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Investing in Training 50+ Workers:A Talent Management Strategy

A REPORT FOR AARP PREPARED BY TOWERS PERRIN WORKER SURVEY CONDUCTED BY KNOWLEDGE NETWORKS APRIL 2008

AARP is a nonprofit, nonpartisan membership organization that helps people 50+ have independence, choice and control in ways

that are beneficial and affordable to them and society as a whole. AARP does not endorse candidates for public office or make

contributions to either political campaigns or candidates. We produce AARP The Magazine, published bimonthly; AARP Bulletin,

our monthly newspaper; AARP Segunda Juventud, our bimonthly magazine in Spanish and English; NRTA Live & Learn, our quarterly

newsletter for 50+ educators; and our website, AARP.org. AARP Foundation is an affiliated charity that provides security, protection,

and empowerment to older persons in need with support from thousands of volunteers, donors, and sponsors. We have staffed

offices in all 50 states, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands.

AARP collected the data for this study through an online survey of workers age 50+ administered by Knowledge Networks of Menlo

Park, California. Towers Perrin, a global consulting firm, interviewed a select group of employers and wrote the report. AARP’s

Workforce Issues Department and Office of Social Impact made this study possible. This study was managed by S. Kathi Brown and

Hana Holley of AARP’s Knowledge Management Department. Special thanks to the following AARP staff for their input and guidance:

Dan Kohrman, Craig Langford, Evelyn Morton, Tom Osborne, Sara Rix, Deborah Russell, and Tim Wollerman. For additional

information, contact S. Kathi Brown of AARP’s Knowledge Management Department at 202-434-6296. For press inquiries, contact

Dave Nathan of AARP’s Media Relations Department at 202-434-2560.

A REPORT FOR AARP PREPARED BY TOWERS PERRIN 1

CONTENTS

Executive Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 03

Key Findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05

50+ Workers Want Training—the More Skill-Focused, the Better . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05

50+ Workers are Highly Flexible and Adaptable Learners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08

Most 50+ Workers Are Satisfied with Available Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 09

Opportunities for Improvement in Training Definitely Exist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Training Yields Valuable Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Implications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Best Practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Appendix A: Employer Interviews: Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Appendix B: 50+ Worker Survey: Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Appendix C: 50+ Worker Survey: Annotated Questionnaire . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Appendix D: 50+ Worker Survey: Detailed Data Tables for Selected Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . 49

LLIISSTT OOFF EEXXHHIIBBIITTSS

Exhibit 1: 50+ Workers’ Interest in Various Types of Work-Related Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 05

Exhibit 2: Range of Desired Training Topics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 06

Exhibit 3: Desired Frequency of Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07

Exhibit 4: Workers’ Comfort with Various Training Approaches . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08

Exhibit 5: Overall Participation in Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Exhibit 6: Participation in Requested or Desired Training within Past Two Years . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Exhibit 7: Satisfaction with Training Offered by Employer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Exhibit 8: Drivers of Training Satisfaction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Exhibit 9: Training-Related Drivers of Job Motivation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Exhibit 10: Company Support for Training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Investing in Training

50+ Workers:A Talent Management Strategy

2 INVESTING IN TRAINING 50+ WORKERS: A TALENT MANAGEMENT STRATEGY

Exhibit 11: Training Participation by Education Level . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Exhibit 12: Variety of Training Methods Employers Offer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Exhibit 13: Workers’ Training Interests vs. Employers’ Policies in Providing or Paying for Training . . . . . . . . . . 15–16

Exhibit 14: Workers’ Training Interests vs. Actual Participation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17–18

Exhibit 15: Workers Who Report Insufficient Company Support for Training (By Sector and Company Size) . . . . . 19

Exhibit 16: Workers Who Perceive Unequal Access to Training (By Education Level and Sector) . . . . . . . . . . . . . . 19

Exhibit 17: Areas in Which Workers Feel They Lack Knowledge, Skills, or Training Needed to Do Their Job Well . . 20

Exhibit 18: Areas in Which Workers Feel They Lack Knowledge, Skills, or Training: Significant Differences by

Education Level. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Exhibit 19: Reasons for Dissatisfaction with Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Exhibit 20: Obstacles to Participating in Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Exhibit 21: Value of Training in Last Two Years to Job or Career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Exhibit 22: Impact of Training in Last Two Years on Workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Exhibit 23: Impact of Training on Retention . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

LLIISSTT OOFF DDEETTAAIILLEEDD DDAATTAA TTAABBLLEESS IINN AAPPPPEENNDDIIXX DD

The tables found in Appendix D show responses by age, education level, household income, sector, and

employer size.

Table 1: 50+ Workers’ Interest in Various Types of Work-Related Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49

Table 2: Range of Desired Training Topics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50–51

Table 3: Desired Frequency of Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52–53

Table 4a and b: Overall Participation in Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54–55

Table 5: Participation in Requested or Desired Training within Past Two Years. . . . . . . . . . . . . . . . . . . . . . . . . 56–57

Table 6: Satisfaction with Training Offered by Employer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58

Table 7: Company Support for Training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

Table 8: Variety of Training Methods Employers Offer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60–61

Table 9: Reasons for Dissatisfaction with Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62–63

Table 10: Obstacles to Participating in Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64–65

Table 11: Value of Training in Last Two Years to Job or Career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66

Table 12: Impact of Training in Last Two Years on Workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67–68

Table 13: Impact of Training on Retention . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69

Table 14: Workers’ Comfort with Various Training Approaches. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70–71


EXECUTIVE SUMMARYPowerful demographic and business trends are

converging in ways that focus new attention on the

training and development function in U.S. companies.

First, the aging of the baby boomer generation,

combined with declining birthrates and increasing life

expectancies, is sparking profound shifts within the

U.S. labor force. While no one can say for sure whether

baby boomer retirements will trigger the massive

skilled-labor shortages that some have predicted,

slowing labor force growth means that 50+ workers will

likely figure more prominently in the workplace than

ever before.

Second, faced with tightening labor pools, the ever-

quickening pace of business change, the maturation

of the knowledge economy, rapid technological

advancement, and the increased competitiveness

accompanying globalization, today’s organizations face

unrelenting pressure to continuously build and sustain

workforce knowledge and expertise through rigorous

training initiatives.

Data from the American Society for Training and

Development (ASTD) 2005 State of the Industry Report

indicate that the overall investment in employee

learning has grown from $645 per employee per year in

1995 to $955 in 2004, which represents more than an

inflation-adjusted increase.1 Perhaps more noteworthy

is that training today has earned a place on the

executive agenda: IBM’s 2004 Global CEO study found

that 75% of CEOs believe that employee education is

critical for future enterprise success.2

Yet, as companies invest more than ever in strategic

new learning initiatives, prior research suggests that few

are taking shifting demographics into account. As

expressed in a 2006 study jointly conducted by IBM

and ASTD, “Many learning functions have yet to develop

a comprehensive plan for addressing the needs of

their organizations with respect to changing workforce

demographics.”3 In fact, that study found that only

16 percent of learning executives surveyed viewed

changing workforce demographics as a priority area.

Furthermore, as noted in AARP’s 2005 study, American

Business and Older Employees: A Focus on Midwest

Employers, most employers in the Midwest have not

implemented training programs in an effort to attract

and retain mature workers. According to that survey,

less than half (48% of the 679 respondents) said they

had training programs targeting older employees.4

Given the attention both workforce demographics and

training imperatives have received from the media and

business communities, the relative lack of training

targeting the increasingly important 50+ segment of

the workforce is puzzling.

Might this dearth of programs reflect a systematic

belief among employers that training people age 50+ is

an unjustified use of scarce resources and that younger

workers presumably have a longer time horizon over

which to produce a return on companies’ training

investments? Do negative perceptions regarding the

50+ population’s desire and ability to learn persist,

even today? Are workers ages 50+ interested in

receiving training? Do they value learning opportunities?

To answer some of these questions, AARP contracted

with Towers Perrin and Knowledge Networks to explore

the perceptions and experiences of 50+ workers

themselves, as well as the perceptions of a select group

of employers recognized for their progressive training

programs. The study relied on two key data sources:

An online survey administered to a nationally

representative segment of workers ages 50+. The

survey sample was drawn from individuals who

worked full- or part-time at companies with at least

10 employees. The survey provided extensive data on

1 Sugrue, B. & Rivera, R. (2005). State of the Industry Report. Alexandria, VA: ASTD

2 IBM Business Consulting Services. “Your Turn: The Global CEO Study 2004,” p. 36. The study was based on interviews of 456 CEOs worldwide.

3 IBM Business Consulting Services, in association with the American Society of Training and Development. “Closing the Generational Divide: Shifting Workforce Demographics and

the Learning Function,” p. 1. 2006. The study was an online survey of 239 learning executives.

4 AARP. “American Business and Older Employees: A Focus on Midwest Employers,” p. 12. 2005.


worker views of, and satisfaction with, the training

opportunities they receive. The worker survey was

fielded by Knowledge Networks in December 2006

and garnered 1,048 qualified responses.

Interviews with 20 human resource and training

executives at companies identified by AARP and

Towers Perrin as likely to have strong training and

development programs that might serve as models

for other companies. The goal was to gain further

insight into how these organizations view training

broadly as well as their assessment of the

advantages and disadvantages of training workers

ages 50+ specifically.

This research produced some important insights:

50+ workers are highly receptive to training

opportunities, particularly those aimed at improving

specific business and technical skills. The strong

appetite that many 50+ workers demonstrate for

work-related training suggests that employers should

make sure to consider the needs and interests of

these workers when developing training programs.

Many 50+ workers report that they actively and

regularly attend training programs, and participate

in a wide variety of ways, which suggests that their

employers take an age-neutral approach to training.

While these findings indicate that many 50+ workers

believe that their employers do provide sufficient

training options, opportunities for improvement exist.

For example, more than half of respondents who have

taken work-related training say that the training

offered to them is not always appropriate for their

needs or that participation is not always possible due

to busy schedules. Additionally, more than one-third

of respondents do not feel that their company offers

all of the training opportunities that they need to

keep their skills up-to-date, and more than one in

four do not think that all workers at their company

have equal access to training.

Workers age 50+, as well as the select group of

training leaders who were interviewed, indicate that

training 50+ workers produces tangible benefits both

for the workers and the organization. Workers say

training improves their productivity and career

prospects, while the interviewed organizations point

to retention as an important outcome.

The findings from the study should dispel many of the

doubts employers may still harbor about the value of

making training investments in the 50+ workforce, as

well as concerns about how mature workers view such

training. The majority of respondents not only

demonstrated enthusiasm for learning in general, but

also expressed interest in various kinds of ongoing, job-

specific skill development opportunities that build both

organizational competitiveness and individual expertise.

Significantly, 50+ workers also reported that their

participation in training translates into organizational

value as expressed by improved productivity,

promotability, and retention.

If the study findings reveal a call to action, it is for

organizations to more closely match their training

investments to both enterprise strategy and employee

needs to ensure that their organizations remain

competitive in today’s challenging business environ-

ment. Given the growing complexity of technology, and

the relationships and processes needed to do business

in a more global marketplace, offering effective training

programs and opportunities across the demographic

spectrum is fast becoming a business imperative in

many companies and industries.

Following is a closer look at the key findings of this

important research.


KEY FINDINGS50+ Workers Want Training—the MoreSkill-Focused, the BetterOVERALL INTEREST IN TRAININGIf there is one overarching theme that emerges from

the survey findings, it is that the passion for knowledge

does not disappear or diminish simply because a worker

passes the age 50 threshold. Whether gauged by

interest levels, participation rates, satisfaction meas-

ures, or perceived performance outcomes, 50+ workers’

enthusiasm for learning in general—and workplace

training in particular—ranks high. Indeed, with 93

percent of survey respondents reporting that they enjoy

learning new things, and 77 percent expressing interest

specifically in work-related education, the 50+ segment

exhibits a high level of commitment to lifelong learning

(Appendix C, Questions 9 and 13).

PERSPECTIVES OF SELECTED EMPLOYERSMature workers’ desire for, and positive responses to,

training are not going unnoticed by training leaders.

The select group of employers interviewed for this study

generally describes 50+ workers as enthusiastic

participants in training programs. The employers also

note that these workers appear to place a high value on

the available training opportunities, which suggests, in

turn, that these workers probably also value organizations

that extend numerous and varied training programs.

Among the observations of the training leaders

interviewed were the following:

“Older workers value training as much as the younger

workforce does.” (Stanley Consultants)

“In some ways, I think older workers value the training

we offer even more because it gives them the

opportunity to choose [a career change].”

(Bon Secours Richmond Health System)

“Older workers take [training] more seriously. They

recognize the value and appreciate the opportunity

to participate in additional training and skill

development.” (Schneider National)

“We don’t find any difference in attitude at all. We find

that people just want to keep learning and growing.

Older workers have a high level of commitment,

maturity, and intrinsic desire to learn.”

(Atlantic Health)

While that kind of broad-based receptivity to learning

is certainly important to note, it is more interesting—

and significant—to hold up the lens through which 50+

workers themselves currently view employer-

sponsored training.

DESIRED OUTCOMES OF TRAININGBy all indications, 50+ workers are casting a highly

practical, business-oriented eye on work-related training

opportunities. As shown in Exhibit 1, 50+ workers are

almost as interested in programs designed to build new

skills and advance their careers (83%) as they are in

training that updates current skills and knowledge

(90%). Although a majority (57%) also express interest in

training that would help them get an entirely different

type of job, fewer workers are interested in securing

training for entirely different careers than in securing

training related to their current career paths.

These findings are good news for employers. They not

only underscore 50+ workers’ long-term commitment to

productive careers, but also suggest that this group

maintains a strong drive to keep skills up-to-date and

relevant in an evolving business landscape.

EXHIBIT 1: 50+ WORKERS’ INTEREST IN VARIOUS TYPES OF WORK-RELATED TRAINING

Training to keep your skillsand knowledge up to date

Training to learn new skills andknowledge to advance your career

Training to learn new skills andknowledge for an entirely different

type of job

PERCENT VERY/SOMEWHAT INTERESTED

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 14. Base: all 1,048 respondents

90%

83%

57%


INTEREST IN SPECIFIC TYPES OF TRAININGThe majority of 50+ workers are interested in developing

both “hard” technical skills specific to their profession

as well as “soft” management-oriented skills. This

interest in both “soft” and “hard” skills is worth noting

because it shows that this growing segment of the

workforce is open to acquiring and refining some of the

very same skills that are projected to be of critical

importance to employers. For example, a 2006 ASTD

Public Policy Council white paper 5 concluded that, to

compete effectively in the 21st century economy,

organizations must begin to close emerging “skills

gaps” to create workforces that are highly competent

in a range of skill areas. These areas include:

Basic skills (the three Rs of reading, writing, and

arithmetic), customer service, communications,

and basic business acumen.

Technical and professional skills, such as computer/

technology skills, plus skills for specialized industries

(e.g., automotive, construction).

Management and leadership skills, covering areas

such as supervision, team-building, goal-setting,

planning, motivation, decision making, and ethical

judgment.

As Exhibit 2 illustrates, 50+ workers show strong

interest in many of these areas. For example, technical

or professional skills development and computer skills

training are of particular interest to these workers, with

more than seven in ten expressing interest in each of

these areas. This high interest in computer training

suggests that the majority of 50+ workers are committed

to keeping job-related skills up-to-date in an era of

rapid, ongoing technological change. Additionally, the

broad range of topics 50+ workers are interested in

indicates that these workers recognize that many of

today’s productivity-focused workplaces require a

diverse set of skills. In addition to receiving training that

further develops these “hard” skills, many 50+ workers

also exhibit interest in developing their “soft” management-

oriented skills in areas such as communication, project

management, supervision, and negotiation skills. Of the

“skills gaps” identified by ASTD, basic skills is the one

area in which most 50+ workers express very little

interest in receiving training, presumably because most

5 ASTD, “Bridging the Skills Gap,” Fall 2006, various authors from ASTD and ASTD Public Policy Council. p. 6. The white paper draws from a broad array of ASTD and other research

to define and discuss the “skills gap” the authors say is emerging between U.S. organizations’ skill needs and the capabilities of the workforce.

EXHIBIT 2: RANGE OF DESIRED TRAINING TOPICS

PERCENT VERY/SOMEWHAT INTERESTED


79%Computer skills training/information

and communication technology training

72%Specific technical or professional

skills training

53%Occupational safety training

59%Formal courses that lead to certification

or degrees applicable to your job

53%Communication skills training (e.g., presentation or writing skills)

51%Career development counseling (training

on how to develop or manage your career)

50%Project management skills training

58%Supervisory or management skills training

50%Negotiation skills training

44%Required professional training (e.g., continuing legal or accounting credits)

43%Foreign language training

42%Awareness training on workplace

diversity (other than age)

41%New employee orientation training

41%Awareness training on age diversity

24%Basic skills training (e.g., basic math, or basic writing or reading skills)

17%English as a second language (ESL) classes

9%Other


of them have no need for such basic training and are

substantially more focused on developing advanced

skills and knowledge specific to certain careers and jobs.

In addition to striking the right balance of training topics,

employers should also strive to achieve the right training

frequency. As Exhibit 3 shows, nearly half (47%) of 50+

workers regard one to four times a year as optimal.

