Initiatives: Business imperative: Responsibility: Timing: Performance indicators/outcomes: Progress: What can we do to bridge the plan/initiative Who is the When will it be How will we know we got there and How are we gap between we are and does this link to? responsible officer? done? what will success look like? tracking? where we are heading? Determine appropriate networks All staff Throughout the - Accessing network groups T M A and build information sharing year - Increased knowledge and within those networks. capabilities noted in meeting customers’ demands. Establish an evaluation cycle Workforce planning by May 20XX - Greater cohesion between T M A that meets the requirements to and diversity authority Plan and PS strategies monitor performance committee - Stronger reporting stemming from evaluation process Integrate our workforce plan HR director Mar 20XX - Greater cohesion in reporting, one T M A with our EEO management report one message approach plan. - Alignment with PS directions Establish a process to conduct HR manager Annually, - Effectiveness determined through T M A periodic reviews on internal August Employee Perceptions surveys. procedures and practices to - Procedures and practices determine effectiveness in conform with PS guidelines. meeting employees needs Commentary Example: Working across business areas to adopt and develop an integrated workforce and diversity action plan. T Target met or improved upon M Requires monitoring A Immediate attention needed Ms C. E. Officer 28 February 20XX Chief Executive Officer sign off: Date: Dr Di Versity 25 February 20XX HR Director sign off: Date:
Initiatives: What can we do to bridge the gap between we are and where we are heading? Business imperative: plan/initiative does this link to? Responsibility: Who is the responsible officer? Timing: When will it be done? Performance indicators/outcomes: How will we know we got there and what will success look like? Progress: How are we tracking? Determine appropriate networks and build information sharing within those networks. All staff Throughout the year - Accessing network groups - Increased knowledge and capabilities noted in meeting customers’ demands. T M A Establish an evaluation cycle that meets the requirements to monitor performance Workforce planning and diversity committee by May 20XX - Greater cohesion between authority Plan and PS strategies - Stronger reporting stemming from evaluation process T M A Integrate our workforce plan with our EEO management plan. HR director Mar 20XX - Greater cohesion in reporting, one report one message approach - Alignment with PS directions T M A Establish a process to conduct periodic reviews on internal procedures and practices to determine effectiveness in meeting employees needs HR manager Annually, August - Effectiveness determined through Employee Perceptions surveys. - Procedures and practices conform with PS guidelines. T M A Commentary Example: Working across business areas to adopt and develop an integrated workforce and diversity action plan. T Target met or improved upon M Requires monitoring A Immediate attention needed Chief Executive Officer sign off: Ms C. E. Officer Date: 28 February 20XX HR Director sign off: Dr Di Versity Date: 25 February 20XX
sample_workforce_and_diversity_action_plan.docx