The workforce planning and development needs and gaps identified across local government are very similar (75%) regardless of location and size. Specific supply gaps, workforce development strategies and solutions are what vary (25%) with much that can be learnt from councils who are leading workforce planning.
Presented at the National Local Government Workforce Development Forum in April 2012, organised by ACELG and LGMA National, the ACELG and UTS: CLG report Workforce Planning and Development, Capability Building Opportunities highlighted,
Promoting flexible and family-friendly work practices as well as other initiatives such as scholarship programs, graduate development programs, apprenticeships and traineeships would also help to position local government as an employer of choice. Many councils are unaware that their work-life balance policies are a real strength and can be marketed during recruitment as a benefit of working in local government that other industries cannot match (Wendy Perry personal communication 2012).
And the importance of workforce analysis,