Workforce planning provides a framework for making personnel decisions based on the organization's mission, strategic plan, budgetary resources and desired job knowledge and skills. Workforce planning allows managers to anticipate change rather than being surprised by it. It also sets up methods for addressing present and anticipated workforce issues.
Succession planning identifies necessary KSAs (knowledge, skills and abilities) and works to assess, develop, and retain a talent pool of employees in order to ensure stability for all critical positions.
Yearly Report
Your agency must complete a yearly workforce planning report. Agency HR directors will be provided advance notice of the due date of the report each year. The report provides your agency with the opportunity to ask the Office of Administration for help with workforce and succession planning. The Bureau of Talent Acquisition and Planning will follow up with your agency on issues.
Retirement Projection and Employee Mobility
Use the retirement projection databases and the employee mobility database to evaluate your agency’s future personnel needs and get a peek at your employee’s perspectives to help you address reoccurring issues within your agency.
Additional Resources
You may find information about recruitment and employee development especially helpful as you’re examining your agency’s workforce.
Contact Us
Contact the Bureau of Talent Planning (RA-OATALENTPLANNING@pa.gov) if you have questions about workforce planning in your agency.