TEMPLATE 1 Workforce Planning Considerations – Organisational Needs Analysis Workforce consideration Element What new skills and New or modified services to the capabilities are required in community future to support Council Projects requiring specialised skills strategic and operational Process re-engineering objectives? Workload increases and decreases in Skills and specific areas capabilities needed Ongoing or seasonal needs Service hours Technological changes requiring new skills New compliance or legislative obligations Does the current workforce Technical or Professional Skills composition meet future Capabilities, including requirements? management/supervision skills Workforce composition Permanent, fixed term or casual staff Full time or part time staff Staffing levels Will the current structure meet Classification of positions future operational Position descriptions requirements? Structure Number of positions Flexibility and responsiveness Reporting lines/structures Are there any foreseeable Planned retirements losses of staff within the next 3 Rate of employee initiated turnover years? Succession planning opportunities What are the reasons staff Turnover and Retention strategies to reduce risk of leave? staff mobility losing highly skilled staff Involuntary turnover performance – management Knowledge transfer Do all groups of staff have the Male/female/part-time/casual/professional same opportunities? Capabilities, skills and qualifications What equity and diversity Recruitment rates Workforce issues have been identified? diversity Career opportunities Indigenous employment strategies Disability inclusion/adjustment
TEMPLATE 1 – Workforce Planning Considerations Organisational Element Needs Analysis Workforce consideration Skills and capabilities needed What new skills and capabilities are required in future to support Council strategic and operational objectives? New or modified services to the community Projects requiring specialised skills Process re-engineering Workload increases and decreases in specific areas Ongoing or seasonal needs Service hours Technological changes requiring new skills New compliance or legislative obligations Workforce composition Does the current workforce composition meet future requirements? Technical or Professional Skills Capabilities, including management/supervision skills Permanent, fixed term or casual staff Full time or part time staff Staffing levels Structure Will the current structure meet future operational requirements? Classification of positions Position descriptions Number of positions Flexibility and responsiveness Reporting lines/structures Turnover and staff mobility Are there any foreseeable losses of staff within the next 3 years? What are the reasons staff leave? Planned retirements Rate of employee initiated turnover Succession planning opportunities Retention strategies to reduce risk of losing highly skilled staff Involuntary turnover – performance management Knowledge transfer Workforce diversity Do all groups of staff have the same opportunities? What equity and diversity issues have been identified? Male/female/part-time/casual/professional Capabilities, skills and qualifications Recruitment rates Career opportunities Indigenous employment strategies Disability inclusion/adjustment