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Assessment of Workforce Planning is available in two forms - assessment of the process of planning, and assessment of evidence of planning according to behavioural indicators of the rest of the organisation. In other words - is ‘planning’ happening, and is planning ‘happening’. The two forms are independently valuable, and complement each other.

Assessing the Workforce Planning process

Assessment of planning is done by observation of the planning process and looks at everything from communication style to the strategic nature of the actual content of the conversations. While we follow a systematic approach, this assessment is necessarily observational and therefore partially subjective.

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	NOTE: Deltapoint offers assessment services in Workforce Planning. We can provide both observational (subjective) and measurement (objective) services. Our services can be provided in person or via communications technology such as video conferencing etc.


	Communication style is expected to draw the optimal contribution of ideas and expertise from each and every person who is contacted as part of the planning process


	Existence of clear organisational purpose and capabilities plan is expected. Planning is done at a suitable executive level Evidence of multi-stakeholder groups input Planning stages are clear - and followed The topics of planning conversations are expected to remain ‘strategic’ within the streams of KSA’s and People.

Assessing Workforce Planning implementation

Assessment of planning is done by measurement of the evidence of the planning process and looks at behavioural indicators in the organisation - as reported by members of the organisation. This is an objective process and uses a survey to ask as many members as possible about specific aspects of their activities. In looking for evidence of activities in each part of the ‘strategic loop’, it also looks for evidence that the activities are sequential (make sense). The indicators will be sought from the skills-gap stream of the plan and the people stream (recruitment, turnover, retirements, promotions, retraining, development...)

Because it is an objective measure, this assessment can be conducted periodically to assess improvements in the implementation of workforce planning. Indeed, a successful workforce plan will have taken steps to ensure that the plan is implemented, followed, and assessable. Organisational learning relating to each part of the workforce planning process must be part of the plan.