Professional Documents
Culture Documents
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. career?
What is the highest position or role you would value from in your
19)1.19. Yes 20)1.20. 21)1.21. 22)1.22. If you answered "NO" to question 1.21., please indicate why not? No
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
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 unsuccessful customer experiences across all business functions. 5. Our managers understand how everyone in our business can contribute to creating customer value.
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.
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 FInformation 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)
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 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. Poor Neither Poor nor Good Good Very
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:
Questionnaire APPENDIX TABLE 1 RESPONDENT BY SEX, AGE, EXPERIENCE AND INCOME Respondents Characteristics Category Number Male Sex Female 26-30 years Age Group 31-35 years 3-7 years Experience 8-12 years 31 62.0 35 19 70.0 38.0 18 15 36.0 30.0 32 Percent 64.0
17
34.0
33 50
66.0 100.0
Total
TABLE. 2. PRACTICE OF SUCCESSION PLANNING OF IT CONSULTANCY GROUP (N=25) Practice of Succession Planning
Aspects of Succession No Planning 1 2 3 4 5 6 7 8 Top management support Needs driven assessment Employee training Development opportunities Dedicated responsibility Levels of organization Strategic & working plan Employee values & attitudes Combined
Statement s
Max.
Score 4 5 7 9 2 4 2 8 41 20 25 35 45 10 20 10 40 205
Mean Mean (%) 15.24 16.32 27.00 32.76 5.72 13.40 7.32 30.56 148.32 76.2 65.3 77.1 72.8 57.2 67.0 73.2 76.4 72.4
SD (%) 6.0 8.7 7.8 7.9 14.0 7.8 10.3 5.4 5.2
International Refereed Research Journal www.researchersworld.com Vol. II, Issue 1,Jan. 2011 [9]
TABLE.3. PRACTICE OF SUCCESSION PLANNING OF IT PRODUCT/ RESEARCH GROUP (N=25) Succession Planning Aspects of Succession No Planning Statements Score Mean Mean(%) (%) 1 2 3 4 5 6 7 8 Top management support Needs driven assessment Employee training Development opportunities Dedicated responsibility Levels of organization Strategic & working plan Employee values & attitudes Combined 4 5 7 9 2 4 2 8 41 20 25 35 45 10 20 10 40 205 14.60 16.84 26.44 30.64 6.72 12.44 6.72 29.84 144.24 73.0 67.4 75.5 68.1 67.2 62.2 67.2 74.6 70.4 13.7 9.8 6.3 8.5 12.6 9.6 13.1 9.2 5.5 SD Max. Performanc e
TABLE.4. PRACTICE OF SUCCESSION PLANNING OF IT STUDY GROUPS (COMBINED) N=50 Succession Planning Performance (%) of IT company Aspects of Succession No Planning Mean SD Mean SD Consultancy (n=25) Product/ Research (n=25) t Value
1 2 3 4 5 6 7 8
Top management support Needs driven assessment Employee training Development opportunities Dedicated responsibility Levels of organization Strategic & working plan Employee values & attitudes Combined
TABLE .5. OVERALL MEAN SUCCESSION PLANNING PERFORMANCE OF IT STUDY GROUPS Succession Planning IT Study Group Sample State Max. Performance Respondents (n) ments Score Mean Consultancy Product/Research Combined NS : Non-Significant, 25 25 50 41 41 41 205 205 205 148.32 144.24 146.28 Mean(%) SD(%) 72.4 70.4 71.4 5.2 5.5 5.4 1.11 NS tValue
t (0.05,48df) = 1.96
No
Organizational performance
IT Consultancy Mean SD 16.3 11.5 12.0 12.5 14.5 14.1 14.9 14.5 14.5 9.3
IT Product/Research Mean 82.4 76.8 SD 10.5 13.8 14.7 76.0 75.2 75.2 77.6 71.2 75.2 76.7 12.9 13.3 13.3 14.5 20.9 17.6 9.4
1 2 3 4 5 6 7 8 9
Employee retention Employee satisfaction Corporate image Quality of service Market share Repeat business New business expansion Return on investment Quality costs Combined
84.0 84.0 82.4 73.6 75.2 76.0 76.8 82.4 82.4 79.6
International Refereed Research Journal www.researchersworld.com Vol. II, Issue 1,Jan. 2011 [10]
