Does the agency conduct business forecasting to determine what changes are expected in the work of the agency and how these changes will affect the agency's workforce?

Elements of YES

The agency considers and prepares for possible changes in areas such as mission/goals, technology, new/terminated programs or functions, and outsourcing. It routinely conducts workforce planning activities to identify competency gaps, including current and future competency needs and losses due to voluntary attrition (including retirements).

Suggested Performance Indicators

• There are human capital forecasting references in strategic plan and/or performance plans.
• Agency workforce demographic and workload studies are conducted and analyzed for trends.
• Workforce information is included in budget documents.
• Analysis of data includes workforce demographics in mission-critical occupations, including size and distribution of workforce by grade/series/geographical location, types of position occupied, pay plan, average age, average grade, retirements (eligible and expected), separations, turnover, etc.