ( who found jobs & when) Moderately Important	Outcome analytics ( who found jobs & when) Marginally Important	Outcome analytics ( who found jobs & when) Not Important	Outcome analytics ( who found jobs & when) Not Applicable
Exit Interview reports	Exit Interview reports Highly Important	Exit Interview reports Quite Important	Exit Interview reports Moderately Important	Exit Interview reports Marginally Important	Exit Interview reports Not Important	Exit Interview reports Not Applicable
Engagement / satisfaction surveys of existing staff	Engagement / satisfaction surveys of existing staff Highly Important	Engagement / satisfaction surveys of existing staff Quite Important	Engagement / satisfaction surveys of existing staff Moderately Important	Engagement / satisfaction surveys of existing staff Marginally Important	Engagement / satisfaction surveys of existing staff Not Important	Engagement / satisfaction surveys of existing staff Not Applicable

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* 11. What personnel do you offer Career Transition Support to? (select as many as are relevant to you)

a) All

b) Executives and Senior Managers

c) Salaried & Professional staff

d) Waged or Hourly staff

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* 12. If you have used Career Analysts for your Career Transition / Outplacement support, what else can we do to improve our services to you? If you haven’t used our services, what else would you like to see included in an Outplacement offering that would make a difference to you and / or your impacted staff?