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 departments’ current and future strategic business needs. The Model provides instruction for developing a comprehensive workforce plan that contains strategies addressing five main areas of workforce planning: diverse recruitment, retention, employee development, knowledge transfer and succession planning. Expanded succession planning guidance begins in Phase 3, by utilizing the State of California Succession Planning Model.
If your department previously used CalHR’s Seven Step Workforce Planning Model as a workforce planning guide and would like to understand how it compares to the new five phase Workforce Planning Model, refer to the Workforce Planning Model Comparison Matrix.
The State of California Workforce Planning Model should be used when a department wants to begin or refine a workforce plan to ensure the department’s critical missions and strategic plan objectives can be met.
Regardless of a department’s size, workforce planning is the responsibility of the department as a whole. For detailed information regarding recommended steering committee or project team members, roles and responsibilities reference the Steering Committee Roles and Responsibilities | - Text Only (RTF)document. Developing a structured team is a task accomplished in Phase 1 of the State of California Workforce Planning Model.
Each Phase of the Model contains comprehensive guidance to assist with successful completion of the Phase. The Phases are structured to provide high level guidance to department’s who have advanced workforce planning experience, as well as additional detailed information for departments who are just beginning workforce planning efforts:
The Deliverable describes the concrete product that will result with completion of the Phase.
The Steps outline the major actions that should be taken to complete the Phase.
The Tools identify tools and/or resources that can be used to assist with accomplishing the step referenced in front of the tool.
The Detailed Information provides in-depth direction for accomplishing each Step.
The workforce analysis accomplished in Phases 1 through 2, informs recruitment, retention, employee development, knowledge transfer, and succession planning strategies developed in Phase 3. Detailed guidance for succession planning begins in Phase 3 by utilizing the State of California Succession Planning Model.
GET STARTED - Click on the phase to learn about the purpose, deliverable, and actions involved in the phase.
Phase 1 - Set the Strategic Direction for the Workforce Plan
Phase 2 - Gather and Analyze Departmental Data for the Workforce Plan
Phase 3 - Develop the Workforce Strategies and Plan
Phase 4 - Implement Strategies
Phase 5 - Evaluate the Workforce Plan
We look forward to your help with improving the Workforce Planning Model for the State of California!
Contact CalHR’s Statewide Workforce Planning and Recruitment Unit at email@example.com or (916) 322-0742 with any questions or feedback on the State of California Workforce Planning Model.
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