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Checklist
Current Workforce
- What are the characteristics of the current workforce? Consider – staff in post numbers, use of bank and agency and fixed term contract staff, abstractions (sickness, leave training etc), length of service in role and organisation, gender, ethnicity, disability, establishment figures (and what are they based on – engage Finance), staff pipelines eg. Graduates, professionally trained, apprenticeships.
- What assumptions are used for missing workforce data where relevant?
Workforce Forecasting
- What turnover attrition is expected and what numbers are in the commissioning pipeline?
- Consider forecasting using leavers using past turnover rates.
- What does the age demographic of current staff tell you eg. retirement projections?
- What are the vacancy rates, are there any difficulties recruiting?
- Reasons for leaving and length of service of leavers. Are there any patterns?
- What influences on supply are there even with no service change? (eg shorter working hours)
- What is the anticipated competition for skills, what are the local labour market conditions?
Options for Changing Supply
- What models for retention can be developed to increase supply and redeployment, retaining and recruitment? Eg - rotational positions, hybrid working, cross organisational employment.
- Can improvements be made to rewards of the job?
- Are positive attributes of the job/roles promoted eg flexible working patterns?
- Have new recruitment pools been explored, has the potential of the current workforce been maximised through training and career progression)?
- Have options been analysed and costed to increase workforce availability?
- Have the options for working differently been analysed and costed?
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