Job Description Questionnaire
Date:
22 May 2016
Job Title:
Workforce Planning Manager
Post Number:
TBC
Division/Department/Section:
Alliance People Department/People Planning &
Development/Resourcing & Workforce Planning
Line Manager:
Resourcing Manager
1. PURPOSE
Responsible for the development, provision, interpretation and professional advice in relation to
workforce planning tools and information to support effective decision making and the enabling of
right people, right place, right time and right skills in support of the delivery of the workforce plan.
2. POSITION IN THE ORGANISATION
Head of Resourcing & Development
Resourcing Manager
Resourcing
Police Officer
(D&C)
Senior
Resourcing
Officer
Recruitment &
Selection
Manager x 3
Senior
Resourcing
Officer x 3
D&C Positive
Action
Officer x 2
Recruitment &
Selection
Advisor x 2
Recruitment &
Selection
Advisor x 2
People who work directly for this post
Workforce Planning Officer x 2
3. MAIN RESPONSIBILITIES
What is the post responsible for?
(INPUT)
With what results?
(OUTPUT)
1
Workforce
Planning
Manager
(this post)
Workforce
Planning
Officer x 2
Development,
provision,
interpretation,
monitoring, implementation and reporting of
variety of workforce planning information, data,
analytics and systems, in relation to high level
workforce planning analytics, projection of
supply requirements (1 to 3 years) and
recommendations against workforce design.
Other areas to include, promotions projections,
turnover, organisational skills analysis,(role
and deployable) training requirements/gaps
and succession planning etc.
Ensure provision of highly complex workforce
planning
analysis,
scenario
planning,
identification
of
trends
benchmarking,
professional advice and recommendations in
relation to workforce planning for Dorset and
Devon and Cornwall Police.
Enabling the forces to have appropriate
workforce planning information/data available
to support effective decision making and the
enabling of right people, right place, right time
and right skills in support of the delivery of the
workforce plan.
Enabling information to the People Department
Management, monthly Force Demand and
Supply boards, business leads, to enable
decisions/plans/alterations to be determined in
relation to demand and supply plans. To
enable business areas the ability to plan their
short to medium term workforce planning
requirements.
Appropriate direction, support and delivery of
the workforce planning function.
Leadership and management of the Workforce
Planning Officers.
Provision or contribution to regular detailed
reports, presentations for various People
Planning senior management team, workforce
planning boards, management, quarterly
performance and the workforce plan. Present
at various boards and meetings as required at
Commander and Chief Officer level.
Work in collaboration with, provide ongoing
support and advice on workforce planning
information
and
systems
to
various
stakeholders,
business
representatives,
Finance,
resourcing,
learning
and
development,
workforce
planning
policy/strategy lead.
Enabling information to the People Department
Management, monthly Force Demand and
Supply boards, business leads to enable
decisions/plans/alterations to be determined in
relation to demand and supply plans and
To enable and ensure effective implementation
of workforce planning interventions, e.g.
succession planning and to understand the
business needs and to interpret this and
incorporate
into
workforce
planning
information.
To ensure that ongoing
recruitment and selection activity is understood
and incorporated into the workforce planning
activity.
Enable business leads to implement or be able
to undertake effective workforce planning.
Provide specialist advice on workforce
planning tools and methods as relevant.
Commission
detailed
investigation
into
workforce planning issues or development of
automatic data provision via business support
services.
Provision of more detailed workforce planning
intelligence via the workforce planning officers
to enable decision making or deployment of
the policy and strategy lead to address the
issues.
Provision of automated workforce
planning information via share-point etc.
To keep abreast of national, regional and local
trends, models, processes, in relation to
workforce planning related and police service
issues.
This list of duties is not restrictive or exhaustive
and the post-holder may be required to carry
out duties from time to time that are either
To
ensure
appropriate
breadth
of
understanding is applied to workforce planning
recommendations.
Completion of duties to meet the needs of the
police service.
2
commensurate with/or lower than the grade of
the post. In some posts this might include the
ad-hoc provision of guidance and informal
training of new colleagues.
4. CONTACTS
1.
Finance representatives
2.
Resourcing Team representatives
3.
Business representatives and leads
4.
People Directorate managers
5.
Policy and Strategy lead
5. SPECIAL CONDITIONS/ADDITIONAL INFORMATION
Given the nature of the post it will require a considerable degree of personal commitment from
the postholder. At the request of the Director of HR, the post-holder would be required to
undertake other roles either within the Department or on Division commensurate to their skills
and capabilities to meet operational needs
The nature of the role is such that the postholder would be expected to work outside normal
hours as circumstances dictate. The emphasis is however on the completion of work rather than
hours performed albeit within the constraints of Working Time Regulations.
The post will be expected to travel and attend meetings across Dorset and Devon and Cornwall,
mainly Winfrith and Exeter.
6. HEALTH MONITORING
N/A
7. VETTING
Standard Vetting
8. TERMS OF APPOINTMENT (To be completed upon advertisement)
The commencing salary will be within Scale G £30,180 rising by yearly increments to a maximum
of £33,597.
The working week will usually be performed between Monday to Friday. Office hours are
8.40am to 5.00pm, Monday to Thursday, and 8.40am to 3.40pm on Friday, with 40 minutes for
lunch.
The nature of the role is such that the post-holder would be expected to work outside normal
hours as circumstances dictate, evenings or weekends. Hours worked outside of office hours
3
will usually form part of the normal contracted working week and will not usually be performed on
overtime basis. The contracted working week is 37 hours for police staff excluding meal breaks
(pro-rata on a part time basis). The emphasis is however on the completion of work rather than
hours performed albeit within the constraints of Working Time Regulations.
9. PERSON SPECIFICATION
Essential Criteria
Criteria to be
measured
Competencies Required
Criteria A
Post Graduate CIPD qualification or relevant extensive Human Resources
experience.
Relevant knowledge/experience in workforce planning, organisational
development methodology and tools and the HR information requirements in
large organisations
Criteria B
Criteria C

Excellent interpersonal, written and verbal communication and presentation
skills, with proven experience of drafting clear and concise reports on complex
issues.
Criteria D
High degree of computer literacy, including databases, and in particular
Microsoft products, Word and Excel, with a minimum level of “Advanced
Microsoft Excel”.
Criteria E
Strong organisational skills with the ability to prioritise in the face of competing
demands and proven success in delivering to deadlines.
Criteria F
Previous supervisory experience
Criteria G
Substantial information analysis experience, ideally workforce related in a
similar complex organisation with proven problem solving ability.
Criteria H
Knowledge and experience of developing information solutions in a large
complex organisation and evidence of ensuring that solutions are designed to
optimise data analysis and reporting.
Desirable Criteria
Criteria to be
measured
Competencies Required
Criteria I
Knowledge of Police Service policies, processes and systems
4