Workforce Planning

Why is Workforce Planning Important?

SCEIS Agencies

Non-SCEIS Agencies

How can Nakisa Organizational Charts Be Used in Workforce Planning?

Organize Information Easily identify positions by: –Classification –Employee –Grievance Status –Retiree/TERI Status Present intuitive summaries of report structures.

Risk Identification Identify areas of risk where: –Functions are performed by a few people –Multiple employees within a department or division are close to retirement

Gaining Leadership Buy-In More easily demonstrate the need for workforce planning and risks of not implementing workforce planning using organizational charts.

Example Problem Statement: 23% of employees in the Administration Division have retired or will be eligible to retire in two years or less.

Example Same information presented within an organizational chart:

Director of Administration HR Director I HR Manager IIHR Manager I HR Manager IIHR Specialist Training and Development Director IT Manager II Senior Applications Analyst Information Resource Coordinator Accounting/Fiscal Manager I Accountant/Fiscal Analyst II Procurement Manager I Eligible to Retire in Two Years or Less Rehired Retiree/TERI Not a Nakisa generated organizational chart.

Director of Administration HR Director I HR Manager IIHR Manager I HR Manager IIHR Specialist Training and Development Director IT Manager II Senior Applications Analyst Information Resource Coordinator Accounting/Fiscal Manager I Accountant/Fiscal Analyst II Procurement Manager I Eligible to Retire in Two Years or Less Rehired Retiree/TERI Not a Nakisa generated organizational chart. The immediate issues are much easier to see: Potential loss of institutional knowledge as HR Director and HR Managers leave. Potential service gap. No other procurement employees.