Workforce and Succession Planning
Conducting a Gap Analysis: Projected Demand vs. Available Talent Pool
Sample Gap Analysis - WSP-104(957KB)
What positions, titles, or functions require interventions to ensure the recruitment, appointment, and retention of employees with the skill sets required.
By comparing the expected staffing needs (demand) with the projected available talent pool (supply) you can identify and begin to address the organization’s projected talent gap. Keep in mind that gaps typically fall into the following areas:
- Too many staff performing functions, which are declining or becoming obsolete or are likely to be eliminated or redistributed;
- Inadequate talent pool or pipeline of qualified people for positions in titles whose duties and responsibilities will likely remain the same; and/or
- Inadequate talent pool of people with needed skill sets for positions that may have evolving or new duties.
Now that you’ve identified the talent gap(s), you can begin to structure your plan. You know the kind and numbers of ‘human resources’ you will need to successfully fulfill your organization’s mission and you have a good understanding of the internal and external availability of those resources. You must determine the best approach to meeting your agency’s future needs and optimizing the available talent by answering some of the following questions:
- Are there current eligible lists for the titles involved? If so, when are they scheduled to expire? If the present lists will be in effect for the planning horizon, how suitable are the available candidates on the eligible lists and how many are likely to still be on the lists when they are needed? Could other eligible lists be declared appropriate to fill the titles?
- For positions that would be filled via promotion, what are the qualifying and possible qualifying titles that feed into those titles? Are the existing eligible lists reflective of future needs? Are transfer candidates viable sources? Would a non-competitive promotion be appropriate or possible?
- When will the next exam be held? How will the exam cycle contribute or detract from the agency's ability to appoint qualified candidates?
- Where there is no appropriate title to provide the competencies needed, to what extent does the projected workforce provide these competencies? Consider the estimated number of qualified people, likely qualifying titles, and the estimated number that would pass an appropriate exam. This assumes that the positions would be in the competitive class.
- For titles filled on an open competitive basis, how many staff would need to be recruited externally? Is Section 70.4 transfer an option? If so, how many qualified candidates could be expected to come from that source?
- How many staff, by title, will no longer be needed to perform their current function(s)? As your organization takes on lean initiatives, this may be an opportunity to re-evaluate the deployment of staff.