Try Smartsheet for FREE STRATEGIC WORKFORCE PLANNING

STRATEGIC WORKFORCE PLANNING COMPANY NAME Street Address City, State and Zip webaddress.com Version 0.0.0 00/00/0000 TEMPLATE

VERSION HISTORY
VERSION	APPROVED BY	REVISION DATE	DESCRIPTION OF CHANGE	AUTHOR

PREPARED BY	TITLE	DATE
APPROVED BY	TITLE	DATE

TABLE OF CONTENTS

1.	EXECUTIVE SUMMARY	3

2.	STAKEHOLDERS	3

3.	STRATEGIC DRIVERS	4

4.	SUPPLY ANALYSIS	5

5.	DEMAND ANALYSIS	6

6.	GAP ANALYSIS	7

7.	SOLUTION FORMULATION AND IMPLEMENTATION	8

8.	MONITORING AND EVALUATION	8

EXECUTIVE SUMMARY

Executive Summary for overall Strategic Workforce Plan

STAKEHOLDERS

List of Internal and External Stakeholders

STAKEHOLDER NAME	ROLE	CONTACT INFORMATION

STRATEGIC DRIVERS

Short and long-term organizational goals
Expected program changes over the next 1-3 years and what drives these changes
Specific workforce challenges the organization is expected to face in the short and long-term
Challenges in emerging market and economic and political environment
Stakeholder engagement strategies
Upcoming legislative, policy, or regulatory changes that may affect organization

SUPPLY ANALYSIS

Current workforce demographic
Assessment of workforce alignment / support to current business strategy and needs
Number of employees at each organizational level
Attrition rates and the effect on organization’s ability to deliver services
Current distribution of employee years of service
Overall workforce retirement eligibility in (X) years
Workforce retirement eligibility in (X) years for leadership & mission-critical / hard- to-fill positions
Plans (if any) to fill behind employees who have left (recruitment sources, internal/external hires, grades, etc.)
Costs of replacing talent internally vs. externally

DEMAND ANALYSIS

Plan or strategy to measure workload in the organization (include units of measurement)
Amount of work anticipated per year, based on the strategic plan (or other projection of work)
Number of people needed to accomplish current workloads
Any anticipated workload changes due to efficiency gains, program changes, or other circumstances

GAP ANALYSIS

Describe the gaps between your workforce supply and workload demand.
Identify what gaps are most critical considering the strategic goals.
Prioritize the gaps in terms of what to address first, second, third, etc.
Identify which gaps are most difficult and easiest to close.
Identify which gaps have more of an effect on organizational performance.

SOLUTION FORMULATION AND IMPLEMENTATION

Identify any existing workforce intervention strategies.
Identify any applicable strategies other organizations used when faced with similar problems.
State the most critical gaps to address.
Assess if the solution requires a multi-pronged approach (if so, describe possible approaches).
Identify any factors that might impede the success of the strategy (unions, federal law, organizational policies, etc.).
Describe short-term and long-term implementation activities.

MONITORING AND EVALUATION

Describe how workforce solutions will be monitored and how progress will be measured (include any metrics or key performance indicators).
Identify any factors critical to the success of workforce planning and implementation efforts.
Describe how revisions to the approach will be implemented. Identify any changes in the internal or external business environment that would cause the plan to need revision.
Describe the organization’s established processes to collect relevant workforce data and trends for this plan.

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