2
     Developing your Workforce Plan
     I.   Developing and Implementing your Action 
          Plan
     II.  Monitoring, Evaluating, and Revising your 
          Workforce Plan
                                       3
   Developing your Workforce Plan
   I.  Action Plan
   • Document specific actions that the Center will undertake to reach its 
   workforce goals in the current fiscal year and, separately, in the next 3-
   5 year timeframe.  Current year actions should be specific and include 
   the responsible action owner(s) and due dates.   
   • Your Center plan needs to identify actions to address at least the areas 
   below, but may include additional areas that are relevant to the Center. 
    –Recruitment and Retention
    –Diversity
    –Multisector Workforce 
    –Resource Sharing
                                                4
   Developing your Workforce Plan
   What Action Plan Topics could You Include?
     • Employee Development
     • Employee Engagement
     • Development of Career Paths
     • Succession Planning
     • Excess Capacity of Skills
                                                                              5
     Developing your Workforce Plan
     Action Plan Guided Inquiry Questions
     Develop Action Plan 
     •  What is your plan for bridging the gap between the current and future workforce in the next 3-5 years?
     •  Will current positions need to be recruited and what will change in the future positions?
     •  How will a pipeline be developed to identify and recruit highly qualified performers?
     •  What is your strategy for recruiting a diverse group of candidates?
     •  How will essential organizational knowledge and key personnel be retained within the workforce?
     •  What types of incentives will be needed to retain key staff?
     •  How will you ensure that all employees are receiving an opportunity to participate in career, professional and 
        leadership development?
     •  What developmental opportunities exist and how will they be utilized?
     •  How will current employees be developed to meet future mission requirements, succession and individual 
        success? 
     •  What will be implemented to improve performance and reward superior performance (both monetary and non-
        monetary)?
     •  How will leadership/management engage employees?
                                                                   6
    Developing your Workforce Plan
    Action Plan Topics included in the Workforce Planning Guide:
    Strategy: Address surplus positions
      Review the list of surplus positions available from the Gap Analysis. Review the skills associated with each 
      of those surplus positions. Determine if positions can transition into the gaps to be filled. To do this, consider:
      • Are these skills directly transferable to fill the gaps?
      • Can any of gaps be filled by retraining surplus employees?
      • Can surplus positions be easily reclassified to the positions needed?
    Strategy: Use a variety of incentives/mechanisms to recruit new skills and retain needed 
    employees.
      Action items associated with this strategy can include, for example:
      • Develop a formal mentoring program for incumbents of targeted position groups.
      • Institute voluntary rotational assignments.
      • Use volunteers, where permitted, to attract community and employment interest.
      • Partner with another component or agency to expand employee development.
      • Expand outreach through job fairs, advertising, websites, employee referrals, etc.
      • Expand use of work-life programs (e.g., alternative work schedules, flexi-place, part-time
      • employment, child care facilities and subsidies).