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Workforce Planning. Personnel Department. What does Workforce Planning entail at the City of Phoenix?. Historical / Ongoing Efforts Management Intern Training Catalog (e.g., Supervisor and Management Academy) Citywide Committees / Taskforces (e.g., Diversity Taskforce)

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workforce planning

Workforce Planning

Personnel Department

what does workforce planning entail at the city of phoenix
What does Workforce Planning entail at the City of Phoenix?
  • Historical / Ongoing Efforts
    • Management Intern
    • Training Catalog (e.g., Supervisor and Management Academy)
    • Citywide Committees / Taskforces (e.g., Diversity Taskforce)
    • Departmental Efforts (e.g., Aviation Dept’s “Building Bench Strength” program)
what does workforce planning entail at the city of phx cont d
What does Workforce Planning entail at the City of Phx? (cont’d)
  • Presentations facilitated by the Personnel Department
  • Reports (available from Retirement)
  • Intranet site (Personnel Dept)
themes
Themes
  • Process
  • Development
  • Opportunity
  • Creative
  • Partnership
  • Merit-based
definitions workforce planning
Definitions: Workforce Planning
  • “Getting the right people in the right jobs at the right time.”
    • Unknown
  • “Having the right number of people with the right job knowledge, diversity, and skills working in the right jobs at the right time.”
    • State of Pennsylvania,

Workplace Planning Home Page

expected future workforce trends
Expected Future Workforce Trends
  • Older and more diversified workers
  • A shift toward higher-skilled workers
  • Workers with changing values and expectations
  • Increased demand for agency services
  • Increased competition for talent
  • An increasing number of employees retiring
enter workforce succession planning
Enter: Workforce/Succession Planning
  • Less reliance on external talent as sole/ primary source of candidates.

“As the emphasis has shifted from a ‘replacement’ process to a developmental one…more and more succession processes reach deeper into the organization.”

“Growing Your Companies Leaders”, Fulmer

workforce planning1
Workforce Planning

Most models involve variations of:

  • Identifying key positions for succession
  • Identifying required skills and competencies of key positions
  • Gap analysis (skill, headcount, etc.)
  • Developing employees
  • Evaluating results
competencies
Competencies

Those behaviors and skills that are necessary for success in a particular role.

workforce planning2
Workforce Planning

Who is responsible for WP?

  • Current work force statistics
  • ID key positions
  • ID gaps (skills and/or headcount)
  • Projecting out program demands
  • Assessing labor supply
  • Improving diversity profile
barriers
Barriers?
  • What are the most significant barriers in getting the right people in the right jobs at the right time?
what is the right balance
What is the right balance?
  • Opportunity for everyone
  • Multiple programs, avenues, initiatives offered to employees to develop
  • Broader development goals, diverse experience (not just one “fast track”)
  • Expect some initiative on part of employees (e.g. on eligible list)
  • Motivating / prodding certain employees?
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