WORKFORCE FORECASTING TEMPLATE

BUSINESS GOALS AND INFLUENCERS
GOALS
VISION
GOALS Short, Medium, and Long-Term
CUSTOMERS Current and future customer landscape
INTERNAL AND EXTERNAL FACTORS
IMPACT Consider future growth or downsizing, process changes, etc.
INTERNAL FACTOR IMPACT
EXTERNAL FACTOR IMPACT Consider industry trends, economic conditions, market shifts, etc.
OUTLOOK
WORKFORCE NEEDS Skills and capabilities required to fulfill goals; noted areas of impact

CURRENT WORKFORCE PROFILE
CURRENT SKILLS, CAPABILITIES, AND CAPACITY
ROLE TYPES AND QUANTITIES	LEVELS OF SKILLS AND QUALIFICATIONS	EMPLOYMENT TYPES
Workforce role types with numbers breakdown	Current workforce skills, competencies, and developmental goals	Employment types with overview of paid / unpaid, full / part-time
CURRENT WORKFORCE CHARACTERISTICS
GENDER DISTRIBUTION	ETHNICITY PROFILE	AGE PROFILE
EARNINGS PROFILE	DISTRIBUTION / WORKFORCE LOCATIONS	WORKFORCE RECOGNITION & SUPPORT STRUCTURES
REGIONAL / NATIONAL COMPARISON	VACANCY / RECRUITMENT PRACTICES	EXIT PROCESSES

STRENGTHS ANALYSIS
ADVANTAGES	DISADVANTAGES
STRENGTHS	WEAKNESSES
CURRENT
Consider current resource, capability, and performance strengths and issues. What is done well and what areas require improvement?
OPPORTUNITIES	THREATS
FUTURE
Identify potential opportunities and potential threats. What future developments could attract required workforce? Are there potential skills shortages, workforce competition, recruitment or retention issues, or distribution challenges to consider?

FUTURE WORKFORCE PROFILE
FUTURE SKILLS, CAPABILITIES, AND CAPACITY
ROLE TYPES AND QUANTITIES	LEVELS OF SKILLS AND QUALIFICATIONS	EMPLOYMENT TYPES
Workforce role types with numbers breakdown	Future workforce skills, competencies, and developmental goals	Employment types with overview of paid / unpaid, full / part-time
FUTURE WORKFORCE CHARACTERISTICS
DESIRED GENDER DISTRIBUTION	ETHNICITY PROFILE	IDEAL AGE PROFILE
TARGET EARNINGS PROFILE	POTENTIAL DISTRIBUTION / WORKFORCE LOCATIONS	WORKFORCE RECOGNITION AND SUPPORT STRUCTURES
REGIONAL / NATIONAL COMPARISON	VACANCY / RECRUITMENT PRACTICES	EXIT PROCESSES

GAP ANALYSIS
WORKFORCE NEEDS	GAPS BETWEEN STATE OF CURRENT AND FUTURE WORKFORCE	PRIORITY	MEASURES TO TAKE TO ADDRESS GAPS
ROLE TYPES AND QUANTITIES
LEVELS OF SKILLS AND QUALIFICATIONS
EMPLOYMENT TYPES
GENDER DISTRIBUTION
ETHNICITY PROFILE
AGE PROFILE
EARNINGS PROFILE
DISTRIBUTION / WORKFORCE LOCATIONS
WORKFORCE RECOGNITION AND SUPPORT STRUCTURES
REGIONAL / NATIONAL COMPARISON
VACANCY / RECRUITMENT PRACTICES
EXIT PROCESSES

WORKFORCE DEVELOPMENT PLAN
WORKFORCE CHALLENGES PRIORITIES	ACTIONS REQUIRED	DESIRED OUTCOMES	WHO	WHEN
PLANNING
ENGAGEMENT & RECRUITMENT
SUPPORT, TRAINING, & DEV.
RECOGNITION & RETENTION
LEADERSHIP & COMMUNICATION
OTHER

TRAINING AND GROWTH PLAN
TRAINING / GROWTH REQUIREMENT	NEED ADDRESSED	WHO	TIMELINE	DELIVERY METHOD	PROVIDER	PROJECTED COST

WORKFORCE FORECASTING REVIEW AND EVALUATION
DATE FORECAST COMPLETED	COMPLETED BY
YES or NO
Is there a clear picture of where the business is going?
Is there a strong understanding of future requirements?
Have areas of workforce development need been identified in order to reach set goals?
SUCCESSES Describe elements of the planning process that went well.
FUTURE IMPROVEMENTS Describe changes you would make to the process.
TAKEAWAYS List key actions to carry into future planning processes.
ADDITIONAL COMMENTS

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