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USGS Workforce Planning Desk Guide

Step One –Set Strategic Direction

Define Vision for the Future

Step 1: Set Strategic Direction

Regardless of how complex or simple, WFP will require input from a variety of functional areas and levels such as program managers, human resources, Equal Employment Opportunity (EEO), budget and finance, unions, etc. Ideally, leaders should identify a multidisciplinary team to conduct WFP. Begin by considering the following:

  • checkmark bulletClearly understand why you are doing WFP
  • checkmark bulletExplore the internal and external factors that impact the organization
  • checkmark bulletDefine the vision and future goals of the organization
  • checkmark bulletDescribe the ideal workforce to fulfill the future vision and goals
  • checkmark bulletIdentify the short term (1-2 year) and long term (3-5 year) goals for the organization
  • checkmark bulletDetermining major planning issues, external influences, trends and anticipated changes in budgets
  • checkmark bulletBegin with a set of assumptions that establishes the initial scope of WFP within your organization
  • checkmark bulletMaintain a manageable scope that can be accomplished within a reasonable time period

Organize and Mobilize Strategic Partners

Now that you have identified the parameters for the project, begin assembling a team of professionals that will participate in the workforce study, including key stakeholders.  Team members should include expertise in:

  • Strategic Planning
  • Budget and Financial Management
  • Human Resource Programs (including Equal Employment Opportunity)
  • Management Analysis
  • Science/Program Areas (e.g. subject matter experts)

Strategic planning provides organizational direction and measurable program goals and objectives.  The budget process plans for the funding to achieve these objectives.  Human resources management provides tools for competency and skills identification, recruitment, retention, and training of employees to meet current and future workforce priorities.  EEO facilitates an understanding of the relationship between goals and objectives of the organization and EEO policies and diversity strategies.  Management Analysis provides assistance with the analysis processes involved in examining, prioritizing, and making decisions among competing requirements and resources.

Engage and collaborate with key stakeholders from the beginning of the planning process, including employees from representative occupational groups, supporting human resource specialists, administrative officers, and external partners.  Clarify roles, responsibilities, time-line of project, and milestones, and get commitment from each team member, and their supervisors if necessary. 


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Page Last Modified: Friday, 02-May-2014 09:59:52 EDT