What is the Process?

The Tool Kit is a process.

Easily maneuver through the entire Tool Kit:

  • Click on the icon to expand and review that section.
  • Click on the icon to collapse that section.
  • Click on the to scroll down and the to return to the top.

The Get Started section will walk you through each section.

  1. Planning Process
    • Gather and consider the importance and significance of information about the workforce needs of the agency.
    • Scan organizational and environmental (and community) characteristics.
    • Analyze workforce supply and demand.
    • Identify current and emerging workforce gaps.
  2. Explore Components & Strategies
    • Review the components of workforce development.
    • Complete a series of assessments focused on these distinct, but interrelated, components.
  3. Putting It All Together
    • Begin to close the gap by prioritizing components to focus on.
    • Develop an Action Plan.
    • Plan how to monitor and evaluate its impact.
  4. A Final Word



Who should be on the team?

Remember, the workforce development process can’t be accomplished by just one person. It takes a TEAM.

Team membership can vary.

  • Ideally, it should include staff across multiple levels and roles within the agency.
  • It should also include key community partners.
    • Workforce development is accomplished within the context of the extended community. The workforce is a visible reminder of the agency’s role supporting children, youth, and families. It's also critical to engage community members to help define current and future workforce needs.

Ideal teams include:

  • Middle Managers
  • Administrators
  • Supervisors
  • Front-line Staff
  • Union Representatives
  • Human Resources Staff
  • Budget Staff
  • Key Community Partners:
    • Colleges and Universities
    • Stakeholders
    • Providers

Team Roles

Typically, there are two roles within the team:

  1. Leader(s)
    • Facilitate and schedule meetings.
    • Work with team members to develop the agenda for each meeting.
    • Assign responsibilities or tasks.
    • Develop timelines for action planning.
    Typically, one or two members of the team assume the role of leader(s). Consider rotating leader roles over time.
  2. Team Members
    • Share a commitment to their common goal.
    • Hold one another mutually accountable for moving forward.
    • Share responsibilities and workload:
      • Gather the necessary information.
      • Offer multiple perspectives.
      • Assume responsibility for implementation.
      • Monitor and evaluate impact.
    • Share and receive information from peers and colleagues:
      • Vertically (up and down the supervisory and reporting chain)
      • Horizontally (across the agency and with community partners and stakeholders)


Time Commitment

How Long Will It Take?

You will set the pace for how quickly you complete the Planning Process and Explore Components & Strategies.

After that, plan on 3–6 months to complete the development of your Action Plan.

Your Action Plan can take as little as 3 meetings, or as many as 10–12 meetings to develop.

This is only the start of the process, though. Rememeber, workforce development planning, assessment, intervention, and monitoring are ongoing processes!


Important Points

Keep in mind…

  • The Tool Kit is centered on a philosophy of continuous quality improvement.
  • Examples of strategies to strengthen components are provided when you Explore Components & Strategies. Your team must determine how “doable” examples and proposed strategies are for your particular agency.
  • Consider your agency's overall resource costs, agency capacity, and leadership commitment when you Explore Components & Strategies.
  • Resources and tools from MyNCWWI.org are provided throughout the Tool Kit. Many are specifically focused on change management and implementation. These will help you build the capacity you need to implement and sustain your Action Plan.
  • Other resources are also provided throughout the Tool Kit. They come from excellent workforce development resources from the public and private sector.


Additional Tips

One Last Thing Before You Begin…

  • Workforce development efforts are most successful when they are:
    • Accomplished by a committed team.
    • Defined by shared goals and clarity of intent.
    • Supported by a strong commitment from the agency’s leadership team.
  • A team’s ability to move forward can sometimes be delayed while waiting for “one last piece” of information…
    • It’s important to balance the desire for more information with the importance of moving forward to complete and implement the priorities in your agency’s Action Plan.
    • Flexibility is key. Plan to revisit the Action Plan along the way, in order to accommodate necessary adjustments.
  • It's critical that your Action Plan be realistic.
    • It must be based upon what is doable and achievable.
    • Workforce development is an ongoing process, as an agency's goals, activities, and environment evolve over time.

Now, you're ready to Get Started!