Template 2 -Workforce Plan

Executive Summary
Outline of the content of the plan.

(40-80 words)

Workforce plan overview

Key points
Workforce
requirements

Summary of workforce
requirements as identified in
the report in Task 2.1

Scope

For what organisational level is

the workforce plan being
developed? (e.g. unit, section,
branch, division, group,
agency, department, etc.) Will
the workforce plan cover all
workforce segments or critical
job roles only? What are the
main inclusions and exclusions
of plan? (e.g. due to data
constraints a workforce profile
will be excluded)

(30-50 words)
Alignment
Outline how the workforce plan
will support the achievement of
organisational strategic and
operational objectives.
(40-80 words)
Objectives Objectives KPIs

What is the outcome you are

seeking to achieve from the
implementation of the
workforce plan? Define 6
objectives of the workforce
plan.
Determine 2-KPIs/objective.
Makes sure to include
objectives about:
 Addressing unacceptable
turnover (if required)
 Retain skilled labour
 Key points
 Workforce diversity and
cross-cultural management
 Source skilled labour
 Being an employer of
choice
 Succession planning

Outputs

What will the outputs of the

project be? (Example: number
of new hires, training
outcomes, % of a diverse
workforce, decrease in
turnover). 4-5 outputs.
Budget

Total budget to implement the

workforce plan.
Timeline Timeline Start:
Finish:
When will the implementation Milestone 1:
of the workforce plan begin?
When is it scheduled to finish Milestone 2:
(and be integrated into
business as usual)? What are Milestone 3:
the timeframes associated with
key components of the plan? Milestone 4:
Identify 4-5 milestones.
Milestone 5:
Responsibility Major Tasks Role/Responsibility

Identify 4-5 key roles and

responsibilities associated with
major tasks for the
implementation of the
workforce plan.
Responsibility may include:
 Operations
 Reporting
 Admin support
 HR advice
 Training and
Development
 Issue resolution
 Risk management
 Monitor and control
Etc...
Monitoring and
control

Summarise how the

implementation of the
workforce plan will be
monitored and controlled. (40-
80 words)

Gap Analysis
Compare the current workforce analysis with the workforce requirements and document four gaps that you have identified (Add
rows if needed).

Current Required Gap

Example: Example: Example:
2 receptionists in X office 3 receptionists in X office 1 receptionist role to fill

Strategies to support the achievement of key objectives

Develop and summarise key strategies to support the achievement of critical objectives. (30-50 words/strategy)

Strategy Summary

Unacceptable turnover
Retain skilled labour
Workforce diversity and
cross-cultural management
Skilled labour
Employer of choice
Succession planning

Staffing action plan

Review the staffing information FY2020-21 in Appendix 1 and develop a staffing action plan for each position.

Note:

 Review the org chart

 Review the number of staff/branch under the operational plan
 Consider the total of staffing needs/position. Example: Branch Managers in Sydney+ Melbourne +Perth +Adelaide +
Canberra. This is a high-level exercise.
 In your review, consider current staff, required and exiting to calculate the staffing targets. Targets= Required – Current
– Exiting.
 Consider that all staff in the rental customer service division will be made redundant and there is a preference to
advertise job vacancies internally
 When planning activities to achieve the staffing targets, consider activities such as:
o Promotion
o Redeployment (move)
o New Hire
o Secondment
 For each position specify how many new hires, how many promotions etc…
 Identify key considerations. For example: positions offered internally first, training needs for secondment, vacancies
caused by promotions etc..

Position Staffing target for FY Activity

2020-21
Senior manager
Branch manager
Line manager (service, sales)
Sales force
 Position Staffing target for FY Activity
2020-21
Rental customer service
(redundant)
Mechanic
Considerations

Communication Matrix
Develop a communication matrix to facilitate stakeholder engagement and communication for implementation and post-
implementation of the workforce plan. (6-8 stakeholder groups and/or individuals)

Stakeholder Communication Communication Frequency

(Groups and or individual) Need/s Medium/media
Example: Example: Example: Example:
Board of director, Managing Reporting, news, information Email, meetings, newsletter, Weekly, ad hoc, fortnightly,
Director, Departmental and data, surveys/feedback social media platform, mobile monthly etc..
managers, teams, offices, etc… app etc..
government agencies etc…

Risk assessment and contingency planning

Identify two risks for each workforce objective and develop a risk treatment strategy for each risk. If the risk is extreme, outline a
contingency plan for that risk.

Example:
Risk Evaluation
Likelihood

Consequences

Risk Treatment or
Risk Contingency Plan
Objective
Description
(20-50 words)

All staff to become
proficient in the use of
new IT system.
Different pre-existing L Mo H Organise additional training session for
IT knowledge and staff with lack of IT knowledge and skills.
skills in the workforce Explore the opportunity to run this session
online.
Productivity loss L Mo H Plan training to ensure minimum function
when scheduling in each department is covered to minimise
training time for staff. disruptions. Schedule training on Friday
afternoon.
 Risk Evaluation
Likelihood

Consequences
Risk Treatment or
Risk Contingency Plan
Objective
Description
(20-50 words)

 Likelihood: Almost certain (A) Likely (L) Moderate (M) Unlikely (U) Rare (R)
 Consequence: Insignificant (I) Minor (Mi) Moderate (Mo) Major (Ma) Catastrophic (C)
 Evaluation: Extreme (E) High (H) Medium (M)