Workforce Analysis: the why, what and how

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Workforce Analysis the why, what and how

• Alistair Gaw
• Head of Workforce and Finance, Social Work
  Services Inspectorate

• Mike Docherty
• Learning and Development Adviser,
• Scottish Social Services Council

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• Why is workforce analysis important?
• demographic changes
• recruitment and retention problems
• succession planning
• future demand
• regulatory framework

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From, The Scottish Labour Market 2002,
Futureskills Scotland, 2002.
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From, The Scottish Labour Market 2002,
Futureskills Scotland, 2002.
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Population change is the strongest of all forces
in social development. Fewer People a stark
European future, Stein Ringen, TLS, 28.2.03
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• Why is workforce analysis important?
• demographic changes
• recruitment and retention problems
• succession planning
• future demands
• regulatory framework

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So what do we know?

- 'around' 120,000 - 36,000 in local
authorities - 85 female - ageing - few
qualifications - 100s of employers - 32 local
authorities - 12 under 100,000
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Current sources...
- Local authority census - Joint staffing watch -
Audit Scotland PI's - Surveys - eg voluntary
sector, - UKHCA, Stirling University, - SE Child
Care Labour Market survey - SWSI Annual Report -
Emerging sources - SSSC Register, - Care
Commission - SIRCC qualification audit
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What are the issues?
- Demands on employers, eg three separate
staffing returns for LA's - Time lags make
information counter-productive eg SE 2003
census - Lack of consistency creates anomalies,
eg job titles - Information is patchy - eg age
profiles
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• What are we aiming for?
• Information that is accurate, consistent and
  helpful to key stakeholders
• picture of the present and projection for future
• streamlined
• real time
• person centred
• core data from all employers
• functional categorisation
• centralised data available to employers

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What are we doing now? National Workforce Group
Education and Training Human Resource
Development Workforce Intelligence Workforce
Intelligence Unit
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Moving towards workforce intelligence Intelligenc
e - Interpreting the data to draw conclusions on
the current labour market Planning - Determining
trends and predicting future demand and supply