Workforce Planning

Understands and demonstrates knowledge of business strategy and HR concepts, principles, and practices to effectively align the needs of the organization and its workforce, and to design strategies that support leadership in planning for and obtaining the necessary resources to carry out the mission.

Key Behaviors:

  • Participates in development of annual and long-range workforce plans in coordination with business and operational plans to ensure integration with the Institutes? mission and strategic and science planning activities.
  • Advises leadership on the potential impacts indicated by workforce data, highlighting organizational strengths and risks (e.g., potential for attrition), and suggesting applicable human resources strategies.
  • Develops succession planning tools and templates to support leadership in ensuring the continuity of the mission/work.
  • Establishes and manages processes and programs to manage the size of the organization?s workforce and facilitate resource alignment with areas of greatest importance to the mission.
  • Understands financial management and mission planning terminology, concepts, and key indicators as they relate to and impact workforce needs, and integrates applicable financial and budgetary knowledge to inform workforce planning efforts.
  • Informs and educates staff about organizational competency gaps and how to develop Individual Development Plans (IDPs) linked to competencies.
  • Gathers, analyzes, and reports on position, workforce data, and/or competencies from human resource databases and other sources to present historical patterns and trending, develop projections, and highlight key findings and implication for action.
  • Examines decisions made by agency leadership and make presentations to educate and promote awareness on human capital development issues.
  • Collaborates with management to develop/aggregate workforce needs (i.e., emerging areas of work, potential competency gaps) and to develop strategies to ensure a sufficient pipeline to meet business needs.
  • Understands the full scope of HR and talent management and applies that understanding to identify and recommend additional services where competencies may benefit the organization (e.g., succession planning, contingency planning).
  • Builds, implements, and manages competency-based HR tools to help employees across the organization use competencies as appropriate for their role (e.g., hiring, placement, assessment, development).
  • Uses analytical skills to determine what knowledge, skills, abilities, and other relevant personal characteristics are required to successfully carry out the work.
  • Facilitates the identification of competencies needed to successfully carry out work across the organization in order to achieve the mission.
  • Applies various methods (e.g., transaction counts, staffing ratios, decision or allocation rules) to measure and estimate the Institute?s workload and corresponding staffing needs.

Developmental opportunities for this competency are available from the NIH Training Center.