Project Management Workforce Assessment

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Name

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Role/Title

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Company/Industry

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Section One: Your PM workforce

How many PMP-certified or equivalent project management professionals are currently in your organization?

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In the last 24 months, how many senior PMs or program managers have voluntarily left your organization? (If you don't know the exact number, your best estimate is fine.)

When a senior PM leaves, how long does it typically take to fill the role with someone at an equivalent capability level?

Less than 3 Months

3-6 Months

6-12 Months

>12 Months

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When you reflect on the PMs who have left voluntarily in the last two years, what was the primary reason? (Select all that apply)

Compensation

Limited advancement opportunity

Lack of recognition or visibility

Better opportunity elsewhere

Organizational culture

We don't know — we didn't ask or they weren't candid

We haven't had significant voluntary attrition

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Section Two: Leadership Pipeline

Of your current senior PMs, how many would you consider ready for a Director-level or equivalent leadership role within the next 12–18 months?

None

1-2

3-5

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When you identify a PM as having leadership potential, what does your organization currently do to develop that potential? (Be as specific or general as you'd like — there are no wrong answers here)

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When strategic decisions are being formed — before direction is set and plans are made — how frequently are your senior PMs involved in those conversations?

Rarely or never — they are typically brought in once a direction is set

Occasionally — for specific initiatives where their technical input is needed

Frequently — they are regular contributors to strategic discussions

Consistently — they operate as strategic partners alongside leadership

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Section Three: Organizational Cost

What is the approximate average fully-loaded annual compensation for a senior PM in your organization? (This is used to estimate replacement cost — your answer stays confidential)

Under $100,000

$100,000 - $130,000

$130,000 - $160,000

$160,000-$200,000

>$200,000

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To your knowledge, does your organization have a formal development pathway that moves high-performing PMs into leadership roles?

Yes, and it is working well

Yes, but it is not working as intended

No, but we are actively trying to build one

No, and it is not currently a priority

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Section Four: The Shifting Landscape

How concerned are you about the impact of AI and automation on your PM workforce's value and relevance over the next three to five years?

Not concerned — our PMs will adapt naturally

Somewhat concerned — we're monitoring it but haven't acted

Moderately concerned — we know we need to evolve but haven't defined how

Very concerned — this is an active strategic priority for us

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In your honest assessment, is your organization currently developing your PM workforce toward the capabilities that will matter most as AI absorbs execution-layer work — judgment, influence, strategic positioning, and leadership?

Yes, deliberately and effectively

Partially — some individuals are developing this way but not systematically

Not yet — we are still primarily developing execution capability

I'm not sure we've thought about it in those terms

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Section Five: Fit and Readiness

What would success look like for your PM workforce twelve months from now, if you could design it?

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