WORKFORCE PLANNING & DIVERSITY ASSESSMENT TOOL

Preparation and Implementation of Workforce Plans

To achieve positive outcomes for the Western Australian community, it is imperative the public sector workforce is managed effectively. This is identified in a range of cross-government documents and strategies such as Strategic Directions for the Public Sector Workforce 2009-2014 and Commissioners Circular 2011-02. Strategic Directions contains 38 initiatives addressing challenges the public sector faces; attraction, retention, leadership, capacity building and flexibility in metropolitan and regional Western Australia. To ensure workforce issues are identified and managed, public sector agencies are required to prepare and implement a Workforce Plan for Public Sector Commission (PSC) endorsement. A Workforce Plan sets direction for achieving a capable, efficient and effective workforce that meets current and future challenges and provides enhanced service delivery to the Western Australian community.

Integration of Equal Employment Opportunity Compliance Requirements

Section 145(1) of the Equal Opportunity Act 1984 (the Act) requires all agencies to prepare and implement an Equal Employment Opportunity (EEO) Management Plan. A diverse workforce is an important component of workforce planning. The government remains committed to increasing the profile of diversity groups within the public sector. As such, a key strategy is the integration of EEO Management Plans within the agencys broader Workforce Plan. This strategy encourages a fully integrated approach to workforce planning issues. Agencies need to consider how they can most effectively achieve EEO, diversity and workforce planning outcomes relevant to their business. This assessment tool will assist agencies to meet the requirements of section 145(2)(a)(h) of the Act, considered in the broader workforce planning context. As a statutory officer, the Director of Equal Opportunity in Public Employment must be satisfied with the extent to which agencies meet their obligations under the Act.

This Assessment Tool

PSC has established a workforce planning and diversity advice and consultation service. This assessment tool forms part of a suite of tools designed as a discussion starter between your agency and PSC. When completed, it also provides a brief inventory of workforce planning strategies and initiatives. The information from this tool will identify areas of strength for your agency and highlight areas needing improvement. Aligned with our Branchs brief, we hope that this information will enable greater sharing of workforce planning information across the public sector. The tool is arranged around the four phases of our workforce planning model. While the four phases are listed in a particular Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)

order, they do not necessarily occur in that order and you may find yourself moving between them. The four phases also represent a general model for planning they are not just applicable to workforce planning but apply in a range of circumstances and to individual strategies themselves. This tool uses the following developmental scale: Not applicable (NA) Not applicable to your agency; Not commenced (NC) Your agency has identified the need to undertake work in relation to this item but this work has not yet commenced; Needs development (ND) Your agency has identified and/or commenced work relating to this item, but it requires further development; Developed (D) Your agency has an effective strategy or process in place in relation to this item; Highly developed (HD) Your agency has advanced strategies or processes in place in relation to this item and may be considered a leader in this area across the public sector. A dedicated consultant from PSCs Workforce Planning and Diversity Branch is available to assist with agency workforce planning and diversity priorities. The suite of workforce planning and diversity tools (of which this assessment tool is a part) is available at www.publicsector.wa.gov.au.

WORKFORCE PLANNING & DIVERSITY ASSESSMENT TOOL

WORKFORCE PLANNING & DIVERSITY ASSESSMENT TOOL

Agency: Chief Executive Officer: Submitting Officer: Contact Number:

In regard to workforce planning, please rate your agencys level of development in the following items... Gaining management support and buy-in Considering agency goals and functions, client needs, desired outcomes and key performance indicators within the strategic planning process Addressing whole of public sector plans and strategies

N A

N C

N D

H D

Please provide commentary/examples for your agency

Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)

SCAN & UNDERSTAND

In regard to workforce planning, please rate your agencys level of development in the following items... (e.g. Strategic Directions for the Public Sector Workforce 2009-2014 [Strategic Directions]) Considering internal and external factors such as political, economic, demographic, technological and environmental changes Considering longer-term service delivery implications Analysing workforce strengths, weaknesses, opportunities and threats Addressing regional workforce needs Establishing meaningful working relationships with appropriate HR/workforce planning officers in similar agencies Establishing meaningful working relationships with central agencies (e.g. PSC, DTF, Dept Commerce) Utilising other supporting workforce planning products available from relevant public, private and community sector agencies

N A

N C

N D

H D

Please provide commentary/examples for your agency

SCAN & UNDERSTAND

Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)

In regard to workforce planning, please rate your agencys level of development in the following items... Regularly collecting workforce data Profiling your current workforce
*You can address s145(2)(c) (Collection and recording of appropriate information) of the Equal Opportunity Act 1984 through this item *You can address s145(2)(c) (Collection and recording of appropriate information) of the Equal Opportunity Act 1984 through this item

N A

N C

N D

H D

Please provide commentary/examples for your agency

ANALYSE & INTERPRET

Applying a rigorous quality assurance process for workforce data Enhancing workforce information systems to provide data/reports to make informed decisions Analysing internal and external information that assists with workforce planning

Workforce demographic data Exit interviews Skills audit Service data Workforce forecasting demand Workforce forecasting supply Workforce modeling/scenario planning

Considering the extent to which sector-wide workforce issues, as well as agency-specific workforce issues, are currently being addressed Identifying and prioritising key workforce issues Identifying scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed Development major skill gaps and workforce surpluses affecting future service needs (HD)

Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)

In regard to workforce planning, please rate your agencys level of development in the following items... Developing and implementing a Plan by consulting with key business units Developing and implementing strategies aligned to Strategic Directions 1. Attracting a skilled workforce 2. Retaining valued employees

N A

N C

N D

H D

Please provide commentary/examples for your agency

DEVELOP & IMPLEMENT

3. Building the capacity of the public sector 4. Providing strategic leadership 5. Meeting regional needs 6. Ensuring an efficient and flexible public sector Developing and implementing equity and diversity strategies
*You can address s145(2)(a) (Devising of policies and programs) of the Equal Opportunity Act 1984 through this item

Women in management Indigenous Australians People with disability People from culturally diverse backgrounds
Youth and mature workers

Developing and implementing strategies to review personnel practices to identify and eliminate discriminatory practices
*You can address s145(2)(d) (Review of personnel practices) of the Equal Opportunity Act 1984through this item

Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)

In regard to workforce planning, please rate your agencys level of development in the following items...

N A

N C

N D

H D

Please provide commentary/examples for your agency

DEVELOP & IMPLEMENT

Developing and implementing strategies to review and amend job descriptions and competencies to reflect current requirements Developing and implementing any other workforce planning & diversity strategies Developing and implementing strategies to communicate the Plan and its workforce strategies to the agency
*You can address s145(2)(b) (Communication of policies and programs) of the Equal Opportunity Act 1984 through this item

Ensuring timeframes, responsible officer/s and performance indicators are attached to each strategy
*You can address s145(2)(e) (Setting of goals or targets) and (h) (Appointment of persons to implement the provisions) of the Equal Opportunity Act 1984 through this item

Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)

Development scale: Not applicable (NA)--Not commenced (NC)--Needs development (ND)--Developed (D)--Highly developed (HD)