WORKFORCE PLANNING AT CHISHOLM INSTITUTE

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

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

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

Workforce Demographic Examples Workforce Demographic Data / Statistics

Workforce Demographic Data

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

Workforce Demographic Data

Workforce Demographic Data

Workforce Demographic Data

Workforce Demographic Data Total WorkCover Days Lost 2004 - 2007 1538.342 905.414 770.392 429.969 200 400 600 800 1000 1200 1400 1600 2004 2005 2006 2007 Year Days Lost

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%

Workforce Demographic Data Professional Development Expenditure 2007

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

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

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

Leadership Capability Framework

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