Significantly fewer respondents would prefer to receive

training monthly (16%) or more often (12%), perhaps

because receiving training with such frequency would

interfere with meeting regular job responsibilities.

SELECTED DIFFERENCES BY EDUCATION, INCOME,AGE, AND EMPLOYER SIZEAlthough the majority of respondents expressed interest

in training regardless of age, education level, household

income, or company size, some differences did surface.

Among the observations worth noting:

Overall Interest in Training

Workers with no formal education beyond high school

have less overall interest in work-related training than

do better-educated workers (66% vs. 84%), perhaps

because workers who are less educated are less likely

than other workers to receive information about the

potential benefits to be reaped from training. Similarly,

workers in companies with fewer than 50 employees

show less overall interest in training than do workers at

companies with at least 50 employees (66% vs. 81%).

Desired Outcomes of Training

Respondents age 65+ (57%), along with respondents

who have only a high school education or less (75%),

express less interest than their counterparts ages 50-

to-64 and those with more education in learning new

skills to foster career advancement (Appendix D,

Table 1). This could indicate somewhat lower interest

in utilizing training to pursue formal career advancement

or less confidence that training will prove useful in

achieving this goal.

On the other hand, workers with household incomes

under $25,000 are more interested than those with

incomes higher than $50,000 (68% vs. 53%) in

receiving training that would equip them with new

skills necessary to get an entirely different type of

job. This suggests that lower-income workers may be

particularly likely to view training as a prerequisite for

job change, especially when the desired job is a

better-paying one.

Interest in Specific Types of Training

Compared to their younger counterparts, respondents

age 65+ expressed significantly less interest in

receiving training in certain areas, such as specific

technical or professional skills training, and supervisory

or management training (30%) (Appendix D, Table 2).

Similar differences exist by education level. For

example, workers with no education beyond high

school express less interest than workers with at least

some formal education beyond high school (vocational

school, college, or postgraduate) in receiving technical

or professional skills training (64% vs. 77%). Moreover,

fewer than half (48%) of workers with no formal

education beyond high school express interest in

management training, compared to 64 percent of

workers with more formal education.

Basic skills training and occupational safety training

are the only areas in which less educated workers are

more likely to express interest than better-educated

workers. Specifically, nearly one in three (32%)

workers with no formal education beyond high school

express interest in basic skills training, compared to

EXHIBIT 3: DESIRED FREQUENCY OF TRAINING


5%6%7%

16%

19%

20% 27%

Quarterly

Never

Weekly or more often

Every other week

Monthly

Not sure/it depends

1-to-3 times per year


just one in four (25%) workers with some formal

education since high school but less than a four-year

college degree, and just under one in six (16%) workers

with a four-year college degree. Additionally, close to six

in ten (59%) workers with no formal education beyond

high school and almost as many (56%) workers with

some formal education beyond high school but less

than a four-year degree express interest in occupational

safety training, compared to just over four in ten (44%)

workers with a four-year college degree.

The lower interest expressed by certain groups in

specific types of training, particularly the lower

interest expressed by the 65+ cohort, may reflect

these workers’ belief that they do not lack skills in

these areas. Conversely, the stronger interest

expressed by workers in their fifties and early sixties

as well as by those with higher levels of formal

education may reflect their greater degree of

confidence in training as a method for achieving

career-related goals, or an understanding of the

importance of maintaining and updating skills

necessary to fulfill the demands of their job.

50+ Workers are Highly Flexible andAdaptable LearnersThe 50+ workers surveyed report that they are

comfortable with a range of learning modes.

Specifically, when asked to rate their comfort with

each of eight different learning methods, including

classroom-based methods and online methods, the

majority of 50+ workers reported that they would be

comfortable with each method presented. As shown

in Exhibit 4, classroom-based training is clearly the

preferred learning method, with nine in ten (90%)

expressing comfort with classroom training in a small

group of less than five participants and just over eight

in ten (81%) expressing comfort with classroom training

in a group of five or more participants. However, a large

majority (71%) also indicate that they would be

comfortable with self-study delivered online or via

computer and more than six in ten (62%) would be

comfortable with live online, instructor-led training,

tending to contradict the conventional wisdom that

50+ workers are uncomfortable using technology

for learning.

SELECTED DIFFERENCES BY EDUCATION AND AGEAs with interest in training, the survey did reveal some

differences across demographic groups regarding

comfort with technology-based learning methods.

For example:

Comfort with Online or Computer-Based Self-Study

While three in four (75%) workers ages 50-to-59 say

they would be comfortable with online or computer-

based self-study, just over half of workers age 65+

(52%) say they would be comfortable participating in

this type of training (Appendix D, Table 14). Similarly,

workers with at least some formal education beyond

high school (vocation school, college, or postgraduate)

are significantly more likely than workers with no

formal education beyond high school to say that they

would be comfortable with this method of training

(77% vs. 59%).

Comfort with Live Online, Instructor-Led Training

More than six in ten (64%) workers ages 50-to-59 feel

that they would be very or somewhat comfortable

EXHIBIT 4: WORKERS’ COMFORT WITH VARIOUS TRAINING APPROACHES

PERCENT VERY/SOMEWHAT COMFORTABLE


Being mentored or taught on thejob by other employee(s)

Formal one-on-one training

Self-study online orcomputer-based

Live online trainingwith an instructor

Conferences, workshops, seminars

Classroom training in a small group (fewer than five

participants)

Classroom training in a larger group (five or more participants)

Self-study using written/paper materials (not computer-based)

90%

83%

81%

80%

80%

71%

67%

62%


with live online, instructor-led training, while just over

half (53%) of workers age 65+ expressed such

comfort. While over two in three (68%) workers with

at least some formal education beyond high school

(vocation school, college, or postgraduate) feel that

they would be very or somewhat comfortable with

this type of training, just over half (51%) of workers

with no formal education beyond high school share

this feeling.

It is not clear, however, what these findings actually

reflect. Workers in the highest age category may be

among the most senior and experienced workers in

the organization. They may just believe that they have

less to gain from ongoing training. And as far as their

preferred mode of study, it is a well-documented fact

that learning styles vary widely across any sizable

population of individual learners, regardless of age.6

Despite the above differences between workers in the

survey’s highest age category (ages 65+) and those in

other age groups, it is worth noting that the majority

of those in the 65+ age group not only expressed

interest in computer skills training but also said that

they would be comfortable participating in computer-

based or online self-study. These findings clearly

contradict the myth that mature workers are universally

uncomfortable with technology. Furthermore, workers

age 65+ are just as likely as most other 50+ workers

to report that they do not have difficulty keeping up

with the technology needed to perform their work.

PERSPECTIVES OF SELECTED EMPLOYERSInterviews with the select group of training leaders offer

some insight into how companies view the technology

issue. Consider the following statements:

“Our older workers do not tend to be intimidated by

technology—they embrace it readily. However, some

younger workers see the video simulations we use for

training as a video game and don’t take it seriously.

Older workers take it more seriously. They recognize

the value and appreciate the opportunity to partici-

pate in additional training and skill development.”

(Schneider National)

“We have found that the ability to use a computer

does not differ by age. It is not an age issue but an

accessibility issue. If you have not been exposed

to computers, you need to be trained, whether you

are 55 or 25.”

(L.L.Bean)

“The notion that people over age 50 require special

training in order to master new technology is a little

outdated. Technology has penetrated companies at

high levels. Today people are much more comfortable

with technology—everybody touches it.”

(Hewlett-Packard)

“There are always different levels of comfort with

technology, but this is a technically savvy company.

Everybody uses computers.”

(Air Products and Chemicals, Inc.)

Most 50+ Workers Are Satisfied withAvailable Training PARTICIPATION AND PERCEIVED ADEQUACYOF TRAININGGiven the enthusiasm 50+ workers show for workplace

training, it would follow that participation rates would

be high—as long as employers are providing relevant

programs and extending access to them broadly and

conveniently. The employee survey findings show that

the vast majority of 50+ workers are, in fact, attending

employer training. Moreover, these workers say that,

for the most part, the programs have been effective in

helping them to meet job and professional requirements.

Overall, 84 percent of the 50+ workers surveyed say

they have received employer-provided training at some

6 Talmadge, G. K., & Shearer, J. W. (1969). “Relationship among learning styles, instructional methods and the nature of learning experiences.” Journal of Educational Psychology, 57,

222-230. Dunn, R. (1979) “Learning—A matter of style.” Educational Leadership 36(6) 430-432. Barbe, W. B., & Swassing, R. H. (1979). Teaching through modality strengths. New

York, NY: Zane-Bloser, Inc.; Stronck, D. R. (1980). “The educational implications of human individuality.” American Biology Teacher, 42, 146-151.


point during their careers, and two-thirds (66%) of the

workers surveyed say they have participated in training

within the past two years (Exhibit 5).

As noted in the ASTD white paper, and also in a Wall

Street Journal online interview of Robert Reich, skill

development to enhance worker performance is

regarded as among the most important issues facing

U.S. companies.7,8 Against that backdrop, the grades

50+ workers give workplace training emerge as helpful

indicators of how well employers are addressing this

issue. Workers’ responses also help reveal whether, and

the extent to which, they believe that some of their

training needs are being neglected.

In fact, most 50+ workers report that the training made

available to them is sufficient for their needs. For example,

as Exhibit 5 shows, fully three in four (75%) of those who

have received training within the past two years believe

that they have participated in enough work-related

training to meet job and professional development

requirements.

7 ASTD, “Bridging the Skills Gap,” Fall 2006, various authors from ASTD and ASTD Public Policy Council. p. 4.

8 Preparing the Work Force: An Interview with Robert B. Reich, by Tony Bingham, President and CEO of ASTD and Pat Galagan, Executive Editor of ASTD that appeared on

CareerJournal.com (Wall Street Journal’s Executive Career Site) on Sept. 26, 2006. Reich, author of The Work of Nations book was Secretary of Labor under President Bill Clinton.

EXHIBIT 5: OVERALL PARTICIPATION IN TRAINING

PERCENT RESPONDING YES

84%

66%

75%

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Questions 17, 22 and 23. Base for Question 17 and Question 22 is all 1,048 respondents. Base for Question 23 is 692 respondents who saythey have participated in work-related education or training in past 2 years.

Have you ever received work-related education or participated in

work-related training? (Question 17)

In the past two years, haveyou participated in any

work-related education or training? (Question 22)

Have you participated in a sufficient number of work-related education and training opportunities within the past

two years to meet your job requirements and professional development needs?

(Question 23)

EXHIBIT 7: SATISFACTION WITH TRAINING OFFERED BY EMPLOYER


EXHIBIT 6: PARTICIPATION IN REQUESTED OR DESIRED TRAINING WITHIN PAST TWO YEARS


1%

14%35%

44%

8%

8%

24%

27%

40%

Very dissatisfied

Somewhat dissatisfied

Very satisfied

Somewhat satisfied

Refused

Did not participate in any of the training requested/desired

Participated in some but not all requested/desired training

Did not request or desire any training

Participated in all training requested/desired


Furthermore, as shown in Exhibit 6, approximately two

in three (67%) 50+ workers say that they received either

all of the training they requested or desired (40%) within

the past two years, or that they had no specific training

requests or desires (27%) during this period. It appears

that many companies are respecting and responding to

workers’ expressed training needs.

However, the fact that close to one in four (24%)

workers report that they were able to participate in

only some of the training requested or desired and

another eight percent were unable to participate in

any such training suggests that some 50+ workers

do face barriers to training, which will be discussed

further in a subsequent section.

DRIVERS OF SATISFACTIONEncouragingly, more than three in four of the survey

respondents (79%) indicate that they are very or some-

what satisfied with the training offered to them by their

employers (Exhibit 7).

More specifically, a more-detailed analysis of the survey

findings indicates that the availability of certain training

topics and modes is closely correlated with overall

satisfaction with training programs. As Exhibit 8 shows,

the top drivers of respondents’ satisfaction with training

include the ability to participate in specific technical or

professional skills training, access to career development

counseling, getting paid time off to pursue education or

training without losing vacation days, and the availability

of hands-on training opportunities.

The top drivers of satisfaction are interesting to note

due to their potential to influence employees’ overall

sense of fulfillment with their jobs and, by extension,

perhaps help foster employee engagement, which is

broadly defined as the level of discretionary effort

employees are willing to put into their jobs. Towers

Perrin research has shown that organizations with higher

levels of employee engagement tend to outperform

those organizations with lower levels on key financial

measures relative to industry benchmarks.9

Towers Perrin research also shows that employee

engagement is driven by many factors such as financial

and non-financial rewards, organizational culture,

company leadership, and also having the opportunity to

learn new skills. In this study, the drivers of employee

EXHIBIT 8: DRIVERS OF TRAINING SATISFACTION

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees. Base: all 1,048 respondents.

Q11: Access to specific technical or professional skills training Q11: Access to career development counseling (Which of the following work-related education and training opportunities or programs does your employer currently pay for or provide to its employees?)Q12: Access to paid time off for education or training without affecting an employee's vacation leave Q12: Access to hands-on training (Through which of the following methods does your employer provide work-related education or training to its employees?)

*Correlation coefficient. Drivers of training satisfaction (Question 10) were determined through stepwise linear regression using the items in Question 11 (work-related education and training paid for or provided by employer) and Question 12 (methods through which employer provides work-related education or training). Items shown are those that achieve statistical significance at the .01 level.

Q11: Career development counseling

Q12: Paid time off for trainingQ10: Training satisfaction

Q11: Technical skills training

Q12: Hands-on training

.40*

.31*

.45*

.27*

9 “Working Today: Understanding What Drives Employee Engagement.” 2003 Towers Perrin Talent Report. Pages 18–21.


engagement can only be analyzed in the context of

training; but, as Exhibit 9 shows, overall satisfaction

with training programs and encouragement from one’s

boss for pursuing training emerge as important

engagement drivers.

Given the findings regarding the connection between

engagement and encouragement from supervisors to

pursue training, it is promising to note that just over

two-thirds (68%) of 50+ workers say that their

supervisor encourages them to participate in education

and training opportunities (Exhibit 10). And more than

seven in ten (72%) say that all workers at their company,

regardless of age or position, have equal access to

training. However, as discussed in the next section,

opportunities for improving training access and delivery

do exist.

SELECTED DIFFERENCES IN PARTICIPATION ANDPERCEIVED ADEQUACY (BY EDUCATION, INCOME,EMPLOYER SIZE, AND SECTOR)As with interest in training, workers’ participation in

training increases with educational level. As Exhibit 11

shows, compared to respondents with less education,

respondents with higher levels of education are more

likely to have participated in work-related training over

the past two years. Moreover, respondents with at least

a four-year college degree (30%) are more likely than

those with no formal education beyond high school

(22%) to strongly agree that their organization provides

all of the training that they need to keep their skills

up-to-date.

The reasons for these differences may vary. For example,

people who are adept at learning may receive more

learning opportunities or people with more education

may be perceived as having greater promotion potential,

prompting more company investment in training for

those better-educated workers. Alternatively, it may be

that these better-educated workers have jobs that

require more training or already have a keen sense of

what kinds of training will benefit them most and,

therefore, take the initiative to pursue such training

EXHIBIT 10: COMPANY SUPPORT FOR TRAINING

PERCENT STRONGLY/SOMEWHAT AGREE

72%

68%

64%

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Questions 9.2, 9.3, 9.9. Base: all 1,048 respondents.

All workers in my company, regardless of their age or position,

have equal access to education and training opportunities

My boss encourages me to take the training I need to do

my job well

My company offers all the education and training

opportunities that I need to keep my skills up to date

EXHIBIT 9: TRAINING-RELATED DRIVERS OF JOB MOTIVATION

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees. Base: all 1,048 respondents.

Q9: Enjoy job (Agreement with “I enjoy working at my current job”) Q10: Overall satisfaction with training (Overall, how satisfied are you with the work-related education and training opportunities offered to you by your employer?)Q9: Encouragement from boss to take training (Agreement with “My boss encourages me to take the training I need to do my job well”)

*Correlation coefficient. Training-related drivers of job motivation (Question 7) were determined through stepwise linear regression using the items in Question 9 (general observations about training) and Question 10 (satisfaction with work-related education and training opportunities paid for or provided by employer). Items shown are those that achieve statistical significance at the .01 level.

.35*

.33*

.52*Q9: Enjoy job

Q10: Training satisfaction Q7: Job Motivation

Q9: Boss encourages me to take training


successfully. Regardless of the reason for this

difference by education level, the pattern is

nevertheless clear.

Training participation also varies depending on the

kinds of organizations respondents work for and their

income level (Appendix D, Tables 4a and 4b). For

example, while more than eight in ten (83%) workers

with household incomes of $75,000 or more have

participated in work-related training in the past two

years, this is true for fewer than six in ten (57%) workers

with household incomes under $50,000. Additionally,

those in larger organizations (10,000+ employees) and

in the educational sector (public and private schools)

are more likely than other respondents to have

participated in training and to believe that their

organizations provide all the education and training

opportunities needed to keep their skills up to date. In

fact, as with the highly educated workers, respondents

in larger organizations and in the educational sector

are more likely than others to feel that their direct

supervisors encourage them to participate in training

and that access to training is independent of age

(Appendix D, Table 7).

