Aging Workforce Initiative

Greetings!

Frederick County SHRM is working with the Society for Human Resource Management (SHRM) to conduct a CONFIDENTIAL poll of HR professionals about the aging workforce. Your responses to this poll will be kept strictly confidential. Responses from all participants will be combined, analyzed, and the findings reported only in their aggregate form.

Please participate in this poll by answering the following questions and clicking the “submit” button at the end of the survey no later than June 30th . This survey should take no more than 10 minutes to complete. If you have any questions, please e-mail at info@fcshrm.org. Thank you in advance for sharing your time and knowledge. Your insight and experiences as an HR professional are invaluable to us in this effort.

Definition: For the purpose of this survey, older workers are defined as employees at your organization who are 55 years of age or older.

Please visit the SHRM’s website at http://www.shrm.org/agingworkforce to access SHRM research data, reports, templates and tools on preparing for an Aging Workforce.

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* 1. To the best of your knowledge, what percent of the employees at your work location are 55 years of age or older? Please include both full-time and part-time employees.

None

1% to 19%

20% to 39%

40% to 59%

60% or more

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* 2. According to the Bureau of Labor Statistics, workers 55 years of age and over are projected to make up approximately 26% of the labor force by the year 2022, compared to 21% in 2012 and 14% in 2002. As the proportion of older workers increases, the potential impact resulting from the loss of their knowledge and experience may become more substantial. Which of the following best describes your organization’s preparation for this change?

Not aware of this potential change

Just becoming aware of this potential change

Beginning to examine internal policies and management practices to address this change

Have proposed specific policy and management practice changes

Have agreed on a plan to change policies and management practices

Have implemented specific policies and management practices

Have examined our workforce and determined that no changes in our policies and practices are necessary

Don’t know

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* 3. Overall, how would you describe the impact on your industry of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…

Impact on my Industry

	It is a crisis	It is a potential crisis	It is a potential problem	It is not a problem	Don't know
1-2 years	1-2 years It is a crisis	1-2 years It is a potential crisis	1-2 years It is a potential problem	1-2 years It is not a problem	1-2 years Don't know
3-5 years	3-5 years It is a crisis	3-5 years It is a potential crisis	3-5 years It is a potential problem	3-5 years It is not a problem	3-5 years Don't know
6-10 years	6-10 years It is a crisis	6-10 years It is a potential crisis	6-10 years It is a potential problem	6-10 years It is not a problem	6-10 years Don't know
11-20 years	11-20 years It is a crisis	11-20 years It is a potential crisis	11-20 years It is a potential problem	11-20 years It is not a problem	11-20 years Don't know

Question Title

* 4. How would you describe the impact on your organization of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…

Impact on my organization

	It is a crisis	It is a problem	It is a potential problem	It is not a problem	Don’t know
1-2 years?	1-2 years? It is a crisis	1-2 years? It is a problem	1-2 years? It is a potential problem	1-2 years? It is not a problem	1-2 years? Don’t know
3-5 years?	3-5 years? It is a crisis	3-5 years? It is a problem	3-5 years? It is a potential problem	3-5 years? It is not a problem	3-5 years? Don’t know
6-10 years?	6-10 years? It is a crisis	6-10 years? It is a problem	6-10 years? It is a potential problem	6-10 years? It is not a problem	6-10 years? Don’t know
11-20 years?	11-20 years? It is a crisis	11-20 years? It is a problem	11-20 years? It is a potential problem	11-20 years? It is not a problem	11-20 years? Don’t know

Question Title

* 5. Does your organization track the percentage of workers in your organization eligible to retire in the next…

	Yes	No
1-2 years?	1-2 years? Yes	1-2 years? No
3-5 years?	3-5 years? Yes	3-5 years? No
6-10 years?	6-10 years? Yes	6-10 years? No
11-15 years?	11-15 years? Yes	11-15 years? No

Question Title

* 6. Strategic workforce planning is a process used to ensure an organization takes in account the future loss of knowledge through employee resignations/retirements and the projected knowledge/personnel resources required to achieve the organization’s goals. Has your organization conducted a strategic workforce planning assessment to…
Analyze the impact of workers aged 55+ leaving your organization

