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.
career?

What is the highest position or role you would value from in your

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?

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

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

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

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.

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:

Questionnaire
APPENDIX
TABLE 1 RESPONDENT BY SEX, AGE, EXPERIENCE AND INCOME
Respondents
Characteristics

Category
Number

Percent

Male

32

64.0

Female

18

36.0

26-30 years

15

30.0

31-35 years

35

70.0

3-7 years

19

38.0

8-12 years

31

62.0

Sex

Age Group

Experience

Income/month

Rs.40,000-80,000

17

34.0

Rs.80,0001,40,000

33

66.0

50

100.0

Total

TABLE. 2. PRACTICE OF SUCCESSION PLANNING OF IT

CONSULTANCY GROUP (N=25)

Aspects of Succession
No

Statement
s

Planning

Max.

Practice of Succession
Planning

Score

Mean Mean (%)

SD (%)

Top management support

20

15.24

76.2

6.0

Needs driven assessment

25

16.32

65.3

8.7

Employee training

35

27.00

77.1

7.8

Development opportunities

45

32.76

72.8

7.9

Dedicated responsibility

10

5.72

57.2

14.0

Levels of organization

20

13.40

67.0

7.8

Strategic & working plan

10

7.32

73.2

10.3

Employee values &

attitudes

40

30.56

76.4

5.4

Combined

41

205

148.32

72.4

5.2

International Refereed Research Journal www.researchersworld.com

Vol. II, Issue 1,Jan. 2011 [9]

-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
Aspects of Succession
No

Performanc
e

Max.
Statements

Planning

Score

SD
Mean Mean(%)
(%)

Top management support

20

14.60

73.0

13.7

Needs driven assessment

25

16.84

67.4

9.8

Employee training

35

26.44

75.5

6.3

Development
opportunities

45

30.64

68.1

8.5

Dedicated responsibility

10

6.72

67.2

12.6

Levels of organization

20

12.44

62.2

9.6

Strategic & working plan

10

6.72

67.2

13.1

Employee values &

attitudes

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
Succession Planning Performance (%) of IT
company
Aspects of Succession
No

Consultancy
(n=25)

Product/ Research
(n=25)

Planning
Mean

SD

Mean

SD

t Value

Top management
support

76.2

6.0

73.0

13.7

1.0
7 NS

Needs driven
assessment

65.3

8.7

67.4

9.8

0.79 NS

Employee training

77.1

7.8

75.5

6.3

0.79 NS

Development
opportunities

72.8

7.9

68.1

8.5

2.0
3 *

Dedicated responsibility

57.2

14.0

67.2

12.6

2.6
4 *

Levels of organization

67.0

7.8

62.2

9.6

1.9
6 *

Strategic & working

plan

73.2

10.3

67.2

13.1

1.80 NS

Employee values &

attitudes

76.4

5.4

74.6

9.2

0.84 NS

Combined

72.4

5.2

70.4

5.5

1.11 NS

* Significant at 5 % Level, NS: Non-Significant,

t (0.05, 48df) = 1.96

TABLE .5. OVERALL MEAN SUCCESSION PLANNING PERFORMANCE OF IT

STUDY GROUPS
Succession Planning
IT Study Group

Sample

State

Max.
Performance

Respondents

(n)

ments

t-Value

Score
Mean

Mean(%) SD(%)

Consultancy

25

41

205

148.32

72.4

5.2

Product/Research

25

41

205

144.24

70.4

5.5

Combined

50

41

205

146.28

71.4

5.4

NS : Non-Significant,

1.11 NS

t (0.05,48df) = 1.96

TABLE. 6 . ORGANIZATIONAL PERFORMANCE OF IT STUDY

GROUPS
Organizational
Performance

No

Organizational
performance

IT Consultancy

IT Product/Research

Mean

SD

Mean

SD

Employee retention

84.0

16.3

82.4

10.5

Employee satisfaction

84.0

11.5

76.8

13.8

Corporate image

82.4

12.0

Quality of service

73.6

12.5

76.0

12.9

Market share

75.2

14.5

75.2

13.3

Repeat business

76.0

14.1

75.2

13.3

New business expansion

76.8

14.9

77.6

14.5

Return on investment

82.4

14.5

71.2

20.9

Quality costs

82.4

14.5

75.2

17.6

Combined

79.6

9.3

76.7

9.4

14.7

International Refereed Research Journal www.researchersworld.com Vol. II,

Issue 1,Jan. 2011 [10]

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

ISSN 2231-4172

TABLE .7. OVERALL MEAN PERCENTAGE OF

ORGANIZATIONAL PERFORMANCE OF IT STUDY GROUPS
IT Study
Group

Organizational
Performance

Sample Statements Max.

