Documents relating to Workforce Planning are listed below. These documents provide information to support agencies to plan ahead in relation to their workforce requirements.
A Workforce Planning and Diversity Advice and Consultation Service was launched by the Public Sector Commission on 21 February 2011. Tools have been developed to assist agencies with workforce planning and diversity. Use of these tools is voluntary and they can be customised to meet the unique needs of your agency.
A pamphlet outlining the Public Sector Commission's (PSC) new Workforce Planning and Diversity Advice and Consultation Service.
An overview of the Agency Portfolios that have been allocated to PSC consultants.
A Workforce Planning Model that describes the key stages agencies should consider when undertaking workforce planning.
A Workforce Planning & Diversity Assessment Tool. This checklist enables you to undertake a self assessment of your agency's workforce planning processes and outcomes. The checklist will also provide PSC Consultants with valuable information on how we may be able to assist your agency.
A CEO Workforce Dashboard Reporting Template. This template can be used to provide Directors General/Chief Executives with a workforce report that succinctly and visually describes the status of key workforce indicators.
Strategic Directions for the Public Sector Workforce 2009-2014
Public Sector Commission
This document contains 38 initiatives that will be implemented over 5 years to ensure the ongoing viability of the Western Australian public sector workforce. It identifies the responsibilities of central and line agencies.
Forward Thinking (An environmental scan)
Public Sector Commission
This document contains a summary of the current and emerging issues affecting the Western Australian public sector workforce which were identified through research and consultation with public sector agencies.
Workforce Planning Framework
Public Sector Commission
This document outlines the over-arching workforce planning framework that the Public Sector Commission (PSC) has adopted, including ‘Principles', ‘Central and Line Agency responsibilities' and ‘Deliverables'. The Framework has been developed following consultation with agency representatives from PSC's Workforce Planning Consultative Group.
Examples of good practice
The Public Sector Commission has identified the following agencies as having either integrated Workforce and Diversity Plans or independent Workforce Plans that showcase good practice:
Program of Works
Public Sector Commission
This document outlines the key workforce planning initiatives that the Public Sector Commission (PSC) will progress in 2010 and 2011, following consultation with agency representatives from PSC's Workforce Planning Consultative Group.
Our Sector - Our People
Public Sector Commission
This guide outlines a disciplined approach to decision-making about people. It will assist agencies to improve performance through the development of targets and benchmarks to measure human capital.
Workforce Plan Process Pack
Department of Mines and Petroleum
These documents have been produced by the Department of Mines and Petroleum as a framework for developing a workforce plan that engages the whole organisation. They include steps in the process, clarification of responsibilities and diagnostic templates.
Workforce Planning Framework
Disability Services Commission
This framework aims to create a systemic workforce planning process to assist the DSC to align people planning with business outcomes.
Workforce Planning Guide
Disability Services Commission
This document is designed to assist management to obtain a greater understanding of their workforce, enhance ability to better allocate resources and assist to successfully assess and manage current and future workforce issues.
Workforce Plan 2008-2010
Central Institute of Technology
This plan identifies the key workforce priorities and initiatives that Central Institute of Technology committed to in 2008-2010.
People Plan 2009-2011
WorkCover WA
This plan outlines Workcover WA's workforce outcomes, values, strategic goals, indicators and measures.
Workforce Planning Profiles Questionnaire
Main Roads
This questionnaire can be used by management to identify opportunities and risks in a range of workforce-related areas.
State Priority Occupation List 2012-13
Department of Training and Workforce Development
The State priority occupation list is an annually produced list of jobs that are in high demand or considered industry-critical in Western Australia.
Training Councils
State Training Board
The State Training Board produces industry specific Environmental Scans, Workforce Development Plans and Workforce Gauges identifying key workforce trends and responses in various sectors, such as the Community Services, Health & Education Industry.
