Councils are required to undertake workforce planning to support the achievement of the Delivery Program. The Workforce Management Strategy is also a four-year plan, addressing the human resources required to achieve the activities identified in the Delivery Program.
A council’s workforce planning should consider what people, with what skills, experience and expertise are required to implement the Delivery Program. It provides an opportunity every four years to plan adjustments to the workforce to meet changing priorities and take into account new technologies.
The Workforce Management Strategy should address issues such as:
- an ageing workforce
- succession planning
- how to provide opportunities to create and retain positions for local young people
- incentives and other programs that will support the council to be an employer of choice
- learning and development
- performance management
- recruitment strategies to fill skills gaps
- workforce diversity.
The ‘Resourcing Strategy’ chapter of the Integrated Planning and Reporting Manual (pages 63 to 100) provides further information and good practice examples.
Click on the links below for more information about:
- Workforce planning
- How to use this site
- Developing a workforce strategy
- Components of an effective workforce strategy
- Monitoring and evaluating a workforce strategy
- Related legislation and policy
- Useful links and resources