A Quick Guide to the e-KSF Workforce Planning Graphs

In January 2008 we released a new suite of reports for e-KSF Administrators that can be used to help inform Workforce Planning. These are a series of graphical reports that look at the demand and supply of knowledge and skills within your organisation. The ability to generate this level of organisational intelligence is often cited as one of the key drivers for implementing the e-KSF. Click here to download a full guide to these graphs or read on below for a summary of how these reports can be used:

KSF dimensions by pay band graph - can be used to check that the demand for knowledge and skills is approximately related to pay band (i.e. higher pay bands would tend to have higher levels of knowledge and skill requirements).

KSF dimensions by ethnicity or gender graph - can help with equalities monitoring, to check that the demands made of workers, in terms of knowledge and skills, are not affected by the demographic group of the worker.

Completion rates of PDP activities by department graph - can be used to check how many PDP activities are planned in each department and how many are being completed. High levels of activities still to be completed might point to lack of follow-through and supporting of learning in a department.

Completion rates from PDP, by dimension graph - gives you a picture of the number of learning interventions at each level of a dimension, which is useful for planning and budget setting, and also an idea of the follow-through on those planned learning activities.

Demand for dimensions by level graph – can be used to check alignment between assigned Post Outlines and organisational strategy – for example, are people being asked to develop, through their Post Outlines, the knowledge and skills that are important to the organisation? This graph also shows you whether career progression is well structured.

Demand by dimensions and levels for individual pay band graph - can be used to check that knowledge and skill is being requested at the right levels in theorganisation (i.e at higher pay bands more level 3 and 4 dimensions are required) particularly when run for a number of consecutive pay bands. This graph can also be used to check that the dimension levels are appropriate to the band, across a set of dimensions.

Undersupply of knowledge and skills by dimension and level graph - shows a comparison between demand and supply of knowledge and skills in the organisation and can inform a number of workforce strategies i.e. recruitment, redeployment, development, and succession planning. Seeing how this graph changes over time gives a useful measure of how well the organisation is matching supply and demand – the key aim of workforce planning.

Oversupply of knowledge and skills by dimension and level graph - shows the “untapped knowledge and skills” in the organisation – people who have recorded some evidence and interest in developing a dimension, even though this isn’t yet in their Post Outline. This graph is particularly useful for succession planning.