What sets these organizations apart? One hypothesis

is that educational institutions naturally extend their

educational mission to their employees and have a

deep cultural focus on education and training in

general. As for the larger organizations, it may well

come down to investment budgets, which tend to be

larger overall for a variety of employee programs,

including training.

On the other end of the spectrum, workers in the for-

profit sector, those in smaller companies, and the more

mature workers (age 65+) are less likely to report that

they have received training in the past two years than

are other workers. It is possible that, compared to other

workers, these individuals are less focused on—or

attentive to—training as a performance improvement or

career advancement strategy or that they might not feel

the need for training as they already have the necessary

skills. It is also likely that smaller organizations and

those in certain sectors spend less on training as is

discussed on the next page.

Opportunities for Improvement in TrainingDefinitely Exist TRAINING DELIVERY METHODSWhen asked which of nine specific training methods

their employer offers, the majority (59%) of respondents

report that only four or fewer methods are available to

them. As shown in Exhibit 12, practical hands-on training

is the most common method, with more than 80 percent

of the respondents reporting that their employers

extend this option. Trailing behind in prevalence are

methods such as opportunities to participate in

professional conferences and seminars, classroom

training, computer-based learning, tuition reimbursement,

temporary assignments in other departments, and

mentoring programs.

As with other aspects of training, 50+ workers’

perceptions of the range of training methods available

to them vary by education and income level (Appendix D,

Table 8). Survey respondents with more education and

EXHIBIT 11: TRAINING PARTICIPATION BY EDUCATION LEVEL

PARTICIPATION IN WORK-RELATED EDUCATIOOR TRAINING OVER PAST TWO YEARS

HIGHEST LEVEL OFEDUCATION COMPLETED

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 22 (training participation) and Question 45 (education level completed). Base for each bar is shown next to each bar.

Post-graduate degree (n=152)

Some post-graduate work,but no degree (n=80)

4-year college graduate (n=133)

Associate degree,some college (n=210)

Vocational or trade school (n=94)

High school graduate (n=304)

Some high school or less (n=70) 68%32%

45%55%

34%66%

38%63%

25%75%

13%87%

892%

Yes No


higher household incomes are more likely than

respondents with less education and lower incomes to

report that their employers offer a variety of the training

delivery methods noted in Exhibit 12. One reason may

be that better-educated individuals and those with

higher incomes occupy more senior positions,

increasing the likelihood that they know about and

have access to a broader range of training modes.

Workers’ accounts of the training methods available

to them also vary by type of organization. For example,

workers from schools, government entities, and non-

profits are more likely than those from for-profits to

report access to many of the training methods. This

may be because these organizations offer generous and

flexible learning opportunities as part of their implicit

contract with employees, partly in recompense for

lower wages. Respondents from the large organizations

also report a wide variety of available training

approaches, no doubt because those organizations

have the financial resources to invest in a multifaceted

approach to training delivery.

INTEREST VS. ACCESSFurthermore, gaps exist between what employees want

or need and their perception of what their employer

provides or funds. As shown in Exhibit 13, these gaps

widen to gulfs in some cases, particularly in the areas

of computer skills, career development counseling, and

formal certification and degree courses. For example,

more than eight in ten (84%) workers ages 50-to-54

express interest in receiving computer training; however,

only approximately half (52%) of workers in this age

group believe that their employer offers such training.

Moreover, of workers age 65+, approximately six in ten

(61%) say that they would like to receive computer

training even though only about four in ten (43%)

workers in this age bracket report that their employers

make this training available.

INTEREST VS. PARTICIPATIONSimilar gaps appear between the training in which

workers age 50+ express interest and the training they

have actually received over the last two years (Exhibit 14).

For example, more than six in ten workers ages 50-to-

54 (66%) and workers ages 55-to-59 (61%) say that they

are interested in receiving management skills training,

yet only a minority of workers in this age group (12% of

workers ages 50-to-54 and 13% of workers ages 55-to-

59) have taken such training within the past two years.

Taken together, these findings suggest that there are a

number of ways employers can improve their strategies

for addressing the learning needs and interests of their

workers, particularly those of the 50-to-54 and

55-to-59 subgroups.

CERTAIN SEGMENTS PERCEIVE INSUFFICIENTEMPLOYER SUPPORT FOR TRAINING More than one-third of workers age 50+ (36%) do not

think that their company offers all of the education and

training opportunities that they need to keep their skills

up-to-date. This is particularly true of workers at smaller

EXHIBIT 12: VARIETY OF TRAINING METHODS EMPLOYERS OFFER

TRAINING METHODS PERCENT RESPONDING YES

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 12. Base: all 1,048 respondents.

82%Hands-on training

59%Participation at professional

conferences, seminars,or workshops

59%Classroom training (offered at your

company or another location)

46%Online or computer-based training

42%Tuition reimbursement (including

partial reimbursement)

33%Temporary assignments

in other departments

32%Paid time off for education ortraining without affecting an

employee’s vacation leave

13%Formal job rotation program

27%Formal mentoring program


companies with fewer than 500 employees (44%) as

well as workers in the for-profit sector (40%) (Exhibit 15).

Moreover, nearly one-third of workers 50+ (32%) do not

feel that their boss encourages them to take the training

needed to do their job well. Compared to other workers,

workers age 65+ (46%), those with no education beyond

high school (37%), those with household incomes under

$50,000 (37%), those in companies with fewer than 500

employees (39%), and workers in the for-profit sector

(36%) are more likely to say that their boss does not

encourage them to take the training needed to do their

job well. This lack of encouragement from supervisors

to take training may be yet another reason for the lower

levels of participation in training among these workers.

Furthermore, more than one-quarter of workers age 50+

(28%) do not believe that workers in their company have

equal access to training regardless of age or position.

Encouragingly, this finding did not vary by age group

within the 50+ segment; however, it did vary by sector

as well as by education level. For example, only one-

quarter (24%) of workers with a four-year college degree

perceive that all employees do not have equal access,

EXHIBIT 13: WORKERS’ TRAINING INTERESTS VS. EMPLOYERS’ POLICIES IN PROVIDING OR PAYING FOR TRAINING

AGE GROUP: 50–54

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Question 11 (employer pays for or provides program) and Question 16 (interest in participation). Base: all 1,048 respondents.

84%52%

79%62%

68%44%

66%48%

59%24%

57%34%

56%66%

55%

51%33%

24%

56%32%

Computer skills training/information andcommunication technology training

Specific technical or professional skills training

Formal courses that lead to certificationor degrees applicable to your job

Supervisory or management skills training

Career development counseling

Project management skills training

Occupational safety training

Negotiation skills training

Communication skills training

Required professional training

Percentage saying employer pays for or provides a particular training

Percentage saying very/somewhat interested

Note: Chart includes only training for which 50% or more of respondents indicated interest


EXHIBIT 13: WORKERS’ TRAINING INTERESTS VS. EMPLOYERS’ POLICIES IN PROVIDING OR PAYING FOR TRAINING (cont’d)

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Question 11 (employer pays for or provides program) and Question 16 (interest in participation). Base: all 1,048 respondents.

80%60%

74%66%

61%48%

61%39%

57%43%

52%33%

51%29%

74%

55%

57%

62%

66%

52%

61%43%

34%

55%

Percentage saying employer pays for or provides a particular training















AGE GROUP: 55–59

AGE GROUP: 60–64

AGE GROUP: 65+


EXHIBIT 14: WORKERS’ TRAINING INTERESTS VS. ACTUAL PARTICIPATION

AGE GROUP: 50–54

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees. Question 25b (have participated in last two years) and Question 16 (interest in participation). Base: all 1,048 respondents for Question 16, adjusted to 1,048 for Question 25b,taking into account 336 respondents who said they had not participated in work-related training in the past 2 years.

84%31%

79%41%

68%16%

66%12%

59%8%

57%3%

56%29%

56%

55%3%

7%








Negotiation skills training

51%11%


Percentage saying they participated in work-related education or training during past 2 years



Required professional training


EXHIBIT 14: WORKERS’ TRAINING INTERESTS VS. ACTUAL PARTICIPATION (continued)

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees. Questions 25b (have participated in last two years) and 16 (interest in participation). Base: all 1,048 respondents for Question 16, adjusted to 1,048 for Question 25b,taking into account 336 respondents who said they had not participated in work-related training in the past 2 years.

80%34%

74%40%

61%13%

61%12%

57%8%

52%6%

51%9%

74%

66%

55%23%

52%

61%24%

10%

35%

34%

Percentage saying they participated in work-related education or training during past 2 years















AGE GROUP: 55–59

AGE GROUP: 60–64

AGE GROUP: 65+


compared to one-third (33%) of workers with some

vocational school or college education but less than a

four-year college degree (Exhibit 16).

SOME WORKERS FEEL THEIR SKILLS ARE LACKINGWhen directly asked to identify areas in which they are

lacking the skills, knowledge, or training needed to do

their job well, workers age 50+ are most likely to identify

foreign language training (33%) and computer skills

training (33%) (Exhibit 17). Other areas in which at least

one in five 50+ workers believe that they are lacking

skills or training important for their jobs include specific

technical or professional skills training, formal courses

that lead to certification or degrees, supervisory or

management skills training, and project management

skills training. Compared to workers with a four-year

college degree or higher, workers with less education

are more likely to believe that they need certain types

of training to do their jobs well, such as formal courses

that lead to degrees or certification and basic skills

training (Exhibit 18). Although few differences emerged

by age group, for certain skill sets including specific

professional or technical skills and communication

skills, workers age 65+ are less likely than workers in

other age groups to feel that they need additional

training in order to perform well. These differences by

education level and age may reflect differences in job

requirements, differences in the experiences and skill

sets acquired by these workers, or a combination of

these factors.

It is worthwhile to note that, even though nearly one-

third (33%) of workers age 50+ cite computer skills

training when asked to identify areas in which they

EXHIBIT 15: WORKERS WHO REPORT INSUFFICIENT COMPANY SUPPORT FOR TRAINING

BY SECTOR:

BY COMPANY SIZE:

10–49 employees (n=147)

50–499 employees (n=297)

500–9,999 employees (n=305)

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 9.3. Base for each bar is shown next to each bar.

10,000+ employees (n=209)

Percent of workers in each sector and employer size group who do not agree that their company offers all the education and training opportunities that they need to keep their skills up to date.

24%

29%

35%

40%

Schools--Public andPrivate (n=170)

Nonprofit (n=92)

Government (n=138)

For-profit (n=582)

23 %

32 %

43 %

45 %

EXHIBIT 16: WORKERS WHO PERCEIVE UNEQUAL ACCESS TO TRAINING

BY EDUCATION LEVEL:

BY SECTOR:

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 9.9. Base for each bar is shown next to each bar.

Percent of workers within each education level and sector who do not agree that all workers at their company, regardless of age or position, have equal access to education and training opportunities.

24%

33%

27%

32%

30%

25%

15%

4-Year College Degree or more (n=365)

Some College/VocationalSchool (n=304)

High School or Less (n=374)

Schools--Public andPrivate (n=170)

Government (n=138)

Nonprofit (n=92)

For-profit (n=582)


need additional training, the vast majority of workers

age 50+ (77%) state that they do not have difficulty

keeping up with the new technology required to do their

job well (Appendix C, Question 9). This clearly indicates

that most workers in this age group are not only

mastering new technology but are also committed to

keeping up with continuing technological changes.

WHAT WORKERS DISLIKE ABOUT TRAININGThese findings regarding the training that 50+ workers

feel that they lack, the gaps between the training of

interest and the training offered, and the findings

displayed in Exhibit 19 regarding the aspects of training

that they dislike suggest that it may well be time for

companies to check in with their employees (those age

50+ and others) to make sure that training investments

are allocated to the training programs that are most

valued. As shown in Exhibit 19, when asked to indicate

what they dislike the most about training, workers most

frequently mention that the training offered is not

always relevant to their needs, that they have difficulty

finding time for training, that it is not always sufficiently

challenging, and that they do not always have

opportunities at work to apply the skills acquired

through training. Employers could start by focusing on

two major factors: making training relevant to employee

needs and making certain that employees have time

to participate in training.

OBSTACLES TO TRAININGEnsuring that employees have time for training may be

particularly important because it represents one of the

chief obstacles to participation in training. As Exhibit 20

shows, lack of training availability and/or funding as

well as busy schedules were the top two reasons for

failing to participate in training in the past two years—

hurdles that every member of the workforce, regardless

of age, has, no doubt, encountered at some point.

EXHIBIT 17: AREAS IN WHICH WORKERS FEEL THEY LACK KNOWLEDGE, SKILLS, OR TRAINING NEEDED TO DO THEIR JOB WELL

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees Question 15. Base: all 1,048 respondents.*21% of respondents typed a response of “none of these” or “not applicable” eventhough these were not printed on the questionnaire as response options.

33%

15%Required professional training

(e.g., continuing legal or accounting credits)

16%Career development counseling

18%Negotiation skills training

20%Project management skills training

21%

21%

Formal courses that lead tocertification or degrees

applicable to your job

22%Supervisory or managementskills training

23%Specific technical or professionalskills training

33%Computer skills training/information

& communication technology training

Foreign language training

Percent of workers who selected each area when asked to mark theareas in which they felt that they lack the knowledge, skills, or trainingnecessary to do their job well.

Other 1%

None of these/not applicable*

Basic skills training 4%

New employee orientation training 7%

English as a SecondLanguage (ESL) classes 10%

Occupational safety training 10%

Awareness training on workplacediversity (other than age) 10%

Awareness trainingon age diversity 11%

Communication skills training(e.g., presentation or writing skills) 12%


Selected Differences by Education, Income,

Age, and Employer Size

Among those who did not receive all of the training that

they requested or desired within the past two years or

who did not request or desire any training, perceptions

of the obstacles to training varied by age, education,

household income level, and employer size (Appendix

D, Table 10).

For example, compared to better-educated individuals

and those with higher household incomes, individuals

with less education and those with lower incomes

(probably blue-collar or service positions in many cases)

more frequently point to lack of employer funding or

lack of training availability as a reason why they have

not taken all of the training that they requested or any

training at all in the past two years. More specifically,

workers with a high school degree or less (40%) are

twice as likely as workers with at least a four-year college

degree (19%) to report that they did not participate in

training because their employer did not offer any training.

Employers may be reluctant to invest significant amounts

in training for this group. Similarly, workers at companies

with between 10 and 49 employees (47%) are more likely

than those at companies with at least 500 employees

(25%) to say that their employer offered no training.

EXHIBIT 18: AREAS IN WHICH WORKERS FEEL THEY LACK KNOWLEDGE, SKILLS, OR TRAINING: SIGNIFICANT DIFFERENCES BY EDUCATION LEVEL

Percent of workers within each education level who reported that they lack the knowledge, skills, or training in each of the areas below needed to do their job well.*

High School or LessSome College/Vocational School4-Year College Degree or More

28%

25%12%

23%12%

10%

11%6%

11%

10%6%

5%

6%4%

2%

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees. Question 15. The bases for the three education levels represented by each bar are as follows: 374 respondents with a high school education or less, 304 respondents with some college or vocational school, and 365 respondents with a 4-year college degree or more. *Chart only shows responses that varied in a statistically significant manner based on respondent education level.

Formal courses that lead to certification or degrees

applicable to your job

Required professional training (e.g., continuing legal or

accounting credits)

English as a Second Language (ESL) classes

New employee orientation training

Basic skills training

EXHIBIT 19: REASONS FOR DISSATISFACTION WITH TRAINING

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 19. Base: 882 respondents who say they havereceived work-related education or training.

4%

17%

17%

35%

24%

4%

It can be difficult to follow or understand

Other (e.g., scheduled at wrong time; instructor not knowledgeable; other; refused)

It’s not always challenging enough

I do not always have a chance at work to use what I have learned

It can be too time-consuming—I do not always have time

It’s not always relevant to me/does not always meet my needs


Workers age 65+, those with no formal education

beyond high school, those with household incomes

below $50,000, and those at companies with between

10 and 49 employees are more likely than their

counterparts to indicate that they have not participated

in training within the past two years because they did

not feel the need to take any training.

Respondents in large companies and those with

relatively high incomes are more likely than workers in

smaller companies and those with lower incomes to

blame their supervisors or their busy schedules for

missing training opportunities. For example, compared

to workers with lower household incomes, those with

incomes of at least $75,000 are more likely to report

that they felt too busy at their job to take time off for

training and that their supervisor did not allow them to

participate in training due to budgetary reasons or work

demands. For workers with higher incomes (who are

more likely than lower-income workers to be in

management positions), job responsibilities (including

oversight of others) may indeed make it difficult to

schedule training.

Training Yields Valuable BenefitsUSEFULNESS OF TRAININGAs employer awareness of the strong connection

between worker training and organizational competitive-

ness continues to increase, and as the prominence of

the 50+ cohort grows within U.S. companies, it is

important to note that more than nine in ten (92%) 50+

workers say that their recent training has been at least

EXHIBIT 20: OBSTACLES TO PARTICIPATING IN TRAINING

PERCENT PERCEIVING OBSTACLES

Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees. Question 25a. Base: 624 respondents who say they did notparticipate in all the training they requested in the past two years, or did not request or desire any training.

