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Workforce Planning . Stacie Porter, HR Consultant Workforce and Succession Planning Team, HR Strategy. Agenda. The Federal Context Federal Regulation: 5 CFR 250 and GPRA-MA 2010 Requirements What is Workforce Planning OPM Workforce Planning Model Agency Examples Implementation

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Workforce Planning

Stacie Porter, HR Consultant

Workforce and Succession Planning Team, HR Strategy

  • The Federal Context
    • Federal Regulation: 5 CFR 250 and GPRA-MA 2010 Requirements
  • What is Workforce Planning
  • OPM Workforce Planning Model
  • Agency Examples
  • Implementation
  • Wrap-up and Questions
hr maturation process
HR Maturation Process

HR Business Partners

former hcaaf model
Former HCAAF Model

Workforce Planning

the human capital framework hcf
The Human Capital Framework (HCF)






Workforce Planning

Program Activities & Process



Program Milestones & Measures










Human Capital Framework

  • Agency Strategic Planning
  • Strategic Human Capital Planning
  • HR as a Strategic Partner
  • Annual Performance Planning
  • Best Practices Knowledge Sharing
  • Organizational Development
  • Change Management
  • Continuous Learning
  • Performance Management
  • Diversity and Inclusion
  • Engaged Employees
  • Collaboration
  • Labor/Management Partnership
  • Work-Life
  • Business Analytics
  • Data Driven Decision Making
  • Workforce Planning
  • Employee Development
  • Leadership Development
  • Retention
  • Knowledge Management


opm mandate
OPM Mandate

U.S.C requires agencies set a standard for integrating its HR strategies into their budget and performance plans…the agency holds managers and human resources officers accountable for efficient and effective human resources management in support of the agency’s mission in accordance with merit system principles.

workforce planning model1
Workforce Planning Model

Phase 1: Identify Agency

Goals(Strategic Alignment)

  • Ensure the workforce planning initiatives point to workforce requirements and the organization’s mission and goals
    • Gather relevant information (qualitative and quantitative) to inform strategic priorities

Available Tools: Workforce Data and Trend Analysis, SWOT Analysis, Scenario Planning

workforce planning model2
Workforce Planning Model
  • Supply Analysis
    • Gathering competency proficiency ratings and staffing counts on the current workforce
  • Demand Analysis
    • Identification of future required competency proficiency levels and projected staffing demands

Phase 2: Supply and Demand

Available Tools: Competency Gap Assessment,

workforce planning model3
Workforce Planning Model
  • Integration and comparison of supply and demand analyses to determine potential workforce quantity (staffing, diversity) or quality (competency) gaps
  • Identification of further analyses to explore extent of gaps (e.g., training needs analysis, workload analysis, organizational assessment)

Phase 3: Identify Workforce Gaps

what can happen if gaps are not addressed
What Can Happen if Gaps Are Not Addressed?
  • Increased employee turnover
  • Misallocation of training and development funds
  • Poor productivity
  • Unnecessary hiring
  • Employee and supervisor frustration
  • Negative customer assumptions
workforce planning model4
Workforce Planning Model
  • Prioritize gaps and identify solutions
  • Develop talent management plan with appropriate action plan, metrics , and timeframes in alignment with GPRA-MA
    • Identification of desired outcomes and standards of success, and measures of success
  • Establish an evaluation plan

Phase 4: Develop and Implement Strategies to Close Gaps

workforce planning model5
Workforce Planning Model
  • Identification of desired outcomes and standards of success
  • Identification of measures of success
  • Establishment of an evaluation plan
  • Assistance in developing or managing the workforce planning evaluation measures
  • Establishment of mechanisms for continuous program evaluation and improvement
  • Evaluation of workforce planning activities as compared to the Human Capital Framework (HCF)
  • Communicate findings and recommendations

Phase 5: Evaluate Workforce Planning Strategies

workforce planning benchmark organization
Workforce Planning Benchmark Organization
  • DoD – Secretary Under the Air Force for Acquisition Career Development
    • Conducted Workforce Analyses to include SWOT analyses and Scenario Planning
    • Conducted competency and gap analysis
    • Built staff acquisition, development, and retention programs for the Electronic Systems Center
      • Structured interviews
      • Multiple hurdle approach to hiring
      • Recruiting and branding strategies and materials
workforce planning benchmark organization1
Workforce Planning Benchmark Organization
  • FDA - Office of Regulatory Affairs
    • Succession planning and retention initiative
    • Identified mission critical occupations
    • FDA-wide workforce analysis
    • Environmental scanning
    • Competency modeling and gap analysis
    • Expanded employment brand
    • Career path plans and “job fit” programs
implementation best practices
Implementation Best Practices
  • Set a vision and generate buy-in
  • Identify a team of people committed to program development and long-term vision
  • Make a plan (w/metrics) and communicate that plan
  • Align strategies with both short-term and long-term organizational priorities
  • Find what matters most
  • Identify high-impact, low-cost solutions
implementation con d
Implementation (con’d)
  • Integrate into business planning cycle
  • Include Change Management and Communication Plans
  • Build systems to sustain the process
  • Start Somewhere
  • Ensure Leadership Support
  • Allocate Resources
  • Keep it Simple Smarty
thank you
Thank You

For more information contact:

Stacie Porter

Workforce and Succession Planning

HR Strategy & Evaluation Solutions