Making Workforce Planning Work in the NT Public Sector

Strengthening a capable workforce (continued)• Collaborate with industry competitors to retain, recruitand build the required workforce• Link workforce planning, succession planning andcareer development• Create a supportive and engaging workplace andculture• Monitor and measure the impact of workforcedevelopment strategies against other agencies andagainst your industry trends.Tips:• Do not forget your currentworkforce will know exactlywhy people are attractedto and walk away fromyour agency – ask them,especially those with theWOW factor (the wiseolder worker who has beenobserving for a long time).• The ‘Useful references’section has furtherinformation on agenciesand organisations withrelevant documents onworkforce developmentstrategies.Step 10:Implementing succession planning for mission critical jobgroupsSuccession planning is a workforce development strategy. Having verified themission critical job groups, you can now use this information to develop yoursuccession plans by branch, division, location or agency. Agencies shouldbe alert to duplication in succession planning (i.e. where the same person orposition is nominated for a variety of mission critical positions).Ideally, succession planning for all NT Government mission critical job groupsshould be undertaken and made available as a career development referenceto current and future employees. There is a sample succession planningtemplate on page 25.24