Filetype Excel XLSX | Posted on 15 Aug 2022 | 3 years ago
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211x Filetype XLSX File size 0.03 MB Source: www.cewd.org
Sheet 1: Strategy Summary Examples
| Workforce Planning Process | |||||
| Define the Needs | |||||
| Strategy Summary | |||||
| 2010 - 2012 | |||||
| Business Unit | |||||
| Station or Department | |||||
| HR Generalist | |||||
| Date Prepared | |||||
| INSTRUCTIONS: | |||||
| Use the questions from the "Gap Analysis" tool to think about your future needs and the strategies to address those needs. List each WFP issue | |||||
| and its corresponding strategy on a separate row below. Add rows as necessary. Transfer each Strategy over to the "Strategy Worksheet.” | |||||
| ITEM | 1. Current | 2. Future | 3. Gaps | 4. Strategies | Buy or Build? |
| 1. | Two, or 40%, in our Engineering department will be 61+ over next 3 years. (One Eng and one Consulting Eng.) | Will need new Engineers to backfill vacancies created by retirements. | Cannot replace both engineers with entry-level; need more advanced skills. Will we easily be able to hire someone with required knowledge, skill sets? | Need to advance fill one engineer in order to allow time for knowledge transfer. | Buy Eng |
| 2. | One or 25%, of our Utility Person’s will be eligible to retire in three years. | Will need new Utility Person trainees to backfill vacancies created by filling UP slots | Do we have Trainees ready to advance to UP? Will need to replace the one due to retirement | Need to develop one trainee to prepare for UP position. Due to training needs, need to hire/advance fill one UP Tr position two years in advance. | Build UP Buy UP Trainee |
| 3. | Critical position of meeting the increasing environmental regulations | May need to increase environmental support with the addition of Title V implementation, additional tasks to support the Consent Decree, 316(a) and 316 (b) Studies. | May not be in compliance with environmental rules and regulations and receive citations and fines? | Create a third position of Envir. Compliance Coord. To support the environmental programs at Brayton Stations | Buy ECC |
| 4. | Need to build scrubbers to meet environment guidelines | New Scrubbers in place by 2011 | Need additional staffing to run scrubbers: 2 Plant Operators 2 Mechanics |
Staff at Trainee level two years in advance to allow time for training | Buy |
| 5. | Director is eligible to retire. | Will need Director to replace vacancy created by retirement. | Need qualified station director, level III. | Succession Planning | Build |
| Workforce Planning Process | |||||
| Define the Needs | |||||
| Strategy Summary | |||||
| 2010 - 2012 | |||||
| Business Unit | |||||
| Station or Department | |||||
| HR Generalist | |||||
| Date Prepared | |||||
| INSTRUCTIONS: | |||||
| Use the questions from the "Gap Analysis" tool to think about your future needs and the strategies to address those needs. List each WFP issue | |||||
| and its corresponding strategy on a separate row below. Add rows as necessary. Transfer each Strategy over to the "Strategy Worksheet.” | |||||
| ITEM | 1. Current | 2. Future | 3. Gaps | 4. Strategies | Buy or Build? |
| 1. | |||||
| 2. | |||||
| 3. | |||||
| 4. | |||||
| Workforce Planning Process | ||||||
| Define the Needs | ||||||
| Strategy Worksheet | ||||||
| 2010-2012 | ||||||
| Business Unit | Fossil & Hydro | |||||
| ` | Station or Department | Brayton | ||||
| HR Generalist | Jane Smith | |||||
| Date Prepared | 4/14/2009 | |||||
| BUY Strategies (require additional FTEs): | ||||||
| ● For advance fill justification, list year in which you will advance fill and incumbent's name | ||||||
| ● For event-driven needs, justify needs for additional authorized position | ||||||
| Critical Job(s) | Strategies to Buy | Justification for advance fill or event-driven Staffing Need | Metrics - how success will be measured | Action Items | Person(s) Accountable | Target |
| Engineers | Due to specialty, need to advance fill engineer for knowledge transfer. | Employee 36 (age 58) advance fill in 2011 Employee 4 (age 64) advance fill in 2010 |
Qualified candidates placed into Adv Fill positions | Develop recruiting strategy for engineering positions. | Management/HR | 1. in Jan. 2011 2. in Jan. 2010 |
| Utility Person | Due to training needs, need to hire/advance fill one Utility Person Trainee in advance. | Employee 49 (age 58) advance fill in 2011 | Qualified candidate placed into Adv Fill position | Develop recruiting strategy for UP tr. | Management/HR | Jan. 2011 |
| Sr/ECC | Create second position of ECC to support the environmental programs at Mt. Storm. | Sr/ECC | Successful hire of qualified Sr/ECC at Station. | Develop recruiting strategy for Sr/ECC. | Management/HR | Jan. 1010 |
| Plant Operators (2) Mechanics (2) |
Staff at Trainee level two years in advance to allow time for training. | Additional staffing required to maintain Scrubbers, to be installed, up and running in 2013. | 1) # of qualified candidates 2) Staff able to operate and maintain new scrubbers |
Develop recruiting strategy for positions. | Management/HR | Jan. 2011 |
| BUILD Strategies (do not require additional FTEs): | ||||||
| Critical Job(s) | Strategies to Build | Metrics - how success will be measured | Action Items | Person(s) Accountable | Target | |
| Utility Person | Training/development program for Utility Person Trainee to build required skills for Utility Person position. | UP position should never becomes vacant due to lack of qualified individuals available. | Maintain a trained UP | Management/Operations | On-going | |
| Director | Succession Planning Position | Successful replacement for Station Director. | Monitor progress & developoment of succession candidates. | Executives and HR | On-going | |
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