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Percent turnover of staff in calendar year employment

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Percent turnover of staff in calendar yearEmployment area2015201620172018Academic staff including trainers50%45%60%50%Management15%015%15%Administration0%25%00
Appendix 3 – Workforce Action PlanIntroductionPurpose of the workforce plan, including rationale for developing the workforce plan.ObjectivesOutline objectives included in the Strategic Plan regarding the workforce, as well as futureworkforce needs outlined in the scenario information.Outline issues identified in the Strategic Plan and resulting objectives for workforce planning.EnvironmentExternal environmentA review of external factors that impact on the company and its workforce, includinggovernment policy, legislation, industry trends, competition for workers, economicconditions, skills and labour shortages and the unemployment rate.Explain industrial relations as it relates to the education and training industry and toKing Edward VII CollegeInternal environmentAnalysis of current workforce characteristics and profile, including age, gender,culture and employment status.Analysis of risk areas with current workforceFuture workforce needsKey workforce segments critical to achieving the organisation’s strategy and missionBehaviours/skill characteristics required by these workforce segments
Gap analysisOutline gaps that exist between your current workforce and projected future workforceneeds.Workforce plan objectivesDocument workforce plan objectives, including attracting and retaining skilled staff andworkforce diversity and cross-cultural management.Identified workforce plan actionsIssue/NeedActionsOutcomesResourcesTimelinesCommunication and consultation strategy for workforce planOutline the consultation and communication strategy for the workforce plan using this table.The strategy should focus on from the outset of development to finalisation of the plan.AudienceKey messageDelivery methodDate/duration ofsession (ifapplicable)LocationContingency plans for workforce planningOutline contingency plans to deal with unplanned events using the table below.Outline at least four possible unplanned/extreme events and contingency actions that can betakenUnplanned or extremeeventContingency Action
Appendix 4 – Recruitment, selection and induction policy and procedurePolicy StatementKing Edward VII College is committed to recruiting and selecting quality staff. It is alsocommitted to inducting staff to ensure that they understand their job role and can follow allrequired procedures.PrinciplesSelection decisions will always be made on merit, to avoid discrimination and unfairness.ScopeThis policy and procedure apply to all staff who undertake recruitment, selection, inductionand termination. This policy is supported by, and linked to the company’s Strategic Plan, andStaff Code of Conduct.

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