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In the Sample WFP Results Evaluation Plan, we selected some sample

By Martin Daniels,2014-05-16 19:46
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Did we appropriately integrate the information gathered during the environmental scan and SWOT analysis into our overall Gap Analysis?

    Evaluating the Results of WFP Steps

    It’s important to evaluate the success of results of each step within the Workforce Planning

    process. By doing so, you’ll be able to make assessments in real time about what changes to make, and to apply corrections quickly well before the workforce plan is fully implemented.

    Workforce Planning Steps

     Step 2: Step 1: Step 4: Data Collection Step 3: Strategy Implementation Data Analysis Environmental Strategy Gap-Closing Scan/SWOT Gap Analysis Assessment Strategies Supply & Demand Analysis

    Step 5:

    Review and Assessment

    Evaluation

In the Sample WFP Results Evaluation Plan, we selected some sample objectives for the

    WFP steps (see diagram above), and illustrate some performance measures useful for

    monitoring the success of the objective. You can group these performance measures into the

    three categories we introduced in Tool 1: Numbers, Outcomes and Attitudes.

    The Results Evaluation Plan is based on a portion of the WFP Implementation Work Plan developed in Step 1: Strategy.

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    Sample WFP Results Evaluation Plan WFP Steps

WFP Step 1: Develop Strategy for Implementing WF Plan

    ? Outcome: Agency has created the Steering Team. Build WFP Steering Team by September to

    include key leaders from required departments Agency’s September ? Outcome: Members appointed an Executive Sponsor and Completed with required skills/time to manage WFP Executive Team 2006 accepted nominations for the Workforce Planning Steering implementation. Team

    ? Outcome: Agency’s strategic plan includes language on the

    connection between strategic plan and workforce plan Steering Team ? Attitude: Leadership has committed funds, resources to WFP October Link workforce plan to agency’s strategic plan and Workforce Completed 2006 implementation Planning Team ? Outcome: Steering Team has approved the Workforce

    Planning Team’s plans based on agency’s strategic plan WFP Step 2: Conduct Internal/External Environmental Scan

    ? Number/Count: Complete list of fields for demographic data

    (gender, age, years of service, etc.) for current workforce. Assess current workforce: gather demographic HR Director, IT December Completed data from payroll and HRIS systems. Director 2006 ? Outcome: IT dept has generated specified reports or provided

    access to Team to gather data Develop robust method for producing and ? Outcome: User-friendly access to HR information and ability to HR Director, IT maintaining updated reports on workforce On-going Not Started generate up-to-date reports on specified demographics Director demographics.

    WFP Step 2: Conduct SWOT Analysis

    ? Outcome: A comprehensive list of the organization’s strengths, SWOT Project Identify organization’s strengths, weaknesses, February weaknesses, opportunities, and threats relating to the Manager and Not Started opportunities, and threats 2007 workforce Sub-Team

    ? Outcome: A list of the organization’s top 5 strengths, SWOT Project Establish priorities and develop plan to address February weaknesses, opportunities, and threats relating to the Manager and Not Started weaknesses and threats 2007 workforce Sub-Team

WFP Step 2: Conduct Supply/Demand Analysis

    Conduct Division Surveys collect internal data Supply/Demand February ? Outcome: All Division Surveys received about projected resource requirements by Project Manager Started 2007 February. and Sub-Team

    Supply/Demand ? Outcome: Turnover reports including specified fields completed Analyze turnover data Project Manager March 2007 Not Started by IT on quarterly basis and Sub-Team WFP Step 3: Conduct Gap Analysis and Identify Gap-Closing Strategies

    Supply/Demand ? Outcome: List of the positions where agency has a staffing gap Conduct a Staffing Assessment Project Manager March 2007 Not Started

    and Sub-Team

    Supply/Demand ? Outcome: List of competencies where agency has competency Conduct a competency Assessment Project Manager March 2007 Not Started gaps and Sub-Team

    HR Director and ? Outcome: Competency model for child welfare worker Based on competency gap assessment, develop a Gap-Closing completed, including plants for recruitment, performance April 2007 Not Started competency model for child welfare worker Implementation management and professional development Sub-Team

    Form: WFP Results Evaluation Plan WFP Steps

WFP Step 1: Develop Strategy for Implementing WF Plan

WFP Step 2: Conduct Internal/External Environmental Scan

WFP Step 2: Conduct SWOT Analysis

WFP Step 2: Conduct Supply/Demand Analysis

WFP Step 3: Conduct Gap Analysis and Identify Gap-Closing Strategies

    The Results Evaluation Plan doesn’t represent a complete list of Objectives and

    Performance Measures. However, the questions below will help you determine whether the

    tactics you used to accomplish your objectives produced the desired results.

    Step 1: Develop Strategy

    ? Is Workforce Planning fully integrated into the agency’s overall strategic planning

    process?

    ? Is agency’s leadership fully committed to workforce planning? ? Does agency’s leadership understand the relationship between strengthening the

    workforce and achieving the agency’s strategic objectives?

    ? Does agency’s top leadership understand what it must do to support and strengthen

    the workforce?

    ? Does agency’s top leadership take workforce issues into account when embarking on

    a new initiative or program change?

    ? Have we involved the union, university partners, and other stakeholders in our

    Workforce Planning strategy?

    Step 2: Data Collection

? Environmental Scan: Did the internal and external scans provide a sound foundation

    for our workforce planning process?

    ? Did our environmental scans provide us with useful information? If not, why not?

    ? Did the SWOT analysis help build on the organization’s strengths and overcome the

    weaknesses and threats?

    ? Were we aware of our organizational strengths and opportunities so that we could

    capitalize on them to their fullest extent?

    ? Did the SWOT analysis provide us with useful information?

    ? Were our supply and demand projections accurate?

    ? If our projections were inaccurate, what was the reason? What did we miss? Or fail to

    anticipate?

    ? Was our workforce planning process compromised (i.e., delayed, derailed, etc.) by

    organizational weaknesses or external threats that we hadn’t prepared for?

    ? Did we spend time gathering information we didn’t use or need?

    ? Did we fail to gather information that would have been useful?

    ? Of the external data we collected, what was most useful?

    ? Did the “internal” environmental scan provide us with useful information? ? Of the internal data we collected, what was most useful?

    ? What information was most helpful to our WFP process?

    ? Did we make effective use of all the information we gathered through the SWOT

    analysis?

    Did we face barriers (i.e., IT systems, staff time, raw data, etc) in collecting the data ? we needed?

    ? Did we take steps to make the data collection process easier for “the next time

    around?”

    Step 3: Data Analysis

? Did we identify the “right” competencies for staff?

    ? Did the process we used to identify competencies work well?

    ? Did we identify the “right” competencies for staff?

    ? Did the process we used to identify competencies work well?

    ? Supply/Demand and Gap Analysis: Did we accurately project our staffing needs?

    Have we identified the right competencies to meet our organizational goals? ? Did we accurately forecast gaps/surpluses for each classification that we reviewed? ? Were our forecasts for staffing gaps/surpluses accurate? If not, why? ? Did we appropriately identify the competency gaps/surpluses for each classification

    that we reviewed?

    ? Did we appropriately integrate the information gathered during the environmental

    scan and SWOT analysis into our overall Gap Analysis?

    ? Did we make the time and resources available for a thorough analysis?

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