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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?
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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?
FAQ: Workforce Planning
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