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Phase 5 - Evaluate the Workforce Plan

Once you implement the plan, evaluate your efforts in order to ensure you are meeting your objectives, closing staffing and competency gaps, and efforts are benefiting internal and external stakeholders and the department as a whole.


This phase allows you to evaluate all components of the workforce plan to ensure they are effectively accomplishing desired outcomes.


An evaluation of the outcomes and effectiveness of the workforce plan and related activities.

Steps to Accomplish the Deliverable

  1. Evaluate the workforce plan and ongoing activities related to the plan's strategies.
  2. Add appendices to the workforce plan with all changes and updates to the plan.

Tools to Assist with Steps

Detailed Information to Assist with Steps 

Step 1: Evaluate The Workforce Plan

Look for measureable changes related to the strategies you have implemented, such as:  

  • An explicit link between skill improvement and agency performance.
  • An increase in the quality and performance of hires.
  • Testimonial evidence from employees and management expressing training and development is relevant and encouraged.
  • Indications of integrated work unit coordination and communication.
  • Feedback from managers and staff about effectiveness of the new program and its return on investment.
  • Performance appraisals showing progress in employee development.
  • Reduced cycle times from job candidate requisition to hire.
  • Percentage of leadership positions filled by internal candidates who participated in succession planning programs.

Continuous Improvement

Document lessons learned from the workforce planning process by following up with the Steering Committee about:

  • What the department learned from undergoing the workforce planning process.
  • How the department will implement what was learned.
  • Which strategies worked well and which strategies did not work as well as intended.
  • What key staff played major roles in the workforce planning effort.
  • Process and structural improvements brought about by the workforce plan's strategies that enhanced the department's ability to accomplish its goals.
  • Ensuring that workforce planning is integrated into the agency strategic plan.
  • Ways to accommodate greater organizational efficiency.

Step 2: Incorporate Updates

Document every change made to the workforce plan, including the reason for the change.  Rather than overhaul the plan itself, add an appendix to the workforce plan with each new change. The following organizational changes may indicate that your plan needs to be updated:

  • Changes to the organizational structure.
  • New or updated strategic plan.
  • Changes in Major policy/law/code.

Workforce planning should be formally undertaken every three years or as major organizational changes arise, whichever is sooner. However, the workforce plan should be evaluated on a continual basis to ensure that the strategies are still effectively meeting the department's needs.  Consider the following continuous activities:

  • Preparing annual reports of the workforce plan to share with management;
  • Reviewing workforce profiles annually to address new priorities and adjust strategies to maximize results; and
  • Collecting data on customer satisfaction and program progress to measure how workforce planning contributes to your department’s long-term goals.
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