LD 2 IC exercise 2013 Slides for discussion

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LD 2 IC exercise 2013 Slides for discussion at Breakfast Meeting of 7. 3.

LD 2 IC exercise 2013 Slides for discussion at Breakfast Meeting of 7. 3. 2013

Discussion Points Panel members & chair mandate 2. Planning 3. Priorities 1.

Discussion Points Panel members & chair mandate 2. Planning 3. Priorities 1.

Panel Members & chair Extend mandate to end of exercise • Replace any that

Panel Members & chair Extend mandate to end of exercise • Replace any that don’t wish to participate • Proposed deadline 31 st March •

Summary of Breakfast Meeting of 24 th Jan Consensus for 1 exercise per year

Summary of Breakfast Meeting of 24 th Jan Consensus for 1 exercise per year • Request to review process, procedure & policy • Request for 2013 planning to take into account following parameters: • • Shouldn’t take ¾ of a year / overlap with MARS Christmas Closure & December Council BE retreat early July (after Council)

Tentative planning

Tentative planning

Key Points • If planning and dates are given in advance, people can plan

Key Points • If planning and dates are given in advance, people can plan around it • • • Board Member availabilities Candidate applications Key stakeholder availabilities (GL, hiring) This planning is tight • Slippage is not an option • ‘Extra slots’ not an option •

Concerns • Number of boards in 5 -6 weeks • • • Not as

Concerns • Number of boards in 5 -6 weeks • • • Not as ‘simple’ as LD recruitment Investigation/followup/research/wrap-up/ Activities over summer require presence. • Not just HR, but GL, Hiring Manager, DPO… Publication period is short • HRAs may be candidates themselves •

Capacity Planning Dream tool A common tool for providing the framework parameters

Capacity Planning Dream tool A common tool for providing the framework parameters

What we know • We have a very predictable population • • • 75%

What we know • We have a very predictable population • • • 75% IC. Leave on retirement. Low voluntary departure rate We (will) know the technical competency profile of each Staff

What we would like to see • • Forward look (next 2, 5 10

What we would like to see • • Forward look (next 2, 5 10 years) Estimated IC departures Estimated LD eligible population size Forecast competency loss Link to data on ‘difficult to recruit’ Alter view to switch between • Headcount / FTE / FTA / CERN-funded

Whatif & Impact • • • What is impact of opening 30 slots next

Whatif & Impact • • • What is impact of opening 30 slots next year? What is rehiring rate if we move to 80% LD/IC ratio? What if we apply 40% rehiring rate? What is impact on recruitment? Risk assessment • What skills do we risk losing that we should think about retaining?

In a nutshell Basics • Estimated IC departures • Estimated LD departures • Number

In a nutshell Basics • Estimated IC departures • Estimated LD departures • Number of recruits required to reach target population What-if - We open 50 slots next year, 70 slots after? Impact - What does above give in terms of LD/IC ratio - What is rehiring rate resultant of this

Wibnifys Forecast skill/competency loss Which ones are ‘difficult to recruit’ Reversible inputs - What

Wibnifys Forecast skill/competency loss Which ones are ‘difficult to recruit’ Reversible inputs - What rehiring rate does 50 slots open - How many slots open to obtain 80/20 LD-IC ratio - How many slots open to obtain a 40% rehiring rate?

And add the competency domain to this and it gets more interesting…

And add the competency domain to this and it gets more interesting…