Workforce Planning - Home
The Local Government Act 1993 requires councils to adopt an organisation structure which is appropriate to the needs of each council area and to identify senior staff positions within that structure (s332). The organisation structure may be re-determined by Council from time to time, however, it must be re-determined within twelve months following any ordinary election of the Council.
The General Manager is the most senior employee of a council and is the only member of staff selected and appointed by councillors.
Under the Act the General Manager’s staffing responsibilities include appointing, directing and dismissing staff in accordance with the organisation structure and resources approved by the council; as well as implementing Council’s Equal Employment Opportunity (EEO) management plan.
Workforce planning is an important part of the new Integrated Planning and Reporting framework. Council’s workforce strategy will form part of the Resourcing Strategy, helping to meet the community’s priorities and aspirations, as expressed in the Community Strategic Plan, by having the right people in the right places with the right skills doing the right jobs at the right time. The development of an effective workforce strategy will enable Council to plan its future workforce needs to deliver goals, focus on the medium- and long-term and also provide a framework for dealing with immediate challenges in a consistent way.
Workforce issues need to be identified and raised at the earliest opportunity in the Integrated Planning and Reporting process. The development of the Community Strategic Plan and Delivery Program needs to be informed by the answers to some of the key questions set out in this web resource.
Councils have a long history of providing a stable and skilled employment base to support their community. Councils should aim to show leadership within local communities as employers of choice, contributing to the economic and social fabric of the local community. An effective workforce strategy will ensure Council has the people best able to inform its strategic direction, develop innovative approaches to complex issues, develop and maintain partnerships, deliver appropriate services effectively and efficiently, and engage productively with the local community in facilitating the development of the Community Strategic Plan and reporting back on its achievements.
As an essential element of the Resourcing Strategy, the Workforce Strategy needs to be closely linked with the development and review of the Financial Strategy and the Asset Management Strategy.
The General Manager is the most senior employee of a council and is the only member of staff selected and appointed by councillors.
Under the Act the General Manager’s staffing responsibilities include appointing, directing and dismissing staff in accordance with the organisation structure and resources approved by the council; as well as implementing Council’s Equal Employment Opportunity (EEO) management plan.
Workforce planning is an important part of the new Integrated Planning and Reporting framework. Council’s workforce strategy will form part of the Resourcing Strategy, helping to meet the community’s priorities and aspirations, as expressed in the Community Strategic Plan, by having the right people in the right places with the right skills doing the right jobs at the right time. The development of an effective workforce strategy will enable Council to plan its future workforce needs to deliver goals, focus on the medium- and long-term and also provide a framework for dealing with immediate challenges in a consistent way.
Workforce issues need to be identified and raised at the earliest opportunity in the Integrated Planning and Reporting process. The development of the Community Strategic Plan and Delivery Program needs to be informed by the answers to some of the key questions set out in this web resource.
Councils have a long history of providing a stable and skilled employment base to support their community. Councils should aim to show leadership within local communities as employers of choice, contributing to the economic and social fabric of the local community. An effective workforce strategy will ensure Council has the people best able to inform its strategic direction, develop innovative approaches to complex issues, develop and maintain partnerships, deliver appropriate services effectively and efficiently, and engage productively with the local community in facilitating the development of the Community Strategic Plan and reporting back on its achievements.
As an essential element of the Resourcing Strategy, the Workforce Strategy needs to be closely linked with the development and review of the Financial Strategy and the Asset Management Strategy.
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