Workforce and Succession Planning
Developing and Implementing Solutions
Program Workforce Summary - WSP-103(963KB)
What specific actions will you take to address the priorities?
As you consider possible approaches for meeting the identified staffing needs, consider the kinds and numbers of staff resources and other associated costs you will need to execute your plan. Solutions fall into the following broad categories:
Position Classification Actions
It is likely that a percentage of future work can be performed by positions in existing titles, with perhaps some modification in expectations and capabilities. The remaining percentage may require position classification work to determine appropriate titles for the new duties and related capabilities.
- Do current titles and Minimum Qualifications (MQs) accurately reflect the future or anticipated duties to be performed or do they need to be changed? Are there existing job titles that are a better fit?
If the tools or methods have changed, but not the job or the MQs, focus on appropriate recruitment/selection and/or development strategies to ensure employees have the KSAs needed to be successful.
- Are any of the special salary tools, (e.g. salary, geographic area pay differential, occupational pay differential, shift pay differential, and appointment above minimum salary) a viable option for addressing specific recruitment and/or retention problems?