Women's Interests Strategic Directions 2011-2014
Department for Communities
This document outlines four priority areas which will guide the Department for Communities Women’s Interests activities over the next three years: health and wellbeing, safety and justice, economic independence and women in leadership.
Presentation videos: A Road Map to Developing a Workforce Plan
Environmental Scanning (Stage 1: Scan and Understand)
Recruitment Calculator
Public Sector Commission
This tool assists users to calculate the full cost of recruiting a new employee, including all direct and indirect expenses. The tool has been designed to automatically ‘self-calculate' the recruitment cost as information is entered by the user.
Strategic Recruitment Plan 2009-2011
Disability Services Commission
This document aims to build an effective recruitment and selection strategy to enable the agency to select the right people to the right positions.
Learning From Leaving
Public Sector Commission
A guide to using the exit interview process more effectively. This will assist agencies to determine why people leave and what can be done to increase workforce retention rates.
Diversity surveying
Public sector agencies, public authorities and universities are required to provide workforce diversity data to the Director of Equal Opportunity in Public Employment on an annual basis.
Aboriginal Economic Participation Strategy 2012−2016
A whole-of-government strategy developed to increase the potential for Aboriginal people to play a greater part in the Western Australian economy. The strategy will be led by the Aboriginal Affairs Coordinating Committee comprising Directors General from the following agencies: Department of Indigenous Affairs, Department for Child Protection, Department of Corrective Services, Department of Education, Department of Health, Department of Housing, Department of the Premier and Cabinet, Department of Regional Development and Lands, Department of Training and Workforce Development, Department of Treasury and WA Police.
How does your agency compare? report
Public Sector Commission
These reports are prepared for all agencies with over 100 employees to provide information on the diversity of an agency's workforce in comparison to other public sector agencies.
Department for Communities: Women in Leadership: Strategies for Change (external PDF 1.6MB, opens in a new window)
This Department for Communities publication provides a comprehensive examination of the current workforce leadership culture and offers a range of tools and resources to increase the representation of women in leadership positions. PSC is appreciative of the Department for Communities and The Maureen Bickley Centre for Women in Leadership, Curtin University for this useful resource.
2012 Women’s Report Card
Department for Communities
The 2012 Women’s Report Card details the statistical status of Western Australian women across a range of key indicators in areas such as health, wellbeing, safety, work and education. The Women's Report Cards provide an evidence base to inform government and private sector policies, services and programs, as well as giving a snapshot of Western Australian women's lives.
Western Australian Youth Mentoring Reform Strategic Framework
Department for Communities
The Strategic Framework is the cornerstone of the four year Youth Mentoring Reform Project which seeks to significantly reform the way that government and the youth mentoring sector work together to improve outcomes for young West Australians by giving more young Western Australians the opportunity to benefit from having a mentor in their lives.
Pay Equity Toolkit
Department of Commerce
The Department of Commerce has produced a Pay Equity Audit Tool to help agencies analyse their payroll data.
Sections 50(d) and 51 of the Equal Opportunity Act 1984
Public Sector Commission
If your agency has identified that service provision to people of a particular race is best provided by a person of the same race, s. 50(d) of the Equal Opportunity Act 1984 is a useful tool to apply.
WA Health Aboriginal Cultural Learning Framework
The Department of Health, Aboriginal Health, has produced the WA Health Aboriginal Cultural Learning Framework which includes strategies to attract and up skill Aboriginal employees, foster an inclusive workplace through cultural learning and identify/develop the leadership qualities of Aboriginal employees.
Diverse WA Cultural Competency Training Package
Diverse WA is a training package for public sector staff to assist people from culturally and linguistically diverse backgrounds. It will help the Government achieve its vision of an inclusive WA.
Multicultural Health Website
The Department of Health has developed a helpful website with tools, policies and training aimed at fostering inclusive workplaces and services.
EEO Management Plan Evaluation Tool
The evaluation tool that the Public Sector Commission Senior Consultants use when evaluating EEO Management Plans against sections 145(2)(a)–(h) of the Equal Opportunity Act 1984. This tool will guide you in what to include in your EEO Management Plan.
