1. WORKFORCE PLANNING AT CHISHOLM INSTITUTE

2. AGENDA Planning Process Chisholm Staff Demographic / Statistical Data
Key Elements of the Workforce Development & Succession Strategy

4. Workforce Strategy Process
Workforce Planning
Strategy
Demand & Supply
Demographic analysis
Workforce Development
& Succession Strategy
Improvements since strategy
Average age reduced by 1.8 in 2 years
Sick leave reduced by 1 day per EFT
Turnover 3% lower than sector average / 20%a below first 2 years of employment
Staff satisfaction increasing annually
WorkCover 20% below to 30% above industry average (2008/2009 reduced by approximately $200,000)
Workforce
Management
Organisational
Development
OH&S

5. Process for Establishing a Plan
Conduct External Environment Scan
Internal Strategic Directions
Data Collation / Analysis
Obtain Strategic Insights
Identify Priorities / Strategies (link back to previous steps)
Consult
Review

6. Workforce Demographic
Examples
Workforce Demographic
Data / Statistics

7. Workforce Demographic Data

8. Increase in staff moving into 55+ brackets
Opposite below 35
44% of workforce is 50 plus

9. Workforce Demographic Data

10. Workforce Demographic Data

11. Workforce Demographic Data

12. Workforce Demographic Data
Total WorkCover Days Lost
200
400
600
800
1000
1200
1400
1600
2004
2005
2006
2007
Year
Days Lost

13. Workforce Demographic Data
Staff Survey
2006
2005
2004
2003
Overall Performance Measure
All Staff
Teachers
% of staff providing a
rating of good, very
good or excellent in
relation to Chisholm as
an employer
83%
76%
75%
69%
68%
67%
63%
47%

14. Workforce Demographic Data
Professional Development Expenditure 2007

15. Other Data Qualifications Diversity Overtime Classification spread
Modes of Employment
Sick leave
Recruitment
People Matter Survey

16. Workforce Development & Succession Strategy 2006 - 2008
Background Information
Chisholm 2020 – Workplace of Choice
Strategy that focuses on staff related planning
Currently 3 year plan – links to main strategy
Updated annually to reflect existing priorities
Set out objectives / responsibility / timeframes and measures
Each objective referenced to Chisholm strategy / workforce planning

17. Current Priorities Workforce Renewal Project Succession Planning
Workforce Planning at Department level (not all Departments have same staffing issues)
Succession Planning
Strategies to fill Management / Supervisor positions now and in the future
Professional Practice Program
Holistic approach to professional development
Employer Branding Strategy
Chisholm’s employee value proposition
OH&S
5S / Workcover Management / Wellbeing Program
Workforce Renewal
Department specific workforce planning
Funding supported by TAFE Development Centre
Focus on – Aging Workforce / Staffing Profile / Staff Development / Recruitment & Retention / Health & Wellbeing
Succession Planning
Leadership Capability Framework
Knowledge Transfer
Organisational Structure
Identification of career barriers
Professional Practice Program – Current Emphasis
Mentoring / Induction / Working with younger cohort / Professional Currency / Commercial capability
Employer Branding Strategy
Values
Identifying Chisholm’s competitive advantage as an employer – Survey staff
Assessing recruitment strategies
Generational difference in HR policies
Induction
OH&S 5S
Standardise / Shine / Sort / Secure / Sustain

18. Leadership Capability Framework

19. Thank you - Questions