WORKFORCE PLANNING SELF-ASSESSMENT QUESTIONNAIRE
FOR YOUR ORGANISATION
Name:
Organisation:
Email address:
Please select just one answer per question
Question
1. Our data on current establishment, turnover and
vacancies is
 regarded as robust and sufficient by all the key
stakeholders
 is adequate but has some gaps
 inconsistent and inadequate for planning purposes
Answer
2. Our employees are categorised for workforce planning
purposes
 by job families based on labour markets
 by organisational department and/or grade
 we have no consistent approach
3. We plan our workforce
 Three years to five years ahead
 Two years ahead
 Within this budget period only
4. Our plan for future demand is
 Is based on the requirements of the business plan
 Is based on managers’ estimates
 Is an extrapolation from where we are now
5. Our plan for future demand
 Utilises scenario planning for political or market
uncertainties
 Assumes the business plan will just happen
6. Our plan for future demand
 Utilises productivity ratios and takes into account
expected productivity changes such as the impact of
technology and changes in working processes
 is based on the expectation that somehow productivity
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Question

Answer
will improve
assumes that productivity will not change
7. Our plan for future demand
 involves changes in staff roles and balance between
different levels of staff groups (skill mix changes)
 does not involve any significant changes in staff roles
or the balance between different staff groups.
8. Our supply plan
 Is based on an agreed strategic approach to the
balance of full-time, part-time and temporary staff
 Is based on FTE’s only
9. When we analyse internal and external supply our
approach to gaps between supply and demand is
 To develop long term resourcing strategies either
internally or externally to close the gaps
 Freeze vacancies and use redundancies
10.
Our workforce plan
is discussed at board/executive level and regarded as
an essential strategic planning tool
 is discussed below the level of the top team and
regarded as a valuable exercise
 is mainly for the benefit of HR, but we are trying to
raise its profile

11. Implementing our plan
 Our plan feeds directly into appropriate
resourcing/retention/redeployment actions, is used as
a base for salary, training and recruitment plans, and
is jointly owned by HR and the line
 Our plan is just used by HR for recruitment
 Our plan sits in an office and does not lead to any
action
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