• Section 1 - Purpose
• Section 2 -  Application
• Section 3 -  Roles and Responsibilities
• Section 4 - Objectives
• Section 5 - Considerations
• Section 6 - Monitor and Evaluate
• Section 7 - Delegations

Section 1 - Purpose

(1) The purpose of this Policy is to outline the strategic requirements and responsibilities of the Faculties and Divisions in undertaking workforce planning.

Section 2 -  Application

(2) This Policy applies to staff responsible for workforce planning strategies in their organisational area. 

Section 3 -  Roles and Responsibilities

Section 4 - Objectives

(3) To provide transformative education, student experiences and research relevant to our communities, Faculties and Portfolios should regularly consider their workforce planning needs.

(4) Workforce planning should be guided by the University’s strategy, priorities and values outlined in Connections - the QUT Strategy 2023 to 2027 and also consider other key corporate documents including those relating to planning and budget, governance, staff wellbeing, information technology and diversity and inclusion.

(5) Importantly, workforce planning can contribute to the effective management of organisational risk and opportunity.

Section 5 - Considerations

(6) Strategic workforce planning involves the development and anticipation of the workforce best suited to achieving the University's strategic objectives. This can be undertaken on a short-term, medium-term and long-term basis.

(7) A broad approach to workforce planning involves:

1. a systematic forward-looking assessment of organisational direction, workload and capability requirements;
2. a forecast of staffing requirements to meet the anticipated workloads; and
3. a plan to achieve the desired workforce profile consistent with the University’s key corporate documents.

(8) Succession planning is an important aspect of workforce planning.

(9) Plans to achieve the desired workforce profile must be consistent with the University’s industrial and policy obligations.

Section 6 - Monitor and Evaluate

(10) Organisational areas have the flexibility to adopt a workforce planning process, approach and documentation that is appropriate to their individual circumstances.

(11) The monitoring and evaluation of a workforce plan facilitates continuous improvements and allows changes to the internal and external environment to be appropriately considered and adjustments made to the plan.

Section 7 - Delegations

(12) There are no delegations made under this Policy included in the Register of Authorities and Delegations.