UVA defines workforce planning as having the right talent in the right job at the right time. At UVA, our goal is to help leaders manage, develop, and retain their team members to achieve organizational goals now and in the future. Using UVA data, HR concepts, and demographic information, we partner with Human Resource Business Partners (HRBPs) to inform your workforce plan. Our toolset includes proven conversation starters on topics such as talent continuity planning, workforce turnover, and future talent needs. We support your future talent plan with meaningful data for discussions of the talent and skills necessary for success.
Have you developed a plan to manage transitions to ensure continuous service?
See below for the tools we use for Talent Continuity Planning:
Performance and Potential:
Are managers developing their team members’ skills to align to performance and potential future roles at UVA?
Successful leaders regularly discuss performance with their team members and build on that discussion by considering potential. Our Performance and Potential 9-Box provides an opportunity to understand career potential. This process encourages team member engagement, retention, and future career progression; this is where real development conversations occur. Human Resources is ready to support your discussions, understanding that these conversations are very personal for team members. Please contact Workforce Planning to receive the 9-box Performance and Potential tool.
Individual Development Plan:
Have you thought about your career goals and discussed them with your Manager?
An individual development plan (IDP) is a working tool created by the Manager and the team member, in order to support professional development and long-term career goals.
Have you considered how to manage for future needs? How do you address change scenarios and partner with Human Resources to find future talent needed?
By using this tool, Managers can identify roles that most need Talent Continuity Planning and Succession Plans. This form and framework empowers managers to assess and quantify the criticality of a specific role.
The Continuity Plan Template is used to document the Manager’s assessment of the skills needed to perform effectively in various roles. Human Resources uses Korn Ferry Leadership Architect™ as a guide for considering competencies and developing skills. Planning vs. reacting to change allows consideration of evolving job roles and facilitates a timelier resolution.