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Q: Can the workforce be arranged differently to better facilitate workload coverage?
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Q: How can I leverage data/analytics to identify future needs?
A:- NIH OHR SmartHR Workforce Analytics Module
- NIHTC Course Link: HR SAID Data Training Module 2
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Q: How do I get stakeholders/my customers to think forward and identify future needs?
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Q: What is the current distribution of employee years of service?
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Q: How do I to develop my workforce planning capabilities?
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Q: How do I determine what workforce my organization will need in the future?
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Q: Where is my organization’s greatest need currently in the workforce planning area?
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Q: Who will be retirement eligible in the coming years? Of those, how many are actually likely to retire in that period?
A:- NIH OHR SmartHR Workforce Analytics Module
- Contact the NIH WFP WG
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Q: How do I better understand what WFP support I’m expected to deliver in my role?
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Q: What competency gaps exist in my workforce?
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Q: How do I use short-term and long-term organization plans/strategy to inform workforce goals? How do I align workforce planning with my organization’s overall strategy and direction?
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Q: How do I deal with the retirement wave? What strategies can I implement?
A:- Transition Interview Guide
- Transition Plan Template
- SmartHR Action Planning Module
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Q: Who else at NIH is working on WFP, and in what activities?
A:WFP Website Points of Contact List or Contact the NIH WFP WG
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Q: How are competencies being updated to reflect the changing business environment?
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Q: What workforce planning services is my organization ready for?
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Q: What should I do to prepare for a known upcoming departure? How do I backfill? What do I need to do to prepare a successor for success in the position?
A:- Transition Interview Guide
- Transition Plan Template
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Q: How do I optimize my staffing/what options do I have to address current/future staffing needs when position availability has reached capacity or is limited (i.e., budget)?
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Q: How can I improve the diversity of my workforce through workforce planning practices? Where do I need to consider adjusting recruitment/other human capital strategies to support diversity and inclusion?
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Q: How do I get my scientific workforce to buy in to proactive workforce planning activities?
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Q: What are some recommended strategies (promising practices) around employee engagement? How do I better retain people?
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Q: How can I use data to inform workforce planning/identify action?
A:Contact the NIH WFP WG or SmartHR Action Planning Module
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Q: How will my organization define what success looks like?
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Q: How well does the current workforce align/support your business strategy?
A:Contact the NIH WFP WG
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Q: How do I better assess who in my workforce may be leaving or who may want to leave?
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Q: How do I use surveys to inform workforce planning?
FAQ: Workforce Planning
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