Employer did not offer or pay for any education or training opportunities

You felt too busy at your job to take time off for training

You did not feel the need to take any training

Employer/supervisor did not allow you to participate in the training you wanted due to

work demands/ time constraints

Employer did not offer or pay for certain education or training opportunities that you

needed/wanted

Employer/supervisor did not allow you to participate in the training you wanted due to

budgetary reasons

You did not think the training offered by your employer was useful or relevant to your job

Employer/supervisor did not allow you to participate in the training because he/she did not think the training was relevant to your job

Other

Refused

30%

24%

18%

14%

13%

12%

8%

5%

31%

2%


somewhat useful for their job or career, including nearly

half (47%) who feel that their training has been “very

useful” (Exhibit 21). This finding may be interpreted as

not only a testament to the “trainability” of 50+

workers, but also as a tribute to the quality of training

that many employers provide. However, the fact that

more than one-half of those who have taken training

recently describe that training as only “somewhat

useful” (45%) or not useful (8%) suggests that the

relevance and applicability of training can be improved.

Interestingly, although they are less likely than more

educated workers to receive employer-provided

training, workers with less education who do receive

training are more likely to report that the training was

very useful (Appendix D, Table 11). Specifically, more

than half (55%) of workers with a high school degree

or less who received training within the past two years

described the training as “very useful” for their job or

career, compared to four in 10 (41%) workers with at

least a four-year college degree who received some

training. Similarly, workers with lower household

incomes are also more likely than workers with higher

incomes to perceive training as very useful. These

findings clearly demonstrate the importance of

providing less-educated and lower-income workers

with access to training.

WORKERS’ PERSPECTIVES OF THE IMPACTOF TRAININGAs shown in Exhibit 22, the perceived impact of training

is felt through improvement in job-related skills. In fact,

three in four (76%) of those who have participated in

work-related training within the past two years report

that it has improved their job skills. Other benefits of

training observed by the majority of recent training

participants include an increased ability to be helpful to

coworkers (63%), increased productivity (62%), feeling

like a more valuable employee (59%), increased job

satisfaction (56%), and an increase—or a change—in

job-related responsibilities (54%).

While the majority of workers across all segments cite

positive consequences from training, workers with less

education and lower incomes are more likely than their

better-educated and higher-income counterparts to cite

certain positive consequences (Appendix D, Table 12).

For example, more than one in three (36%) workers with

household incomes of less than $25,000 indicate that

training taken within the past two years has helped

them get promoted, whereas only 20% of workers with

household incomes over $75,000 cite such a result.

EXHIBIT 21: VALUE OF TRAINING IN LAST TWO YEARS TO JOB OR CAREER

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 27. Base: 692 respondents who said they hadparticipated in work-related education or training within the past two years.

7%

1%

45%

47%

Very useful

Somewhat useful

Not too useful

Not at all useful

EXHIBIT 22: IMPACT OF TRAINING IN LAST TWO YEARS ON WORKERS

EFFECT OF TRAINING TAKEN OVERTHE LAST TWO YEARS:

PERCENT RESPONDING AGREAT DEAL/SOMEWHAT

Source: December 2006 AARP survey of individuals age 50+ employed in companieswith 10 or more employees. Question 28. Base: 692 respondents who said they hadparticipated in work-related education or training within the past two years.

Improved your job skills

Increased your ability to helpyour coworkers/be a

mentor to your coworkers

Increased your productivity at work

Made you feel like a morevaluable employee

Increased your satisfactionwith your job

Allowed you to take on moreor new responsibilities

Helped you to get promoted

76%

63%

62%

59%

56%

54%

24%


Furthermore, two in three (67%) workers with only a

high school degree or less report that training has

increased their productivity at work, compared to

only 58 percent of workers with at least a four-year

college degree.

In many cases, the perceived impact of training also

varies by sector. For example, compared to workers in

government, schools, and the for-profit sector, workers

in the non-profit sector are particularly likely to feel that

training within the past two years has increased their

ability to help their coworkers, made them feel like a

more valuable employee, and increased their job

satisfaction.

Providing training can also have a positive effect on

employee commitment to the organization. For example,

one in four (25%) workers age 50+ report that they

would stay with their current employer longer than

planned if their employer would pay for or provide more

work-related training (Exhibit 23). Moreover, when rating

their satisfaction with the training opportunities offered

by their employer, workers who have no plans to leave

their employers within the next few years are almost

twice as likely to report that they are “very satisfied”

(43%) with the training opportunities offered by their

employer than are those workers who are actively

looking for a new job or who would consider a new job

offer if presented to them (22%). These findings suggest

that a well-designed training program, as one component

of an organization’s retention strategy, can not only help

to prevent the loss of expert knowledge and productive

capacity, but can also help save companies the

significant costs associated with replacing lost workers.

PERSPECTIVES OF SELECTED EMPLOYERSInterviews with the small group of select employers

confirm that training can have a tangible, measurable

effect on retention as well as on a number of other

important organizational goals. Many of these organiza-

tions are finding that their training programs are also

having a positive impact on organizational productivity,

sales, employee satisfaction, and quality of work, and

some have even quantified solid returns on their

training investments. More specifically, employer

respondents report:

“We have a huge training budget and our primary focus

is on customer service. We are in the property and

casualty insurance business and as such we don’t have

products, we have intellectual capital. Over the last

several years, our company has outperformed the

industry in premium growth, profitability, combined ratio,

expense ratio, return on equity, surplus growth, staffing

efficiency and so on. I would say that training and

retaining our qualified and experienced employees does

certainly make a difference.” (ACUITY)

“Training has resulted in increased sales volumes at PNC.”

(PNC Financial Services Group) In one case, the

organization trained a group of junior sales people

in effective selling skills and then compared their

production with that of a group of more senior employees

who had received no training. The more junior staff

doubled its sales volume over the next three months,

whereas the volume of the untrained, but more

experienced, employees stayed steady.

“Over the past five years, we conducted nine detailed

ROI studies to ensure learning is delivering value. We’ve

calculated an average “Return on Learning” (ROL) of

94%, or $1,083 net benefit per participant. We’ve

also tied learning to other measures such as quality

EXHIBIT 23: IMPACT OF TRAINING ON RETENTION


30%

25%

33%

13%

No

Maybe

Yes

Not sure

Would More Employer-Paid Education and Training Lead Workers to Stay with Company Longer?


improvements, productivity improvements, cost

reductions, employee satisfaction, and increased

net revenue.”

(Fred Goh, Strategic Learning Manager, Caterpillar

University)

CATERPILLAR MINI CASE STUDY

Caterpillar defines itself as a global learning organization

committed to supporting ongoing learning among all

employees. The company creates learning strategies

and priorities based on business needs and organiza-

tional goals. To ensure the strategies are achieving the

company’s aims, Caterpillar conducted detailed ROI

studies designed to measure how learning is adding value

to all employees. The survey and assessment tactics

include focus groups, surveys, and studies of effectiveness.

Once those are completed, Caterpillar uses the results to

calculate a “Return on Learning.” An interesting approach

in use at Caterpillar is tapping experienced workers,

including the retired workforce, to participate in

knowledge sharing and mentoring programs.

MASSACHUSETTS INSTITUTE OF TECHNOLOGY

MINI CASE STUDY

One-third of the workforce at the Massachusetts Institute

of Technology (MIT) is over 55, and few workers retire

from the organization in the traditional sense. MIT had

always helped its workers with financial income planning

for retirement, but then realized that with few leaving the

workforce permanently, workers also needed help in

planning the next steps of their careers. To do that, MIT

implemented a program for 50+ employees called

“Shifting Gears: Transitions for Mid-life and Beyond.”

At age 55, employees with at least 10 years of service

become eligible for retiree benefits, including lifetime

health. MIT has generous retirement income and benefit

plans that tend to leave most long-term employees with a

good foundation to think about retirement. They also can

take part in a four-part course designed to help

employees address what they want to do with the rest of

their lives. The program not only helps 50+ workers realize

long-held career aspirations, but also ensures that MIT

reaps additional benefits from these workers’ knowledge,

commitment, skills and expertise. For example, one

woman, after completing the program, started a “woman’s

retreat” to help women who are in transition. Another

employee, who had been working in the organization’s

computer science lab but also had talent and passion for

space technology, “retired” from her long-held position,

completed the course, and arranged an agreement to

return part-time to contribute in the research group in the

space technology department.

IMPLICATIONSOverall, the survey findings paint a relatively promising

portrait of 50+ worker training. Most older workers

enjoy learning, want to take part in employer-sponsored

training programs, are comfortable with a variety of

learning modes, and have, in fact, participated in work-

related training within the past two years. The high

satisfaction levels they express would suggest that they

believe that their employers, on balance, are not

withholding training that would allow them to perform

better in their jobs.

This is not to say that employers should not attempt to

improve their training delivery. For example, smaller

organizations and for-profit organizations are generally

less likely to provide the broad variety of training topics

and delivery modes that workers indicate they want and

need in order to do their best.

The survey results also indicate that participation in

training—as well as access to training—varies by

education and income level. These findings suggest

that less educated and lower-income 50+ workers may

have a more difficult time getting the training that they

need to perform well. In addition to proactively ensuring

that training opportunities are offered and clearly

communicated to all workers (including workers likely to

have less formal education, many of whom are also the

workers with lower incomes), organizations may have to

consider creative ways to bridge the educational barrier

by making training more appealing and interesting to

workers with less education, perhaps through special

communication outreach or more customized

approaches to training.

Finally, the survey results indicate that employers could

do much better at matching training offerings to the

specific interests of 50+ workers.


BEST PRACTICESThe study’s two data sources—the observations of the

select group of leading companies interviewed, and the

findings from the survey of 50+ workers—may be used

in tandem to shape the beginning of a best-practice

road map for many companies that wish to ensure that

their training programs deliver appropriate value to not

only 50+ workers but all segments of the workforce.

Ultimately, although broad training strategies must be

formulated at the enterprise or business unit level,

training delivery must feel customized to the individual.

Workers or groups of workers may have learning needs

similar to those of others in a discipline or department,

but preferred learning modes may differ dramatically

from one individual to another. In addition, individual

schedules and workloads will also vary and, as a result,

so too will each individual’s ability to participate in

training. Given all this, companies need to think globally

when it comes to training strategy (ensuring they

provide the necessary range of strategically critical and

relevant offerings) while acting locally (delivering

training in ways and at times that respect individual

learning styles and schedules).

In addition, the findings and interviews also suggest

that organizations succeeding most in addressing the

training needs of their entire workforce do the following:

RECOGNIZE BOTH THE INDIVIDUAL AND STRATEGICIMPORTANCE OF TRAINING.Professional learning and skill development must be

driven by an organization’s strategic needs. And, as

evidenced by the survey findings, these initiatives must

also respond to employees’ stated needs and desires

(as expressed through surveys or focus groups aimed at

gathering information directly from employees). The

most insightful organizations understand that training

has a dual effect. At the individual level, learning aimed

at developing individual competence plays a key role in

employees’ mastery of their work. In a knowledge-

intensive workplace, people believe that acquiring new

skills will help them in finding and keeping satisfying

jobs. Learning opportunities have become central to

the social contract between individuals and organiza-

tions. This “deal” dictates what employees will

contribute to company success and how companies

will in turn compensate employees (in both financial

and non-financial currencies) for their contributions.

Importantly, the gratification that comes from learning

is part of the return on investment that workers receive

for putting time and energy into their work and working

toward mastery of tasks.

Psychologists have long recognized the importance of

such mastery. “We demand a knowledge of effects,”

said Jean Piaget, the famous child psychologist, “and to

be ourselves the producers of effects.”10 Psychologist

Robert W. White, in a seminal article written in 1959,

concluded that competence works as a motivational

concept. He referred to the motivational aspect of

competence as effectance and described it this way:

“Satisfaction of effectance contributes significantly to

those feelings of interest which often sustain us so well

in day-to-day actions, particularly when the things we

are doing have continuing elements of novelty.”11 Thus,

acting on employees’ need for learning enhances

employee engagement in their work. In Towers Perrin’s

2005 Global Workforce Study, which looked at the

drivers of attraction, retention, and engagement among

86,000 employees in 16 countries, opportunities to

learn and develop new skills was the single most

important driver of high employee engagement,

followed by having had the ability to improve skills

and capabilities within the prior year. This finding was

consistent across many of the countries in which the

research was conducted, attesting to the global

importance of skill-building in creating and sustaining

a highly engaged workforce.

On the strategic level, learning produces an asset that

organizations value. Call it knowledge, human capital,

intangible capital—it comprises the information and

10 J.Piaget, quoted in R.W. White, “Motivation Reconsidered: The Concept of Competence,” Psychological Review, 1959, 66(5), p. 316.

11 White, “Motivation Reconsidered,” pp.321, 322, 323.


intelligence that individuals compile through formal

processes (such as structured training and development)

and through informal ones (such as contact with

professional communities of practice). In the most

strategically focused enterprises, the following three

areas are clearly aligned and linked to each other:

business strategy, organizational capabilities required to

execute strategy, and the individual skills and abilities

that contribute to capability-building. Interviews with

training executives at organizations with strong training

programs suggest that this three-link chain is well

understood by these organizations and forms the

foundation of their training strategy:

“We partner well with our customers to help them

move their businesses forward. We involve senior

managers in developing, delivering, and monitoring

training.” (PNC Financial Services Group)

“In the top-down approach, we meet with the

Executive Leadership council and the Chairman’s

council. We ask them to identify what their people will

need to know and do over the next two years. In the

bottom-up approach, we survey 1,000 directors, 2,500

managers and the one level above and below these

groups to ask about their needs.” (Pitney Bowes)

“The only time we really think about 50+ separately

from the overall employee group is when we do

strategic workforce planning and look at the

capability and makeup of the workforce versus

business needs.” (Hewlett-Packard)

BLEND CLASSROOM TRAINING WITH SELF-STUDY(BOTH ELECTRONIC AND CONVENTIONAL).Several of the organizations interviewed offered these

examples of their most successful (and preferred)

programs:

“We train new managers starting with a five-day

orientation followed by 14 online courses over a year’s

time. We try to build a sense of community as part of

the learning experience.” (Air Products and

Chemicals, Inc.)

“We instruct employees to read articles before the

training, offer a facilitated discussion during the

training session and follow up with e-learning and

group sessions.”

(PNC Financial Services Group)

“For all our courses—whether online, instructor-led,

or self-paced—we use the Criterion Referenced

Instruction (CRI) methodology to analyze, design and

develop job training programs. Provided by the Center

for Effective Performance, the CRI methodology allows

us to create performance-based programs that

ensure employees are learning only what they do

not already know. Those participating in self-directed

courses must pass a skill check at course conclusion.

Skill checks can take various forms--on-the-job

performance or a simulation, written tests or online,

self-administered tests.” (LL Bean)

DESIGN SPECIFIC PROGRAMS TO TARGETSPECIFIC NEEDS.Due to concerns about how the impending retirements

of many experienced workers would affect the

organization’s competitiveness, Hormel instituted a

program to broaden the functional skills of older

workers so they can add variety to their work lives

by taking on new responsibilities within the company.

“Employers that create training programs including (even

targeting) 50+ workers tend to do so because they have

significant numbers of 50+ workers within their current

workforces as well as specific business needs to

address,” said Randy Krug, Corporate Manager, Learning

and Development at Hormel. “Like many large manufac-

turing enterprises, Hormel has concerns about how the

impending retirements of many experienced workers

may affect the organization’s competitiveness. We

include workers of all ages in our programs to broaden

worker skills. For all parts of the employee population,

including workers age 50+, this training enables people

to add variety to their work lives by moving to new areas

within the company. This job enrichment, the company

hopes, will encourage more-experienced workers to

keep working.”


Some other examples of the reasons why companies

develop specific training programs for 50+ workers

include the following:

“The average age of our workforce is almost 50. We

are very sensitive to the training needs of this group.”

(Atlantic Health)

“Over 30 percent of the Massachusetts Institute of

Technology’s workforce is over 55 and there is a

built-in audience for courses targeting these workers.”

(Massachusetts Institute of Technology)

Many training leaders, however, do not consider age

when formulating their training strategies. These

companies believe training not only improves skills and

increases productivity, but also decreases turnover and

enhances job satisfaction for 50+ workers and

everyone else:

“Our training is designed to meet workers’ needs

wherever they are in their careers. We haven’t found

the need to focus our training on any particular age

group.” (Bon Secours Richmond Health System)

“Everyone has access to training without respect to

age.” (PNC Financial Services Group)

Clearly, opportunities for training and development are

important across all age groups in today’s fast-changing

workplace. Companies that succeed in this environment

are likely to be those most adept at identifying the

needs of the workforce, given the needs of the

business, and delivering focused but flexible training

suitable for the broad variety of learning styles of

workers of various ages, educational backgrounds, and

skill levels.


APPENDIX A

EMPLOYER INTERVIEWS: METHODOLOGYTowers Perrin conducted telephone interviews with senior personnel in the human resources and training functions

within a targeted set of large organizations. The target companies were either recommended by AARP or were

selected by Towers Perrin due to the fact that they had received awards in the area of training and development.

A total of 20 interviews were completed between December 2006 and February 2007. Most interviewees also

completed a brief online survey describing their training practices.

