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WORKFORCE PLANNING AT CHISHOLM INSTITUTE

WORKFORCE PLANNING AT CHISHOLM INSTITUTE. AGENDA. Planning Process Chisholm Staff Demographic / Statistical Data Key Elements of the Workforce Development & Succession Strategy. Workforce Strategy Process. Workforce Planning Strategy Demand & Supply Demographic analysis.

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WORKFORCE PLANNING AT CHISHOLM INSTITUTE

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  1. WORKFORCE PLANNINGAT CHISHOLM INSTITUTE

  2. AGENDA • Planning Process • Chisholm Staff Demographic / Statistical Data • Key Elements of the Workforce Development & Succession Strategy

  3. Workforce Strategy Process • Workforce Planning • Strategy • Demand & Supply • Demographic analysis Workforce Development & Succession Strategy Workforce Management Organisational Development OH&S

  4. Process for Establishing a Plan • Conduct External Environment Scan • Internal Strategic Directions • Data Collation / Analysis • Obtain Strategic Insights • Identify Priorities / Strategies (link back to previous steps) • Consult • Review

  5. Examples • Workforce Demographic • Data / Statistics

  6. Workforce Demographic Data

  7. Workforce Demographic Data

  8. Workforce Demographic Data

  9. Workforce Demographic Data

  10. Total WorkCover Days Lost 2004 - 2007 1538.342 1600 1400 1200 1000 Days Lost 905.414 770.392 800 600 429.969 400 200 0 2004 2005 2006 2007 Year Workforce Demographic Data

  11. Workforce Demographic Data Staff Survey

  12. Workforce Demographic Data • Professional Development Expenditure 2007

  13. Other Data • Qualifications • Diversity • Overtime • Classification spread • Modes of Employment • Sick leave • Recruitment • People Matter Survey

  14. Workforce Development & Succession Strategy 2006 - 2008 • Background Information • Chisholm 2020 – Workplace of Choice • Strategy that focuses on staff related planning • Currently 3 year plan – links to main strategy • Updated annually to reflect existing priorities • Set out objectives / responsibility / timeframes and measures • Each objective referenced to Chisholm strategy / workforce planning

  15. Current Priorities • Workforce Renewal Project • Workforce Planning at Department level (not all Departments have same staffing issues) • Succession Planning • Strategies to fill Management / Supervisor positions now and in the future • Professional Practice Program • Holistic approach to professional development • Employer Branding Strategy • Chisholm’s employee value proposition • OH&S • 5S / Workcover Management / Wellbeing Program

  16. Leadership Capability Framework

  17. Thank you - Questions

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