Workforce analysis This framework helps identify issues and trends in the workforce. Depending on the scale, benchmarking between other organisations can be useful where there is direct comparability of roles and responsibilities (and the data is available). See Section 2.3.1 for potential sources of data Element Question to ask Data Number and How many individuals and full-time equivalents exist? Number of people, including headcount and full-time equivalent and their roles organisation What are their roles? Staff location How as this changed over time? Number of short-term staff, including temporary, casual Where are staff located? and contractors What is the health of our organisation in terms of morale and culture? Profile What is the average age (overall and by type of role)? Age What is the most frequent age group? Gender What is the gender/diversity split by role? Diversity including ability, cultural etc. Is this split a good balance? Length of service Does the split reflect the spatial community? Grades/salary bands, classifications including apprentice/trainee What is the salary band split? Recruitment and retention rates When do people leave i.e. retire or resign? Turnover including, retirements and resignations What is the average tenure? Is this too high or too low? Employment status (full and part time) including What is the split of employment status by department? permanent, temporary, contractor, consultancy etc. Does age or tenure prose a risk? Capacity and capability What are the levels of contract v FTE hours? Hours worked What other sources are used to meet business needs e.g. consultants, resource Sick leave/carer leave sharing Accrued holidays What are the levels of attendance and sick leave/carer leave? Skills levels and known skills gaps Is leave too high in some areas?
Workforce analysis This framework helps identify issues and trends in the workforce. Depending on the scale, benchmarking between other organisations can be useful where there is direct comparability of roles and responsibilities (and the data is available). See Section 2.3.1 for potential sources of data Element Question to ask Data Number and organisation How many individuals and full-time equivalents exist? What are their roles? How as this changed over time? Where are staff located? What is the health of our organisation in terms of morale and culture? Number of people, including headcount and full-time equivalent and their roles Staff location Number of short-term staff, including temporary, casual and contractors Profile What is the average age (overall and by type of role)? What is the most frequent age group? What is the gender/diversity split by role? Is this split a good balance? Does the split reflect the spatial community? What is the salary band split? When do people leave i.e. retire or resign? What is the average tenure? Is this too high or too low? What is the split of employment status by department? Does age or tenure prose a risk? Age Gender Diversity including ability, cultural etc. Length of service Grades/salary bands, classifications including apprentice/trainee Recruitment and retention rates Turnover including, retirements and resignations Employment status (full and part time) including permanent, temporary, contractor, consultancy etc. Capacity and capability What are the levels of contract v FTE hours? What other sources are used to meet business needs e.g. consultants, resource sharing What are the levels of attendance and sick leave/carer leave? Is leave too high in some areas? Hours worked Sick leave/carer leave Accrued holidays Skills levels and known skills gaps