Introduction

We understand that hiring is becoming increasingly difficult. Succession planning is about having the right people in place, at the right time, to fill key roles. The goal of this survey is to find out about the current succession planning strengths and needs of employers in our area. 

Why complete this survey?
  • You will learn about succession planning 
  • You will receive a PDF of succession planning tips and a list of local services
  • You will help guide us in the development of succession planning support in our area

Who should participate?

Employers in the City of Kawartha Lakes, Haliburton, Northumberland and Peterborough, including owners, managers or directors of corporate, family and nonprofit organizations, small and large. Succession planning also benefits people who work on their own. 

A few details:
  • This survey will take under 8 minutes to complete
  • All responses are confidential
  • Participation is completely voluntary 
  • This survey is being conducted on behalf of the Workforce Development Board/Local Employment Planning Council
  • You are welcome to share this survey with others.

Contact:

If you need more information, require a French version or need accessible formats, please contact Carrie Wakeford by email at carrie@wakeford.ca or call 705 745-1607.
GENERAL INFORMATION

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* 2. Select your location:

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* 3. How long has your organization been operating in the area?

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* 4. Business / Organization size:

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* 5. Rate your current knowledge of succession planning:

0 No Knowledge 5 Some Knowledge 10 Very Knowledgeable
i We adjusted the number you entered based on the slider’s scale.

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* 6. Currently:

RECRUITMENT

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* 7. This question looks at recruitment, both current and projected.  We recognize your answers will be estimates. Note: if you don't have employees, you can select N/A.

  Less than 10% 10-29% 30-49% 50-74% Over 75% N/A
In the past 5 years, what percentage of new hires have been for entry level positions?
In the past 5 years, what percentage of new hires have been older workers (over 55)?
In the past 5 years, what percentage of new hires have been youth (under 28)?
In the past 5 years, what percentage of new hires have been from under represented groups? (e.g. Indigenous people,
persons with disabilities, New Canadians)
In the next 5 years,  what percentage of growth are you anticipating?  (The size of your workforce.)
RETENTION

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* 8. Employees can leave unexpectedly, however, some turnover can be predicted (e.g. retirements).  These predictions can help with talent forecasts.  We recognize your answers will be estimates. Note: if you don't have employees, you can select N/A.

  Less than 10% 10-29% 30-49% 50-74% Over 75% N/A
In the past 5 years, what percentage of employees left your organization?
Over the next year, what percentage of employees might leave?
In the next 5 years, what percentage of employees might leave?
In the next 5 years, what percentage of positions do you estimate filling by promotion?

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* 9. A critical piece to any succession plan is the retention of current employees. This can be done by taking small steps. Please select any of the steps you have taken.

The term 'Competencies' describes the combination of Knowledge, Skills, Abilities and Other Attributes needed for a person to be successful in a position.  Knowing the competencies needed for success in your company and in each key position will help you with hiring and promotion decisions.

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* 10. Please select all the ways you use competencies (knowledge, skills, abilities and attributes) in your organization.

Succession planning is built on a commitment to preparing current team members to move to the next level. Development plans don't need to be complex or expensive. In fact, studies show that training and promoting internal candidates is cost effective and efficient.

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* 11. Please select all of the development steps you currently use.

BENEFITS and BARRIERS

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* 12. Which of the following benefits to succession planning are the most important to you right now? 

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* 13. What barriers do you face when it comes to developing and implementing a succession plan?

WRAP UP QUESTIONS

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* 14. Would you say your awareness of succession planning has increased after completing this survey?  

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* 15. What areas of succession planning would you like to learn more about?

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* 16. Is there anything else you would like to say about your succession planning needs?

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* 17. Next steps. I am interested in:

0 of 17 answered
 

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