2022 Edition

Human Resources (CA-HR) 1: Human Resources Planning

The organization assesses its workforce as part of annual planning and prepares for future needs by:
  1. comparing the composition of its current workforce, including number of employees, skills, demographics, and cultural characteristics, with projected workforce needs; and
  2. determining how to close gaps, when needed, through recruitment, training, leadership development, and/or outsourcing.

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Purpose

The organization’s human resources practices attract and retain a competent and qualified workforce that contributes to service recipient satisfaction and positive service delivery results and supports the achievement of the organization’s mission and strategic goals.

Examples: To address employment or leadership selection patterns that do not reflect the community served, organizations may establish a plan that includes:

  1. targeted recruitment goals and strategies;
  2. reviewing policies and criteria to identify factors that may pose systemic obstacles to employment or advancement; and
  3. equitable leadership and personnel development programs.


Leadership development programming can include, but is not limited to: trainings, degree or certificate programs, review of relevant professional literature or research, shadowing, additional assignments to develop new skills, leadership mentoring, and exposure to functions outside the individual’s current role. Organizations can promote equitable access to leadership development programs by setting transparent, objective, performance-driven eligibility criteria and considering conflicts with job responsibilities when planning activities.

Note: Please see the Workforce Assessment and Planning Tip Sheet for additional guidance on this standard. 
1
The organization's practices reflect full implementation of the standard.
2
Practices are basically sound but there is room for improvement; e.g.,
  • The workforce assessment is conducted but is not effectively integrated into annual planning; or
  • Strategies for closing identified gaps need improvement.
3
Practice requires significant improvement; e.g.,
  • The organization has not assessed workforce needs for more than two years; or
  • The assessment only addresses some of the programs or services; or
  • The assessment indicates significant gaps but the organization has not taken steps to address them.
4
Implementation of the standard is minimal or there is no evidence that an analysis has been conducted within the past four years.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
  • Assessment of workforce needs
  • Community Demographic Profile
  • A list of administrative and management personnel by department that includes:
    1. name;
    2. title;
    3. degree held and/or other credentials;
    4. role (e.g. employee, volunteer, or contractor).
No On-Site Evidence
  • Interviews may include:
    1. CEO
    2. HR Director
    3. Program/department directors