Waverley Borough Council Home Page Waverley Borough Council Home Page


Waverley Borough Council Committee System - Committee Document

Meeting of the Executive held on 06/12/2005
Health Check for Workforce Planning



ANNEXE 3

Health Check for Workforce Planning (5 meets criteria)

Introducing a workforce planning system to complement performance management requirementsScore 1-5
Do you have a business/service planning process, which integrates corporate and departmental objectives?5
Are your business/service plans with their resource implications, communicated between departments and the HR function?3
Does your authority work to a holistic ‘one organisation’ approach to people resourcing?3
Does your authority develop longer-term business/service plans, providing a framework for shorter term decision making? 4
Does the planning process link finances, human and other resource related issues for both short term and longer-term budget and business/service strategies?2
Do your planning cycles complement and feed into each other, e.g. business planning, project planning, team performance & individual performance assessment and training & development requirements? 2
Do you evaluate the cost of turnover within your organisation? (i.e. hidden costs such as expertise but also direct recruitment and training costs).3
Does your authority have the capacity (skills, knowledge) to prioritise and undertake workforce planning?4
Is the authority clear about what it wants to achieve through workforce planning and has it communicated this to stakeholders?2

Assessing current capacity and planning for the future
Score 1-5
Do you have a clear assessment of the numbers of employees and the skills needed to carry out today’s tasks efficiently?4
Do you have comprehensive, up to date and accessible personnel records? 4
Do you have information on employee skills and training records for the whole workforce?4
Do you capture the reasons why people leave your authority, by department, grade and occupation? 5
Do you know how long employees stay with the authority?5
Do you have a clear assessment of any areas of instability caused by turnover/absence, etc?4
Do you know how employee’s progress within the organisation e.g. career pathways?3
Do you have a ‘map of change’ (or organisational development activities) and how it will affect the numbers and types of employees required, e.g. e-government, Best Value recommendations, etc? 2
Do you know where you will have an excess or deficit of employees in particular functions, locations, grades depending on available business/service strategies? 4
Have you considered only one view of the future or a number of different scenarios??
Do you have a training needs analysis that considers the range of skills employees will need in the future in order to deliver improved services? 3
Do you have a training plan that addresses the future skills needs of employees? 3
Do you have recruitment & retention strategies that support the business objectives and link to your workforce requirements for the future?3

Monitoring and evaluating your systemsScore 1-5
Do you have a workforce plan that supports and delivers business/service improvement? 1
Do you review and, if necessary, revise the workforce plan, particularly in response to unexpected changes? 1
Is workforce planning information valued by managers and used to feed back into the business/service planning cycle?1
Have you developed a clear cost/ benefit analysis of workforce planning activity that can demonstrate added value?1
Do you have a defined set of indicators against which to measure the performance of strategies arising out of the workforce planning activity?1
Does your authority have an information/ knowledge management strategy that will improve the capture, storage and access to data for management information purposes? 4
Comms/exec/2005-06/214