# Presentation: 538754

##          Federal Workforce Planning Model

**SET STRATEGIC DIRECTION**

**SUPPLY, DEMAND & DISCREPANCIES**

**DEVELOP ACTION PLAN**

**IMPLEMENT ACTION PLAN**

**MONITOR, EVALUATE & REVISE**

**         ****Federal Workforce Planning Model**

## Federal Workforce Planning Model

**SET STRATEGIC DIRECTION**

**SUPPLY, DEMAND & DISCREPANCIES**

**DEVELOP ACTION PLAN**

**IMPLEMENT ACTION PLAN**

**MONITOR, EVALUATE & REVISE**

**Design a Workforce Plan to Address Competency Gaps**
**Set Specific Goals**
**Develop HR Infrastructure to Support the Workforce Plan**

**Analyze Workforce**
**Demographics**
**Trends**
**Projections**
**Diversity**
**Educational Pipelines**
**Conduct Competency Assessment and Analysis**
**Compare Workforce Needs Against Available Competencies**

**Organize and Mobilize Strategic Partners**
**Set Vision/Mission/Values/Objectives**
**Review Organizational Structure**
**Conduct Business Process  Reengineering**
**Set Measures for Organizational Performance**
**Position HR to be an Active Partner**

**Communicate the Workforce Plan**
**Gain Organizational Buy-In**
**Conduct Organizational Assessments**
**Conduct Recruiting, Hiring, and Placement**
**Conduct Succession Planning**
** ****Restructure Where Needed**
**Implement Retention Strategies**

**Assess Success & Failures**
**Adjust Plan ****as**** Needed**
**Address New Workforce and Organizational Issues**

**Federal Workforce Planning Model**

## Federal Workforce Planning ModelSet Strategic Direction

**What must the organization accomplish?**
**What workforce will be needed?**
**What are the “mission-critical” occupations?**
**What skills and competencies will the workforce need?**
**How well does the organization’s structure support the mission?**
**How efficient are the business processes?**

## Federal Workforce Planning ModelSupply, Demand, and Discrepancies

**Workforce analysis**
**By occupation, function, etc. **
**Age distribution, tenure, diversity**
**Skills**
**Supervisory ratio**
**Labor market supply**
**New Hires**
**Contract**

## Federal Workforce Planning ModelDevelop Action Plan

**Some possible actions to consider**
**Recruiting**
**Development**
**Retention**
**Restructuring**
**Outsourcing**
**Infrastructure impact**

## Federal Workforce Planning ModelImplement Action Plan

**Implement**
**Communicate**
**Assess workforce attitudes**

## Federal Workforce Planning ModelMonitor, Evaluate, Revise

**How effective is the workforce plan?**
**What is succeeding?**
**What has failed?**
**What issues need to be addressed?**

## Federal Workforce Planning Model

**SET STRATEGIC DIRECTION**

**SUPPLY, DEMAND & DISCREPANCIES**

**DEVELOP ACTION PLAN**

**IMPLEMENT ACTION PLAN**

**MONITOR, EVALUATE & REVISE**

**Design a Workforce Restructuring Plan**
**Develop Ways to Address Skills Gaps**
**Set Specific Goals**

**Analyze Permanent Workforce**
**Demographics (Age, Grade,Tenure)**
**Retirement Trends**
**Attrition**
**Describe Non-permanent Workforce**
**Conduct Skills Assessment and Analysis**
- Identify Supervisors & Managers
- Occupation
- Grade
- Geographic Location
- Supervisor-to-staff Ratio

**Organize and Mobilize Strategic Partners**
**Set Vision/Mission/Values/Objectives**
**Review Organizational Structure**
**Conduct Business Process  Reengineering**
**Set Measures for Organizational Performance**

**Communicate the Plan**
**Conduct Recruitment and Training**
**Implement Retention Strategies**
** ****Restructure Where Needed**
- Conduct Organizational Assessments

**Assess Effectiveness**
**Adjust Plan ****as**** Needed**
**Address New Workforce and Organizational Issues**

**Federal Workforce Planning Model**

***WF***
***Restructuring***

**Notes:**
Here’s an example of the general workforce planning model applied to the development of a workforce restructuring plan--as OMB required in its May 8, 2001, bulletin 01-07.
The model fits the task very nicely.