strategic workforce planning - sfia events › uploads › 1 › 1 › 6 › 8 › 11688348 ›...

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Strategic workforce planning

- organisational capabilities,

development and career planning

9 November 2016

What is Strategic Workforce Planning

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People Capability Maturity Model®, SEI Institute. Available for download from cmmiinstitute.com Copyright 2001 by Carnegie Mellon University. NO WARRANTY

Maturity

Levels

Process area threads

Developing individual

capabilityBuilding workgroups & culture

Motivating & managing

performanceShaping the workforce

5

OptimisingContinuous capability improvement

Organisational performance

alignment

Continuous workforce

innovation

4

Predictable

Competency based assets Competency IntegrationQuantitative performance

management

Organisational capability

managementMentoring Empowered workgroups

3

Defined

Competency analysis Workgroup development Career development

Workforce planningCompetency

developmentParticipatory culture Competency based practices

2

ManagedTraining & development

Communication &

coordination

Work environment

StaffingPerformance management

Compensation

1

InitialInconsistent management of activities

People Capability Maturity Model® (P-CMM®)

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The common language integrating these processes

Overall resourcestrategy and management

The purpose of Staffing is to establish a formal process by which work is matched

to resources and qualified individuals are recruited, selected and transitioned

into assignments

● Best practice recruitment processes based on competencies

● Standard positions descriptions are prepared using SFIA for skills definition

● Balancing workload demands with available staff

● Candidates are selected using SFIA skills matched to defined positions

Shaping the workforce – Staffing

3

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Workforce Planning Processes Areas

4

Competency

Analysis

Workgroup

Development

Competency

Development

Career

Development

Competency

Best Practices

Workforce

Planning

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9 November 2016

Developing Individual Capability - Competency

Analysis

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The purpose of Competency Analysis is to identify the knowledge, skills and process

abilities required to perform the organisation’s business activities so that they may be

developed and used as basis for work practices

– The RAD provides the basis for mapping all the

resources required by the organisation to perform

its business activities

– Assists with future planning and ongoing

development in both competencies and workgroups

Rolesadapted from frameworks

Role-Activity diagram

The RAD describes the key processes in terms of their

activities and responsibility allocations.

9 November 2016

Develop individual capability - Competency

Development

The purpose of Competency Development is to constantly enhance the capability of

the workforce to perform their assigned tasks and responsibilities

Remediation training is provided for under-performing skills

Development of new skills is provided for target roles in the career progression plan

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10%

20%

70%

formal training

feedback &

coaching

experience

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To organise work around competency-based process abilities

● A collection of people who work closely together on tasks that are highly independent to achieve a shared

objective

● Typically used within Business Change activities (Programmes and Projects)

● Roles are tailored based on required activities and available skills

● Assignments to roles are based on best skills match

Building workgroups & culture – Workgroup

Development

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9 November 2016



The purpose of Workforce Planning is to coordinate workforce activities with current and

future business needs at both the organisational and unit levels

● Strategic Programme and Project requirements captures future skill requirement

● Business-as-usual (BAU) activities aligned to the operating model, FTE requirements and

projected demand

Shaping the workforce – Workforce Planning

Position Process Role FTE LoR Sk1 Lv1 Sk2 Lv2 Sk3 Lv3 Sk4 Lv4 Sk5 Lv5

Service Desk Manager (SMC) Incident ServDeskMgr 0.87 5 USUP 5 METL 5 CSMG 5 RLMT 5

HR PeopleMgr 0.15 4 PEMT 4

Service Desk Manager (SMC) Position 1.02 5 USUP 5 METL 5 CSMG 5 RLMT 5 PEMT 4

Service Desk Level 1 Analyst (SMC) Incident ServDeskAnalL1 1.08 4 USUP 4 CSMG 4

Service Desk Level 1 Analyst (SMC) Change ServDeskAnalL1 0.54 4 USUP 4 CSMG 4

Service Desk Level 1 Analyst (SMC) Request ServDeskAnalL1 3.99 4 USUP 4 CSMG 4

Service Desk Level 1 Analyst (SMC) Position 5.61 4 USUP 4 CSMG 4

Service Desk Level 2 Analyst (SMC) Incident ServDeskAnalL2 2.94 4 USUP 4 CSMG 4

Service Desk Level 2 Analyst (SMC) Request ServDeskAnalL2 0.28 4 USUP 4 CSMG 4

Service Desk Level 2 Analyst (SMC) Position 3.23 4 USUP 4 CSMG 4

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To ensure that individuals are provided opportunities to develop workforce

competencies that enable them to achieve career objectives

● Remediation training is provided for under-performing skills

● Development of new skills is provided for target roles in the career progression

plan

Motivating & managing performance – Career

Development

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9 November 2016

Case Study

● 182 Individual positions within Operations Division

● 86 Discrete Position Descriptions spanning multiple levels

● Some Positions almost identical except 1 or 2 words

● Most Position Descriptions have between 2-4 skills

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Competency Analysis (Delivery and Operations)

11

0

5

10

15

20

25

30

35

40

AV

MT

SLM

O

SEA

C

CFM

G

ASM

G

CH

MG

REL

M

SYSP

SCA

D

RFE

N

ASU

P

CP

MG

ITO

P

DB

AD

STM

G

NTA

S

PB

MG

USU

P

DC

MA

PEN

T

Servicedesign

Service transition Service operation

7

6

5

4

3

2

1

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Suggested Organisation Structure

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Service Delivery (TSG)

13

Technical Support and Operations function

3 Position Families

‘Principal’ role provides capability and team leadership

‘Senior’ role provides mentoring

‘Technical Support’ provides operational / routine tasks

86 current positions consolidated to 11

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System Administrator Job Family