Participating companies:*

ACUITY (Sheboygan, WI)

Air Products and Chemicals, Inc. (Allentown, PA)

Atlantic Health (Florham Park, NJ)

Bon Secours Richmond Health System

(Richmond, VA)

Caterpillar (Peoria, IL )

Hormel (Austin, MN)

Hewlett-Packard (Palo Alto, CA)

Johnson Controls (Milwaukee, WI)

L.L.Bean (Freeport, ME)

Lancaster General Hospital (Lancaster, PA)

Massachusetts Institute of Technology

(Cambridge, MA)

Pitney Bowes (Stamford, CT)

PNC Financial Services Group (Pittsburgh, PA)

Schneider National (Green Bay, WI)

Stanley Consultants (Muscatine, IA)

United Technologies Corporation (UTC) (Hartford, CT)

*Although 20 companies were interviewed for the study, four of the companies wished to remain anonymous and are, therefore, not listed.


APPENDIX B

50+ WORKER SURVEY: METHODOLOGYThis nationally representative survey includes responses from 1,048 workers ages 50 and older. The survey was

fielded from December 21 through December 27, 2006 by Knowledge Networks of Menlo Park, California, to

members of its nationally representative online panel.12

The initial sample fielded consisted of a nationally representative selection of panel members ages 50 and

older who work full- or part-time. Panel members who met these criteria were then screened to ensure that they

qualified for this survey. To be considered qualified for the survey, a panel member had to:

a) Be working full or part time;

b) Not be self-employed;

c) Work in a company with at least 10 employees;

d) Be at least 50 years of age.

The survey took respondents an average of 22 minutes to complete.

Of all panel members who received an invitation to take the survey, 69% responded. Of those who responded, 69%

qualified for the survey.

OVERALL COMPLETION AND INCIDENCE RATESTotal Fielded. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2,198

Total Completed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,514

Completion Rate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68.9%

Total Qualified . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,048

Qualification Rate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69.2%

The results were weighted to be nationally representative of workers age 50 and older (excluding those who are

self-employed) by:

age (50–54, 55–59, 60–64, 65+) ,

gender (male, female),

race/ethnicity (white (non-Hispanic), black (non-Hispanic), other (non-Hispanic), Hispanic),

region (northeast, midwest, south, west),

metro status (yes, no),

education (highest level achieved: less than high school, high school, some college, college degree or more),

employment status (full time, part time), and

household Internet access (yes, no).

12 KnowledgePanelSM is representative of the entire U.S. population. Panel members are randomly recruited by telephone through random digit dialing, and households are provided

with access to the Internet and hardware, if needed. Unlike other Internet research that covers only individuals with Internet access who volunteer for research, Knowledge

Networks surveys are based on a sampling frame which includes both listed and unlisted numbers, and is not limited to current Web users or computer owners.


APPENDIX C

50+ WORKER SURVEY: ANNOTATED QUESTIONNAIREFor each survey question, this annotated questionnaire shows the responses of all 1,048 qualified respondents.

The responses are displayed as percentages and reflect the percentage of qualified respondents who gave a

particular answer for each survey question. The percentages have been weighted as described in Appendix B

of this report.

Unless otherwise noted, the base for each question is 1,048 workers age 50 and older who are employed by

organizations with at least 10 employees. For any question for which the base is something other than 1,048

workers, the base shown reflects the actual (unweighted) number of respondents who qualified for that question.

KEY DEMOGRAPHICS OF SURVEY RESPONDENTS

AgePercent

50–54 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42.7%

55–59 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28.9%

60–64 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19.6%

65+ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.8%

GenderPercent

Male . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48.4%

Female . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51.6%

Household incomePercent

Less than $25,000. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.9%

$25,000 to $49,999. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.1%

$50,000 to $74,999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23.6%

$75,000+ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27.4%

Education level Percent

HS degree or less . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.3%

Some college/AA degree/

vocational school . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26.8%

4 year college degree or postgraduate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.4%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.5%

Race/EthnicityPercent

White, Non-Hispanic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74.6%

Black/African-American, Non-Hispanic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.4%

Other, Non-Hispanic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.4%

Hispanic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.5%

2+ Races, Non-Hispanic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.0%


PLEASE ANSWER EACH QUESTION AS BEST YOU CAN AND THANK YOU IN ADVANCE FOR YOUR COOPERATIONAND PARTICIPATION.

Q2 Which of the following best describes your

current employment status?

Working full-time as a paid employee

(NOT including self-employment) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86.7%

Working part-time as a paid employee

(NOT including self-employment) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.3%

Self-employed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . {Terminated}

Not currently employed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . {Terminated}

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Prompt once. Terminate if Q2 = “Self-employed” or “Not currently employed”.

Q3 How many employees, in total, work for your current employer in all locations in the United States?

(Please exclude nonpermanent workers, such as contract or temporary workers.)

Less than 10 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . {Terminated}

10 or more . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100.0%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Prompt once. Terminate if Q3 = “Less than 10”.

Q4 About how many hours do you work during an average week?

Fewer than 10 hours per week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

At least 10, but fewer than 20 hours per week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.8%

At least 20, but fewer than 35 hours per week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.3%

35 hours or more. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 83.0%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Q5 Which of the following statements best describes your future plans with regard to your

current employer?

I have no intentions or plans to leave my current

employer in the next few years. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46.3%

I am not looking, but I would consider another offer

if one presented itself. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.8%

I am actively looking for another job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.2%

I have already accepted a job with another employer

and plan to leave my current employer soon . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.5%

I plan to retire in the next few years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.8%

Don’t know / Not sure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.4%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%


Q6 Overall, how satisfied are you in your job?

Very satisfied . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47.6%

Somewhat satisfied . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44.0%

Somewhat dissatisfied. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.9%

Very dissatisfied. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.5%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Q7 Using a scale of “0” to “100,” where “0” means “Completely unmotivated in your job” and “100” is

“Completely motivated to exceed expectations in your job”, please rate where you would place

yourself today.

Percent0–24 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.8%

25–50. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.1%

51–74 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.9%

75–100 (NET). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81.8%

100 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20.1%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.3%

[Respondents were allowed to enter a number from 0–100]

Q8 Please select the five most important factors that influence your decision to stay with an

organization. Please select the top five factors only.

[Randomize order of categories]

Benefits and Compensation [Rotate order of items within category]

Pay/Salary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48.2%

Health benefits (e.g., health insurance) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51.1%

Retirement benefits (e.g., pension, 401(k)) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37.9%

Eligibility for long-term financial incentives

(e.g., stock options) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.6%

Eligibility for short-term financial incentives

(e.g., employee discounts, bonuses) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.7%

Your Work [Rotate order of items within category]

Having the opportunity to use your best potential

and skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.3%

Ability to balance work and personal life . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28.2%

Reasonable workload . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.7%

Flexibility of working hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.6%

Number of working hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.9%

Challenging work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.0%

Variety of work assignments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.9%

Physical demands of your daily work. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.8%

Having control/decision-making power in your job. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.6%


Environment/culture [Rotate order of items within category]

Access to education, training, and professional

development opportunities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.4%

Opportunities for advancement/promotion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.2%

Non-monetary recognition received for work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.8%

Strong senior leadership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.3%

Appealing corporate culture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.6%

Collaborative working environment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.1%

Use of leading-edge technology

(e.g., computers, software, email, Internet) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.7%

Good relationship with immediate

supervisor/manager. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33.1%

Good relationship with immediate coworkers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33.8%

Opportunity to coach/mentor/supervise others. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.3%

Skills/competency level of people you work with . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.0%

Organization’s financial health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.1%

Reputation of the organization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.5%

Job security (knowing you can stay in your job

as long as you want it) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39.8%

Something else . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.9%

Q9 For each of the following statements, please tell us to what extent you agree or disagree with

that statement.

Strongly Somewhat Somewhat Strongly Agree Agree Disagree Disagree Refused

Q9 My job often requires me to learn new

information and skills 38.6% 44.9% 11.2% 5.1% 0.3%

Q9 My boss encourages me to take the

training I need to do my job well 30.2% 37.7% 21.4% 10.1% 0.5%

Q9 My company offers all the education

and training opportunities that I need to

keep my skills up-to-date 25.5% 38.7% 22.9% 12.7% 0.3%

Q9 I have all the skills and knowledge necessary

to do my job well 38.0% 50.2% 9.6% 2.0% 0.2%

Q9 I have difficulty keeping up with all the

new technology required to do my job well 3.1% 19.5% 38.0% 38.8% 0.6%

Q9 I have difficulty keeping up with all the new

skills and knowledge required to do my job well 3.4% 15.7% 36.7% 44.0% 0.3%

Q9 I enjoy learning new things 54.4% 39.0% 3.6% 2.3% 0.7%

Q9 I enjoy working at my current job 48.5% 39.5% 9.3% 2.3% 0.4%

Q9 All workers in my company, regardless of

their age or position, have equal access to

education and training opportunities 35.8% 36.2% 18.8% 8.9% 0.3%


NOW WE WOULD LIKE TO ASK YOU MORE QUESTIONS ABOUT TRAINING OFFERED BY YOUR EMPLOYER. IN THISSURVEY, “TRAINING” REFERS TO ANY WORK-RELATED EDUCATION, TRAINING, OR PROFESSIONAL DEVELOPMENTOPPORTUNITIES PROVIDED BY YOUR EMPLOYER OR AT LEAST PARTIALLY PAID FOR BY YOUR EMPLOYER.

Q10 Overall, how satisfied are you with the work-related education and training opportunities

offered to you by your employer?

Very satisfied. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34.9%

Somewhat satisfied . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.5%

Somewhat dissatisfied. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.6%

Very dissatisfied. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.8%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Q11 To the best of your knowledge, which of the following work-related education and training

opportunities or programs does your employer currently pay for or provide to its employees?

Yes No Don’t know RefusedQ11 Computer skills training/information and communication

technology training 53.8% 32.0% 13.2% 1.0%

Q11 Career development counseling (training on how to develop or

manage your career) 25.4% 51.4% 22.0% 1.2%

Q11 Foreign language training 7.3% 65.2% 26.0% 1.5%

Q11 Basic skills training (e.g., basic math, or basic writing or

reading skills) 17.4% 60.8% 21.0% 0.8%

Q11 Specific technical or professional skills training 60.7% 26.1% 12.4% 0.8%

Q11 Formal courses that lead to certification or degrees applicable

to your job 38.6% 45.3% 15.5% 0.6%

Q11 Required professional training (e.g., continuing legal or

accounting credits) 30.5% 45.6% 23.3% 0.6%

Q11 English as a Second Language (ESL) classes 9.0% 62.3% 27.4% 1.3%

Q11 Occupational safety training 64.2% 22.3% 11.9% 1.6%

Q11 New employee orientation training (that introduces new

employees to personnel and workplace practices and to overall

company policies) 73.6% 17.7% 8.3% 0.4%

Q11 Communication skills training (e.g., presentation or writing skills) 35.0% 42.5% 21.4% 1.1%

Q11 Awareness training on age diversity—concerning policies and

practices related to age diversity in the workplace or

age discrimination 36.9% 40.1% 21.9% 1.1%

Q11 Awareness training on workplace diversity (other than age)—

concerning policies and practices related to workplace diversity or

discrimination for reasons other than age (race/ethnicity, gender,

disability, etc.) 49.3% 31.7% 18.1% 0.9%

Q11 Project management skills training 31.2% 43.0% 24.8% 1.0%

Q11 Negotiation skills training 22.3% 48.9% 27.6% 1.2%

Q11 Supervisory or management skills training 44.7% 38.4% 16.1% 0.8%

Q11 Something else 15.0% 24.7% 43.4% 16.9%


Q12 Through which of the following methods does your employer provide work-related education or

training to its employees?

Yes No Don’t know RefusedQ12 Tuition reimbursement (including partial reimbursement) 41.5% 37.7% 20.3% 0.5%

Q12 Paid time off for education or training without affecting an

employee’s vacation leave 31.7% 46.0% 21.4% 0.9%

Q12 Classroom training (offered at your company or another location) 59.1% 28.4% 11.9% 0.6%

Q12 Online or computer-based training 46.2% 34.9% 17.8% 1.1%

Q12 Formal job rotation program 13.3% 57.7% 27.5% 1.5%

Q12 Temporary assignments in other departments 33.0% 47.9% 17.9% 1.2%

Q12 Formal mentoring program 27.2% 46.1% 25.9% 0.8%

Q12 Hands-on training 81.8% 10.5% 7.2% 0.5%

Q12 Participation at professional conferences, seminars, or workshops 58.5% 27.5% 13.3% 0.7%

Q13 Overall, how interested are you in participating in work-related education or training

opportunities?

Very interested . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34.5%

Somewhat interested. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42.9%

Not too interested . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16.9%

Not at all interested . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.6%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Q14 To what extent are you personally interested in the following types of work-related education

and training opportunities?

Very Somewhat Not too Not at all interested interested interested interested Refused

Q14 Training that would allow you to keep

your skills and knowledge up-to-date 58.1% 31.4% 7.8% 2.5% 0.2%

Q14 Training that would allow you to learn new skills

and knowledge necessary to advance your career 51.3% 31.6% 13.8% 3.2% 0.1%

Q14 Training that would allow you to learn new skills

and knowledge necessary to get an entirely

different type of job 27.1% 30.2% 29.1% 13.3% 0.4%

Q15 In which of the following areas do you feel you lack the knowledge, skills, or training necessary

to do your job well?

[Randomize but group first 4 items together and two “awareness” items together]

Basic skills training (e.g., basic math, or basic writing or reading skills) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.2%

Specific technical or professional skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22.5%

Formal courses that lead to certification or degrees applicable to your job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21.2%

Required professional training (e.g., continuing legal or accounting credits). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.2%

Computer skills training/information and communication technology training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32.5%


Career development counseling (training on how to develop or manage your career) . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16.4%

Foreign language training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33.4%

English as a Second Language (ESL) classes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.7%

Occupational safety training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.0%

New employee orientation training (that introduces new employees to personnel and workplace

practices and to overall company policies) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.8%

Communication skills training (e.g., presentation or writing skills) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.3%

Project management skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19.7%

Negotiation skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.3%

Supervisory or management skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21.9%

Awareness training on age diversity—concerning policies and practices related to age diversity in the

workplace or age discrimination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.6%

Awareness training on workplace diversity (other than age)—concerning policies and practices related

to workplace diversity or discrimination for reasons other than age (race/ethnicity, gender, disability, etc.) . . . . . . . . . 10.4%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

None of these/not applicable* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20.8%

** Responses marked with an asterisk were written in by some respondents but were not listed as response options.

Q16 Assuming that your employer would offer all of these work-related education and training

opportunities, please tell us the extent to which you would be interested in participating in

each one.Very Somewhat Not too Not at all

interested interested interested interested RefusedQ16 Computer skills training/information and

communication technology training 40.3% 38.3% 12.0% 8.8% 0.6%

Q16 Career development counseling (training on

how to develop or manage your career) 19.8% 30.8% 26.3% 22.6% 0.6%

Q16 Foreign language training 20.0% 23.0% 25.0% 31.1% 0.9%

Q16 Basic skills training (e.g., basic math, or basic

writing or reading skills) 8.9% 15.2% 32.9% 42.3% 0.6%

Q16 Specific technical or professional skills training 33.2% 38.7% 14.3% 13.1% 0.6%

Q16 Formal courses that lead to certification or

degrees applicable to your job 29.4% 29.4% 20.2% 20.4% 0.6%

Q16 Required professional training (e.g., continuing

legal or accounting credits) 23.0% 21.0% 31.9% 23.3% 0.8%

Q16 English as a Second Language (ESL) classes 5.3% 11.3% 25.1% 57.6% 0.6%

Q16 Occupational safety training 19.5% 33.0% 26.3% 20.5% 0.6%

Q16 New employee orientation training (that introduces

new employees to personnel and workplace

practices and to overall company policies) 14.9% 25.7% 28.7% 30.0% 0.7%

Q16 Communication skills training (e.g., presentation

or writing skills) 20.2% 33.2% 25.6% 20.4% 0.6%

Q16 Awareness training on age diversity—concerning

policies and practices related to age diversity

in the workplace or age discrimination 15.6% 25.1% 30.1% 28.4% 0.7%


Very Somewhat Not too Not at all interested interested interested interested Refused

Q16 Awareness training on workplace diversity

(other than age)—concerning policies and practices

related to workplace diversity or discrimination

for reasons other than age (race/ethnicity,

gender, disability, etc.) 15.6% 26.0% 30.1% 27.6% 0.8%

Q16 Project management skills training 22.0% 28.1% 27.8% 21.5% 0.6%

Q16 Negotiation skills training 21.1% 28.4% 26.6% 23.4% 0.6%

Q16 Supervisory or management skills training 24.5% 33.2% 23.6% 17.8% 1.0%

Q16 Other 3.4% 6.0% 18.9% 55.9% 15.9%

Prompt once. Show Q16b if “Other” in Q16 = “Very interested” or “Somewhat interested”.

Q16b In the previous question, you told us you would be interested in participating in another type

of work-related education or training opportunity. Please describe what this education or

training opportunity is in as much detail as possible.

Q17 Have you ever received work-related education or participated in work-related training?

