Workforce Planning Process

Define the Needs

Strategy Summary
2010 - 2012

Business Unit
Station or Department
HR Generalist
Date Prepared

INSTRUCTIONS:
Use the questions from the "Gap Analysis" tool to think about your future needs and the strategies to address those needs. List each WFP issue
and its corresponding strategy on a separate row below. Add rows as necessary. Transfer each Strategy over to the "Strategy Worksheet.”
ITEM 1. Current 2. Future 3. Gaps 4. Strategies
Two, or 40%, in our Engineering Will need new Engineers to backfill Cannot replace both engineers with Need to advance fill one engineer in
department will be 61+ over next 3 vacancies created by retirements. entry-level; need more advanced order to allow time for knowledge
1. years. (One Eng and one skills. Will we easily be able to hire transfer.
Consulting Eng.) someone with required knowledge,
skill sets?
One or 25%, of our Utility Person’s Will need new Utility Person trainees Do we have Trainees ready to Need to develop one trainee to
will be eligible to retire in three to backfill vacancies created by advance to UP? Will need to prepare for UP position. Due to
2. years. filling UP slots replace the one due to retirement training needs, need to hire/advance
fill one UP Tr position two years in
advance.
Critical position of meeting the May need to increase environmental May not be in compliance with Create a third position of Envir.
increasing environmental support with the addition of Title V environmental rules and regulations Compliance Coord. To support the
regulations implementation, additional tasks to and receive citations and fines? environmental programs at Brayton
3. support the Consent Decree, 316(a) Stations
and 316 (b) Studies.

Need to build scrubbers to meet New Scrubbers in place by 2011 Need additional staffing to run Staff at Trainee level two years in
environment guidelines scrubbers: advance to allow time for training
4. 2 Plant Operators
2 Mechanics

Strategy Summary Examples Page 1 of 19

 Director is eligible to retire. Will need Director to replace Need qualified station director, level Succession Planning
vacancy created by retirement. III.
5.

Strategy Summary Examples Page 2 of 19

 Buy or Build?

Buy Eng

Build UP

Buy UP Trainee

Buy ECC

Buy

Strategy Summary Examples Page 3 of 19

 Build

Strategy Summary Examples Page 4 of 19

INSTRUCTIONS:
Use the questions from the "Gap Analysis" tool to think about your future needs and the strategies to address those needs. List each WFP issue
and its corresponding strategy on a separate row below. Add rows as necessary. Transfer each Strategy over to the "Strategy Worksheet.”

ITEM 1. Current 2. Future (SHORT TERM ) 3. Gaps 4. Strategies

The operation of three vessels is
currently overloading our finance
Finance department due to the need for
numerous reports from both the
owner and Asco side
Challenging to find affordable finance or
With additional owners-vessels , the finance and Advance-fill one Finance and Accounting expert for
accounting experts with expertise in
accounting workload will increase, requiring at least one seamless knowledge transfer, ensuring readiness to
maritime industry and formalized with
more accountant support when the expert starts
software like SAP, BI, and NS5

selecting someone between Captain and First Officer for

3 Aframax working without any Challenging to find an affordable assistant seamless knowledge transfer, ensuring readiness to
VESSEL major operation issue , non any until 5 vessel there will not be any probler from DPA on with international maritime experience, support when the expert starts
OPERATION observation within PSC or SIRE vessel operation , will be required assitents familiarized with Aframax-specific
Inspection requirements

1) Increase Azerbaijani cadets on board of Aframaxs . 2)

After outsourcing termination with ITM , we anticipate a Facing challenges in securing Azerbaijani Begin sourcing candidates from manning agencies. 3)
Outsourced crew manning services, with shortage of crew members formalized with Aframax senior officers with experience in Aframax Initiate screening of top cadets from maritime academies
HR/CREW focusing on control, follow- vessels.and with increasing the number of owner vessels, in compliance with Flag
HR/CREW up, and approval of crew-related Require at least one support person to coordinate crew Administration regulations and responding
expenses placement, catering, and other crew related to international safety requirements, PSC,
management service SIRE Inspection, etc

THECHNICAL

PROCURMENT
 Buy or Build?

