-
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?
-
Q: How do I know if my organization has met its objectives? Did the IC complete its action plan on time?
-
Q: How will my organization define what success looks like?
-
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?
-
Q: How are competencies being updated to reflect the changing business environment?
-
Q: What competency gaps exist in my workforce?
-
Q: How do I determine what workforce my organization will need in the future?
-
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
-
Q: What recruitment flexibilities/mechanisms are available to me to hire the talent that I need?
-
Q: Are there Key or Mission-Essential Positions with high turnover / low engagement rates?
A:Mission-Essential and Key Positions Guide
-
Q: Why should I identify key positions or mission-essential positions/functions? What criteria should I use?
A:- Mission-Essential and Key Positions Guide
-
Q: How do I identify meaningful actions to address employee engagement challenges?
-
Q: How do I better assess who in my workforce may be leaving or who may want to leave?
-
Q: What are some recommended strategies (promising practices) around employee engagement? How do I better retain people?
-
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
-
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
-
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
-
Q: What is the current distribution of employee years of service?
-
Q: Can the workforce be arranged differently to better facilitate workload coverage?
-
Q: What new ways of working or skill mix would aid in recruitment?
-
Q: Are there local recruitment sources that can provide top talent?
A:Contact OHR Corporate Recruitment Team
-
Q: How will turnover of key staff affect your organization's ability to deliver services?
A: -
Q: How many employees are at each organizational level?
A: -
Q: How well does the current workforce align/support your business strategy?
A:Contact the NIH WFP WG
-
Q: How do I get my scientific workforce to buy in to proactive workforce planning activities?