Yes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 84.3%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.7%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Prompt once. Show Q18 and Q19 if Q17 = “Yes”.

Q18 Which of the following best describes what you like the most about work-related education and

training? (Check one.) (n=882)

It helps me to do my job well . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47.3%

It helps me to advance my career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.0%

I like learning new things, regardless of the topic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22.0%

It gives me a chance to meet new people . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.7%

It gives me a chance to interact with other workers/professionals working in my field/area . . . . . . . . . . . . . . . . . . . . . . . 17.7%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.7%

[Randomize except “other”]


Q19 Which of the following best describes what you dislike the most about work-related education

and training? (Check one.) (n=882)

It is not always relevant to me; it does not always meet my needs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34.7%

It can be too time-consuming; I do not always have the time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23.5%

It is not always challenging enough; it can be boring . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16.9%

It can be difficult to follow or understand . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.0%

I do not always have a chance at work to use the skills or knowledge that I have learned. . . . . . . . . . . . . . . . . . . . . . . . . 16.6%

Other (NET) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.1%

None/nothing I disliked* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.7%

Scheduled at wrong time* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.8%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.3%

*Responses marked with an asterisk were written in by some respondents but were not listed as response options.

[Randomize except “other”]

Q20 There are various ways in which workers can learn new skills and knowledge. For each of the

following, please tell us the extent to which you personally feel or would feel comfortable with

this way of learning new work-related skills and knowledge.

Very Somewhat Not too Not at allcomfortable comfortable comfortable comfortable Refused

Q20 Classroom training in a small group

(fewer than five participants) 61.7% 28.1% 5.4% 3.2% 1.6%

Q20 Classroom training in a larger group

(five or more participants) 44.0% 36.6% 13.4% 5.1% 0.9%

Q20 Formal one-on-one training 47.6% 32.6% 14.2% 4.4% 1.2%

Q20 Being mentored or taught on the job by

other employee(s) 45.3% 37.3% 11.7% 4.5% 1.1%

Q20 Self-study online or computer-based 32.0% 38.4% 20.7% 7.5% 1.3%

Q20 Self-study using written/paper materials

(not computer-based) 28.3% 38.8% 24.2% 7.7% 1.0%

Q20 Live online training with an instructor 26.0% 35.7% 25.7% 11.4% 1.3%

Q20 Conferences, workshops, seminars 45.1% 34.8% 12.5% 6.0% 1.6%

Q21 How often would you like to have the opportunity to participate in work-related education or

training? (Check one.)

Weekly or more often . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.3%

Every other week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.8%

Monthly . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.8%

Quarterly (4 times a year) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27.3%

Less often (1-3 times a year). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20.4%

Never . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.5%

Not sure; it depends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.7%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%


Q22 In the past two years, have you participated in any work-related education or training opportunities?

Yes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66.4%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33.5%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%

Prompt once. Show Q23 if Q22 = “Yes”.

Q23 Do you feel you have participated in a sufficient number of work-related education and training

opportunities within the past two years to meet your job requirements and professional

development needs? (n=692)

Yes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75.3%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.6%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Q24 Did you participate in all the work-related education and training opportunities that you

requested or desired within the past two years? Please select the option that best describes

what happened. (Check one)

Yes, you participated in all of the training that you requested/desired. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40.3%

You participated in some but not all of the training that you requested/desired . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.2%

No, you did not participate in any of the training that you requested/desired . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.6%

You did not request or desire any training in the past two years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27.2%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

Prompt once. Show Q25a if Q24 = 2, 3 or 4.

Q25a What obstacles, if any, prevented you from participating in work-related education and

training opportunities in the past two years? (n=624)

Employer did not offer or pay for any education or training opportunities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30.5%

Employer did not offer or pay for certain education or training opportunities that you needed/wanted . . . . . . . . . . . . . . . 14.1%

Employer/supervisor/boss did not allow you to participate in the training you wanted due to

work demands/time constraints . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.3%

Employer/supervisor/boss did not allow you to participate in the training you wanted due to budgetary reasons . . . . . . 12.7%

Employer/supervisor/boss did not allow you to participate in the training because he/she did

not think the training was relevant to your job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.4%

You felt too busy at your job to take time off for training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29.5%

You did not think the training offered by your employer was useful or relevant to your job . . . . . . . . . . . . . . . . . . . . . . . . 11.6%

You did not feel the need to take any training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23.7%

Other (NET) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.7%

Personal obligations prevented training* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.4%

Class was cancelled or full* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.1%

None/no obstacles* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.7%

Other. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.4%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.4%


Show Q25b and Q26 if Q22 = “Yes”.


Q25b In which of the following types of work-related education or training opportunities have you

participated during the past two years? (n=692)

[Randomize but group first 4 items together and two “awareness” items together]

Basic skills training (e.g., basic math, or basic writing or reading skills) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.4%

Specific technical or professional skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57.5%

Formal courses that lead to certification or degrees applicable to your job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19.3%

Required professional training (e.g., continuing legal or accounting credits). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16.4%

Computer skills training/information and communication technology training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48.4%

Career development counseling (training on how to develop or manage your career) . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.3%

Foreign language training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.5%

English as a Second Language (ESL) classes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.4%

Occupational safety training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38.6%

New employee orientation training (that introduces new employees to personnel and workplace practices

and to overall company policies) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.7%

Communication skills training (e.g., presentation or writing skills) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.0%

Project management skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.8%

Negotiation skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.6%

Supervisory or management skills training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16.9%

Awareness training on age diversity—concerning policies and practices related to age diversity in the

workplace or age discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19.2%

Awareness training on workplace diversity (other than age)—concerning policies and practices related to

workplace diversity or discrimination for reasons other than age (race/ethnicity, gender, disability, etc.). . . . . . . . . . . . 27.6%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.6%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%

Prompt once. Show Q25c if “Other” in Q25b = “Yes”.

Q25c In the previous question, you told us that you participated in another type of work-related

education or training opportunity in the past two years. Please describe what this education

or training opportunity was in as much detail as possible.

Show Q26, Q27, Q28 and Q29 if Q22 = “Yes”.


Q26 Was all or some of the training in which you participated in the past two years mandatory? (n=692)

All training was mandatory . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38.7%

Some training was mandatory . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41.5%

No training was mandatory . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19.7%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Q27 Overall, to what extent did you find the work-related education or training you received in the

past two years useful for your job or career? (n=692)

Very useful . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47.1%

Somewhat useful . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45.3%

Not too useful . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.5%

Not at all useful . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.1%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Q28 For each of the following, please tell us the extent to which the training you took in the past

two years affected that aspect of your work? (n=692)

The training you took in the past 2 years...

A great deal Somewhat A little Not at all RefusedQ28 Increased your productivity at work 19.5% 42.7% 16.0% 21.3% 0.4%

Q28 Improved your job skills 30.7% 45.2% 14.1% 9.3% 0.7%

Q28 Allowed you to take on more or new

responsibilities 23.7% 30.3% 15.8% 29.3% 0.8%

Q28 Increased your satisfaction with your job 22.4% 33.2% 23.8% 19.4% 1.1%

Q28 Made you feel like a more valuable

employee 26.5% 32.9% 18.7% 21.2% 0.8%

Q28 Increased your ability to help your

coworkers/be a mentor to your coworkers 26.9% 36.0% 18.4% 18.1% 0.6%

Q28 Helped you to get promoted 7.4% 16.6% 11.3% 62.2% 2.5%

Q29 Have you had to cover any expenses associated with any work-related education or training

that you received in the past two years? (n=692)

Yes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.8%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82.2%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Prompt once. Show Q29b if Q29 = “Yes”.


Q29b In the previous question, you told us you have had to cover expenses associated with work-

related education or training received in the past two years. How much have you had to cover?

(Your best guess is fine.) (n=120)

$1–100 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45.2%

101–500 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33.5%

501–1000 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.1%

$1001+ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.1%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.1%

Median . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $135

Mean. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $791

[Respondents were allowed to enter a number from 0 to 999999]

Q30 If your employer paid for or allowed you to participate in more work-related education, training,

or professional development opportunities than you participate in now, would that lead you to

stay with this employer longer than you would otherwise?

Yes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.1%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32.5%

Maybe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29.5%

Not sure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.6%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.3%

AND NOW WE HAVE SOME FINAL QUESTIONS FOR CLASSIFICATION PURPOSES ONLY.

Q31 To the best of your knowledge, which of the following benefits does your employer offer to

its employees?

Yes No Don’t know RefusedQ31 Health insurance 92.6% 6.2% 1.0% 0.3%

Q31 Pension or retirement savings plan 86.6% 10.5% 2.1% 0.7%

Q31 Flexible work arrangements (e.g., flextime, compressed

work schedules, telecommuting) 41.7% 44.4% 12.5% 1.4%

Q32 Which of the following best describes your current employer?

Public or private school or university . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.9%

Federal, state, or local government . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.4%

Nonprofit organization (other than government) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.5%

For-profit company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44.3%

Small or family-run business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.5%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.3%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%


Q33 In what industry or type of business is your current employer primarily involved? Please select

one option from the following list or write your answer in the box provided below.

Agriculture/forestry/fishing/and related . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

Mining . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.4%

Construction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.3%

Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.5%

Wholesale Trade. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.5%

Retail Trade . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.7%

Transportation and Utilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.8%

Information and Information Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.0%

Finance/insurance/real estate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.2%

Professional and Business Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.6%

Education services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.2%

Health services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.0%

Leisure and Hospitality (arts, entertainment, recreation, food services, lodging) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.3%

Other (NET) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.0%

Government Service*. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.1%

Law/Legal Enforcement*. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.5%

Security* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.5%

Religious Organization* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.5%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.4%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.0%


Q34 How many employees, in total, work for your current employer in all locations in the United

States? (Please exclude nonpermanent workers, such as temporary or contract workers.) Just

your best estimate is fine.

10–19 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.3%

20–49 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.1%

50–99 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.9%

100–499 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22.0%

500–999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.5%

1,000–9,999 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.5%

10,000 or more . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.2%

Do not know . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.4%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%


Q35 How long have you been working for your current employer?

Less than 6 months. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.7%

6 months to less than 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.3%

1 year to less than 3 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.9%

3 years to less than 5 years. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.8%

5 years to less than 10 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20.3%

10 years to less than 20 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.9%

20 years or more . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.6%

Refused/no answer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.3%

Q36 How long have you been working at your current position?

Less than 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.1%

6 months to less than 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.7%

1 year to less than 3 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.0%

3 years to less than 5 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.6%

5 years to less than 10 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21.1%

10 years to less than 20 years . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.3%

20 years or more . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.3%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.8%

Q37 What is your current position?

Staff, non-managerial employee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55.3%

Middle management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24.5%

Upper/senior management/business owner . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.1%

Something else . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.0%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%

Q38 What is your current occupation exactly?*

Management/business and financial occupations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.4%

Professional and related occupations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.2%

Service occupation (including protective services) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.8%

Sales and related occupations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.6%

Office and administrative support occupations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.5%

Fishing/forestry occupations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%

Construction and extraction occupations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.0%

Installation/maintenance/repair occupations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.8%

Production occupations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.0%

Transportation and material moving occupations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.5%

Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.2%

Don’t know/no answer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.9%

*This was an open-ended question. Responses written in by respondents were coded into the above categories.


Q39 How many years in total have you worked since you were 18 years old?

Percent0-5. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

6–10 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.3%

11–15. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.0%

16–20 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.4%

21+ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94.8%

Don’t know/no answer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.3%

[Respondents were allowed to enter a number from 0 to 100]

Q40 Have you ever officially retired from a job?

Yes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.7%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88.2%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Q41 How many more years do you plan to work for your current employer? (Your best guess is fine.)

Less than one year . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.8%

One year or longer (NET) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54.2%

1–2 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.3%

3–4 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.6%

5–6 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.2%

7–8 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.3%

9–10 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.4%

11+ years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.3%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Not sure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39.9%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%

*Responses marked with an asterisk were written in by respondents who indicated that they plan to work one more year or longer with their current employer.

Q42 How many more years do you plan to work in general before you retire and stop working

completely? (Your best guess is fine.)

Less than one year . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.3%

One year or longer (NET) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57.7%

1-2 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4,2%

3-4 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.1%

5-6 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.8%

7-8 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.8%

9-10 years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.5%

11+ years* . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20.1%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%

Not sure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38.9%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%

*Responses marked with an asterisk were written in by respondents who indicated that they plan to work one more year or longer before they retire and stop

working completely.

Prompt if “One year or longer” selected and no number entered.


Q43 Which of the following, if any, do you plan to do during your retirement?

Not work at all . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.1%

Work part time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27.4%

Retire from current job or career but work full time doing something else . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.2%

Start your own business or go into business for yourself. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.8%

Volunteer, but not work for pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.1%

Something else . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.9%

Do not know yet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.2%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.2%

Q44 What is your current marital status?

Married . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58.3%

Living with a partner, but not married . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.4%

Divorced . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18.9%

Separated . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.8%

Widowed . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.4%

Single, never married . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.6%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.6%

Q45 What is the highest level of education that you completed?

Grades 1–8 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.4%

Some high school, grades 9–11. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.0%

High school graduate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29.0%

Vocational or trade school . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.2%

Associate degree, some college. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.6%

4-year college graduate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.6%

Some postgraduate work, but no degree. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.4%

Postgraduate degree . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.4%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.5%

Q46–Q47 Not asked

Q48 How would you describe your current health?

Excellent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17.6%

Very good. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41.2%

Good . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32.4%

Fair. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.6%

Poor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.2%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.1%


Q49 Not asked

Q50 Which of the following categories best describes YOUR current annual income, before taxes,

including wages or salary, Social Security, pensions, and interest or dividends on savings and

investments?

Less than $15,000. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.9%

$15,000 up to $25,000 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.8%

$25,000 up to $50,000 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39.1%

$50,000 up to $75,000 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21.4%

$75,000 up to $100,000. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.9%

$100,000 up to $150,000 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.2%

$150,000 or more . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.3%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.4%

Q51 Are you currently a member of AARP?

Yes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37.7%

No . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62.3%

Refused . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.0%


APPENDIX D50+ Worker Survey: Detailed Data Tables for Selected Questions

Q14. “To what extent are you personally interested in the following types of work-related education and training opportunities?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes. n=Unweighted total number of respondents in a given category.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 1: 50+ WORKERS’ INTEREST IN VARIOUS TYPES OF WORK-RELATED TRAINING

PERCENTAGE VERY/SOMEWHAT INTERESTED

Age Education Annual Household Income

SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege

4-YearCollegeDegreeor More

Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Training that would allow you tokeep your skills and knowledgeup-to-date

90% 92%(D,E)

93%(D,E)

85% 76% 83% 93%(F)

94%(F)

85% 88% 89% 94%(I,J,K)

Training that would allow you tolearn new skills and knowledgenecessary to advance your career

83% 90%(D,E)

88%(D,E)

72%(E)

57% 75% 87%(F)

88%(F)

81% 81% 85% 85%

Training that would allow you tolearn new skills and knowledgenecessary to get an entirely differenttype of job

57% 63%(D,E)

60%(d,E)

51%(e)

38% 52% 63%(F)

59% 68%(K,L)

60% 53% 53%

Q14. “To what extent are you personally interested in the following types of work-related education and training opportunities?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 1: 50+ WORKERS’ INTEREST IN VARIOUS TYPES OF WORK-RELATED TRAINING (continued)


Sector Number of Employees

SurveyTotal

Schools–Public and

Private Government Nonprofit

For-ProfitCompany(including

SmallFamily-RunBusiness) 10–49 50–499

500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Training that would allow you to keep your skills andknowledge up to date

90% 94%(p)

93% 93% 87% 81% 92%(Q)

90%(Q)

95%(Q)

Training that would allow you to learn new skills andknowledge necessary to advance your career

83% 87% 86% 84% 81% 77% 81% 87%(Q,r)

88%(Q)

Training that would allow you to learn new skills andknowledge necessary to get an entirely different typeof job

57% 58% 64% 56% 56% 46% 56% 61%(Q)

66%(Q,r)


TABLE 2: RANGE OF DESIRED TRAINING TOPICS

SurveyTotal 50–54 55–59 60–64 65+

HighSchoolDegreeor Less

SomeCollege

4-YearCollege

Degree orMore

Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Computer skills training/information and communicationtechnology training

79% 84%(D,E)

80%(E)

74%(e)

61% 70% 81%(F)

85%(F)

76% 79% 76% 81%

Specific technical orprofessional skills training

72% 79%(D,E)

74%(E)

66%(E)

45% 64% 76%(F)

79%(F)

68% 67% 72% 80%(I,J,K)

Formal courses that lead tocertification or degrees applicableto your job

59% 68%(c,D,E)

61%(D,E)

48%(e)

34% 54% 67%(F,h)

58% 63% 58% 56% 60%

Supervisory or management skillstraining

58% 66%(D,E)

61%(D,E)

47%(E)

30% 48% 63%(F)

64%(F)

58% 55% 54% 64%(j,K)

Occupational safety training 53% 56%(c)

48% 55% 46% 59%(H)

56%(H)

44% 57% 58%(k,L)

48% 47%

Communication skills training(e.g., presentation or writing skills)

53% 56%(E)

57%(E)

52%(E)

32% 46% 58%(F)

58%(F)

53% 49% 55% 58%(j)

Career development counseling(training on how to develop ormanage your career)

51% 59%(c,D,E)

51%(E)

42%(e)

29% 45% 56% 52% 55% 51% 47% 51%

Project management skillstraining

50% 57%(D,E)

52%(D,E)

40% 32% 42% 52%(F)

57%(F)

47% 48% 45% 58%(i,J,K)

Negotiation skills training 50% 53%(c,E)

48%(e)

46% 34% 43% 51%(f)

56%(F)

49% 49% 47% 53%

Required professional training(e.g., continuing legal or accountingcredits)

44% 51%(D,E)

46%(D,E)

33% 30% 33% 49%(F)

51%(F)

44% 40% 40% 53%(J,K)

Foreign language training 43% 47% (E) 44% (E) 39% 30% 32% 40% (f) 56% (F,G) 43% 40% 42% 48%

Awareness training on workplacediversity (other than age) concerningpolicies and practices related toworkplace diversity or discriminationfor reasons other than age (race/ethnicity, gender, disability, etc.)