The Public Sector Commission has identified the following agencies as having an EEO Management Plan that showcase good practice:
Capability Profiles Level 7 - Class 4
This Leadership Capability Profile has been developed in response to the many leadership challenges which the public sector will face in coming years. It is based on the Integrated Leadership System (ILS) developed by the Australian Public Service Commission for senior executives in the Commonwealth sector.
Creating A Flexible SES Workforce
Public Sector Commission
This guide highlights the importance of promoting and supporting flexible work practices among the SES workforce to increase the retention rates of experienced staff across the sector.
This is an effective incentives and benefits program incorporating Remuneration and Benefits; Work Life Balance; Performance and Recognition; Development and Career Opportunities.
Flexible workplace
Department of Commerce
This resource includes specific information relating to small business, larger organisations, as well as resources for managers and employers. The Department of Commerce has identified key topics such as mature age employment and flexible work options.
Quality of Life Brochures
Department of Agriculture and Food
These brochures provide ‘Work/Life Balance' strategies for employees who are at different stages of their personal lives.
Succession Framework
WorkCover WA
A strategic and systematic approach to ensure that employees are developed or recruited to fill key roles.
Succession Planning Template and Review Memo Template
Insurance Commission of Western Australia
These plans may be used as a risk management strategy to identify potential candidates for immediate replacements, succession and long-term development.
Quarterly Workforce Report (template)
Disability Services Commission
This report provides a statistical snapshot of DSC's workforce composition, structure, demographics and health indicators (such as separation rates, leave/absenteeism), as compared with the wider public sector.
Our People Strategy: Key People Measures
WA Police
This report includes workforce measures based on attracting and keeping the right people, promoting organisational health and wellbeing, driving diversity and aligning people and business.
Workforce Planning Toolkit
Documents relating to Workforce Planning are listed below. These documents provide information to support agencies to plan ahead in relation to their workforce requirements.
Workforce Planning and Diversity tools
A Workforce Planning and Diversity Advice and Consultation Service was launched by the Public Sector Commission on 21 February 2011. Tools have been developed to assist agencies with workforce planning and diversity. Use of these tools is voluntary and they can be customised to meet the unique needs of your agency.
The documents and tools include:
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Workforce Planning
Public Sector Commission
This document contains 38 initiatives that will be implemented over 5 years to ensure the ongoing viability of the Western Australian public sector workforce. It identifies the responsibilities of central and line agencies.
Public Sector Commission
This document contains a summary of the current and emerging issues affecting the Western Australian public sector workforce which were identified through research and consultation with public sector agencies.
Public Sector Commission
This document outlines the over-arching workforce planning framework that the Public Sector Commission (PSC) has adopted, including ‘Principles', ‘Central and Line Agency responsibilities' and ‘Deliverables'. The Framework has been developed following consultation with agency representatives from PSC's Workforce Planning Consultative Group.
The Public Sector Commission has identified the following agencies as having either integrated Workforce and Diversity Plans or independent Workforce Plans that showcase good practice:
Workforce and diversity plan 2012–2015
Workforce development plan 2012–2017
Workforce diversity plan 2012 -2017
Workforce and diversity plan 2012–2013
Public Sector Commission
This document outlines the key workforce planning initiatives that the Public Sector Commission (PSC) will progress in 2010 and 2011, following consultation with agency representatives from PSC's Workforce Planning Consultative Group.
Public Sector Commission
Public Sector Commission
This guide outlines a disciplined approach to decision-making about people. It will assist agencies to improve performance through the development of targets and benchmarks to measure human capital.
Department of Mines and Petroleum
These documents have been produced by the Department of Mines and Petroleum as a framework for developing a workforce plan that engages the whole organisation. They include steps in the process, clarification of responsibilities and diagnostic templates.