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Shared Service Role LoR Skill 1 Lv1 Skill 2 Lv2 Skill 3 Lv3 Skill 4 Lv4 Skill 5 Lv5

AD/IDAM Technical Specialist 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4

Senior Windows Server Technician 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4

Senior Database and Systems Administrator 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4


IDAM Support Technician 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4

Senior Windows Engineer 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4


Shared Service Role LoR Skill 1 Lv1 Skill 2 Lv2 Skill 3 Lv3 Skill 4 Lv4 Skill 5 Lv5

Windows Server Technician 4 CHMG 4 PBMG 3 SYSP 4 TECH 4

SOE Developer 4 CHMG 4 PBMG 3 SYSP 4 TECH 4

SOE Developer 4 CHMG 4 PBMG 3 SYSP 4 TECH 4



Share Joint Specialist 4 CHMG 4 PBMG 3 SYSP 4 TECH 4





New Skill: Training &

Experience

Enhanced Skill:

Coaching & Mentoring

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Development Needs Analysis

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Training Name Training Stream Skills

Advanced Business Analysis Business Analysis BUAN BSMO REQM DTAN

Applying Advanced Business Analysis Business Analysis BUAN BSMO REQM DTAN CIPM

Bringing Business Solutions to Life Business Analysis BUAN BPTS SEAC

Business Analysis for Non Business Analysts Business Analysis BUAN REQM TEST BPTS

CCBA®/CBAP® Exam Preparation Business Analysis BUAN REQM METL

Fast Start in Business Analysis Business Analysis BUAN REQM METL CIPM

Identifying and Managing Successful Requirements Business Analysis BUAN REQM METL CIPM

Mastering Business Analysis Business Analysis BUAN REQM BPRE ARCH CIPM

Survival Skills for Analysts Business Analysis ORDI METL PDSV RLMT REQM

COBIT® 5 Assessor Certificate including exam ITIL CORE BPRE INAN METL

COBIT® 5 Foundation - 2 days - includes exam ITIL METL CORE INAS IRMG

COBIT® 5 Implementation Certificate including exam ITIL METL CORE BPRE CIPM

ITIL® Foundation Certificate in IT Service Management + exam ITIL METL ITMG

ITIL® Managing Across the Lifecycle (MALC) + exam ITIL METL CNSL CIPM IRMG

ITIL® Overview ITIL METL

ITIL® Service Capability - Operational Support and Analysis (OSA) + exam ITIL USUP PBMG SCAD METL ITOP

ITIL® Service Capability - Planning, Protection and Optimisation (PPO) + exam ITIL CPMG AVMT COPL SCAD SCTY

ITIL® Service Capability - Release, Control and Validation (RCV) + exam ITIL CHMG RELM CFMG ASMG SEAC

ITIL® Service Capability - Service Offerings and Agreements (SOA) + exam ITIL POMG SLMO SURE FMIT RLMT

ITIL® Service Lifecycle - Continual Service Improvement (CSI) + exam ITIL CORE QUAS METL

ITIL® Service Lifecycle - Service Design (SD) + exam ITIL SLMO AVMT CPMG COPL SCAD

ITIL® Service Lifecycle - Service Operation (SO) + exam ITIL USUP PBMG SCAD ITOP ASUP

ITIL® Service Lifecycle - Service Strategy (SS) + exam ITIL STPL FMIT POMG CIPM MKTG

ITIL® Service Lifecycle - Service Transition (ST) + exam ITIL CHMG SEAC RELM ASMG CFMG

9 November 2016

Job Families and Career Pathways

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Principal

Senior

Associate

Team Leader

Administrator

Officer

Manager

Analyst

Officer

Manager

Co-ordinator

Support

Level 1

Follow

Level 2

Assist

Level 3

Apply

Level 6

Initiate Influence

Level 5

Ensure Advise

Level 7

Set strategy, Inspire mobilise

Level 4

Enable

Technical

Specialist

Operational

Support

Process

SpecialistLeadership

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Career Pathways

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Senior

Specialist Roles: Systems administration, Network administration, Database administration

Example: Network specialists

Principal

Senior

Associate

Function: Subject matter expert with people management expertise

Core: Networking – Planning (NTPL), Design (NTDS), Support (NTAS)

Complimentary: People skills – Relationship Management (RLMT) and Performance Management (PEMT)

Transfer into: e.g. IT Management (ITMG) or Project management (PRMG)

Opportunities: Operational specialist, Process specialist, Leadership

Function: Subject matter expert in technical specialism

Core: Networking – Design (NTDS), Support (NTAS)

Complimentary: Providing Advice and guidance Technical specialism (TECH)

Transfer into: Network Planning (NTPL), Relationship Management (RLMT)

Opportunities: Vertical progression, Operational specialist, Process specialist

Function: Applying technical expertise

Core: Networking – Support (NTAS), Installation and decommissioning (HSIN), Security Admin (SCAD)

Complimentary: Providing advice and guidance (TECH) and Incident Management (USUP)

Transfer into: Network Design (NTDS), Problem Management (PBMG)

Opportunities: Vertical progression, Operational specialist, Process specialist

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Suggested Organisational Structure and Job

Families

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In Summary

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Strategic Workforce Planning includes a number of key processes

Competency Analysis

Competency Development

Career Development

Workgroup Development

Defining the strategic workforce plan requires input from

Process Owners on required skills

Workload analysis for FTE numbers

Competency Development should include formal training, self paced learning

and peer assisted coaching

Career Development should include enlargement within job families and

career pathways

9 November 2016

Questions?

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Strategic workforce planning

- organisational capabilities,

development and career planning

strategic workforce planning - sfia events › uploads › 1 › 1 › 6 › 8 › 11688348 ›...

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