Building Learn Local organisations' sustainability
The Adult, Community and Further Education (ACFE) Board is committed to building the sustainability of Learn Local provision so that individuals and communities can continue to experience benefits of Learn Local into the future.
Learn Local organisations face a range of challenges to their sustainability. Some come from within the organisation while others come from the external business and community environment.
The tools below have been developed to assist Learn Local organisations to be viable and sustainable.
Building Sustainable Community Business Framework
The Building Sustainable Community Business Framework (PDF 454 KB) is a four part report that:- explains sustainability
- provides strategies for building sustainability in community-based organisations
- describes strategies some Learn Local organisations are using to guide future sustainability
- provides a list of resources and references for more information.
Sustainability is a function of four key elements – all interrelated and all essential for sustainability.
- Workforce planning
- Workforce profile
- Employment checker
- Succession planning
Workforce planning
“The right people with the right skills in the right place at the right time.”
Workforce planning is important in building the sustainability of an organisation. Four frameworks have been developed to help guide Learn Local organisations in their workforce planning process.
Workforce Profile
Creating a workforce profile is part of effective workforce planning. A workforce profile will include information on:
- Current staff positions
- Number of people employed in each position.
- Employment type (e.g. full-time, part-time, casual)
- Key responsibilities of each position
- Skills of existing staff
- Notes.
Guidelines and materials (DOC 71 KB) to use to develop a workforce profile have been created. Using the Employment Checker can also assist with developing a workforce profile.
Employment Checker
The Employment Checker (DOC 71 KB) is a guide for Learn Local organisations to check if they have covered some of the basics around employment practices when hiring new staff and reviewing existing staff.
Accurate records and information on employment ensures good risk management practices around employment processes and issues. The Employment Checker covers three areas:
- job/position descriptions
- things to consider when employing staff
- the Employment contract.
Succession Planning
Succession planning is a process that allows your organisation to identify if you have the people in place with the skills to potentially cover key positions today and into the future, if existing staff leave or the organisation grows. Without a succession plan, organisations are vulnerable if key people leave or the organisation grows.
A succession planning worksheet (DOC 74 KB) has been developed to assist you in this process.
Who should do succession planning?
A Director/CEO, or a manager that is involved in the operations of the Learn Local organisation, should be responsible for conducting succession planning. It is important that the person doing this has direct involvement with staff and is familiar with the day-to-day operation and requirements of roles. It is therefore not usually appropriate for a Committee of management to be responsible for this activity.
Getting started
The Workforce Planning Worksheet must be complete and up to date. Before you fill in the Succession Planning Worksheet, you need to determine which employees you are assessing.
Professional Development
What is Professional Development and why do it?
Professional development is a planned process that helps the organisation plan the skill, experience, training and educational development of staff. The Professional Development Worksheet (DOC 73 KB) provides a framework for each person to have a development plan and for the organisation to manage the development of staff to agreed parameters and outcomes over a specific timeframe.
Getting started
It is essential that you have completed the Succession Planning exercise before you commence the Professional Development Worksheet. The Succession Planning Worksheet will have identified people who will benefit from Professional Development and the areas in which they need development to be able to step up to the next position. Before you commence the Professional Development Worksheet, you need to determine which employees you are focusing on.
Who should be involved in workforce planning?
Generally the Director/CEO should do the workforce planning activity with input from key staff members as required. Workforce planning is not a "public process" but a key management responsibility of the Director/CEO.