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Review Criteria | Workforce Planning Law
Since its inception in 2001, the statewide workforce planning process has undergone several key developments that impacted the work involved in producing the required deliverables. This page provides a brief chronology of these key developments.
| 2002 | The second phase of workforce planning introduced a best-practice model and more comprehensive guidelines that emphasized forecasting, data analysis and the identification of workforce gaps. Phase Two also saw the introduction of competencies into the process. Agencies were also guided through a process where critical jobs were identified and appropriate HR Strategies were selected for implementation in FY2003 to respond to staffing, diversity, and competency gaps discovered through the process. A Microsoft Excel application based on the new model was developed by Georgia Merit System and provided to agencies to assist with the processGeorgia Merit System provided comprehensive classroom training covering the model, process and tool. Half-day courses were offered throughout the spring of 2002. |
| 2003 | Established processes were simplified and refined and the focus of workforce planning shifted to alignment with strategic goals, objectives, and outcomes. Revised review criteria were developed in order to guide agencies in more clearly integrating their workforce planning efforts with their strategic mission. Agencies were also guided in the preparation of detailed action plans that specified how they would execute and measure the success of the chosen gap-closing strategies. |
| 2004 | The process became more streamlined and more closely integrated with the Governor's Program Budgeting Initiative. Submission deadlines shifted to allow greater lead-time for mobilizing resources for strategies that would be implemented in the next fiscal year. Workforce plans submitted in September 2004 represented initiatives slated to begin July of 2005. Previously, there had been little time between the drafting of workforce plans and the beginning of the fiscal year in which any resulting action was to be taken. |
| 2005 | Succession Planning received a special focus and special guidelines and training on how to implement this important gap-closing strategy was made available to all state agencies. |
| 2006 | Georgia Merit System's newly appointed Commissioner, Wayne St. Claire, introduced several HR Initiatives, including a new Workforce Planning Initiative, that would involve key stakeholders from throughout state government in creating a competency-based process that is faster and friendlier in meeting state agencies' current and future workforce needs. The new process is planned for implementation in 2007. |
