Strategic Workforce Planning in Schools for Talent Development
Enhance your school's workforce with strategic planning to develop talented and affordable staff. Learn about leadership roles, data utilization, retention strategies, and career planning in educational settings.
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Presentation Transcript
A strategic approach to developing a talented and affordable school staff. Workforce planning in Schools
People Who Inspire Every person in the Trust, in every school, at every level and in every role can flourish and deliver their best - continuously improving, high quality and inclusive education for all our children and young people .
The schools top-line strategy is the best tool you have our mission is better futures for children and young people - our strategy is how we get there. Organisational strategy A tool used to map the current state of your workforce across the lines of performance and potential. The 9-box grid An HR software with a proper analytics and reporting platform will help bring data to all your decisions. We haven t got this yet! HR analytics and reporting Essentially a way to distill the price you pay for top talent and how it compares with with the wider sector. We use sector benchmarks. Total compensation and benefits analysis Otherwise known as scenario planning, meaning to envision certain scenarios and how we may respond to them. E,g what happens if SEND needs double, what happens if funding is static. Contingency planning
Leadership numbers What are considered to be the key leadership roles in the organisation? Name of role How many are there? Whole time equivalent Headcount What makes them key? (Seniority/specialism/supply shortage/volume of demand) To what extent are there vacancies in key leadership roles? Which key leadership roles are particularly hard to fill when there are vacancies? How many leaders are typically required in those roles? Single or multiple?
Understanding Your Data Using workforce data to identify retention risks and improve decision-making.
What does good retention look like? From the perspective of trustees, HR professional, Headteachers, CFO, line managers, staff? Shaping Organisational Culture
Development & Career Planning Providing professional development pathways for long-term engagement.
Career Planning - getting the best out of people Performance/Talent Experience Low High M1 - 6 Experienced (UPS/LPS)
