What are some examples for your agency? What are the gaps? For example: For example: Within our agency, we have a boomerang program and mentors for women Our boomerang program is highly successful for women returning from returning to work from parental leave, as well as child care facilities and paternal leave; this could be extended as a strategy for our mature workers mothers’ rooms for those women. already retired. We have established initial relationships with the Disability Employment Our HR branch is currently utilising PSC’s HR Capability Framework to Service provider EDGE Employment Solutions and Aboriginal Employment develop internal mechanisms for enhancing workforce capacity across our Strategy Inc. agency. Our agency has an ageing workforce, and strategies are required to manage Strategic leadership is an area in which we could improve and we will access this. PSC’s leadership development programs to do this. IMPLEMENT Our relationships with EDGE and Aboriginal Employment Strategy could be & strengthened in the future to improve employment outcomes for these diversity groups. DEVELOP How will we get there? & Initiatives: Business Responsibility: Timing: Performance Progress: What can we do to bridge the gap Imperative: Who is the When will Indicators/Outcomes: How are we tracking? between where we are and where we plan/initiative responsible it be How will we know we are heading? does this link to? officer? done? got there and what will success look DEVELOP like? IMPLEMENT
DEVELOP & IMPLEMENT What are some examples for your agency? What are the gaps? For example: Within our agency, we have a boomerang program and mentors for women returning to work from parental leave, as well as child care facilities and mothers’ rooms for those women. We have established initial relationships with the Disability Employment Service provider EDGE Employment Solutions and Aboriginal Employment Strategy Inc. Our agency has an ageing workforce, and strategies are required to manage this. For example: Our boomerang program is highly successful for women returning from paternal leave; this could be extended as a strategy for our mature workers already retired. Our HR branch is currently utilising PSC’s HR Capability Framework to develop internal mechanisms for enhancing workforce capacity across our agency. Strategic leadership is an area in which we could improve and we will access PSC’s leadership development programs to do this. Our relationships with EDGE and Aboriginal Employment Strategy could be strengthened in the future to improve employment outcomes for these diversity groups. DEVELOP & IMPLEMENT How will we get there? Initiatives: What can we do to bridge the gap between where 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?
workforce_action_plan_template_with_examples_greater_than_100_employees.docx