Workforce Planning Process Worksheet

Introduction: How to Use This Template

Use this tool to work through the elements that will inform the workforce planning process. Simply fill in
the blanks provided below to capture decisions made throughout Steps 1-3 of the Design and Build a
Strategic Workforce Planning Toolkit blueprint.

To use this template, simply replace the text in dark grey with information customized to your
organization. When complete, delete all introductory or example text and convert all remaining text to
black prior to distribution.

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Date:

Initiate WFP Design

What is the desired outcome of The main driver is to improve our ability to forecast headcount demand.
WFP?
 What is driving the need for This will also help meet the outcome of projecting retirements for our
WFP? aging workforce.
 Are there any
predetermined outcomes?

What is the scope of WFP? Target area(s): Entire organization

Integration: Departmental workforce plans will be rolled up and integrated
into a single plan
Timeline: 9 months
Continuity: Building robust and ongoing capability to be revisited annually
People resources: 2 FTE workforce planning leads
Buy-in: Senior leadership bought-in

What are the goals and metrics Goal: Increase number of critical roles with succession plans by 20% by
of workforce planning? the next fiscal year.
Metric: Percentage of critical positions with a talent pool

Goal: Increase workforce productivity by 5% by the next fiscal year.

Metric: Revenue per FTE

Goal: Project talent gaps with 80% accuracy in the first year, increasing to
90% over the next two years.
Metric: Average accuracy rate

What talent framework(s) will we Competency framework and skills inventory.

be using? The skills inventory needs to be updated before it can be used.

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Who makes up the core WFP Sam Peterson – WFP lead, manages the process
team? Adriene Denson – WFP lead, manages the process
Terry Young – Data Analyst

What technology is available to HRIS and dedicated WFP software

support the WFP process?

Build the Analysis Toolkit

Who are the functional leaders
that will be involved in the
workforce needs analysis?
Darien Jones – Production
Lin Riley – Research & Development
Taylor Ryce – Purchasing
Ava Grey – Marketing
Devon Kennedy – Finance
Winston Hall – IT

What is the approach we will take Highly collaborative approach

to collaborating with functional
leaders?

Design the Forecast Framework

How far into the future will you 2 years, aligned with our strategic timeline
be forecasting?

How will you be conducting the We will use the Workforce Planning Workbook.
analysis to create the forecasts?

Who are the non-functional
stakeholders who will be
involved in the forecast?
Will forecasts be created in a
top-down or bottom-up manner?
Finance and IT will support the advanced data analysis.
Top-down because the functional leaders’ span of control is relatively
small.

Will formal predictive techniques Yes, the Delphi technique will be used.
be used for demand projections?

Which approach will be taken for Scenario A: WFP includes all roles.
analyzing critical roles?

Will any additional/unique No, only examining the four standard dimensions.
criteria be used to identify
critical roles?
Will gaps be rolled up to the Gaps will be rolled up to create an organization-wide plan.
organization level or remain at
the functional level?

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