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Use the strategic workforce planning framework

In partnership with the sector the Public Service Commission (PSC) has developed a strategic workforce planning framework (PDF, 81 KB) to assist departments to develop their strategic workforce plans.

The framework illustrates key activities over 5 stages:

Scan

Objective: scan global and national landscape and understand the strategic direction

Consult and engage

  • Identify drivers affecting workforce design and deployment – including political, economic and societal factors.
  • Confirm high-level business process, service delivery or technology changes for the workforce.
  • Consider desired attributes, skills, capabilities and performance expectations of your future workforce.

Data analysis

Profile

Objective: Consider current and future workforce state

Consult and engage

  • Review current and future workforce design.
  • Identify the workforce impact of your organisations strategic agenda.
  • Understand service delivery expectations and strategic direction.

Data analysis

  • Source relevant workforce data such as:
    • occupations and roles by classification
    • demographics and workforce metrics
    • workforce segmentation by business unit
    • critical attributes, capabilities and competencies by occupations/roles.

Align

Objective: Analyse and interpret gaps and identify essential activities to position your organisation for the future.

Consult and engage

  • Undertake scenario based supply and demand forecasts including understanding the impact of automation
  • Identify potential opportunities for performance and productivity lift.
  • Align desired future state with stakeholder expectations.

Data analysis

  • Source relevant workforce data such as:
    • occupations and roles by classification
    • demographics and workforce metrics
    • workforce segmentation by business unit
    • critical attributes, capabilities and competencies by occupations/roles.
  • Model future workforce expenditures and investments with the greatest impact.

Transition

Objective: Design and implement workforce strategies and a measurement framework.

Consult and engage

  • Summarise critical transition challenges by order of magnitude for roles, locations, capabilities.
  • Design strategic workforce plan elements, next steps and recommendations.

Engage with stakeholders to inform priorities.

Data analysis

  • Agree on critical success factors to assist with monitoring.
  • Undertake additional data gathering to support and measure benefits and return on investments.
  • Design workforce reporting measures to monitor performance.

Review

Objective: Review and sustain through regular monitoring, evaluation and annual updates.

Consult and engage:

Data analysis:

  • Review results and refine ongoing data capture and reporting requirements
  • Regular reporting of workforce performance