Develop a Workforce Plan

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Workforce planning is a core function of human resource management in the planning and evaluation of your organization.

Workforce Plan Elements

A process used to Identify and analyze what an organization currently need as well as will need into the future to achieve its objectives in terms of:

  • Size of workforce
  • Type of positions
  • Experience, knowledge, and skills of its workforce

Learn About a Strategic Workforce Plan

  • A 3-5 year forecast of your organization aligned to business needs and outcomes
  • Identifies the workforce implications, current, transition and future of business strategic objects including scenario planning

Learn About an Operational Workforce Plan

  • A 12–18 month plan aligned with the business planning cycle
  • Gathers, analyzes and reports on workforce planning strategy

Workforce Plan Components

Learn about the common components of a workforce plan and areas of consideration when evaluating your workforce.  

Forecasting and Assessment

Workforce estimates:

  • The internal and external supply and demand
  • Labor costs
  • Organizational growth rates
  • Revenue sources

Identifying job and competency needs

  • Doing a skills-and-interest inventory

Identifying metrics

  • Determine the effectiveness of workforce planning

Succession Planning

Designating:

  • The progression plan for key positions
  • The growth and development of existing staff

Leadership development:

  • Designating high-potential employees
  • Coaching
  • Mentoring
  • Rotating people into different projects

Recruiting

Estimating current and future needs:

  • Head count
  • Positions
  • Location
  • Timing

Backfill positions:

  • Designating key-position backups

Be knowledgeable of environmental forecast:

  • Forecasts of industry and environmental trends
  • Be conscience of a competitor's assessment

Retention

Forecasting turnover rates:

  • Identifying who is at risk
  • Determine the staff organizational role

Career pathing:

  • Develop plans on how to retain staff
  • Career counseling for employees to help them advance their careers

Redeployment

Deciding who is eligible for redeployment:

  • Impact to the department losing the staff member
  • Impact to the department gaining the staff member

Contingent Workforce

Designating the percentage of employees who will be contingent, and in what positions.

Potential Retirements

Determine:

  • Who is eligible
  • When they are eligible
  • Who will replace them
  • What alternative work arrangements are available that could prevent a retirement problem

Performance Feedback

Instituting opportunities to:

  • Set expectations
  • Assess individual and organizational success
  • Put together development plans (both individual and collective)

Position Categorization

Categorize the different positions within your organization and how they are funded. 

Staff Positions

List of positions to include in your plan:

  • Overall ongoing and fully funded positions
  • Other positions that are funded – describe the length of time that they are funded (this semester, year, multi-year, etc.)
  • Open positions that are fully funded
  • Open positions without the necessary funding

Faculty Positions

List of positions to include in your plan:

  • Instructional delivery model – what is the “mix” of adjuncts, full time teaching faculty (ladder/non-ladder)
  • Overall set of “ongoing and fully funded” positions
  • Other positions that are funded – describe the length of time that they are funded (this semester, year, multi-year, etc.)
  • Open positions that are fully funded
  • Open positions without the necessary funding

 

Determine the Role of Positions

Through the evaluation of positions, it is critical that you understand what role each position currently and into the future will play within your organization. 

Learn more about the different roles that exist for position evaluation.

Strategic Role

Positions essential to the department that play a major role in setting direction and significantly enhance the opportunity for departmental success.

Core Role

Key positions in the delivery of services and producing results. They are the "Engine of the Enterprise", overall functionality and the duties and responsibilities are essential to meet the goals, mission, and vision of the department.

Currently Utilized Role

Positions that provide needed services, however, choices can be made to deliver services through alternative means.  

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Think About the Financials

Once you have determined what your future employment needs are for services, you need to think about the funding that is required for these employment needs.

Current Workforce

  • Determine your current workforce payroll
  • Calculate estimates for the next 3 years of payroll using SIRI

Attrition

  • Estimate the anticipated payroll reductions each year for 3 years due to attrition from your current workforce
  • If you are responsible for fringe costs, include these costs in your estimates

Future Staffing Needs

Using market data, for each year for the next 3 years estimate the cost of:

  • Replacement positions
  • Reorganization
  • Reimagined positions

Contact an Expert

Jamie Lynn Bluhm

Director

State Workforce Planning and Recruitment

Phone: 716-645-4433

Email: jlbluhm@buffalo.edu

Delorian Miller

Recruitment and Position Specialist

State Workforce Planning and Recruitment

120 Crofts Hall

Phone: 716-645-4432; Fax: 716-645-2724

Email: dem34@buffalo.edu

Brendan Tom

Recruitment and Position Specialist

State Workforce Planning and Recruitment

120 Crofts Hall

Phone: 716-645-4529; Fax: 716-645-2724

Email: bjtom@buffalo.edu

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