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This spreadsheet enables an organisation to analyse its workforce to identify data to be used in workforce planning. It may identify trends and indicate areas for action & priority. For example, the age profile may indicate:

  • that the organisation's capability may be impacted by upcoming possible retirements in some or all key occupations;
  • a disconnect between the qualifications and skills of employees and what the organisation will need in the future to meet its goals; and/or
  • a disconnect between the current mix of employment types to the need for more flexible work options.

Another example is the profile analysis in terms of gender and ethnic diversity, which may indicate the organisation is not taking full advantage of the available workforce, such as increasing the pool of apprentices or by actively seeking female candidates and/or recent arrivals to Australia.

Well-being indicators are also important as they can reveal a need for flexible work (i.e. a large amount of Carer's leave) or WHS and well-being issues for a category of employees such as mature age or employees from a non-English speaking background.

It is recommended that this spreadsheet is completed prior to involving stakeholders in workforce planning and is used to provide objective data to inform discussions and analysis of the organisations needs. Organisations can omit columns that they do not have data on or add columns in relation to key workforce skills or experience key to achievements of the organisations strategic objectives.

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