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2. CONTEXT
The outcome of this step is to have a clear idea of where your
agency is headed and to understand the impact of external factors
on your planning scope. Not all of the following questions will
be relevant or useful.
You may find it more useful to consider the context ahead of
the scope. For example, if your agency is planning some significant
changes that are likely to have major staffing implications you
probably should analyze the context first. Then you can assess
where you can have the most impact on the agency's service delivery.
Here are some questions to consider in understanding the context
of your planning effort:
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What direction is your agency taking?
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How does it affect the planning effort you are undertaking?
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How is your organization and organizational culture
changing? What are its strengths and weaknesses?
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"HR folks need to reach out to program managers about
pending legislation, changes to program strategic plans,
etc. HR folks need to interject themselves into the planning
process!"
— NYS agency personnel director
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What impact do changes in the State, national, and
world economy have on the services you provide?
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What is the State Legislature considering that might
impact your agency?
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What's happening in localities?
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"We started out doing succession planning without analyzing
our agency's future direction and had to back track."
— NYS agency personnel director
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What federal legislation is being considered?
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What's happening in the federal government?
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How are worker expectations changing?
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What emerging trends in HR (public and private sector)
may impact employee expectations for services (e.g.,
on-line selection of health insurance and other self-service
access to services)?
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To explore the answers to these questions, you can:
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Review your agency's/organization's strategic plan and annual
report.
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Form a research team and ask that members tackle certain
questions.
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Meet with the key people who will be able to provide you
with guidance in answering the questions. The Agency Consulting
Services Unit in GOER and the Facilitator Exchange, both at
(518) 486-5633, are resources for a facilitator for your meeting.
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"We need to have more communication between shrinking
and growing agencies before we find out about layoffs or
outsourcing through preferred lists and reemployment rosters."
— NYS agency personnel director
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Ask people what professional organizations they belong to
and ask if those organizations have any useful information
for the particular profession (e.g., National Association
of Black Accountants).
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Benchmark with other agencies, states, federal agencies,
or private employers.
It does not have to be an elaborate process for it to be useful.
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