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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?
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Q: How do I know if my organization has met its objectives? Did the IC complete its action plan on time?
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Q: How many employees are at each organizational level?
A:NIH employees can request access to the nVision Data Warehouse. nVision provides HR data which can be used to better understand the organization. Learn more about nVision.
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Q: How do I identify meaningful actions to address employee engagement challenges?
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Q: How do I critically assess the need for each position?
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Q: How do I know if my organization’s workforce strategy needs to be refined? Have there been changes in the workforce that would cause the strategies to need revision?
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Q: How will turnover of key staff affect your organization's ability to deliver services?
A: -
Q: Why should I identify key positions or mission-essential positions/functions? What criteria should I use?
A:- Mission-Essential and Key Positions Guide
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Q: How do I determine which data source best matches my need?
A:Data Source Dictionary
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Q: Are there local recruitment sources that can provide top talent?
A:Contact OHR Corporate Recruitment Team
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Q: Are there Key or Mission-Essential Positions with high turnover / low engagement rates?
A:Mission-Essential and Key Positions Guide
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Q: How do I articulate the benefits of workforce planning?
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Q: What new ways of working or skill mix would aid in recruitment?
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Q: What recruitment flexibilities/mechanisms are available to me to hire the talent that I need?
A:Contact OHR Client Services Division
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Q: How can I justify the positions that I need?
A:- Position Analysis Guide
- Mission-Essential and Key Positions Guide
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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?