Build

Build

Buy (in short term ) Build (in

long term )
INSTRUCTIONS:
Use the questions from the "Gap Analysis" tool to think about your future needs and the strategies to address those needs. List each WFP is
and its corresponding strategy on a separate row below. Add rows as necessary. Transfer each Strategy over to the "Strategy Worksheet.”

ITEM 1. Current
es to address those needs. List each WFP issue
h Strategy over to the "Strategy Worksheet.”

2. Future (SHORT TERM ) Future (LONG TERM) 3. Gaps

4. Strategies Buy or Build?
 Workforce Plannin

Strategy Work
2010-2012

BUY Strategies (require additional FTEs):

● For advance fill justification, list year in which you will advance fill and incumbent's name
● For event-driven needs, justify needs for additional authorized position
Critical Job(s) Strategies to Buy

BUILD Strategies (do not require additional FTEs):

Critical Job(s) Strategies to Build
Training/development program for Utility Person Trainee to build required skills
Finance and accounting for Utility Person position.

Training/development program for Utility Person Trainee to build required skills

Crew Assitent for Utility Person position.

Training/development program for Utility Person Trainee to build required skills

for Utility Person position.
DPA Assistant
 Workforce Planning Process
Define the Needs
Strategy Worksheet
2010-2012

Business Unit
Station or Department
HR Generalist
Date Prepared

fill and incumbent's name

Justification for advance fill or event- Metrics - how success will be

Action Items
driven Staffing Need measured

Metrics - how success will be

Strategies to Build Action Items
measured
m for Utility Person Trainee to build required skills

m for Utility Person Trainee to build required skills

m for Utility Person Trainee to build required skills

Person(s) Accountable Target

Person(s) Accountable Target

General Manager /HR non started

General Manager /HR non started

General Manager / DPA non started

 Workforce Planning Process
Define the Needs
Strategy Worksheet
2010-2012

Business Unit Fossil & Hydro

` Station or Department Brayton
HR Generalist Jane Smith

Date Prepared 4/14/2009

BUY Strategies (require additional FTEs):

● For advance fill justification, list year in which you will advance fill and incumbent's name

● For event-driven needs, justify needs for additional authorized position

Justification for advance fill or event-driven Metrics - how success will
Critical Job(s) Strategies to Buy Action Items Person(s) Accountable Target
Staffing Need be measured

Engineers Due to specialty, need to advance fill Employee 36 (age 58) advance fill in 2011 Qualified candidates placed Develop recruiting Management/HR 1. in Jan. 2011
engineer for knowledge transfer. Employee 4 (age 64) advance fill in 2010 into Adv Fill positions strategy for engineering 2. in Jan. 2010
positions.
Utility Person Due to training needs, need to Employee 49 (age 58) advance fill in 2011 Qualified candidate placed Develop recruiting Management/HR Jan. 2011
hire/advance fill one Utility Person into Adv Fill position strategy for UP tr.
Trainee in advance.
Sr/ECC Create second position of ECC to Sr/ECC Successful hire of qualified Develop recruiting Management/HR Jan. 1010
support the environmental programs Sr/ECC at Station. strategy for Sr/ECC.
at Mt. Storm.
Plant Operators (2) Staff at Trainee level two years in Additional staffing required to maintain Scrubbers, to 1) # of qualified candidates Develop recruiting Management/HR Jan. 2011
Mechanics (2) advance to allow time for training. be installed, up and running in 2013. 2) Staff able to operate and strategy for positions.
maintain new scrubbers

BUILD Strategies (do not require additional FTEs):

Metrics - how success will

Critical Job(s) Strategies to Build Action Items Person(s) Accountable Target
be measured

Utility Person Training/development program for Utility Person Trainee to build required skills for Utility UP position should never Maintain a trained UP Management/Operations On-going
Person position. becomes vacant due to lack
of qualified individuals
available.
Director Succession Planning Position Successful replacement for Monitor progress & Executives and HR On-going
Station Director. developoment of
succession candidates.

