Guide to Conducting a Culture and Needs Assessment (SWOT Analysis)

Big-picture questions
Do your website and recruiting materials have a separate focus for military talent?
Are benefits offered beyond compliance requirements?
What information and resources do you make available for military-connected talent and
how?
Do you actively support and engage in community service events for military talent?
Do you offer affinity or resource groups or Service Member Connection Programs?
What programs internally and externally provide military family engagement and
support?
If you responded no to any of the above, which of these offerings would work at your
organization?
What else could be implemented that would fit your organizations culture?
Targeted questions
Full employment cycle:
What goals are in place for hiring, training, development and succession planning that
specifically address military-connected talent?
Are they short- or long-term goals?
What is the time frame to achieve them?
What resources are needed to accomplish the goals?
Interviewing and compliance training:
What training elements should be included for hiring manager teams?
What risk management issues might occur if training does not? (Think USERRA,
ADA, FMLA, etc.)
What acclimation programs are offered during the onboarding process? For crosstraining as part of succession planning? For job sharing?
Benefits programs:
Do employee assistance program partners have qualified professionals who can
manage the issues faced by returning service members and their families?
Are leave policies fully integrated and flexible?
Is a legal assistance program offered for service and family members?
Are child care referrals, services or credits available?
Is transition assistance available for a relocating military spouse?
Compensation programs:
Is continuance of full pay provided while on leave?
Does the returning service member retain his or her bonus or profit sharing status?
Anticipated internal changes:
What organizational shifts might occur in the next fiscal year that would affect the
goals you stated earlier?
Are there longer-term changes being formulated?

Who will be affected? How?

What needs to happen to be prepared to manage the change(s) effectively?

Potential external changes:

What external shifts might occur in the next one to two years that may affect the
organization?
Are there longer-term changes to consider?
Who will be affected?
Are any of the expected changes within the organizations scope of control?
What needs to happen to be prepared to manage the change(s) effectively?