Nicky Johnson, City of London Marcus Morrison, Inform Impact Workforce Planning: Applying the Inform Model to the City of London Corporation.

Nicky Johnson, City of London

Marcus Morrison, Inform Impact

Workforce Planning:Applying the Inform Model to the City of London Corporation

World class services for a world class citywww.capitalambition.gov.uk

Operating Model Impact on Structure

Other

Directly employed

Other

Directly employed

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Traditional Transitional Transformed

Degrees of organisational and workforce change

Directly employed

Other

World class services for a world class citywww.capitalambition.gov.uk

Planning for the Future – Better Way?

Services Provided

Budget Allocation

Resource Requirements

Budget Allocation

Resource Requirements

Analyse, Prioritise & Agree

Service Needs

Budget-driven decisions Service-driven decisions

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Need to move from traditional budget-driven to more service-driven decision making

© Inform – Business ImpactCity of London

Workforce Planning Process Steps and Outcomes

© Inform – Business ImpactCity of London

Workforce Planning Framework

Scenario Forecasting

External DriversIndustry

InternationalTechnologyGovernment

Business StrategyOperational ExcellenceInnovative Leadership

Growth

Workforce DataLabour Market Conditions

Demographic Trends

Individual PreferencesLifestyle choice

Generational Differences

Workforce Analysis

Performance Assessment

Career Orientation

Demand ForecastingJob Roles

SkillsNumbers

Supply ForecastingRetirementsTerminations

PerformanceReview

Matching Forecasted Human Resource Supply

and Demand

Workforce Capacity Recruitment Retirement Workforce Composition Workforce Availability

Workforce Capability Learning & Development Job Design Workflow

Succession Management

© Inform – Business ImpactCity of London

Background

Inform work for Capital Ambition

CAA Use of Resources KLOE 3.3 (!)

City people management context:• basics now in place• varying levels of workforce/succession planning• Increasing pace of chance /staff demographics• Chance to look forward and plan better

© Inform – Business ImpactCity of London

What We Did (1)

Chief Officer interviews to identify:• critical roles

• 3-5 year demands/changes

Senior manager interviews to:• Cross check critical roles

• Understand demand/supply as known

Gathered workforce data• Age, turnover, retirement timeframes

© Inform – Business ImpactCity of London

What We Did (2)

Interview data and HRIS data combined and analysed Reports produced for each department Corporate report produced

NIT

© Inform – Business ImpactCity of London

What We Found

Retirement and therefore succession a major issue

Some skills changes need to be planned for the future

Some commonality in requirements – opportunities to join up for efficiency

Key skill groups will be hard to recruit to so we need to look at options for succession over medium term

© Inform – Business ImpactCity of London

Solutions to Develop

Knowledge Management Transfers for when people are retiring

Targeted strategies where there are recruitment and retention difficulties

Use of agency staff - and looking at opportunities to grow our own

Looking at service change requirements and planning ahead for the skills/numbers needed

Looking at new options for service provision

10

© Inform – Business ImpactCity of London

What next?

Feedback analysis to departments Work with them to identify local priorities

and action plans – integrate into business plans

Recurring themes and corporate level issues informing HR Strategy priorities for 2010-13