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WORKFORCE PLANNING OVERVIEW 2009

WORKFORCE PLANNING OVERVIEW 2009. AGENDA. The Governor’s Vision Workforce Planning Background Workforce Planning Model State of Workforce Planning Q & A – Panel Discussion. Governor’s vision and mission for a New Georgia.

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WORKFORCE PLANNING OVERVIEW 2009

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  1. WORKFORCE PLANNING OVERVIEW2009

  2. AGENDA • The Governor’s Vision • Workforce Planning Background • Workforce Planning Model • State of Workforce Planning • Q & A – Panel Discussion

  3. Governor’s vision and mission for a New Georgia “Commitment to achieving results for Georgians and the changing culture of state government to be value-driven, customer focused, and results-oriented.”

  4. Workforce Law • State law specifies: (O.C.G.A. 45-20-1- section F) Each agency shall develop an annual workforce plan according to statewide criteria and guidelines and shall provide a report of such plan annually to the state merit system for incorporation into the statewide work force plan to be submitted to the Governor and the General Assembly.

  5. WHAT IS WORKFORCE PLANNING? • Systematic (well organized), proactive (future oriented) process • Aligns (links) strategic planning to human capital (the workforce – your people) and to your budget

  6. Not Just Predicting the future An inventory of all positions Creating plans as a one-time “event” Creating reports and listings that describe ”what was” Building HR capability It Is Building a longer-term context for short-term decision making Focusing on positions needed (proactively) Creating plans in response to the ongoing changing strategies Focusing on planning and “what will be” Solving and addressing staffing opportunities What Workforce Planning Is…

  7. Workforce Planning Model

  8. THE FOUR STEPS OF WORKFORCE PLANNING • Forecasting • Mission critical talent needs (i.e., competency, staffing, diversity) • Analyzing • Current workforce and talent supply • Developing & Implementing • HR strategies to close critical gaps (i.e., difference between current and future needs) • Strategies to address critical gaps • Evaluating • Make sure strategies are closing the identified gaps

  9. Why is workforce planning important? • Only 40% of new hires will work more than 5 years • 12,500 state employees are expected to retire in the next 5 years • State applicant pool is shrinking – budgetary concerns

  10. Workforce Planning Best Practices • Systematic approach • Focused on the future • Alignedto organization’s strategic plans • Collaborative effort • Living Progression • Targeted for success • Measurable outcomes

  11. State of Workforce Planning • Pewcenter Acknowledgement • Used as A Guide for Other Agencies

  12. Deliverables for calendar year 2009 Workforce Planning Submissions Due to The Workforce Services Consulting Team May 31, 2009 workforceplan@spa.ga.gov

  13. Deliverables for calendar year 2009 Lunch & Learn Dates Strategic Planning/Horizon Dates For more information about the finalized guidelines please visitOPB’s website:http://www.opb.state.ga.us/strategic-planning/strategic-planning.aspx

  14. Workforce Consulting Services Team Sabrina Armour, HR Consultant 404-651-9460 Tiffani D. Leigh, Project Coordinator 404-463-3539 DeKisha Montaque, HR Consultant 404-657-0362 Ann Phillips, Workforce Services Division Director 404-657-0581 Gwen Wiggins, WFCS Director 404-657-2158 State Personnel Administration (formerly the Georgia Merit System) 2 Martin Luther King, Jr., Drive 418 West Tower Atlanta, GA  30334 www.spa.ga.gov

  15. Questions

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