When implemented, the model will provide seamless transitions through leadership succession, periods of growth, periods of reduction, shifts in skills needs, and workload imbalances. The model, as you can see, has five sequentially ordered steps, or modules, which we designed to give agencies a starting point as you embark on your own workforce planning initiatives. Let me walk you around the circle a little bit, and talk in more detail about these five modules. This is the key to linking the employees to the mission of the agency. This module focuses on the importance of mapping out a direction before beginning the actual work.
Planning is only effective if it is done with a goal in mind.
It also guides agencies in the development of their strategic plans to become high performing organizations. Based on that evaluation, the organization determines what personnel resources are required, what personnel resources will be available, and what the gap is in between. An organization must then look at what it needs, what it has, and what it will need and have in the future. Identifying this gap is one of the keys to successful workforce planning. This step includes conducting an assessment of key roles and competencies, and identifying the availability in the current and future workforce.