06/05/2024 761519634.xlsx Page 13

 WORKFORCE PLANNING-DEFINE THE NEEDS
STAFFING PLAN
2010-2012
BUY STRATEGIES

2009 2010 2011 2012 2010 2011 2012

Q1 Q2 Q3 Q4 TOTAL

CURRENT STAFFING WORKFORCE PLANNING PROJECTIONS

Authorized

Authorized

Authorized

Authorized
*Event Driven

*Event Driven

*Event Driven
Vacancies

Internal Movement

Risk Assess / Retirement

Internal Movement

Risk Assess / Retirement

Internal Movement

Risk Assess / Retirement

Location Critical Position STAFFING NEEDS

Advance Fill

Advance Fill

Advance Fill
On Payroll
(Event Driven & ADV)

0 0 0 0
0 0
0 0
0 0
0 0
0 0

*Impact on Authorized Staffing number

2010 Authorized equals 2009 authorized plus 2010 event-driven staffing
2011 Authorized equals 2010 authorized plus 2011 event-driven staffing
2012 Authorized equals 2011 authorized plus 2012 event-driven staffing
Staffing Needs: ● Determine in which quarter you will fill your 2010 staffing needs
● Staffing needs for 2011 and 2012 will auto calculate based on WFP projections for those respective years
 WORKFORCE PLANNING
WORKFORCE PLANNING-DEFINE THE NEEDS
STAFFING PLAN
2010-2012
BUY STRATEGIES

2009 2010 2011 2012 2010

Q1 Q2 Q3
CURRENT STAFFING WORKFORCE PLANNING PROJECTIONS
Location Critical Position

Authorized

Authorized
On Payroll

Advance Fill

Risk Assess /

Risk Assess /
Vacancies

Retirement

Advance Fill

Retirement

Advance Fill

Risk Assess /
Retirement
*Event Driven

Internal Movement

Authorized

*Event Driven

Internal Movement

Authorized

*Event Driven

Internal Movement
STAFFIN
(Event Driv

Baku Office Consulting Engineer 1 1 0 1 1 (1) 0

Baku Office Engineer III 4 4 0 1 4 1 (1) 4 5 1

Baku Office Director III 1 1 0 1 (1) 1 1

Baku Office Mechanic 6 6 0 6 2 8 8
Baku Office Plant Operator IV 10 10 1 10 2 12 12
1
Baku Office Sr/ECC 2 1 0 1 3 3 3

Baku Office Utility Worker 4 4 0 4 1 4 (1) 4

*Impact on Authorized Staffing number
2010 Authorized equals 2009 authorized plus 2010 event-driven staffing
2011 Authorized equals 2010 authorized plus 2011 event-driven staffing
2012 Authorized equals 2011 authorized plus 2012 event-driven staffing
Staffing Needs: ● Determine in which quarter you will fill your 2010 staffing needs
● Staffing needs for 2011 and 2012 will auto calculate based on WFP projections for those respective years
2010 2011 2012
Q4 TOTAL

STAFFING NEEDS
(Event Driven & ADV)

2
2
 WORKFORCE PLANNING-D
STAFFING P
2010-2012
BUY STRATE

2009 2010

CURRENT STAFFING WORKFORCE P

Internal Movement
*Event Driven

Risk Assess / Retirement

Authorized
Location Critical Position

On Payroll

Advance Fill
Vacancies

*Impact on Authorized Staffing number

2010 Authorized equals 2009 authorized plus 2010 event-driven staffing
2011 Authorized equals 2010 authorized plus 2011 event-driven staffing
2012 Authorized equals 2011 authorized plus 2012 event-driven staffing
Staffing Needs: ● Determine in which quarter you will fill your 2010 staffing needs
● Staffing needs for 2011 and 2012 will auto calculate based on WFP projections for those resp
 ORKFORCE PLANNING-DEFINE THE NEEDS
STAFFING PLAN
2010-2012
BUY STRATEGIES

2010 2011 2012 2010

Q1 Q2 Q3 Q4

WORKFORCE PLANNING PROJECTIONS

Internal Movement

Internal Movement
*Event Driven

Risk Assess / Retirement

*Event Driven

Risk Assess / Retirement

Authorized

Authorized

Authorized
Advance Fill

Advance Fill
STAFFING NEEDS
(Event Driven & ADV)

0 0

WFP projections for those respective years

10 2011 2012
TOTAL

STAFFING NEEDS
vent Driven & ADV)

0 0
0 0
0 0
0 0
0 0
0 0