Making Workforce Planning Work in the NT Public Sector

• Define the role and responsibility for strategic andoperational workforce planning in your agency• Resource the agency strategic and operationalworkforce planning initiatives.Attracting and retaining talent• Regard your workforce as a ‘whole’ and not byemployee characteristics• Enhance cross-cultural and community knowledgeTip:• Count all the peoplewho deliver your agencyservices as your workforceregardless of theirworking and employmentarrangements. If you havevolunteers working for youragency, develop a separateworkforce plan for thesepeople as they may be yourfuture supply source.• Better match available supply/available skills andservice delivery• Influence workforce expectations around work-life balance, mobility,learning and development, and leadership capability• Influence community expectations around service delivery• Embrace job redesign and consider new ways of working and servicedelivery• Identify and embrace technology to manage service demands• Commit to growing your own workforce• Link career development to succession and workforce plans• Identify career paths for all job groups• Offer opportunities at all career stages• Inform and engage the workforce in workforce planning and workforcedevelopment• Target recruitment, in particular, the number of Aboriginal and Torres StraitIslander people employed in your agency• Target retention of the Aboriginal and Torres Strait Islander peopleemployed in your agency22