Workforce and Succession Management Report 2009
Workforce-Succession Planning Report – 2016
Due bySeptember 9, 2016
Agency: Date:
Contact: Contact Phone: Contact E-Mail:
Workforce Planning is defined as a systematic approach to identifying and analyzing organizational needs to achieve goals and objectives through the proper size, type, and nature of the workforce. In other words, it’s having the right number of people with the right knowledge and skills working for Pennsylvania in the right jobs at the right time.
On a scale of 1 to five, as defined below, how prepared is your organization in addressing its current workforce planning challenges?
5 – Extremely Prepared; 4 – Prepared; 3 – Somewhat Prepared; 2 – Concerned; and 1 – Alarmed
If you would like to provide more information about your response, we welcome your comments:
Succession Planning is defined as a process of developing talent to meet the needs of the organization now and in the future.
On a scale of 1 to five, as defined below, how prepared is your organization in addressing its current succession planning challenges?
5 – Extremely Prepared; 4 – Prepared; 3 – Somewhat Prepared; 2 – Concerned; and 1 – Alarmed
If you would like to provide more information about your response, we welcome your comments:
Assessment of Current Workforce/Succession Planning Challenges
Indicate, in priority order, your agency’s top three to five current workforce and succession planning challenges.
Workforce Challenge 1 –
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Workforce-Succession Planning Report – 2016
Due bySeptember 9, 2016
Workforce Challenge 2 –
Workforce Challenge 3 –
Workforce Challenge 4 –
Workforce Challenge 5 –
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Workforce-Succession Planning Report – 2016
Due by September 9, 2016
Assessment of Future Workforce/Succession Planning Challenges
Indicate, in priority order, your agency’s top three to five challenges you anticipatefacing in the future? (Consider priorities of the administration, legislative changes, budgetary challenges, agency strategic plans, staffing and skill impacts, etc.)
Future Workforce Need 1 –
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Workforce/Succession Planning Report – 2015
Due to OA September 4, 2015
Future Workforce Need2 –
Future Workforce Need3 –
Future Workforce Need4 –
Future Workforce Need5 –
Action Plan
Identify action your agency will take to close gaps that exist between your agency’s current and future workforce and succession planning challenges. Indicate the targeted implementation date for each action.
Action 1 - Targeted Implementation Date:
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Workforce/Succession Planning Report – 2015
Due to OA September 4, 2015
Action 2 - Targeted Implementation Date:
Action 3 - Targeted Implementation Date:
Others Targeted Implementation Date:
Fiscal Year 2015-16 Workforce/Succession Planning Accomplishments:
Identify the agency’s primary workforce and succession planning accomplishments for FY 15-16:
Accomplishment 1 –
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Workforce/Succession Planning Report – 2015
Due to OA September 4, 2015
Accomplishment2 –
Accomplishment3 –
Others
Please submit reports to:
Contact Darice Mayhew, Bureau of Workforce Planning, Development and EEO at 717.787.3813 or with questions.
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