Integrated planning guide
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Integrated planning Guidebook: Annex 1
Integrated planning: working through the five-step approach
The planning templates contained in this document were developed based on numerous requests from a variety of departments and agencies in the Public Service for more information on the integrated planning process.
In a recent address to Deputy Ministers, the President of CPSA stated that:
“…Planning, and more specifically Integrated Planning – that is the integration of human resources and business planning - has been identified as one of the key pillars of Public Service Renewal by both the Prime Minister’s Advisory Committee on the Public Service and the Deputy Minister’s Sub-Committee on Public Service Renewal.”
The Clerk of the Privy Council has identified planning, recruitment, development and enabling infrastructure to be the 4 pillars of Renewal, and as such, Public Service Renewal has become one of our top priorities at the Canada Public Service Agency.
- Integrated planning is the primary basis for assessing and understanding the current and future human resources needs of departments and agencies.
- Integrated planning forms the framework which enables recruitment and retention of people needed to meet business requirements and also from which employee development and succession plans are established; and
- Integrated planning is one of the key drivers of an enabling infrastructure in that we need to have processes and systems in place to support effective integrated planning.
From “Determining your Business Goals” to “Measuring, Monitoring and Reporting on your Progress”, these templates were developed to help you in your ongoing efforts to implement and improve integrated planning, and they can be used in whole or in part to supplement your organization’s existing planning processes.
We hope these tools are useful and we welcome your feedback on them.
We would like to thank the organizations below who contributed to the development of these templates: Agriculture and Agri-food Canada, Citizenship and Immigration, Industry Canada, Public Works and Government Services Canada, Transport Canada, Service Canada, The Small Agency Transition Support Team (CPSA), Natural Resources Canada
How to use this tool
Templates and/or worksheets have been created to follow the Five-Step Approach of the integrated human resources and business planning checklist. The Five-Step Approach is a guide to integrating human resources and business planning. As you proceed through the process you may find that some steps can be worked concurrently or in a different order than what is indicated. All templates and worksheets are supported by a list of suggested Considerations, Documents to Consult and Roles and Responsibilities. Templates and worksheets were developed in Excel 9.0.
Step 1: Determine your business goals
Two spreadsheets have been provided for your use.
The Worksheet may be used for regional-, sector-, or branch-level organizations. In keeping with the Program Activity Architecture policy, we have allowed space to include sub-activities and activities.
The Template may be used at the higher Branch or Department/Agency level to allow for roll-up of the regional worksheets. Space is also provided at this level to include Branch activities.
Step 2: scan the environment
Three worksheets; one for Key Positions, one for determining Employment Equity and one for Training and Development supports the Current Workforce Analysis template.
As well, templates are available for Internal and External Analysis and provide space for Risk Analysis, Mitigation Strategies and could assist you in the beginning of a human resources plan.
Two additional, separate templates are available for forecasting Future Workforce Needs (short term and long term), which summarizes the current Workforce Analysis, and Internal and External Analysis templates.
Step 3: conduct a gap analysis
One template is provided to help summarize the gap analysis between your current workforce, future workforce and your business goals. This template provides space to indicate some strategies to meet the gap and gives you an opportunity to conduct a risk assessment.
Step 4: set HR priorities to help achieve business goals
Taking into consideration the gap analysis of Step 3, Step 4 provides a template to summarize your strategies linked to the gap analysis and business goals. This template could be considered as an action plan as you move forward to developing the Staffing Plan. An additional template is provided to help draft the Staffing Plan.
Step 5: measure, monitor and report on progress
Step 5 provides both a worksheet for Regional, Sector or Branch level organizations and a template for roll-up to a higher level to assist in measuring the progress against your priorities. The worksheet provides for an at-a-glance view of the status of activities in the organization.
Please note that these templates and worksheets may contain sensitive information once completed, and should therefore be marked PROTECTED
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