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WORKFORCE PLANNING AT CHISHOLM INSTITUTE. AGENDA. Planning Process Chisholm Staff Demographic / Statistical Data Key Elements of the Workforce Development & Succession Strategy. Workforce Strategy Process. Workforce Planning Strategy Demand & Supply Demographic analysis.

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agenda
AGENDA
  • Planning Process
  • Chisholm Staff Demographic / Statistical Data
  • Key Elements of the Workforce Development & Succession Strategy
workforce strategy process
Workforce Strategy Process
  • Workforce Planning
  • Strategy
  • Demand & Supply
  • Demographic analysis

Workforce Development

& Succession Strategy

Workforce

Management

Organisational

Development

OH&S

process for establishing a plan
Process for Establishing a Plan
  • Conduct External Environment Scan
  • Internal Strategic Directions
  • Data Collation / Analysis
  • Obtain Strategic Insights
  • Identify Priorities / Strategies (link back to previous steps)
  • Consult
  • Review
slide6
Examples
  • Workforce Demographic
  • Data / Statistics
workforce demographic data12

Total WorkCover Days Lost

2004 - 2007

1538.342

1600

1400

1200

1000

Days Lost

905.414

770.392

800

600

429.969

400

200

0

2004

2005

2006

2007

Year

Workforce Demographic Data
workforce demographic data14
Workforce Demographic Data
  • Professional Development Expenditure 2007
other data
Other Data
  • Qualifications
  • Diversity
  • Overtime
  • Classification spread
  • Modes of Employment
  • Sick leave
  • Recruitment
  • People Matter Survey
workforce development succession strategy 2006 2008
Workforce Development & Succession Strategy 2006 - 2008
  • Background Information
  • Chisholm 2020 – Workplace of Choice
  • Strategy that focuses on staff related planning
  • Currently 3 year plan – links to main strategy
  • Updated annually to reflect existing priorities
  • Set out objectives / responsibility / timeframes and measures
  • Each objective referenced to Chisholm strategy / workforce planning
current priorities
Current Priorities
  • Workforce Renewal Project
  • Workforce Planning at Department level (not all Departments have same staffing issues)
  • Succession Planning
  • Strategies to fill Management / Supervisor positions now and in the future
  • Professional Practice Program
  • Holistic approach to professional development
  • Employer Branding Strategy
  • Chisholm’s employee value proposition
  • OH&S
  • 5S / Workcover Management / Wellbeing Program
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