Making Workforce Planning Work in the NT Public Sector
Making Workforce Planning Work in the NT Public Sector
Making Workforce Planning Work in the NT Public Sector
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Hard to fill job groupsHard to fill job groups are those that have enough people<strong>in</strong> <strong>NT</strong> or Australia to fill <strong>the</strong> jobs but generally people donot want to do <strong>the</strong>se jobs for a range of reasons – suchas, <strong>the</strong> nature of <strong>the</strong> work, <strong>the</strong> salary levels, <strong>the</strong> location,<strong>the</strong> career opportunities and so on. If you have hard tofill job groups on your mission critical job group list <strong>the</strong>nyou need to consider retention and recruitment strategiesthat address redesign, work<strong>in</strong>g arrangements, grow<strong>in</strong>gyour own workforce, attract<strong>in</strong>g <strong>the</strong> underemployed and<strong>the</strong> underutilised labour market (that is, people who have<strong>the</strong> skill sets you are look<strong>in</strong>g for but who do not wish to work full time and areseek<strong>in</strong>g alternative work<strong>in</strong>g arrangements).Risk assessmentAgencies can determ<strong>in</strong>e <strong>the</strong>ir own risk assessment methods for workforceplann<strong>in</strong>g. These can be aligned to o<strong>the</strong>r bus<strong>in</strong>ess risk assessment methods, assimple as high, medium or low risk, or more sophisticated such as:• m<strong>in</strong>or short-term – can be managed with<strong>in</strong> workplace• susta<strong>in</strong>ed – cannot fill critical job group and <strong>the</strong>refore will have a susta<strong>in</strong>edimpact on <strong>the</strong> capacity to deliver service (<strong>the</strong> agency will need to consideralternative service provisions).• major – service will need to close.Tips:• Do not forget your supplysource is right <strong>in</strong> frontof you – <strong>the</strong> currentemployees will tell you whypeople are attracted to youragency and why <strong>the</strong>y go.• When hav<strong>in</strong>g difficultyattract<strong>in</strong>g supply, rememberto recruit for match andattitude first.The question you need to ask is: What is<strong>the</strong> risk to this agency of not attract<strong>in</strong>g orreta<strong>in</strong><strong>in</strong>g <strong>the</strong> number of employees requiredfor this job group?Supply source analysisIdentify<strong>in</strong>g supply source can be one of <strong>the</strong> more difficult workforce plann<strong>in</strong>gtasks. If your agency has aligned your job groups/job families to ANZSCOcodes (Australian and New Zealand Standard Classification of Occupations),you can simply look up <strong>the</strong> code and <strong>the</strong>n search <strong>the</strong> ABS data to determ<strong>in</strong>e36