About workforce planning
The Integrated Planning and Reporting framework encourages councils to draw together their various plans, to understand how they interact and to get the maximum leverage from their efforts by planning holistically for the future.
The Community Strategic Plan provides a vehicle for expressing long-term community aspirations, and Council develops a 4 year Delivery Program to specify which parts of the Community Strategic Plan that Council aims to deliver in its current 4 year term. However, these will not be achieved without sufficient resources – time, money, assets and people – to actually carry them out.
An effective workforce strategy aims to provide Council with the people best able to inform its strategic direction, develop innovative approaches to complex issues and deliver appropriate services consistently, effectively and efficiently.
This website is designed to give a general outline of the workforce planning process. A series of strategic questions are presented for workforce planners to address in order to produce an effective workforce strategy that ensures the right people are available to deliver the Community Strategic Plan and Council’s Delivery Program. The plan will ensure that Council’s workforce is appropriate, productive, skilled and diverse.
The Delivery Program is a statement of commitment to the community from each newly elected Council about actions to be undertaken to meet the community’s strategic goals. It is designed as the single point of reference for all activities undertaken by Council during each term of office. Workforce planning is needed to ensure that the workforce resources are in place and well managed to deliver the Delivery Program as an important part of resourcing Council’s commitment, together with long term financial planning and asset management planning.
By approaching workforce planning in a strategic way a number of aims and statutory requirements can be addressed in a single process to ensure that all aspects of Council’s operations are appropriate and effective. These include EEO management planning and practising the principles of multiculturalism so that Council’s workforce reflects the diversity of the community.
The benefits of ensuring a diverse workforce include better local representation, improved communication and better understanding of the issues affecting local communities. A diverse workforce also maximises the pool of workers from which to address the issues facing councils such as skills shortages, ageing workforce and business succession planning, as well as invigorating local communities and economies.
Strategic issues to consider in a local government context and incorporate into the workforce strategy which are dealt with on this website, include the analysis of Council’s workforce requirements based on the commitments in the Community Strategic Plan and Delivery Program, developing an appropriate workforce structure to meet those objectives, workplace equity and diversity as a tool to benefit Council, strengthening Council’s workplace governance, and supporting and developing council staff.