Workforce

Strategy

Workforce strategy is the agency’s overall approach to maximizing the performance of its workforce by defining the goals, objectives and expectations of the workforce. It encompasses all aspects of the performance management system required for the workforce to function, including recruitment, selection, retention and professional development. An agency’s progress toward

achieving its overall mission depends on the successful implementation of its workforce plan.

Strategic Work

Agency leadership and senior management are ultimately responsible for the effective planning and implementation of the workforce strategy. Aspects of agency strategy that must be established and clearly communicated are:

  • An inspiring agency vision and a set of explicit values and principles that guide employee performance and agency practices.
  • An agency-wide approach to workforce practice that is fair and equitable.
  • Protocols for recruitment, hiring and retention including compensation/benefit packages that will make the agency an employer of first choice and build a highly competent workforce eager to learn and grow professionally.
  • A positive image of the workforce among external stakeholders, including legislators, funders, colleges and universities and the news media, which conveys the message that the agency is invested in building and maintaining positive relationships and is a good steward of community resources and public funds.
  • itive agency culture and climate that leverages capacity through engagement with and empowerment of staff, stakeholders, children, youth and families.

Workforce Plan Components

A workforce plan provides written step-by-step procedures for executing a workforce strategy. The workforce plan lays out what is needed to get the job done and calculates the human and non-human resources needed to build a competent and properly deployed workforce. It assesses the agency’s workforce and estimates current and future needs to achieve agency goals. Realistic projections are essential to justify budget requests and to plan for effective programming.

 

The workforce plan contains five components that define the context, characteristics and capacities of the workforce – both program and administrative support staff – and how, together, these drive the agency’s work. These components are:

  • The vision, mission and values of the workforce.
  • An environmental scan of the context within which services are provided. 
  • An agency assessment of its structure, culture and workforce capacities.
  • Long and short-term goals for workforce recruitment, retention and capacity-building.
  • A process for monitoring and continuous improvement of the workforce and its related issues.





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