We help clients enhance their succession and workforce planning programs through pipeline and capability projection, training and development program assessment, and improvement plan design and implementation assistance. Our evaluations identify retention, replacement, productivity, and quality risks while providing leading practice strategies for maintaining full staffing including temporarily filling vacancies with highly qualified personnel. Contact us to learn more.
A StrategyDriven Advisor supported a Fortune 200 utility’s internal audit team assess the succession and workforce planning of key nuclear plant management and employee positions.
Our advisor worked with senior plant leaders to identify management and workforce staffing and experience shortfalls, including the underlying drivers, for positions within the online work management and outage planning organizations. Senior utility manager briefings were conducted on the fundamentals of succession and workforce planning programs and potential near-term solutions to fill existing vacancies.
Our client received foundational insights on how to establish a robust management succession and workforce planning program, including key program elements and execution effectiveness measurement. Recommendations to close positional and programmatic gaps were provided to temporarily alleviate the plant’s near-term staffing shortfalls.
The StrategyDriven Difference
Responsible for a management rotational program. Ground-up experience building a nuclear organization’s workforce planning program. Proprietary collection of succession and workforce planning program implementation and evaluation tools.
StrategyDriven Succession and Workforce Planning Accelerators
Cost of Employee Acquisition Nomographs
StrategyDriven’s Cost of Employee Acquisition Nomographs provide executives and managers easy, rapid insight to the cost of expanding their workforce.
Workgroup Productivity Performance Metrics
StrategyDriven’s Workgroup Productivity Performance Metrics highlight the average number of corrective and preventive maintenance work orders completed per FTE* per week on a three month rolling average basis by workgroup/department. These graphs reveal workgroup productivity trends over long periods of time.
Workgroup Staffing Projection Model
StrategyDriven’s Workgroup Staffing Projection Model presents the total authorized, actual, and qualified labor pool for a given workgroup. Projections are based on historical rates of attrition (transfers, resignations, and retirements), new personnel acquisition lead-lag times, and average training and qualification periods. Gaps between authorized (base load) and qualified staffing will influence overtime rates are required remedies.
Workgroup Staffing Availability Model
StrategyDriven’s Workgroup Staffing Availability Model shows the aggregated breakdown between ‘productive’ and ‘non-productive’ FTEs for the average week; revealing the factors driving ‘non-productive’ time.
Workgroup Employee Productive Days Model
StrategyDriven’s Workgroup Employee Productive Days Model illustrates the average employee’s availability to perform work on a yearly basis. The effective productive days takes into account the normal ‘non-work’ activities that occur within a work day (e.g. meals, transition time, meetings, etceteria).
Organization Capability Chart
StrategyDriven’s Organization Capability Charts provide executives and managers a quick reference visual aid depicting the health of their organization from a staffing, qualification, experience, and succession readiness basis. These charts highlight areas of organizational talent readiness and capability weakness in the near and long-terms.
StrategyDriven Succession and Workforce Planning Thought Leadership
StrategyDriven regularly publishes principle, best practice, and warning flag insights that provide immediately actionable solutions to improve your succession and workforce planning programs.
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