Does the agency approach workforce planning strategically, basing decisions on mission needs and customer expectations, workload, and workforce?

Elements of YES

Agency management questions fundamental assumptions about how work is done and who should do it. The agency has a systematic process for identifying the human capital required to meet organizational goals and to develop strategies to meet these requirements. The agency has a strategic workforce planning model for managers to assess and analyze their workforce. The model describes agency-specific processes for setting strategic direction, restructuring the workforce through work-flow analysis to meet future needs, developing and implementing action plans, and evaluating and revising them as necessary. The agency has established plans, policies, and activities that outline a strategic approach to structure work processes, determine necessary layers, and streamline the organization. The agency conducts risk assessments for minimizing adverse impacts on the workforce due to restructuring.

Suggested Performance Indicators

• Position management is reviewed at the strategic level to ensure organizational efficiency and effectiveness.
• Workflow redesigns are based on strategic assessment of achieving the mission.
• Organizational units are structured around work-flow rather than functions.
• Key supporting functions for all business areas are documented and assessed.
• Management has updated modeling for all business areas based on projected mission changes, technology advances, or other change drivers..
• Decisions for redeployment and reorganization are documented and substantiated with empirical evidence.
• Agency has documented strategies for workforce planning that outline roles, responsibilities, and other program requirements to include frequency of reviews..
• Established performance measures are tracked and regularly updated and trends are analyzed.
• Agency uses workforce planning reports and studies to assess the organization's deployment strategies.
• Agency uses management studies such as workflow redesign to eliminate work and interfaces that add no value.
• Agency uses best practice benchmarks in assessing process models to determine workloads and resources.
• Customer requirements for workforce planning support and services are evaluated regularly and functions reevaluated based on those findings.
• Turnover indicators (e.g., transfers, retirements, and separations in each of the last several years, overall, and by professional and administrative occupations) are monitored regularly.