Workforce Planning

Organisations large and small need people who have the knowledge and skills to help in the delivery of services and who can contribute to the achievement of an organisation’s objectives.


Knowledge and skills alone though are not sufficient and staff need to feel valued and able to contribute to the development of the organisation. In planning your workforce needs you might want to consider:

  • Planning for the future and what job roles you need
  • Working patterns and possible changes
  • Recruitment and retaining the right staff
  • Making sure your staff have the right skill mix
  • Developing your staff
  • Being ready for changes – what if…?

Management Committee and trustee responsibilities

Trustees have overall legal responsibility for the charity and one of their key roles is to ensure that the organisation complies with the law – and this includes the law relating to people and their employment.

Trustees are also responsible for setting the charity’s strategic aims, objectives and direction and this includes the responsibility for ensuring that the organisation’s policies, procedures and practices are of the highest possible standard. Trustees might want to consider:

  • If they have all of the relevant employment policies in place
  • If their policies are up to date and are compliant with the current employment law
  • If they are adopting best practice

Pay and remuneration / Salaries and wages

Getting the pay scales right is essential and ensuring that these are appropriately linked to the requirements of the job is critical. For those organisations that want to aspire to paying a living wage information can be found from the Living Wage Foundation

Types of employment contract

Often an organisation may need different contracts of employment for specific staff members. PERS website has a range of model contracts for different employment situations. More information on contracts can be found in the sections on Contracts and Change.

Quality Marks

You might want to know how well you are doing and how you compare with other organisations, or you might want an external view of your employment practices. Having external accreditation and recognition can often be helpful for a number of reasons.

  • It can provide a framework for continuous improvement.
  • Trustees and the management committee can be confident that their people policies and practices are fit for purpose and have been reviewed by a third party.
  • Funders too can take confidence from an organisation’s policies and practices having been compared against best practice.

Help with workforce planning

A range of services provided by PERS (Pay & Employment Rights Service) are available to help with your organisations workforce planning including employment law and HR issues.

To find out more contact PERS.