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Develop a workforce strategy

Workforce planning ensures you have the right people in the right jobs at the right time and for the right cost. All Queensland public service agencies are annually required to develop and publish a strategic workforce plan.

Strategic workforce planning helps you understand:

  • current workforce environment
  • necessary skills, capabilities and aptitudes that will be required
  • workforce strategies, systems and practices to fill any skills gaps
  • linkages with whole-of-government priorities and outcomes.

Workforce planning must be integrated with other planning processes, such as:

  • strategic and corporate plans
  • operational and business planning
  • budget plans
  • diversity plans
  • changes to whole-of-government priorities
  • other government initiatives.

1. Benefits of workforce planning

Strategic workforce planning ensures the Queensland public service has a capable and high performing workforce that delivers better services to Queenslanders, by linking an agency’s workforce to its business objectives.

An effective and practical workforce plan delivers:

  • a workforce with the capability and capacity to efficiently and flexibly ensure service delivery outcomes are met
  • a focused and strategic approach to attracting, developing and retaining a suitable workforce and identifying critical skills gaps
  • strategic workforce planning integrated into business, performance and financial planning processes with a clear focus on achieving the agency’s service delivery outcomes
  • initiatives that address workforce demand and supply issues
  • plans to address issues including, but not limited to, workforce design, size, composition and capability, current and future skills requirements
  • talent management and succession planning strategies
  • attraction and retention strategies.

Download the list of strategic workforce planning benefits and business outcomes (DOCX, 120 KB)

2. Address identified workforce issues

Assess the current state through:

Then, plan for the future state through:

  • better practices and benchmarks
  • scenario planning
  • anticipating needs and future capabilities
  • workforce strategies that address attraction, recruitment, inclusions and diversity, wellbeing, retention, and performance management


  • Early careers–apprentices, graduates, work experience or vacation employment
  • Late careers–positive workplaces
  • Pathways from VET or higher education
  • Workforce participation
  • Diversity and inclusion
  • Recruitment planning and best practice

Growing capability

Engaging employees

  • Healthy workplaces and wellbeing
  • Reward and recognition
  • Positive ageing programs
  • Workplace health and safety
  • Worklife balance – flexible work arrangements
  • Innovation culture


3. Responsibilities and deliverables

The Public Service Commission (PSC) has developed a whole-of-government workforce planning framework to assist departments to develop their strategic workforce plans.

The framework allocates specific responsibilities and deliverables to the PSC and to individual agencies.

PSC responsibilities and deliverables:

  • inform government of major sectorwide workforce matters
  • provide public service workforce data collection, analysis, reporting and forecasting
  • provide benchmarking and trend data to the public service and individual agencies as requested
  • provide partnering support to assist agencies with workforce planning processes
  • liaise between central and line agencies with regard to workforce planning issues and priorities (PSC, Department of the Premier and Cabinet, and Queensland Treasury)
  • provide workforce planning tools and training/awareness programs to support agencies
  • enable aggregated learning to shared workforce issues
  • assist in a common approach to language and measurement
  • encourage agencies to consider alternative approaches to service delivery to meet customer needs, and provide knowledge-sharing and collaboration opportunities
  • review agency strategic workforce plans to ensure consistency and alignment with government direction
  • develop and implement whole-of-government strategic workforce plan informed by agency workforce plans
  • develop collective strategies to issues that could be solved more efficiently and effectively were there to be a shared and systematic approach.

Agency responsibilities and deliverables:

  • inform their Ministers of major workforce strategies
  • improve agency workforce data collection, quality and supply/demand forecasting
  • report workforce data to PSC as required
  • develop and implement agency-specific strategic workforce plans
  • integrate workforce planning into annual business, performance and financial planning processes
  • use workforce planning tools and access training/awareness opportunities
  • provide responses for continuous learning
  • provide input into the use of common language and measurement within the agency
  • share success stories/learnings and collaborate with other agencies as appropriate
  • provide agency-specific workforce plans to PSC and raise workforce planning issues
  • monitor and review workforce plans annually
  • raise any workforce matters that would benefit from a sectorwide approach.

Download the list of workforce planning responsibilities and deliverables (DOCX, 119 KB)