42% 44%(E)

42%(E)

42%(E)

27% 40% 43% 42% 50%(K)

44%(k)

35% 41%

New employee orientation training(that introduces new employees topersonnel and workplace practicesand to overall company policies)

41% 43%(e)

41% 41% 30 43% 38% 40% 44% 43% 35% 41%

Awareness training on agediversity— concerning policies andpractices related to age diversity inthe workplace or age discrimination

41% 41%(E)

42%(E)

45%(E)

27% 41% 41% 41% 50%(K)

41% 35% 41%

Basic skills training (e.g., basicmath, or basic writing or readingskills)

24% 24% 24% 28% 17% 32%(g,H)

25%(H)

16% 34%(K,L)

27%(L)

22% 18%

English as a Second Language(ESL classes)

17% 19% 14% 16% 13% 18% 15% 17% 23%(K)

19%(K)

10% 16%

Other 9% 12% (D) 10% (D) 4% 5% 9% 10% 9% 9% 9% 9% 11%



Q16. “Assuming that your employer would offer all of these work-related education and training opportunities, please tell us the extent to which you would be interested inparticipating in each one.”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees:Notes: n=Unweighted total number of respondents in a given category.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.


TABLE 2: RANGE OF DESIRED TRAINING TOPICS (Continued)



Q16. “Assuming that your employer would offer all of these work-related education and training opportunities, please tell us the extent to which you would be interested inparticipating in each one.”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees:Notes: n=Unweighted total number of respondents in a given category.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal





500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)


79% 86%(P)

83% 85% 75% 74% 79% 83%(q)

83%(q)

Specific technical orprofessional skills training

72% 73% 80% (p) 80% 70% 68% 75% 72% 78% (q)

Formal courses that lead to certification or degreesapplicable to your job

59% 66%(P)

64% 66% 55% 55% 58% 59% 66%(q)

Supervisory or management skills training 58% 57% 67% (P) 66% 55% 54% 60% 58% 64%

Occupational safety training 53% 50% 59% (p) 56% 50% 46% 53% 51% 57% (q)

Communication skills training(e.g., presentation or writing skills)

53% 54% 62%(P)

68%(m,P)

50% 43% 51% 59%(Q)

59%(Q)

Career development counseling (training on howto develop or manage your career)

51% 48% 55% 62%(m,p)

49% 39% 48% 54%(Q)

59%(Q,r)

Project management skillstraining

50% 44% 64% (M,P) 57% 49% 40% 49% 56%(Q)

56%(Q)

Negotiation skills training 50% 49% 56% 63%(m,P)

47% 39% 51%(q)

50%(Q)

58%(Q)

Required professional training(e.g., continuing legal or accounting credits)

44% 57%(P)

52%(P)

57%(P)

37% 39% 45% 50%(q,t)

40%

Foreign language training 43% 52%(P)

42% 61%(N,P)

40% 31% 44%(Q)

47%(Q)

52%(Q)

Awareness training on workplace diversity (otherthan age) concerning policies and practices relatedto workplace diversity or discrimination for reasonsother than age (race/ethnicity, gender, disability, etc.)

42% 42% 47% 56%(m,P)

38% 32% 38% 48%(Q,r)

46%(Q)

New employee orientation training (that introducesnew employees to personnel and workplace prac-tices and to overall company policies)

41% 47%(p)

41% 52%(P)

37% 31% 45%(Q)

39% 44%(q)

Awareness training on agediversity— concerning policies and practicesrelated to age diversity in the workplace or agediscrimination

41% 41% 45% 51%(P)

38% 31% 38% 47%(Q,r)

45%(Q)

Basic skills training (e.g., basic math, or basic writ-ing or reading skills)

24% 28% 22% 31% 21% 23% 22% 22% 31%(r,s)

English as a Second Language(ESL classes)

17% 30%(N,P)

13% 22%(p)

14% 12% 18% 16% 20%

Other 9% 9% 12% 14% 9% 4% 9% 10% (q) 12% (Q)


Q21. “How often would you like to have the opportunity to participate in work-related education or training?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 3: DESIRED FREQUENCY OF TRAINING

PERCENTAGE SELECTING EACH ITEM


SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege

4-YearCollege

Degree orMore

Less than$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Weekly or more often 7% 10% (d) 6% 5% 6% 10% (h) 7% 5% 9% 8% 7% 6%

Every other week 5% 5% 4% 6% 6% 7%(h)

4% 3% 9%(L)

6% 4% 2%

Monthly 16% 14% 19% 16% 14% 14% 15% 18% 14% 15% 16% 18%

Quarterly(4 times a year)

27% 31% 27% 23% 23% 20% 30%(F)

33%(F)

24% 22% 27% 36%(I,J,K)

Less Often(1–3 times a year)

20% 21%(E)

24%(E)

19%(E)

7% 15% 20% 26%(F)

11% 17% 24%(I)

26%(I,J)

Never 6% 4% 3% 6% 21%(B,C,D)

10%(G,H)

3% 3% 8%(L)

7%(L)

6%(L)

2%

Not sure/it depends 19% 16% 18% 25%(B,c)

21% 24%(H)

20%(H)

12% 24%(L)

25%(k,L)

17%(L)

10%

Refused 0% 0% 0% 0% 1% 0% 0% 0% 1% 0% 0% 1%


TABLE 3: DESIRED FREQUENCY OF TRAINING (Continued)



Q21. “How often would you like to have the opportunity to participate in work-related education or training?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal



For-ProfitCompany

(including SmallFamily-RunBusiness) 10–49 50–499

500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Weekly or more often 7% 4% 8% 7% 8% 6% 9% 8% 5%

Every other week 5% 3% 7% (o) 1% 6% 5% 4% 4% 7%

Monthly 16% 19% 14% 24% (p) 14% 10% 16% 20% (Q) 16%

Quarterly(4 times a year)

27% 32% 30% 32% 26% 25% 28% 27% 33%

Less Often(1–3 times a year)

20% 22% 23% 18% 19% 17% 20% 23% 21%

Never 6% 2% 4% 8% (m) 6% (m) 13% (R,S,T) 5% (t) 3% 2%

Not sure/it depends 19% 17% 14% 11% 21% (o) 24% (s) 17% 15% 18%

Refused 0% 0% 0% 0% 0% 0% 0% 0% 0%


TABLES 4a + 4b: OVERALL PARTICIPATION IN TRAINING

PERCENTAGE RESPONDING YES




Q17. “Have you ever received work-related education or participated in work-related training?” Q22. “In the past two years, have you participated in any work-related education or training opportunities?”

Q23. “Do you feel you have participated in a sufficient number of work-related education and training opportunities within the past two years to meet your job requirementsand professional development needs?” Notes: n=Unweighted total number of respondents in a given category who have participated in work-related training within the past two years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege

4-YearCollege

Degree orMore

Less than$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Ever received work-related education orparticipated in work-related training

84% 84%(E)

88%(E)

87%(E)

67% 74% 85%(F)

95%(F,G)

80% 79% 86%(j)

92%(I,J,k)

Participated in anywork-relatededucation or trainingin the past two years

66% 68%(E)

71%(E)

67%(E)

46% 50% 64%(F)

85%(F,G)

60% 56% 67%(J)

83%(I,J,K)

SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege

4-YearCollege

Degree orMore

Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=692 n=267 n=261 n=118 n=46 n=190 n=190 n=309 n=79 n=187 n=170 n=256

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Feels that participated in asufficient number of work-related education and trainingopportunities within the pasttwo years to meet jobrequirements and professionaldevelopment needs (n= 692;those who participated intraining in the past two years)

75% 76% 70% 79% 86%(c)

75% 72% 77% 76% 74% 77% 75%


TABLES 4a + 4b: OVERALL PARTICIPATION IN TRAINING (Continued)





Q17. “Have you ever received work-related education or participated in work-related training?” Q22. “In the past two years, have you participated in any work-related education or training opportunities?”

SurveyTotal




Small Family-Run Business) 10–49 50–499

500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Ever received work-related education or participatedin work-related training

84% 92%(P)

87% 88% 82% 72% 84%(Q)

89%(Q)

93%(Q,R)

Participated in any work-relatededucation or training in the past two years

66% 87%(N,O,P)

73%(P)

74%(P)

60% 46% 65%(Q)

73%(Q,r)

79%(Q,R)

Q23. “Do you feel you have participated in a sufficient number of work-related education and training opportunities within the past two years to meet your job requirements andprofessional development needs?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who have participated in work-related training within the past two years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal





500–9,999 10,000+

n=692 n=145 n=108 n=68 n=340 n=72 n=188 n=215 n=166

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Feels that participated in a sufficient number of work-related education and training opportunities withinthe past two years to meet job requirements andprofessional development needs (n= 692; those whoparticipated in training in the past two years)

75% 76% 77% 80% 73% 73% 72% 79% 76%


TABLE 5: PARTICIPATION IN REQUESTED OR DESIRED TRAINING WITHIN THE PAST TWO YEARS



Q24. “Did you participate in all the work-related education and training opportunities that you requested or desired within the past two years? Please select the option that bestdescribes what happened.”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employeesNotes: n=Unweighted total number of respondents in a given category. Upper case letters indicate significant differences at the 95% confidence level, while lower case letters indicate significant differences at the 90% confidence level.

SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Participated in alltraining requested/desired

40% 42% 39% 41% 35% 36% 36% 48%(F,G)

45%(j)

34% 40% 46%(J)

Participated in somebut not all requested/desired training

24% 26%(E)

28%(E)

21% 12% 16% 25%(F)

32%(F)

17% 20% 24% 33%(I,J,k)

Participated in none ofrequested/desiredtraining

8% 7% 8% 10% 8% 6% 13%(F,H)

6% 4% 10%(i,L)

10%(L)

4%

Did not request ordesire any training

27% 24% 25% 29% 46%(B,C,D)

42%(G,H)

24%(H)

15% 35%(L)

34%(k,L)

25%(L)

17%

Refused 1% 1% 0% 0% 0% 1% 1%(h)

0% 0% 2%(k,l)

0% 0%


TABLE 5: PARTICIPATION IN REQUESTED OR DESIRED TRAINING WITHIN THE PAST TWO YEARS (Continued)



Q24. “Did you participate in all the work-related education and training opportunities that you requested or desired within the past two years? Please select the option that bestdescribes what happened.”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal





500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Participated in all training requested/desired

40% 50%(P)

45% 41% 37% 34% 40% 42% 45%

Participated in some but not allrequested/desired training

24% 25% 30%(p)

36%(P)

21% 13% 27%(Q)

26%(Q)

30%(Q)

Participated in none ofrequested/desired training

8% 9% 9% 8% 7% 13%(R)

5% 8% 10%(R)

Did not request or desire any training 27% 15% 16% 15% 34%(M,N,O)

40%(r,S,T)

29%(T)

22% 16%

Refused 1% 0% 0% 0% 1% 0% 0% 2%(R,t)

0%


TABLE 6: SATISFACTION WITH TRAINING OFFERED BY EMPLOYER

PERCENT SELECTING EACH ITEM


TABLE 6: SATISFACTION WITH TRAINING OFFERED BY EMPLOYER (Continued)

PERCENT SELECTING EACH ITEM


Q10. “Overall, how satisfied are you with the work-related education and training opportunities offered to you by your employer?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

Q10. “Overall, how satisfied are you with the work-related education and training opportunities offered to you by your employer?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal





500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Very Satisfied 35% 46%(n,P)

33% 40% 31% 30% 29% 42%(q,R)

38%(r)

Somewhat Satisfied 44% 37% 44% 47% 46%(m)

46%(s)

48%(S)

35% 47%(S)

Somewhat Dissatisfied 14% 11% 15% 7% 14% 17% 15% 14% 11%

Very Dissatisfied 8% 6% 9% 6% 9% 7% 8% 10%(t)

5%

Refused 0% 0% 0% 1% 0% 0% 0% 0% 0%

SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Very Satisfied 35% 35% 31% 37% 41% 35% 29% 39%(G)

34% 35% 35% 35%

Somewhat Satisfied 44% 44% 48% 37% 41% 43% 47% 41% 46% 40% 44% 46%

Somewhat Dissatisfied 14% 11% 15% 19%(B)

14% 15% 14% 13% 14% 16%(k)

10% 14%

Very Dissatisfied 8% 10% 7% 6% 4% 7% 10% 7% 6% 8% 11%(L)

5%

Refused 0% 0% 0% 1% 0% 0% 0% 0% 0% 1% 0% 0%


Q9. “For each of the following statements, please tell us to what extent you agree or disagree with that statement.“Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 7: COMPANY SUPPORT FOR TRAINING

PERCENTAGE STRONGLY/SOMEWHAT AGREEING


SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

All workers in my company,regardless of their age or position,have equal access to educationand training

72% 70% 73% 75% 71% 72% 67% 76%(G)

71% 70% 70% 77%

My boss encourages me to take thetraining I need to do my job well

68% 68%(E)

73%(E)

67%(e)

54% 62% 67% 74%(F)

65% 61% 72%(J)

75%(J)

My company offers all the educationand training opportunities that Ineed to keep my skills up-to-date

64% 66% 65% 62% 56% 62% 63% 68% 66% 59% 67% 68%(j)

Q9. “For each of the following statements, please tell us to what extent you agree or disagree with that statement.“Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 7: COMPANY SUPPORT FOR TRAINING (Continued)

PERCENTAGE STRONGLY/SOMEWHAT AGREEING


SurveyTotal





500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

All workers in my company, regardless of their age orposition, have equal access to education and training

72% 84%(O,P)

75% 70% 68% 72% 67% 73% 80%(R)

My boss encourages me to take the training I needto do my job well

68% 79%(n,P)

69% 80%(P)

63% 63% 58% 74%(Q,R)

76%(Q,R)

My company offers all the education and trainingopportunities that I need to keep my skills up to date

64% 76%(n,P)

65% 72%(p)

60% 54% 57% 68%(Q,R)

77%(Q,R,s)


Q12. “Through which of the following methods does your employer provide work-related education or training to its employees?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 8: VARIETY OF TRAINING METHODS EMPLOYERS OFFER



SurveyTotal 50–54 55–59 60–64 65+


SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Hands-on-training 82% 81% 81% 84% 81% 83% 81% 81% 82% 81% 79% 85%

Participation at professionalconferences, seminars, orworkshops

59% 60%(E)

61%(E)

59%(E)

42% 42% 55%(F)

77%(F,G)

49% 48% 63%(I,J)

73%(I,J,K)

Classroom training (offered atcompany or another location)

59% 63%(d,E)

63%(d,E)

53% 45% 46% 55%(f)

76%(F,G)

53% 50% 60%(J)

72%(I,J,K)

Online or computer-basedtraining

46% 45% 48% 49% 39% 36% 38% 62%(F,G)

31% 42%(i)

48%(I)

58%(I,J,K)

Tuition reimbursement(including partialreimbursement)

42% 44%(E)

47%(d,E)

37%(E)

22% 29% 41%(F)

53%(F,G)

31% 34% 42% 56%(I,J,K)

Temporary assignments in otherdepartments

33% 33% 34% 31% 35% 41%(g,H)

33%(h)

25% 45%(J,K,L)

32% 30% 32%

Paid time off for education ortraining without affecting anemployee’s vacation leave

32% 33% 34%(e)

31% 23% 23% 29% 42%(F,G)

26% 30% 33% 36%(i)

Formal mentoring program 27% 31%(E)

27%(E)

26%(e)

14% 19% 20% 41%(F,G)

25% 18% 29%(J)

39%(I,J,K)

Formal job rotation program 13% 16% 13% 10% 10% 15% 11% 13% 16% 14% 12% 12%


Q12. “Through which of the following methods does your employer provide work-related education or training to its employees?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 8: VARIETY OF TRAINING METHODS EMPLOYERS OFFER (Continued)



SurveyTotal



For-Profit Company(including


500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Hands-on-training 82% 76% 83% 79% 83%(m)

77% 83% 81% 88%(Q,s)

Participation at professional conferences,seminars, or workshops

59% 85%(N,P)

72%(P)

76%(P)

46% 43% 59%(Q)

67%(Q,r)

66%(Q)

Classroom training (offered at company oranother location)

