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Strategic Workforce Planning Readiness Assessment

Strategic Workforce Planning Readiness Assessment. Industry Regulatory Perspective. 10 out of 65 sites, or 15%, have been column 3 or higher in the last 3 years. Human Capital Root Cause Impact.

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Strategic Workforce Planning Readiness Assessment

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  1. Strategic Workforce PlanningReadiness Assessment

  2. Industry Regulatory Perspective 10 out of 65 sites, or 15%, have been column 3 or higher in the last 3 years

  3. Human Capital Root Cause Impact One facility identified Human Capital Management as a major contributor to their performance issues. The root causes included the following: • Root Cause (RC-01): Less than adequate assessment of organizational capability to address core work and known improvement activities.  • Root Cause (RC-02): Less than adequate process controls for a strategic, integrated, and risk informed approach to human capital resource allocation decisions that check and adjust to changing workload demands. This directly links back to lack of effective workforce planning and knowledge management processes

  4. Increased Focus In Revised PO&C’s • OP.2 Criteria 17 – Operator Staffing • EN.1 Criteria 22 to 25 - Acquire and Maintain Expert Knowledge • PI.3 Criteria 9 – Assessments on maintaining knowledge • OR.3 Criteria 19 to 24 – Staff Objectives • OR.4 All Criteria – Leader and Manager Development • CO.6 All Criteria – Human Resources

  5. Do You Have A Directional Understanding? • Where is the organization moving towards? • Am I prepared for the retirements? • What is my turnover and why? • What are the risks? • Who are the stakeholders and what are their needs? • How do I know if I am heading in the right direction?

  6. Industry Solution – Workforce Planning

  7. Managing Workforce Planning Risk • What are your Key Risk indicators • % of attrition by job • % eligible to retire • Avg age of employee • Avg years of service • Avg time to fill critical positions • Avg training lead times • % of empl completing training • What are your Business Drivers • Qualified workforce • Process efficiencies • Budget/Financial • Effective use of talent • Organizational performance • Safety objectives • Leadership effectiveness • What are your Risk Events • Knowledge deficiencies • Insufficient skill sets • Equipment failures • Unplanned outages • Regulatory oversight • What are your Potential Impacts • Financial/Earnings • Safety • Staffing • Customer • Business Performance

  8. Assessment Exercise – Are You Ready What is your organization’s performance in the area of strategic workforce planning? We will be handing out a tool to help you determine the readiness level of your workforce planning program.

  9. Business Planning – Assessing Readiness • Does the organization have a business plan, or leadership model, and is workforce planning part of that document? • Is your workforce planning integrated with business operations/finance organization? • Does the organization’s strategic focus support continuous workforce planning? Is it in a procedure? • Are the roles for formulating and implementing workforce planning in the organization clearly understood?

  10. Workforce Analytics– Assessing Readiness • Does the organization have a dashboard or information that focuses on projected attrition by organization and/or critical jobs? • Does your organization have a 5 year hiring plan? • Are the projected staffing needs instilled in the line organization at all stations? Does the line own the data? • Does the organization implement a comprehensive knowledge risk assessment process and is it linked with their workforce planning analytics?

  11. Workforce Development– Assessing Readiness • Does your organization have a well defined and implemented pipeline program? • Does your organization have a succession planning program for key leaders and is it used to fill future talent needs? • Does your organization have programs to develop new talent in a timely manner? • Does your organization have a robust knowledge transfer program in place?

  12. Execution & Metrics– Assessing Readiness • Does the organization have KPI’s that measures over all program results? • Are actions taken to check and adjust program results arising from the KPI’s? • Are the KPI’s regularly shared within the line organization? • Does your organization measure employee performance through a systematic process? Are actions taken based on poor performance?

  13. Assessment Results

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