Step 4: My Workforce Gap Analysis - Comprehensive Use this table to help you consider, identify and document your workforce gaps and how you can address them. Refer to the information you collected in Step 3: Future workforce requirements. Describe the workforce need. I.e. the What is the gap between the What is our What can we do to address these gaps? priority in capacity/capability needed current and future workforces? addressing this Consider the following categories: And what are the workforce gaps Import resource (contractor/new staff) challenges associated with this Export work (contract out functions) gap? Build up skills within existing workforce Provide additional health and safety training to staff. Example Team: Two or more One person is trained in Urgent – Contract in H&S management services people need to be competent in health and safety for legislative Employ new staff with qualification health and safety awareness, the organisation, but is requirement assessment, management looking for new work opportunities. Recruitment drive/strategy developed Example National Currently have 10 Medium – Partnership with another organisation Organisation: Need to increase coaches in the supports Develop coaching pathways for youth number of skilled coaches to 25 Auckland/Northland Implement coach training pathway to promote retention nationally, to account for area participant growth Not able retain existing growth coaches (3-year average term) Not all coaches have foundational coaching skills
Step 4: My Workforce Gap Analysis - Comprehensive Use this table to help you consider, identify and document your workforce gaps and how you can address them. Refer to the information you collected in Step 3: Future workforce requirements. Describe the workforce need. I.e. the capacity/capability needed What is the gap between the current and future workforces? And what are the workforce challenges associated with this gap? What is our priority in addressing this gaps What can we do to address these gaps? Consider the following categories: Import resource (contractor/new staff) Export work (contract out functions) Build up skills within existing workforce Example Team: Two or more people need to be competent in health and safety awareness, assessment, management One person is trained in health and safety for the organisation, but is looking for new work opportunities. Urgent – legislative requirement Provide additional health and safety training to staff. Contract in H&S management services Employ new staff with qualification Example National Organisation: Need to increase number of skilled coaches to 25 nationally, to account for participant growth Currently have 10 coaches in the Auckland/Northland area Not able retain existing coaches (3-year average term) Not all coaches have foundational coaching skills Medium – supports growth Recruitment drive/strategy developed Partnership with another organisation Develop coaching pathways for youth Implement coach training pathway to promote retention
4_My_Workforce_Gap_Analysis_-_Comprehensive.docx