Department of the Premier and Cabinet
Disability Services Commission
This framework aims to create a systemic workforce planning process to assist the DSC to align people planning with business outcomes.
Disability Services Commission
This document is designed to assist management to obtain a greater understanding of their workforce, enhance ability to better allocate resources and assist to successfully assess and manage current and future workforce issues.
Central Institute of Technology
This plan identifies the key workforce priorities and initiatives that Central Institute of Technology committed to in 2008-2010.
WorkCover WA
This plan outlines Workcover WA's workforce outcomes, values, strategic goals, indicators and measures.
Main Roads
This questionnaire can be used by management to identify opportunities and risks in a range of workforce-related areas.
Department of Training and Workforce Development
The State priority occupation list is an annually produced list of jobs that are in high demand or considered industry-critical in Western Australia.
State Training Board
The State Training Board produces industry specific Environmental Scans, Workforce Development Plans and Workforce Gauges identifying key workforce trends and responses in various sectors, such as the Community Services, Health & Education Industry.
Department for Communities
This document outlines four priority areas which will guide the Department for Communities Women’s Interests activities over the next three years: health and wellbeing, safety and justice, economic independence and women in leadership.
Environmental Scanning (Stage 1: Scan and Understand)
Stage 1 & 2: Scan and Understand, Analyse and Interpret
Presentation 3 - Stephen Psaila-Savona (Part 2 of 2)
Stage 2: Develop and Implement
Presentation 2 - Main Roads (Part 2 of 3)
Presentation 2 - Main Roads (Part 3 of 3)
Panel discussion (Part 2 of 3)
Panel discussion (Part 3 of 3)
Stage 4: Monitor and Evaluate
Presentation 2 - Department of Education (Part 2 of 2)
Presentation 3 - Main Roads (Part 2 of 3)
Presentation 3 - Main Roads (Part 3 of 3)
Presentation videos: Workforce & Service Design
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Recruitment, Selection, Appointment
Provides a framework for agencies to develop tailored graduate programs to meet business and workforce needs.
Public Sector Commission
This tool assists users to calculate the full cost of recruiting a new employee, including all direct and indirect expenses. The tool has been designed to automatically ‘self-calculate' the recruitment cost as information is entered by the user.
Disability Services Commission
This document aims to build an effective recruitment and selection strategy to enable the agency to select the right people to the right positions.
Disability Services Commission
Promotional recruitment brochures outlining career options available in the Disability Services Commission.
Department of Immigration and Citizenship
Government traineeship guide for agencies in the regions
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Entry and Exit Tools
Public Sector Commission
A guide to using the exit interview process more effectively. This will assist agencies to determine why people leave and what can be done to increase workforce retention rates.
Disability Services Commission
Central Institute of Technology
Department of Health
Disability Services Commission
Department for Child Protection
Workshop (Part 2 of 3)
Workshop (Part 3 of 3)
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Equity and Diversity
Public sector agencies, public authorities and universities are required to provide workforce diversity data to the Director of Equal Opportunity in Public Employment on an annual basis.
A whole-of-government strategy developed to increase the potential for Aboriginal people to play a greater part in the Western Australian economy. The strategy will be led by the Aboriginal Affairs Coordinating Committee comprising Directors General from the following agencies: Department of Indigenous Affairs, Department for Child Protection, Department of Corrective Services, Department of Education, Department of Health, Department of Housing, Department of the Premier and Cabinet, Department of Regional Development and Lands, Department of Training and Workforce Development, Department of Treasury and WA Police.
Public Sector Commission
These reports are prepared for all agencies with over 100 employees to provide information on the diversity of an agency's workforce in comparison to other public sector agencies.
This Department for Communities publication provides a comprehensive examination of the current workforce leadership culture and offers a range of tools and resources to increase the representation of women in leadership positions. PSC is appreciative of the Department for Communities and The Maureen Bickley Centre for Women in Leadership, Curtin University for this useful resource.