59% 79%(O,P)

73%(P)

65%(P)

50% 34% 55%(Q)

68%(Q,R)

75%(Q,R)

Online or computer-basedtraining

46% 60%(N,O,P)

46% 43% 44% 22% 38%(Q)

55%(Q,R)

70%(Q,R,S)

Tuition reimbursement (includingpartial reimbursement)

42% 51%(P)

42% 59%(N,P)

36% 18% 34%(Q)

51%(Q,R)

59%(Q,R)

Temporary assignments in other departments 33% 16% 40%(M)

30%(M)

37%(M)

27% 27% 30% 50%(Q,R,S)

Paid time off for education or training withoutaffecting an employee’s vacation leave

32% 49%(n,P)

36%(P)

49%(n,P)

23% 29% 30% 38%(r)

34%

Formal mentoring program 27% 54%(N,O,P)

26% 31%(P)

19% 10% 22%(Q)

36%(Q,R)

41%(Q,R)

Formal job rotation program 13% 12% 18% 12% 12% 7% 9% 17%(Q,R)

25%(Q,R,s)


TABLES 9: REASONS FOR DISSATISFACTION WITH TRAINING



Q19. “Which of the following best describes what you dislike the most about work-related education and training?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who indicated that they have participated in work-related training. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal 50–54 55–59 60–64 65+


SomeCollege

4-YearCollege

Degree orMore

Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=882 n=330 n=330 n=159 n=63 n=273 n=261 n=343 n=108 n=266 n=222 n=286

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

It’s not always relevant to me/doesnot always meet my needs

35% 33% 38% 34% 37% 33% 36% 36% 32% 32% 35% 39%

It’s too time-consuming 24% 20% 23% 30%(B)

30% 23% 24% 23% 23% 23% 24% 24%

It’s not always challenging enough 17% 19% 19% 12% 10% 11% 21%(F)

19%(F)

21% 15% 15% 19%

I do not always have a chance atwork to use what I have learned

17% 19% 15% 16% 13% 20% 17% 14% 11% 22%(I,L)

18% 12%

Difficult to understand 4% 5% 3% 4% 7% 7%(G,H)

2% 3% 8%(I)

4% 4% 3%

Other (e.g., scheduled at wrong time;instructor not knowledgeable;nothing I disliked)

2% 3%(c)

1% 3% 0% 3% 1% 3% 3% 3% 2% 1%


TABLES 9: REASONS FOR DISSATISFACTION WITH TRAINING (Continued)



Q19. “Which of the following best describes what you dislike the most about work-related education and training?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who indicated that they have participated in work-related training. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal



For-Profit Company


500–9,999 10,000+

n=882 n=156 n=125 n=79 n=472 n=108 n=247 n=268 n=191

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

It’s not always relevant to me/does not alwaysmeet my needs

35% 44%(O,P)

41%(o,p)

26% 32% 42% 32% 33% 36%

It’s too time-consuming 24% 22% 18% 27% 24% 23% 26% 23% 21%

It’s not always challenging enough 17% 13% 21% 21% 16% 19% 16% 17% 21%

I do not always have a chance at work to usewhat I have learned

17% 12% 13% 12% 20%(m)

9% 19%(q)

19%(q)

14%

Difficult to understand 4% 2% 4% 3% 5% 5% 5% 3% 3%

Other (e.g., scheduled at wrong time; instructornot knowledgeable; nothing I disliked)

2% 4% 3% 1% 2% 0% 1% 3% 4%(q)


Q25a. “What obstacles, if any, prevented you from participating in work-related education and training opportunities in the past 2 years?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who did not receive all of the training that they requested or desired within the past two years or who didnot request or desire any training within the past two years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLES 10: OBSTACLES TO PARTICIPATING IN TRAINING



SurveyTotal 50–54 55–59 60–64 65+


SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=624 n=228 n=231 n=109 n=56 n=248 n=184 n=187 n=82 n=226 n=150 n=166

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Employer did not offer or payfor any education or trainingopportunities

31% 29% 27% 32% 45%(b,C)

40%(H)

31%(H)

19% 29%(I)

41%(k,L)

29%(I)

18%

You felt too busy at your jobto take time off for training

30% 30% 32%(e)

29% 18% 28% 21% 38%(f,G)

15% 24% 25% 49%(I,J,K)

You did not feel the need totake any training

24% 20% 20% 26% 48%(B,C,D)

32%(g,H)

22% 15% 38%(j,K.L)

26%(L)

23% 15%

Employer/supervisor/boss didnot allow you to participate inthe training you wanted due towork demands/time constraints

18% 21% 21% 13% 11% 12% 21%(F)

25%(F)

16% 14% 18% 26%(J)

Employer did not offer or payfor certain education or trainingopportunities that you needed/wanted

14% 17%(d)

16% 9% 7% 11% 12% 21%(F,g)

9% 11% 15% 20%(I,J)

Employer/supervisor/boss didnot allow you to participate inthe training you wanted due tobudgetary reasons

13% 14% 12% 15% 6% 5% 18%(F)

17%(F)

5% 11% 10% 21%(I,J,K)

You did not think the trainingoffered by your employer wasuseful to your job

12% 9% 18%(B,d)

9% 9% 7% 11% 18%(F,g)

12% 7% 18%(J)

13%

Employer/supervisor/boss didnot allow you to participate inthe training because he/she didnot think the training was rele-vant to your job

8% 9% 8% 7% 10% 7% 9% 10% 7% 11% 6% 7%

Other 5% 4% 6% 7%(g)

– 2% 3% 9%(F,g)

1% 6%(I)

7%(I)

2%


Q25a. “What obstacles, if any, prevented you from participating in work-related education and training opportunities in the past 2 years?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who did not receive all of the training that they requested or desired within the past two years or who didnot request or desire any training within the past two years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLES 10: OBSTACLES TO PARTICIPATING IN TRAINING (Continued)



SurveyTotal





500–9,999 10,000+

n=624 n=85 n=74 n=55 n=364 n=97 n=176 n=177 n=116

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Employer did not offer or pay for any educationor training opportunities

31% 28% 22% 17% 34%(n,O)

47%(R,S,T)

30% 28% 21%

You felt too busy at your job to take time offfor training

30% 36% 23% 28% 30% 21% 37%(Q)

28% 29%

You did not feel the need to take any training 24% 14% 17% 18% 27%(M)

34%(r,S,T)

23% 20% 15%

Employer/supervisor/boss did not allow you toparticipate in the training you wanted due towork demands/time constraints

18% 30%(P)

23% 16% 17% 7% 12% 22%(Q,r)

34%(Q,R,s)

Employer did not offer or pay for certaineducation or training opportunities that youneeded/wanted

14% 30%(O,P)

18% 10% 12% 8% 13% 16% 19%(q)

Employer/supervisor/boss did not allow you toparticipate in the training you wanted due tobudgetary reasons

13% 22%(P)

13% 22%(p)

11% 11% 9% 18%(R)

15%

You did not think the training offered by youremployer was useful to your job

12% 23%(P)

18%(P)

16%(p)

8% 8% 17%(q)

10% 10%

Employer/supervisor/boss did not allow you toparticipate in the training because he/she didnot think the training was relevant to your job

8% 7% 9% 10% 9% 4% 7% 13%(q)

8%

Other 5% 7% 4% 12%(P)

4% 5% 4% 6% 3%


Q27. “Overall, to what extent did you find the work-related education or training you received in the past 2 years useful for your job or career?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who participated in work-related training within the past 2 years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLES 11: VALUE OF TRAINING IN LAST TWO YEARS TO JOB OR CAREER



Q27. “Overall, to what extent did you find the work-related education or training you received in the past 2 years useful for your job or career?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who participated in work-related training within the past 2 years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLES 11: VALUE OF TRAINING IN LAST TWO YEARS TO JOB OR CAREER (Continued)



SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege

4-YearCollege

Degree orMore

Less than$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=692 n=267 n=261 n=118 n=46 n=190 n=190 n=309 n=79 n=187 n=170 n=256

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Very useful 47% 51% 42% 44% 58%(c)

55%(H)

50% 41% 53%(L)

57%(L)

46% 38%

Somewhat useful 45% 44% 51%(e)

42% 35% 37% 42% 52%(F,g)

29% 39% 45%(I)

57%(I,J,K)

Not too useful 7% 5% 5% 14%(B,C)

4% 8% 7% 5% 15%(J,L)

4% 8% 5%

Not at all useful 1% 0% 3%(b)

0% 3%(d)

0% 1% 2% 3% 1% 1% 1%

SurveyTotal





500–9,999 10,000+

n=692 n=145 n=108 n=68 n=340 n=72 n=188 n=215 n=166

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Very useful 47% 42% 44% 58%(m)

47% 46% 44% 50% 48%

Somewhat useful 45% 53% 43% 40% 45% 48% 52% 42% 42%

Not too useful 7% 4% 11%(m,o)

2% 7% 7% 4% 6% 7%

Not at all useful 1% 1% 2% 0% 1% 0% 0% 1% 3%(r)


Q28. “For each of the following, please tell us the extent to which the training you took in the past 2 years affected that aspect of your work?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who participated in work-related training within the past 2 years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 12: IMPACT OF TRAINING IN LAST TWO YEARS ON WORKERS

PERCENT RESPONDING A GREAT DEAL/SOMEWHAT


SurveyTotal 50–54 55–59 60–64 65+


SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=692 n=267 n=261 n=118 n=46 n=190 n=190 n=309 n=79 n=187 n=170 n=256

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Improved your job skills 76% 78% 73% 78% 73% 77% 69% 79%(G)

71% 77% 74% 79%

Increased your ability to helpyour coworkers/be a mentorto your coworkers

63% 65% 60% 61% 71% 69%(h)

62% 60% 61% 68%(k)

56% 64%

Increased your productivity atwork

62% 62% 61% 64% 65% 67%(h)

64% 58% 57% 70%(i,k,I)

59% 60%

Made you feel like a morevaluable employee

59% 61% 58% 56% 65% 64% 58% 58% 57% 65% 54% 59%

Increased your satisfactionwith your job

56% 59% 53% 50% 63% 60% 56% 53% 54% 63%(I)

53% 52%

Allowed you to take on moreresponsibilities

54% 53% 54% 56% 58% 57% 55% 52% 53% 63%(k,L)

52% 47%

Helped you to get promoted 24% 26% 24% 18% 31% 27% 24% 22% 36%(K,L)

29%(k,I)

18% 20%


Q28. “For each of the following, please tell us the extent to which the training you took in the past 2 years affected that aspect of your work?” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category who participated in work-related training within the past 2 years.Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 12: IMPACT OF TRAINING IN LAST TWO YEARS ON WORKERS (Continued)

PERCENT RESPONDING A GREAT DEAL/SOMEWHAT


SurveyTotal





500–9,999 10,000+

n=692 n=145 n=108 n=68 n=340 n=72 n=188 n=215 n=166

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Improved your job skills 76% 80% 72% 82% 75% 82% 80% 75% 73%

Increased your ability to help yourcoworkers/be a mentor to yourcoworkers

63% 58% 60% 86%(M,N,P)

61% 64% 61% 68% 59%

Increased your productivity at work 62% 64% 55% 61% 63% 72% 68% 61% 58%

Made you feel like a more valuableemployee

59% 55% 52% 72%(m,N)

61% 59% 65%(T)

58% 52%

Increased your satisfaction with your job 56% 49% 52% 72%(M,N,p)

56% 56% 59% 55% 53%

Allowed you to take on moreresponsibilities

54% 53% 49% 67%(n)

53% 59% 59%(t)

54% 48%

Helped you to get promoted 24% 19% 25% 30% 24% 19% 26% 24% 22%


TABLE 13: IMPACT OF TRAINING ON RETENTION



Q30. “If your employer paid for or allowed you to participate in more work-related education, training, or professional development opportunities than you participate in now,would that lead you to stay with this employer longer than you would otherwise?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege


Lessthan

$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Yes 25% 29% 24% 21% 20% 23% 26% 26% 34%(j,K)

24% 22% 25%

No 33% 28% 31% 39%(B)

47%(B,C)

32% 30% 35% 23% 31% 37%(I)

35%(i)

Maybe 30% 31%(E)

32%(E)

28% 17% 27% 33% 30% 25% 32% 28% 30%

Not sure 13% 12% 13% 12% 15% 17%(g,H)

11% 10% 17%(I)

14% 13% 9%

Refused 0% 0% 1% 0% 1%(b)

0% 0% 0% 1% 0% 0% 1%

TABLE 13: IMPACT OF TRAINING ON RETENTION (Continued)



Q30. “If your employer paid for or allowed you to participate in more work-related education, training, or professional development opportunities than you participate in now,would that lead you to stay with this employer longer than you would otherwise?”Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal





500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Yes 25% 27% 25% 26% 26% 21% 26% 23% 30%

No 33% 34% 37% 32% 30% 33% 33% 33% 34%

Maybe 30% 25% 25% 37% 32% 32% 29% 30% 27%

Not sure 13% 14%(o)

12% 6% 12% 14% 12% 13% 9%

Refused 0% 0% 1%(p)

0% 0% 0% 0% 1% 0%


Q20. “There are various ways in which workers can learn new skills and knowledge. For each of the following, please tell us the extent to which you personally feel orwould feel comfortable with this way of learning new work-related skills and knowledge.” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

TABLE 14: WORKERS’ COMFORT WITH VARIOUS TRAINING APPROACHES

PERCENTAGE RESPONDING VERY/SOMEWHAT COMFORTABLE


SurveyTotal 50–54 55–59 60–64 65+

HighSchool

Degree orLess

SomeCollege

4-YearCollege

Degree orMore

Less than$25,000

$25,000to

$49,999

$50,000to

$74,999

$75,000and

Above

n=1,048 n=393 n=383 n=183 n=89 n=374 n=304 n=365 n=135 n=347 n=255 n=311

(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L)

Classroom training ina small group (fewerthan five participants)

90% 91%(E)

93%(E)

90%(E)

75% 85% 91%(f)

94%(F)

88% 86% 90% 95%(I,J,k)

Being mentored ortaught on the job byother employee(s)

83% 86%(D)

84% 77% 78% 82% 85% 82% 82% 82% 84% 83%

Classroom training ina larger group (five ormore participants)

81% 84%(E)

84%(E)

77%(E)

60% 66% 87%(F)

90%(F)

74% 76% 84%(I,J)

88%(I,J)

Conferences, work-shops, seminars

80% 85%(D,E)

83%(D,E)

72% 64% 69% 81%(F)

91%(F,G)

72% 73% 83%(I,J)

91%(I,J,K)

Formal one-on-onetraining

80% 80% 85%(E)

78% 71% 79% 78% 83% 77% 79% 79% 85%(i,j,k)

Self-study online orcomputer-based

71% 77%(D,E)

72%(D,E)

62% 52% 59% 71%(F)

82%(F,G)

60% 67% 72%(i)

79%(I,J,k)

Self-study using writ-ten/paper materials(not computer-based)

67% 73%(D,E)

69%(E)

62%(E)

46% 57% 68%(F)

77%(F,G)

66% 65% 67% 71%

Live online trainingwith an instructor

62% 66%(d,E)

62% 56% 53% 51% 62%(F)

72%(F,G)

56% 59% 60% 70%(I,J,K)


TABLE 14: WORKERS’ COMFORT WITH VARIOUS TRAINING APPROACHES (Continued)

PERCENTAGE RESPONDING VERY/SOMEWHAT COMFORTABLE


Q20. “There are various ways in which workers can learn new skills and knowledge. For each of the following, please tell us the extent to which you personally feel orwould feel comfortable with this way of learning new work-related skills and knowledge.” Source: December 2006 AARP survey of individuals age 50+ employed in companies with 10 or more employees.Notes: n=Unweighted total number of respondents in a given category. Uppercase letters indicate significant differences at the 95% confidence level, while lowercase letters indicate significant differences at the 90% confidence level.

SurveyTotal



For-ProfitCompany


500–9,999 10,000+

n=1,048 n=170 n=138 n=92 n=582 n=147 n=297 n=305 n=209

(A) (M) (N) (O) (P) (Q) (R) (S) (T)

Classroom training in a small group(fewer than five participants)

90% 94% 91% 93% 89% 85% 90% 91% 93%(Q)

Being mentored or taught on the jobby other employee(s)

83% 81% 82% 83% 84% 81% 83% 82% 85%

Classroom training in a larger group(five or more participants)

81% 87%(p)

85% 85% 79% 70% 79%(q)

86%(Q,r)

84%(Q)

Conferences, workshops, seminars 80% 90%(n,P)

82% 86% 77% 69% 78%(q)

84%(Q)

87%(Q,R)

Formal one-on-one training 80% 83% 75% 83% 82% 80% 77% 81% 84%

Self-study online or computer-based 71% 73% 73% 65% 71% 58% 70%(Q)

76%(Q)

78%(Q)

Self-study using written/paper mate-rials (not computer-based)

67% 70% 67% 61% 69% 61% 63% 70% 75%(Q,R)

Live online training with an instructor 62% 68%(o)

64% 55% 61% 51% 61% 66%(Q)

70%(Q,r)

a talent management strategy - aarp · 2018-08-23 · 4 investing in training 50+ workers: a talent...

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