Workforce Planning Responsibilities

Workforce planning will follow the endorsed University approach to planning and continuous improvement (Plan - Implement - Review - Improve) to:

Align workforce planning with University Strategy
Analyse supply and demand issues
Develop solutions
Review and improve practice

It will occur simultaneously at the Faculty and Divisional level [localised ] and University level [whole of workforce] to address:

Short term issues - actions to be taken in the next 12 months to address immediate concerns which are detailed in the annual Planning and Review process
Medium term issues - outcomes to be achieved in the next 1-3 years to enable the workforce to deliver the University Strategy objectives
Longer term issues - outcomes to be achieved in the next 3-5 years to position the workforce for beyond 2011

To support this planning, the human resource systems and procedures that enable the University to develop a capable workforce will be in a regular state of review to ensure they are relevant, competitive, flexible, and enable the University to respond to emerging workforce planning needs.

Senior Executive Committee will:

Lead the development and promotion of an organisational culture that attracts, retains and develops staff.
Ensure that workforce planning is effectively integrated with service planning and financial planning for the University to support the performance of the University against the University Strategy 2007- 2011 and beyond.
Address the resource implications of the University Workforce Plan within the development of the annual operating budget of the University, and in the longer term planning for the Enterprise Agreement.
As portfolio managers for the University, provide direction and support for the implementation and acquisition of resources associated with workforce planning.

Institutional Development Committee will:

Be responsible for the development and implementation of the Institutional Development Plan 2007-2011 which includes the enabling Workforce Plan.
Ensure that the workforce planning implications highlighted by the Workforce Planning Committee are taken forward and integrated with the actions and objectives of the other programs underpinning the Institutional Development Plan - Organisational Culture, Sustainability and Service Alignment.
Ensure alignment of the Workforce Enabling Plan with the other university Enabling Plans [Capital Development, Infrastructure, Finance]

Workforce Planning Committee will:

Oversee the development of a University Workforce Planning Framework that informs the University Workforce Enabling Plan.
Identify the resource implications of the University Workforce Planning Framework and ensure these are embedded in the Finance and Budget Enabling Plan.
Ensure that workforce planning is monitored and maintained as part of the University’s planning and budget process.
Prepare quarterly reports for the Institutional Development Committee on progress to address the short, medium and long-term priorities to develop a workforce that supports the vision, values and mission of the organisation.

Division of Human Resources will:

Align workforce planning with University Strategy

Develop the University’s leadership capability for workforce planning
Explore developments and practice in contemporary workforce planning and disseminate innovative approaches and solutions that will add value to the University.

Analyse supply and demand issues

Develop a robust evidence base to inform human resource policies and strategies to help improve recruitment, retention, development and performance of staff.

Develop solutions

Identify potential risk areas for the University in the workforce and provide advice on the potential impact of this on service delivery and identify the systems processes and programs required to manage identified risks.
Support the delivery of Faculty/Divisional workforce plans.

Review and improve practice

Systemically review HR practice to ensure that practice supports the delivery of workforce plans.
Provide an annual report on University workforce planning activity.

Faculties and Divisions will:

Align workforce planning with University Strategy

Produce a workforce plan according to the timetable outlined in the CSU Timeline for Planning and Review Activity and in line with CSU Guidelines on Workforce Planning.
Ensure that work on improving staff performance is factored into workforce planning, along with other actions aimed at improving effectiveness of services [eg Work Process Improvement].

Analyse supply and demand issues

Provide projections of the workforce numbers across the different staff groups required to deliver the future shape of services they envisage over the next 5 years including any new roles which might need to be designed.
Actively manage their workforce groups and take action on vacancies, for example through redesign of positions and/or services, recruitment, succession planning, development or redeployment of existing staff.

Develop solutions

Manage their workforce planning responsibilities in accordance with the Generic Responsibilities of CSU Staff and the Accountability Statements for Executive and Senior Managers.
Identify actions to address any gap between their workforce projections and the available supply of staff and plan for and secure resources to close the gaps.

Review and improve practice

Systemically review their workforce practice, strategies and plans to ensure they contribute to the attraction, retention and development of a capable workforce to deliver the University Strategy.