Workforce and Succession Planning
Projecting Demand for Talent
What talent is needed to meet the organization's staffing needs? What staffing levels and knowledge, skills and abilities (KSAs) or job titles will be needed to perform the functions and/or work? Are there data points that can be used in the analysis of your results?
Once the future or anticipated functions and/or work to be performed are described, identification of the KSAs, personal characteristics or competencies employees must possess to be successful in performing each of the functions or positions must be determined. Identifying the number of staff needed with each KSA or competency set is important in order to identify what staffing level is needed to perform those functions, either by supplementing existing staff or by confirming existing staff level sufficiency.
In assessing the demand for talent, the planning team should consider the talent they have, what KSAs are needed or how many positions in each job title will be necessary and in what timeframe to meet the demands of agencies customers.
- What KSAs are needed to perform each of the functions? Can we "grow our own" or do we need to source talent from outside the agency? How will diversity/inclusion be assured?
- Does the agency have the right mix of job titles to cover all the needed KSAs and competencies? If not, what is needed? Is there a competency gap within existing titles?
- What staffing levels will be required by competency and/or title, level, organization, and geographic location? Will supervisor/staff ratios change? Are the projected workload volumes (e.g., projects, client visits, cases, etc.) changing?
- Is there potential technology, budget, organization, work process, and service delivery changes that impact needed competencies and staffing levels?