Respondents

(n)

t-Value

Score
Mean Mean (%) SD (%)

Consultancy

25

45

35.84

79.6

9.3

Product/Resear
ch

25

45

34.52

76.7

9.4

Combined

50

45

35.18

78.2

9.4

NS: Non-Significant,

1.31 NS

t (0.05, 48df) = 1.96

TABLE .8. OVERALL MEAN PERCENTAGE OF SUCCESSION

PLANNING AND ORGANIZATIONAL PERFORMANCE OF
STUDY GROUPS
IT Study
Group

Sample

Respondents

size(n)

Aspect Performance
(%)

Succession
Planning

Organizational
Performance

Mean

SD

Mean

SD

Consultancy

25

72.4

5.2

79.6

9.3

Product/Resear
ch

25

70.4

5.5

76.7

9.4

Combined

50

71.4

5.4

78.2

9.4

TABLE.9. RELATIONSHIP BETWEEN SUCCESSION PLANNING

PERFORMANCE AND ORGANIZATIONAL PERFORMANCE
OF STUDY GROUPS

Group

IT Study
Groups

Sample(n)

Correlation
coefficient (r)

Consultancy

25

+ 0.300 *

II

Product/Resear
ch

25

+ 0.549 *

50

+ 0.445 *

Combine
d
* Significant at 5 % Level

TABLE .10. ASSOCIATION BETWEEN SEX AND PRACTICE OF SUCCESSION

PLANNING
Succession Planning Performance level
Moderate (5175%)

Sex

High (>
75%)

Total

Male

20

62.5

12

37.5

32

100.0

Female

16

88.9

11.1

18

100.0

Combine
d

36

72.0

14

28.0

50

100.0

X 2 Value

3.98*

X2 (0.05,1df) = 3.841

* Significant at 5 % level,

TABLE .11. ASSOCIATION BETWEEN AGE AND SUCCESSION PLANNING

PERFORMANCE LEVEL
Age
Group

Succession Planning Performance

level
Moderate (5175%)

(years)

High (>
75%)

X 2 Value

Total

26-30

10

66.7

33.3

15

100.0

31-35

26

74.3

25.7

35

100.0

Combined

36

72.0

14

28.0

50

100.0

NS : Nonsignificant,

0.30 NS

X2 (0.05,1df) =
3.841

TABLE.12. ASSOCIATION BETWEEN EXPERIENCE

AND SUCCESSION PLANNING PERFORMANCE LEVEL

Succession Planning
Performance level
Experience(yea
rs)

Moderate (5175%)

High (> 75%)

X 2 Value

Total

3 -7

17

89.5

10.5

19

100.0

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,

4.64*

X2 (0.05,1df) = 3.841

International Refereed Research Journal www.researchersworld.com Vol. II,

Issue 1,Jan. 2011 [11]

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

ISSN 2231-4172

TABLE.13. ASSOCIATION BETWEEN INCOME AND SUCCESSION PLANNING

PERFORMANCE LEVEL
Succession Planning Performance
level
Moderate (51Income/month 75%)

High (>
75%)

X2

Total
Value

Rs.40,000-80,000

52.9

47.1

17

100.
0 4.64*

Rs.80,0001,40,000

27

81.8

18.2

33

100.
0

Combined

36

72.0

14

28.0

50

100.
0

X2 (0.05,1df) =
3.841

* Significant at 5 %
level,

TABLE.14. ASSOCIATION BETWEEN SEX AND ORGANIZATIONAL

PERFORMANCE LEVEL

Organizational Performance
level
Sex

Moderate (5175%)

High (>
75%)

Total

Male

25.0

24

75.0

32

100.0

Female

38.9

11

61.1

18

100.0

Combine
d

35

70.0

15

30.0

50

100.0

Valu
e

1.06 NS

X2 (0.05,1df) =
3.841

NS : Non-significant,

TABLE.
15

Age
group
(years)

Organizational Performance
level
Moderate (5175%)

High (>
75%)

X2
Total

26-30

20.0

12

80.0

15

100.0

31-35

12

34.3

23

65.7

35

100.0

Combine
d

35

70.0

15

30.0

Value

1.02 NS

50 100.0

X2 (0.05,1df) =
3.841

NS : Non-significant,

TABLE .16. ASSOCIATION BETWEEN EXPERIENCE AND ORGANIZATIONAL

PERFORMANCE LEVEL

Experienc
e
(years)

Organizational Performance
level
Moderate (5175%)

High (>
75%)

Tota
l

3 -7
years

36.8

1
2

63.2

19 100.0

8 -12
years

25.8

2
3

74.2

31 100.0

Combine
d

35

70.0

1
5

30.0

50 100.0

NS : Non-significant,

Value

0.68 NS

X2 (0.05,1df) =
3.841

TABLE .17. ASSOCIATION BETWEEN INCOME AND ORGANIZATIONAL

PERFORMANCE LEVEL

Organizational Performance
level
Moderate (51Income/month 75%)

High (>
75%)

X2
Total
Value

Rs.40,000-80,000

35.3

11

64.7

17

100.0

Rs.80,0001,40,000

27.3

24

72.7

33

100.0

Combined

35

70.0

15

30.0

50

100.0

0.34 NS

Source: Primary data

X2 (0.05,1df) = 3.841

NS : Non-significant,

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

2. Are you the organizations founding Executive Director?

Yes

No

15 or more years

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

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 employees (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

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

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

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

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.

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