	Yes	No	Don't know
Over the next 1-2 years	Over the next 1-2 years Yes	Over the next 1-2 years No	Over the next 1-2 years Don't know
Over the next 3-5 years	Over the next 3-5 years Yes	Over the next 3-5 years No	Over the next 3-5 years Don't know
Over the next 6-10 years	Over the next 6-10 years Yes	Over the next 6-10 years No	Over the next 6-10 years Don't know

Question Title

* 7. Has your organization conducted a strategic workforce planning assessment to…
Identify future workforce needs

	Yes	No	Don't know
Over the next 1-2 years	Over the next 1-2 years Yes	Over the next 1-2 years No	Over the next 1-2 years Don't know
Over the next 3-5 years	Over the next 3-5 years Yes	Over the next 3-5 years No	Over the next 3-5 years Don't know
Over the next 6-10 years	Over the next 6-10 years Yes	Over the next 6-10 years No	Over the next 6-10 years Don't know

Question Title

* 8. Has your organization conducted a strategic workforce planning assessment to…
Identify your potential skill gaps

	Yes	No	Don't know
Over the next 1-2 years	Over the next 1-2 years Yes	Over the next 1-2 years No	Over the next 1-2 years Don't know
Over the next 3-5 years	Over the next 3-5 years Yes	Over the next 3-5 years No	Over the next 3-5 years Don't know
Over the next 6-10 years	Over the next 6-10 years Yes	Over the next 6-10 years No	Over the next 6-10 years Don't know

Question Title

* 9. In your professional opinion, to what extent has the increasing age of your organization’s workforce begun to prompt changes in…

	To a great extent	To some extent	To a small extent	Not at all	Not applicable
Recruiting practices?	Recruiting practices? To a great extent	Recruiting practices? To some extent	Recruiting practices? To a small extent	Recruiting practices? Not at all	Recruiting practices? Not applicable
Retention practices?	Retention practices? To a great extent	Retention practices? To some extent	Retention practices? To a small extent	Retention practices? Not at all	Retention practices? Not applicable
General management policy/practices?	General management policy/practices? To a great extent	General management policy/practices? To some extent	General management policy/practices? To a small extent	General management policy/practices? Not at all	General management policy/practices? Not applicable

Question Title

* 10. What recruiting methods does your organization use to directly target older workers? (Check all that apply.)

Specify that older workers are welcomed and encouraged to apply in job postings

Churches

Employee referrals

Employment agencies

Executive search firms

Government-based employment programs (e.g., AARP and State Agencies dedicated to older workers)

Internet (e.g., websites geared towards older audience)

Networking

Newsletters (e.g., AARP Bulletin)

Older workers’ job fairs

Recruit through local senior citizen community groups

Retirement communities

Temporary firms

Social media

Use of current older workers as recruiters

We do not actively recruit older workers

Other (please specify)

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* 1. To the best of your knowledge, what percent of the employees at your work location are 55 years of age or older? Please include both full-time and part-time employees.

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* 3. Overall, how would you describe the impact on your industry of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…Impact on my Industry

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* 4. How would you describe the impact on your organization of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…Impact on my organization

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* 5. Does your organization track the percentage of workers in your organization eligible to retire in the next…

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* 7. Has your organization conducted a strategic workforce planning assessment to… Identify future workforce needs

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* 8. Has your organization conducted a strategic workforce planning assessment to… Identify your potential skill gaps

Question Title

* 9. In your professional opinion, to what extent has the increasing age of your organization’s workforce begun to prompt changes in…

Question Title

* 10. What recruiting methods does your organization use to directly target older workers? (Check all that apply.)

* 3. Overall, how would you describe the impact on your industry of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…

Impact on my Industry

* 4. How would you describe the impact on your organization of the potential loss of talent as a result of older workers retiring or leaving their organizations for other reasons over the next…

Impact on my organization

* 7. Has your organization conducted a strategic workforce planning assessment to…
Identify future workforce needs

* 8. Has your organization conducted a strategic workforce planning assessment to…
Identify your potential skill gaps