Strategic Staff Planning for Future Success
Strategic Staff Planning involves aligning workforce to future goals through short and long-term approaches. It includes 3 Horizons, Operational Workforce Planning, and Strategic Workforce Planning to ensure capabilities match organizational strategies. The process spans from tactical short-term planning in 2022 to long-term strategic planning post-2023, incorporating career planning, succession plans, and targeted recruitment. Interim staff planning for the next 12 months focuses on effective budgeting to manage staff resources. Future planning for 2023+ involves long-term strategic staff planning based on staff and student demographics, technological changes, and talent management strategies.
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Strategic Staff Planning Planning for the present and the future November 2021 HR Management Team Planning Group
Staff Planning: 3 Horizons What would it mean to you if you could align your workforce to your future goals? Occurs in the year . Resource Planning How shall we deploy our people to fill gaps caused by natural workforce evolution? Moves forward to next financial year. Operational Workforce Planning What do we need in the coming year to accomplish our strategy? Often Finance-led. 3 year+ horizon Strategic Workforce Planning What capabilities are needed to accomplish our long-term strategy? Looks at whole workforce. Trinity College Dublin, The University of Dublin
One Page overview Strategic Staff Planning Short and Long Term approaches Tactical. Short Term. Start in Jan 2022 Moving on from Recruitment Freeze Staffing Plan developed Approved by Dean / Chief Officer Noted by Planning Group Operational, allows flexibility Strategic. Long Term Jan 2023 onwards Moving to long-term strategic planning Comprehensive plans with: Career planning Succession plans Targeted recruitment Aligned to Trinity s goals 2023 Jan 2022 Trinity College Dublin, The University of Dublin
Next 12 months Interim staff planning: quick and effective blueprint within budget List of current staff (School Report) + list of posts in recruitment 1 The Data HR Partner + Finance Partner + Head of School/function + School Admin Manager / Functional Manager 2 The Planning Team Based on various factors including budget, duration, nature of the work, 3 Categorise posts Determine how any vacant posts or contract renewals will be managed as they arise over the next 12 months. Dean / Chief Officer review and approval 4 Agree 12 month plan Share the blueprint (short-term) for the school / unit with Planning Group. Review mid year and end of year including budget position (FSD), Adjust as required 5 Communicate & review Trinity College Dublin, The University of Dublin
Future: 2023+ Long term strategic staff planning Staff numbers & demographic Student numbers (UG, PG, International) Changes arising from Technology, Innovations, efficiencies, etc 1 Inputs for planning Growth plan (restructure, expansion, re-positioning, etc) Staff Student Ratio or KPIs 2 Aligned to School /Unit strategy 3 Talent Management Career Development (includes performance management, academic promotions, learning and development) Succession Planning (planning for attrition, identification of critical posts, retention, competitiveness) Recruitment Campaigns (move towards targeted campaigns and annual recruitment cycle) What do we want What do we do to get there? Iterative process 4 Develop 3-5 year plan Share the blueprint (long-term) for the school / unit Review mid year and end of year Adjust as required and in line with BBM review 5 Communicate & review Trinity College Dublin, The University of Dublin
In the Interim Whilst the tactical Staffing Plans are being prepared Planning Group ends the Recruitment Freeze Posts may proceed with Dean / Chief officer (FEC) approval if: Replacement posts in budget Contract extensions with budget New posts with dedicated funding stream Posts require Sub-Committee approval if: Post is not in budget and no source of funds can be identified. Contract extension with no budget available Trinity College Dublin, The University of Dublin
Benefits 12 month plan Long Term plan Moving on from the Recruitment Freeze removes additional layer of approval Strategic aligning our staff to the plan for the area and for the whole university All posts approved up-front. Investing the time now to save time later. Cohesive approach that includes all staff at all stages of their career Flexibility to manage according to the Areas needs within the available budget Create career paths which builds capability & aids retention Provides certainty for short term whilst planning for long term Enables targeted effective recruitment and development Builds planning capability Enables improved Financial planning In parallel with BBM review Facilitates Space planning Trinity College Dublin, The University of Dublin
Planning Group Approval for approach Two-pronged approach Short Term (12 month) and Long term (2023+) Planning Group to review level of engagement in March / April 2022 Stop, revise or continue Commitment of Key players HR, Finance, Heads of School / Units, Key managers in each area. Endorsement of Senior Leaders Communication message: this is a University initiative Timeline: share the message Nov 2021- Jan 2022, Division plans in Jan, Faculty plans in Feb Trinity College Dublin, The University of Dublin
Staff Planning The journey from here to there Recruitment Freeze & Sub-committee 12 month Staff plans Strategic Staff plans Trinity College Dublin, The University of Dublin
