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Workforce Planning

Yes No

1)
Do you know the age profile of your workforce and what
percent of your employees is age 50 +?

2)
Do you have a method to get feedback about the needs
and interests of mature and other workers?

3)
Have you determined the timing and impact of retirements
and identified knowledge gaps to be filled?

	Yes	No
1)	Do you know the age profile of your workforce and what percent of your employees is age 50 +?
2)	Do you have a method to get feedback about the needs and interests of mature and other workers?
3)	Have you determined the timing and impact of retirements and identified knowledge gaps to be filled?

Recruitment

		Yes	No
1)	Are your company recruiting materials, in terms of language and pictures, free of age bias?
2)	Do you have recruiting practices that directly target and appeal to older workers?
3)	Do you have programs to keep in touch with and recruit from retirees?

Retention: Flexible Work Arrangements


1)	Do you have flexible work arrangements that give employees increased control over work hours or location? For example,
1)	Part-time hours Seasonal work Flexible hours Telecommuting Reduced hours	Consulting/contracting Compressed work week Snowbirding (seasonal location) Job sharing Career leaves
2)	Do you offer transitional work options for retirement-eligible employees such as lateral transfers, bridge employment, or phased retirement?
3)	Do you have post-retirement work options such as consulting, or temporary work?

Retention: Training and Learning Opportunities

Yes No

1)
Do you have training programs to keep employee’s technical and computer skills current?

2)
Do older workers have equal access to training programs and promotional opportunities?

3)
Do you have programs to capitalize on the experience of older workers, for example:
mentorships
knowledge transfer training
job rotation?

4)
Do you provide financial and retirement planning information to retirement-eligible employees?

5)
Do you offer employees information about or connections with community service opportunities?

	Yes	No
1)	Do you have training programs to keep employee’s technical and computer skills current?
2)	Do older workers have equal access to training programs and promotional opportunities?
3)	Do you have programs to capitalize on the experience of older workers, for example: mentorships knowledge transfer training job rotation?
4)	Do you provide financial and retirement planning information to retirement-eligible employees?
5)	Do you offer employees information about or connections with community service opportunities?

Retention: Health and Benefits

Yes No

1)
Do you offer healthcare options to address the needs of older workers such as cafeteria plan benefits, prescription coverage, or eldercare?

2)
Is your retirement plan structured to encourage older workers to select phased retirement or work beyond normal retirement age?

3)
Do you offer similar benefits to both part-time and full-time employees?

4)
Have you reviewed the physical requirements of your workplace and identified special needs, for example:
amplified phone equipment
visually enhanced computer screens
ergonomic keyboards
flexible work areas to alternate sitting and standing?

5)
Do you have wellness programs to encourage health maintenance?

6)
Do you provide information or support for employees in a care-giver role?

	Yes	No
1)	Do you offer healthcare options to address the needs of older workers such as cafeteria plan benefits, prescription coverage, or eldercare?
2)	Is your retirement plan structured to encourage older workers to select phased retirement or work beyond normal retirement age?
3)	Do you offer similar benefits to both part-time and full-time employees?
4)	Have you reviewed the physical requirements of your workplace and identified special needs, for example: amplified phone equipment visually enhanced computer screens ergonomic keyboards flexible work areas to alternate sitting and standing?
5)	Do you have wellness programs to encourage health maintenance?
6)	Do you provide information or support for employees in a care-giver role?

Retention: Age Friendly Culture

Yes No

1)
Do you have age diversity training for your supervisory and lead staff?

2)
Does your age diversity training cover age discrimination laws, the value of older workers in the workforce, and how to eliminate age-related stereotypes?

3)
Do you periodically review hiring, evaluation, and promotion policies to assure that they are age neutral?

4)
Are your down-sizing practices age-neutral?

5)
Are your training programs and work teams cross-generational?

	Yes	No
1)	Do you have age diversity training for your supervisory and lead staff?
2)	Does your age diversity training cover age discrimination laws, the value of older workers in the workforce, and how to eliminate age-related stereotypes?
3)	Do you periodically review hiring, evaluation, and promotion policies to assure that they are age neutral?
4)	Are your down-sizing practices age-neutral?
5)	Are your training programs and work teams cross-generational?

If Your Score Is	It means...
1-5	Your company should improve its mature worker friendly score.
6-11	Your company scores in the moderate range and can take more steps.
12-19	Your company is close to the mark, but can consider additional measures.
20-25	Your company hits the mark and is Mature Worker Friendly!

. . . . is your company on target??

Your Score