Achieving excellence is dependent on attracting, developing and retaining high quality staff. A range of factors, including an ageing workforce, skills shortages, changes to federal government funding, budgetary tightening, increasing competition in the private sector, and technological innovations, impact the an Agency’s capability to be competitive in attracting, developing and retaining high quality staff to meet its requirements.

There is a compelling need for the federal government to plan to meet these challenges and avoid crises management. GBS’ Workforce Planning Model has identified what steps are required to meet this emerging challenge and position the federal government to effectively plan for the future.

Workforce Planning is a critical step in preparation for staff and achieving the goals of the your Agency’s Strategic Plan. It is the first step in the human resource planning cycle and links up to preparing to recruit, attracting key staff members, recruiting and selecting qualified staff and developing a strategic workforce.

Advantages in technology and the advent of a global economy bring the people of the world closer together than ever before. The changing demographics of our nation also affect the nation’s businesses and in turn the nation’s economy. For our government and businesses to continue to be effective and motivate citizens to contribute to building these institutions, our leaders must recognize and capitalize upon the diversity of the nation.

• Recruit from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments of American society.

• Cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and further retention.

• Develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.