This document outlines the steps and key information to include in a workforce planning model. It describes analyzing the future workforce needs based on strategic goals and anticipated changes, assessing the current workforce demographics and skills, and identifying any gaps between future needs and current capabilities. The final step is to develop workforce plans to address skills gaps through strategies like succession planning, retention programs, recruitment, training and development. The overall goal is to ensure the organization has the right people with the right skills to achieve its strategic objectives over the next five years.

1. 1
WORKFORCE PLANNING MODEL
Workforce Plan Template
STEP 1 OVERVIEW
Describe the mission, strategic goals, objectives, and
business functions. Discuss what changes, if any, may
take place over the next five years that could affect the
organization’s mission, objectives, and strategies.
Basic Information to Include in the
Workforce Plan:
Mission•
Strategic goals and objectives•
Core business functions•
Anticipated changes to the•
mission, strategies, and goals over
the next five years

2. 2
WORKFORCE PLANNING MODEL
STEP 2 A. FUTURE WORKFORCE PROFILE
(DEMAND ANALYSIS)
Determine trends, future influences, and challenges for
business functions, new and
at-risk business, and workforce composition.
Basic Information to Include
in the Workforce Plan:
Expected workforce changes driven•
by factors such as changing missions,
goals, strategies, technology, work,
workloads, and work processes
Future workforce skills needed•
Anticipated increase or decrease in the•
number of employees needed to do the
work
Critical functions that must be•
performed to achieve the strategic plan

3. 3
WORKFORCE PLANNING MODEL
B. CURRENT WORKFORCE PROFILE
(SUPPLY ANALYSIS)
Assessing whether current employees have
the knowledge, skills, and abilities needed to address
critical business issues in the future.
Basic Information to Include in the Workforce
Plan:
Demographics information, including•
age, gender, ethnicity, and length of
service
Percent of workforce eligible to retire•
Turnover•
Projected employee turnover rate over•
the next five years
Workforce skills critical to the mission•
and goals

4. 4
WORKFORCE PLANNING MODEL
C. GAP ANALYSIS
Identify gaps and surpluses in staffing and skill levels
needed to meet future requirements.
Basic Information to Include in the
Workforce Plan:
Anticipated surplus or•
shortage in staffing levels
Anticipated surplus or•
shortage of skills

5. 5
WORKFORCE PLANNING MODEL
STEP 3
BUILDING WORKFORCE PLANS
Basic Information to Include in the Workforce Plan:
Changes in organizational structure•
Succession planning•
Retention programs•
Recruitment plans•
Career development programs•
Leadership development•
Organizational training and employee•
development