TABLE .7. OVERALL MEAN PERCENTAGE OF ORGANIZATIONAL PERFORMANCE OF IT STUDY GROUPS IT Study Group Respondents Organizational Performance
t-Value
Mean Mean (%) SD (%) Consultancy Product/Resear ch Combined 25 25 50 9 9 9 45 45 45 35.84 34.52 35.18 79.6 76.7 78.2 9.3 9.4 9.4 1.31 NS
NS: Non-Significant,
TABLE .8. OVERALL MEAN PERCENTAGE OF SUCCESSION PLANNING AND ORGANIZATIONAL PERFORMANCE OF STUDY GROUPS IT Study Group Respondents Aspect Performance (%)
Organizational Performance SD 5.2 5.5 5.4 Mean 79.6 76.7 78.2 SD 9.3 9.4 9.4
25 25 50
TABLE.9. RELATIONSHIP BETWEEN SUCCESSION PLANNING PERFORMANCE AND ORGANIZATIONAL PERFORMANCE OF STUDY GROUPS IT Study Groups Correlation coefficient (r)
Group
Sample(n)
I II Combine d
Consultancy Product/Resear ch
25 25 50
* Significant at 5 % Level TABLE .10. ASSOCIATION BETWEEN SEX AND PRACTICE OF SUCCESSION PLANNING Succession Planning Performance level Sex Moderate (5175%) N Male Female Combine d 20 16 36 % 62.5 88.9 72.0 High (> 75%) N 12 2 14 % 37.5 11.1 28.0 N 32 18 50 Total % 100.0 100.0 100.0 3.98* X 2 Value
* Significant at 5 % level,
X2 (0.05,1df) = 3.841
TABLE .11. ASSOCIATION BETWEEN AGE AND SUCCESSION PLANNING PERFORMANCE LEVEL Age Group (years) Succession Planning Performance level Moderate (5175%) N 26-30 31-35 Combined NS : Nonsignificant, 10 26 36 % 66.7 74.3 72.0 High (> 75%) N 5 9 14 % 33.3 25.7 28.0 N 15 35 50 Total % 100.0 100.0 100.0 0.30 NS
X 2 Value
X2 (0.05,1df) = 3.841
Succession Planning Performance level Experience(yea rs) Moderate (5175%) N 3 -7 8 -12 17 19 % 89.5 61.3 High (> 75%) N 2 12 % 10.5 38.7 N 19 31 Total % 100.0 100.0 4.64* X 2 Value
Combined
36
72.0
14
28.0
50
100.0
* Significant at 5 % level,
X2 (0.05,1df) = 3.841
International Refereed Research Journal www.researchersworld.com Vol. II, Issue 1,Jan. 2011 [11]
TABLE.13. ASSOCIATION BETWEEN INCOME AND SUCCESSION PLANNING PERFORMANCE LEVEL Succession Planning Performance level Moderate (51Income/month 75%) High (> 75%) Total Value N Rs.40,000-80,000 Rs.80,0001,40,000 Combined 9 27 36 % 52.9 81.8 72.0 N 8 6 14 % 47.1 18.2 28.0 N 17 33 50 % 100. 0 4.64* 100. 0 100. 0
X2
* Significant at 5 % level,
X2 (0.05,1df) = 3.841
Organizational Performance level Sex Moderate (5175%) High (> 75%) Total
Valu e
N 24 11 15
N 32 18 50
NS : Non-significant,
Organizational Performance level Moderate (5175%) N % 20.0 34.3 70.0 N 12 23 15 High (> 75%) % 80.0 65.7 30.0 N 15 35 Total % 100.0 100.0
X2 Value
3 12 35
1.02 NS
50 100.0
NS : Non-significant,
X2 (0.05,1df) = 3.841
Experienc e (years)
Organizational Performance level Moderate (5175%) N % 36.8 25.8 70.0 High (> 75%) N 1 2 2 3 1 5 % 63.2 74.2 30.0 N Tot al %
Value
7 8 35
NS : Non-significant,
X2 (0.05,1df) = 3.841
Organizational Performance level Moderate (51Income/month 75%) High (> 75%) Total
X2
Value N Rs.40,000-80,000 Rs.80,0001,40,000 Combined Source: Primary data NS : Non-significant, X2 (0.05,1df) = 3.841 6 9 35 % 35.3 27.3 70.0 N 11 24 15 % 64.7 72.7 30.0 N 17 33 50 % 100.0 100.0 100.0 0.34 NS
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
Yes
No
Under $250k
$250k $1 mil.
$1-$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.
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
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
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
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
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?
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
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
30.Are any managers and/or staff members cross-trained in any aspects of your (Executive Director) position?
Yes
No
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
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.
38.When it comes to this organization, Im the only one around here who knows