Phase 3 - Develop Strategies and the Workforce Plan

This phase combines findings from earlier stages to build a comprehensive workforce plan aligned with organizational priorities and focused on addressing critical workforce gaps.​

Steps

1. Classify Workforce Gaps

​Categorize gaps identified and prioritized in Phase 2 in terms of recruitment, retention, employee development, knowledge transfer, and/or succession management.

2. Develop Strategies

Work with leaders to identify ways the organization can address critical workforce gaps in each category. Begin working on the succession management plan at this time using the CalHR Succession Management Model, if not already started.

​Recommend solutions to senior leadership for approval based on impact, time, and resources required and get their commitment to develop the strategies into a comprehensive action plan.

3. Create Action Plan

Develop a comprehensive action plan, covering no more than 5 years, to be included in the workforce plan. For each item in the action plan, include at least the following:

• Strategy description
• Alignment with strategic, SLAA, Annual Workforce Analysis, and any Underutilization Plan goals
• Timeline for implementation
• Key Performance indicators
• Success Criteria

4. Develop Workforce Plan

Organize the information and findings from Phases 1-3 into a comprehensive workforce plan. This plan is intended to be a living document that will evolve over time as workforce needs change. Obtain Director (or equivalent) approval for the workforce plan. Work with leaders to ensure resources are prepared to implement the plan. The CalHR Workforce Planning Toolkit provides templates and checklists organizations can use to develop their plans.

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