• Quantitative and Qualitative Data Gathering (Assessment Tools, On-Line Surveys, Focus Groups, SME Interviews)
• Leadership Assessment of Skills, Knowledge, and Abilities needed to fulfill critical roles
• Knowledge management and other strategies to meet the potentia future leadership gaps
• Organizational assessment of leaders in the pipeline • Employee and Supervisor Perspective
• Aligned workforce to organizational strategy and direction • Improved recruitment and retention strategies • Increased productivity and accountability • Engaged and motivated workforce • Adaptive workforce that meets evolving and future mission requirements • Embedded culture of learning, growth, and diversity and inclusion
• Career Enhancing Activities – Mentoring, Developmental and Rotational Assignments, Leadership Development, Shadowing
•R an ec d rui Re tm te e nt nt io n
r ade ent • Le lopm e Dev
• Individual Development Plan (IDP)
• Strategic Workforce Planning
ee nt oy e pl m m lop • E eve D
• Training and Development • Career Mapping; Career Progression Path
• Develop Competency Proficiency Gap Closure Strategies and Implementation Recommendations / Timelines
•G o Str vern uct anc ure e
ledge • Know ment e Manag
g nin n Pla t en pm
RESULTS
T a l e nt M an a ge
• Performance Improvement Strategies linked to Competency Assessment Feedback
• Conduct Competency Gap Analysis
lysis Ana
• Gap analysis of Leadership Needs and the current leadership pipeline
.A
• Assess Current Competency Proficiency
g nin lan tP en m
n
Pl
• Prioritize with Client
t& en k sm es ss
Su cc es si o
Capital Plannin n a gF um H ram c i C o mpe ew eg ten t c a g yP or r in t n r S of an
Programmatic Perspective
Current Workforce Capabilities and Capacity v. Future Workforce Requirements
C a r eer D ev e lo