Get documents about "Competency Gap Analysis
Document Sample
Agency Name
Workforce Action Plan - Strategic Goals & Competency Gap Analysis
WORK DEPARTMENT / DIVISION / UNIT: Consulting Group 15 WORKFORCE PLAN CYCLE: Cycle Plan 2008 to 2010 DATE PREPARED: January 1, 2008
MANAGER / SUPERVISOR: Beth Taylor PLAN APPROVED: February 1, 2008
Strategic Goals & Position Needs Competency Gap Analysis Solution Strategies
If Internal
Current Employee Position Competency Internal Solutions to Close Competency & Attrition Gaps Internal & External
Talent Current Current
Strategic Goals Current Positions Performance Competency Competency Gap?
Implications Employees Salary
Rating Level Level ( Yes or No )
Motivation Strategy Development Strategy Retention Strategy Recruiting Strategy
Service to Local Project Management
Project Management HR Partner Janie Sue Boswell 55,000 Good C J Yes
Governments Training
Lenny the Fenny* 61,000 Very Good J J No
Staffing-implement a Recruit within
Strategic Recruiting Vacant A Yes
staffing program that Agency
quickly fills jobs with Career Development
Strategic Hiring HR Associate Harry Potter 43,000 Outstanding J C No Non-monetary Bonus
Plan
high performimg
employees Recruitment Training HR Support Spec. Samantha Smith 45,000 Good J A Yes Advanced Excel Training
Compensation
Performance
Additional Positions Needed Internal and/or External Recruitment Strategies
External Candidate Temp or Contractor
Transfer from other
HR Partner A* Yes Internal Mentoring with Pers. Policy with required
Division
backgrnd backgrnd.
Recruit inside and
Statistician A* Yes
outside of State Gov't
*Key Employee or position in work group
SAMPLE WF Action Plan
Adapted from the Corporate Leadership Council
Agency Name
Workforce Attrition & Retirement Analysis Report
WORK DEPT / DIVISION / UNIT: Consulting Group 15 DATE PREPARED: January 1, 2008
MANAGING / SUPERVISOR: Beth Taylor PLAN APPROVED: February 1, 2008
Current Workforce & Positions Attrition Gap Analysis for Cycle 2008 - 2010
Number Other Annual Cycle
Current Number Eligible Other Annual Event Driven
Class Title Estimated to Turnover % Driving Event Anticipated
Headcount for Retirement Turnover # Adjustments
Retire 2005 - 2007 Talent Gap
Moving to
HR Partner 11 2 1 2% 0.2 1 2
BEACON
HR Associate 3 1 1 1% 0.0 1
Internal
HR Support Technician 2 1 0 0% 0.0 1 1
Reorganization
Accountant* 0 1 Dismissed 1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
*Key Position in Work Group Totals: 16 4 2 3% 0 3 5
SAMPLE WF ACTION PLAN
Adapted from Corporate Leadership Council