Department for Communities
The 2012 Women’s Report Card details the statistical status of Western Australian women across a range of key indicators in areas such as health, wellbeing, safety, work and education. The Women's Report Cards provide an evidence base to inform government and private sector policies, services and programs, as well as giving a snapshot of Western Australian women's lives.
Department for Communities
The Strategic Framework is the cornerstone of the four year Youth Mentoring Reform Project which seeks to significantly reform the way that government and the youth mentoring sector work together to improve outcomes for young West Australians by giving more young Western Australians the opportunity to benefit from having a mentor in their lives.
Department of Commerce
The Department of Commerce has produced a Pay Equity Audit Tool to help agencies analyse their payroll data.
Public Sector Commission
If your agency has identified that service provision to people of a particular race is best provided by a person of the same race, s. 50(d) of the Equal Opportunity Act 1984 is a useful tool to apply.
Polytechnic West
The Department of Health, Aboriginal Health, has produced the WA Health Aboriginal Cultural Learning Framework which includes strategies to attract and up skill Aboriginal employees, foster an inclusive workplace through cultural learning and identify/develop the leadership qualities of Aboriginal employees.
Diverse WA is a training package for public sector staff to assist people from culturally and linguistically diverse backgrounds. It will help the Government achieve its vision of an inclusive WA.
The Department of Health has developed a helpful website with tools, policies and training aimed at fostering inclusive workplaces and services.
The evaluation tool that the Public Sector Commission Senior Consultants use when evaluating EEO Management Plans against sections 145(2)(a)–(h) of the Equal Opportunity Act 1984. This tool will guide you in what to include in your EEO Management Plan.
The Public Sector Commission has identified the following agencies as having an EEO Management Plan that showcase good practice:
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Capability Development
Public Sector Commission
This Leadership Capability Profile has been developed in response to the many leadership challenges which the public sector will face in coming years. It is based on the Integrated Leadership System (ILS) developed by the Australian Public Service Commission for senior executives in the Commonwealth sector.
Central Institute of Technology
Central Institute of Technology
Capability Profile Behaviour Descriptors - Academic
Capability Profile Behaviour Descriptors - GOSAC Required
Capability Profile Behaviour Descriptors - GOSAC Leadership
These profiles promote a more reflective culture by allowing staff and managers to rate their current performance.
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Workforce Flexibility
Public Sector Commission
This guide highlights the importance of promoting and supporting flexible work practices among the SES workforce to increase the retention rates of experienced staff across the sector.
Verve Energy
Department of Commerce
This resource includes specific information relating to small business, larger organisations, as well as resources for managers and employers. The Department of Commerce has identified key topics such as mature age employment and flexible work options.
Department of Agriculture and Food
These brochures provide ‘Work/Life Balance' strategies for employees who are at different stages of their personal lives.
Presentation 1 - Anne Messer (Part 2 of 2)
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Succession Planning
WorkCover WA
A strategic and systematic approach to ensure that employees are developed or recruited to fill key roles.
Insurance Commission of Western Australia
These plans may be used as a risk management strategy to identify potential candidates for immediate replacements, succession and long-term development.
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Managing an Ageing Workforce
Public Sector Commission
This publication is designed to assist senior managers and Human Resource (HR) practitioners meet the challenges of an ageing workforce.
These surveys will assist agencies to identify the likely impact of an ageing workforce:
Department of the Premier and Cabinet
Disability Services Commission
Polytechnic West
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Knowledge Management
Public Sector Commission
Public Sector Commission
Main Roads
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Workforce Reporting
Disability Services Commission
This report provides a statistical snapshot of DSC's workforce composition, structure, demographics and health indicators (such as separation rates, leave/absenteeism), as compared with the wider public sector.
Challenger Institute of Technology
WA Police
This report includes workforce measures based on attracting and keeping the right people, promoting organisational health and wellbeing, driving diversity and aligning people and business.
A template and information for CEO Workforce Dashboard Reporting.
Page last updated 30 April 2013