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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Mapp<strong>in</strong>gAdvanced workforce plann<strong>in</strong>g should <strong>in</strong>clude mapp<strong>in</strong>gof workforce requirements. The mapp<strong>in</strong>g should be<strong>in</strong>teractive and provide key data about <strong>the</strong> <strong>in</strong>dustry,<strong>the</strong> job group(s) required, <strong>the</strong> timeframe for requiredworkforce and <strong>the</strong> key contact details.Report<strong>in</strong>g<strong><strong>Work</strong>force</strong> plann<strong>in</strong>g report<strong>in</strong>g should be concise and bebased on evidence. Reports should focus on <strong>the</strong> ‘data story’ of <strong>the</strong> current, <strong>the</strong><strong>in</strong>com<strong>in</strong>g and <strong>the</strong> exit<strong>in</strong>g workforce and demonstrate <strong>the</strong> alignment of agencybus<strong>in</strong>ess needs with those of its employees. Once <strong>in</strong>tegrated <strong>in</strong>to normalbus<strong>in</strong>ess practice and <strong>in</strong>corporat<strong>in</strong>g technology for supply gap calculations,workforce plann<strong>in</strong>g report should be available 24/7 for executive assessment.Evaluat<strong>in</strong>g and monitor<strong>in</strong>g<strong><strong>Work</strong>force</strong> plann<strong>in</strong>g and development outcomes should be monitored andevaluated at regular <strong>in</strong>tervals to enable process ref<strong>in</strong>ement and evolution andmonitor<strong>in</strong>g of workforce plann<strong>in</strong>g capabilities with<strong>in</strong> <strong>the</strong> agency.Australian and New Zealand Standard Classification ofOccupations (ANZSCO) codesIf you are delegated responsibility for workforce plann<strong>in</strong>g (strategic oroperational), it is important to have an understand<strong>in</strong>g of <strong>the</strong> ANZSCO systemand codes. These can be complex but it is best to keep your referenc<strong>in</strong>gsimple.The ABS offer clear def<strong>in</strong>itions and explanations for <strong>the</strong> codes which cover <strong>the</strong>follow<strong>in</strong>g:• <strong>the</strong> ‘job’ – a set of tasks designed to be performed by one <strong>in</strong>dividual <strong>in</strong>return for wage or salary• <strong>the</strong> ‘occupation’ – a set of jobs with similar sets of tasksTip:• Remember, no matterhow well you plan, yourworkforce always has anopen door to exit youragency. The aim is toengage <strong>the</strong>m <strong>in</strong> workforceplann<strong>in</strong>g and workforcedevelopment so that <strong>the</strong>ychoose to stay.• <strong>the</strong> ‘skill level’ – <strong>the</strong> range and complexity of <strong>the</strong> set of skills required for<strong>the</strong> job.Some agencies may have established <strong>the</strong>ir own job group/job family codes toplan <strong>the</strong>ir workforce. While this is useful, <strong>in</strong> <strong>the</strong> current and projected economicclimate it is suggested that agencies consider align<strong>in</strong>g <strong>the</strong>ir job groups toANZSCO codes.38