Workforce planning and management
Direction and guidance on workforce planning and management processes.
Audience
All department employees including contractors.
| Version | Date | Description of changes | Approved by |
|---|---|---|---|
| V01.0.0 | 30/08/24 | Under the 2023 Policy and procedure review program, new document developed. | Chief People Officer |
| Ongoing union consultation is occurring and amendments may be made from time to time. |
- Policy statement
- The department is committed to maintaining a capable, well-managed and sustainable workforce, and delivering educational services of the highest quality by:
- ensuring the right people and plans are in place to deliver the best outcomes for our communities
- using a comprehensive suite of planning and management processes to ensure all employees and contractors have the skills and experience needed, at the time we need them, to achieve our strategic objectives
- conducting proactive analysis and planning to create and maintain an agile and sustainable workforce, account for current and future staffing needs, mitigate any anticipated challenges or shortfalls and embrace new opportunities
- implementing change management processes that are well-communicated and adopt a people-focused approach to help with effective workplace transformation, minimise workflow disruptions and maintain a positive work culture
- ensuring our recruitment processes support an agile workforce so that all roles are filled with the right person in the right time
- making it as simple as possible for employees to resign or retire from the department, and providing principals and hiring managers with all the support and guidance they need for succession planning and to procure replacement staff in a timely manner
- giving employees more career flexibility within the department by providing streamlined procedures to allow a smooth transition to casual or part-time employment, including transitioning to retirement
- using data and insights to identify areas for improvement and help inform workforce management strategies to improve workplace culture and talent attraction, retention and performance.
- The department is committed to maintaining a capable, well-managed and sustainable workforce, and delivering educational services of the highest quality by:
- Context
- Employees and contractors are required to conduct workforce planning and management processes according to this policy and the associated procedures, legislation, regulations and supporting material.
- This policy is consistent with, and should be read in conjunction with, all department policies and procedures related to workforce planning and management.
- The following legislative provisions relate to this policy:
- Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Award 2022
- Crown Employees (School Administrative and Support Staff) Award 2022
- Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
- Government Sector Employment Act 2013
- Government Sector Employment Regulation 2014
- Government Sector Employment (General) Rules 2014
- Teaching Service Act 1980
- Teaching Service Regulation 2024
- Education (School Administrative and Support Staff) Act 1987
- Policy contact
- Chief People Officer
DepSec.ChiefPeopleOfficer@det.nsw.edu.au
1300 32 32 32
- Chief People Officer
- Monitoring the policy
- The Chief People Officer monitors the implementation of this policy, regularly reviews its contents to ensure relevance and accuracy, and updates it as needed.