1.

My company has prepared for the transfer of knowledge of our incumbent workforce
(those who will retire within five years) to the incoming workforce.
2. My company is having problems finding skilled workers in manufacturing.
3. My company has assessed our manufacturing employees' current skills against those
they will require in the future.
4. What is the approximate percentage of your company's manufacturing staff that is
projected to retire within the next five years?
5. What is the approximate percentage of your company's manufacturing staff that has
fewer than five years of manufacturing experience?
6. My company actively supports building manufacturing skills within our community.
7. My company provides representatives to advisory bodies (high school, community
college or university) to influence manufacturing curriculum and programs.
8. My company provides apprenticeship opportunities for students in manufacturing
education programs.
9. My sector in the manufacturing industry will be able to successfully attract qualified
workers in the next five years.
10. My organization addresses training needs across a wide range of job classifications
throughout the organization (Engineering, Production, Operations, Sales, Office
Support, etc.).
11. For production roles, my company prefers to hire skilled, non-degree candidates with
proven experience in manufacturing.
12. For production roles, my company prefers to hire recent community college graduates
with a manufacturing-related degree.
13. My company is effective at training the people who demonstrate higher knowledge
and skills.
14. My company is effective at retaining the people who demonstrate higher knowledge
and skills.
15. My company has a talent development strategy for our manufacturing employees.
16. The current training provided by my company for our manufacturing employees is
sufficient for meeting the needs of our company going forward.
17. My company budgets for employee development.
18. My company has personnel designated to manage training and employee development
programs.
19. My company uses competency models to define job roles and validate skills within
our training programs.
20. My company has a well-defined onboarding program.