print logo
Main Content Anchor

State of California Workforce Planning Model

​New and Revised

Updated 8/31/2020

Phase 2 – Gather and Analyze Organizational Data for the Workforce Plan

  • Follow the updated guidance for completing Step 1.1: Gather and Analyze Workforce Data, to include requesting available Management Information Retrieval System (MIRS) workforce reports from your personnel office and using those reports to conduct an analysis of your workforce.
  • Reference the updated MIRS Elements and Definitions PDF | RTF, previously named MIRS Fields and Definitions, which reflects more accurate employee information that can be gathered specific to workforce planning.
  • Utilize the updated Workforce Data Workbook Template XLSX and Workforce Data Workbook Instructions PDF | RTF that are now in alignment with the available MIRS workforce reports and MIRS Elements and Definitions PDF | RTF. Updates include:
    • The "Total Number of Retirements", "Average Age at Retirement", and "Average Years of Service at Retirement" columns for the Retirement Eligibility worksheet will now be analyzed based on a minimum of six or 12 months because of the data needed for a baseline analysis and the cyclical nature of retirements.
    • The Turnover worksheet will now be analyzed based on a minimum of six or 12 months because of the data needed for a baseline analysis.
    • The Separation Snapshot worksheet will now be analyzed based on 12-month timeframes versus years to allow for more flexibility of when organizations begin gathering separation data from MIRS.
    • The Separation Snapshot 2.0 worksheet previously included has been removed. The worksheet entailed converting the number of different separation types into rates and is not necessary for conducting a baseline level of analysis. If your organization is interested in the Separation Snapshot 2.0 worksheet, contact the CalHR Statewide Workforce Planning Unit at wfp@calhr.ca.gov.

Updated 1/9/2020

All Phases

Phase 2 – Gather and Analyze Organizational Data for the Workforce Plan

  • Conduct a workforce supply analysis using expanded information on recommended MIRS Elements and Definitions PDF | RTF of data to gather using the Management Information Retrieval System (MIRS).
  • Access a Workforce Data Workbook Template XLSX with step-by-step Workforce Data Workbook Instructions PDF | RTF to produce and analyze various workforce reports, such as Retirement Eligibility, Separations, Generational Breakout, Turnover, and Demographics.

Phase 3 - Develop Strategies and the Workforce Plan

  • Develop your workforce plan using the Workforce Plan Template DOCX | Blank Template DOCX that now includes check marks to indicate sections, if  completed, meet CalHR's policy requirements.

Phase 5 - Evaluate the Workforce Plan

  • Evaluate the effectiveness of your organization's workforce plan using the Workforce Plan Checklist PDF | RTF to determine if it meets CalHR's policy requirements and industry best practices.

​What is the State of California Workforce Planning Model?

The purpose of the State of California Workforce Planning Model is to provide clear and relevant workforce planning guidance that aligns staffing and competencies with an organization's current and future strategic business needs. The model provides instructions for developing a comprehensive workforce plan that contains strategies addressing five main areas of workforce planning: recruitment, retention, employee development, knowledge transfer and succession management. Expanded succession management guidance begins in Phase 3, by utilizing the California Succession Management Model.

When should an organization use the Workforce Planning Model?

The State of California Workforce Planning Model should be used when an organization wants to begin or refine a workforce plan to ensure its critical missions and strategic plan objectives can be met.

Who should use the Workforce Planning Model?

Regardless of an organization's size, workforce planning is the responsibility of the organization as a whole. For detailed information regarding recommended steering committee or project team members, reference the Steering Committee Roles and Responsibilities PDF | RTF. Developing a structured team is a task accomplished in Phase 1 of the State of California Workforce Planning Model.

How does an organization use the Workforce Planning Model?

Each phase of the model contains comprehensive guidance to assist with successful completion. The phases are structured to provide high-level guidance to organizations who have advanced workforce planning experience, as well as additional detailed information for organizations who are just beginning workforce planning efforts: 

  1. The Purpose identifies the overall objective for the Phase.

  2. The Deliverable describes the concrete output that will result with completion of the Phase.

  3. The Steps outline the major actions that should be taken to complete the Phase.

  4. The Tools identify tools and/or resources that can be used to assist with accomplishing the step referenced.

  5. The Detailed Information provides in-depth direction for accomplishing each Step.  

The workforce analysis accomplished in Phase 1 and Phase 2, informs recruitment, retention, employee development, knowledge transfer, and succession management strategies developed in Phase 3.  Detailed guidance for succession management begins in Phase 3 by utilizing the State of California Succession Management Model.

 GET STARTED - Click on the phase to learn about the purpose, deliverable, and actions involved.

Supporting Page
Link Back to Top