Workforce Planning Slide Show

Workforce Planning

What should I consider?• Need to attract and retain high quality staff.• Changes in programs or operations.• Fostering industry partnerships.• Imbalanced age or gender profiles.• Lack of diversity in staffing profiles.• Educational qualification base to meet futureobjectives.3

What are the benefits?• Identification of future staffing requirements and possible skillshortages or over supply.• A planned recruitment strategy including time frames andcosts.• A plan to close skill gaps can be prepared.• Specific recruitment or training initiatives can help plan fornew jobs.• Staffing costs may be reduced through close analysis ofstaffing requirements and ensuring appropriate levels of staff.• Staff development needs can be better identified.• Employees whose skills are unlikely to meet future needs canbe retrained.4

Who is Responsible for Workforce Planning?Directors and Deans will:• Prepare a three year workforce plan for annual review.• Provide projections of the workforce numbers required to deliverfuture services including any new roles/functions that may berequired.• Actively manage their workforce and take action on vacanciesthrough redesign of positions and/or services, recruitment,succession planning, development or redeployment of existingstaff.• Identify actions to address any gap between their workforceprojections and the available supply of staff and plan for and secureresources to close the gaps.• Review their workforce practice, strategies and plans to ensurethey contribute to the attraction, retention and development of a5capable workforce to achieve University goals.

What support will I get?The People and Culture Directorate will:• Develop human resource policies and strategies to helpimprove recruitment, retention, development and performanceof staff.• Support the delivery of Faculty/Divisional workforce plans andundertake environmental scanning and identify potential riskareas for the University in the workforce.• Provide advice on the potential impact of risks on servicedelivery and identify the systems, processes and programsrequired to manage identified risks.6

What if I don’t do a Workforce Plan?Making staff decisions in an adhoc way can resultin:• an inflexible workforce without the necessarycapabilities to deliver future services• inconsistent operational goals compared to theUniversity Strategic direction• an inability to attract and retain high quality staff• under-utilisation of staff• staff development resources wasted.8

For Further InformationContact People and Culture DirectorateJacinta CummingEmployee Relations ManagerTel. 4923 2259Email. j.cumming@cqu.edu.auLisa PenmanEmployee Relations ManagerTel. 4923 2258Email. l.penman@cqu.edu.auSharon ParrSenior Employee Relations AdvisorTel. 4923 2698Email. s.parr@cqu.edu.auLorelei ThompsonSenior Employee Relations AdvisorTel. 4923 2855Email. l.thompson@cqu.edu.au9