Why we strategically plan for recruitment
Using job descriptions, a job family framework, a competency architecture, and career pathways
Alignment
Communication
Continuity
Efficient Hiring
Effective Training
Employee Satisfaction
Transparency
5 STEPS FORWARD
Strategic Workforce Planning Model
1. Set the strategic direction
- Link the workforce planning process with the agency’s strategic plan, annual performance and business plan, and work activities
2. Analyze the workforce
- Identify the existing workforce resources and how they’ll evolve over time
- Develop specific staffing metrics for additional resources needed, including kinds, numbers, and location
- Determine what gaps exist between the current and projected workforce needs
3. Develop an action plan
- Identify strategies to close workforce gaps
- Develop implementation plans for identified strategies
- Define scorecards and metrics used to assess progress toward strategic priorities and initiatives
4. Implement the action plan
- Ensure that human and fiscal resources are in place, roles are understood, and the necessary communication is occurring to execute the plan and achieve strategic objectives.
5. Monitor, evaluate, & revise
- Monitor progress against KPIs and milestones.
- Continuously assess the effectiveness of defined strategies and adjust as needed
- Set realistic targets based on current progress and realities
Career Pathway Development Recommendations
If roles are both knowledge-focused and skill-focused, a hybrid approach is recommended.
1
Analyze
Analyze employee transitions within and between job families to identify patterns of internal mobility and role transitions.
2
Design
Develop a hybrid career progression framework using dual and horizontal ladder structures to enable progression within and across job families.
3
Validate
Collaborate with Department and Learning and Development Managers to validate the framework against internal mobility, competency requirements, and organizational goals.
4
Evolve
Integrate diagonal movements based on competencies and observed trends to complete the transition to a career lattice. Validate additional movements with subject matter experts.
5
Implement
Align the career pathway framework with training programs and implement it in phases, prioritizing based on internal mobility, retention, and attrition trends.
6
Optimize
Continuously monitor trends in internal mobility to expand, consolidate, or eliminate career pathways using a continuous improvement model.